In particular, the article noted that more and more people are turning to a temporary job not only for income, but perhaps more importantly, as a bridge to a permanent position. It’s an effective strategy—one I’ve recommended myself from time-to-time—but only if you understand the new definition of the term “permanent.”

Traditionally, we think of permanent jobs as those that are long lasting. We know it’s unlikely that we’ll work for a single employer for thirty or forty years, but permanent employment seems much more durable than … well than a temporary job. We don’t expect it to end in a couple of months or even in a couple of years.

In the 20th Century job market, such expectations were probably not unreasonable. On average, people changed jobs four or five times during their career or about once every six or seven years. That’s why most of us liked them so much. They gave us something we could count on—so we could buy a house or save for a child’s college education.

Today, however, a permanent job means something else altogether. The volatility produced by a highly interconnected global marketplace and the frenetic introduction of new technology has installed a pattern of much more frequent job changes. Instead of making such moves every six or seven years, we will now probably do so every three or four years. In effect, impermanence is the new norm.

What’s that mean for those of us in the workplace?

We’re going to have to adjust our own expectations and those of our families. Taking what the Times called “an honest-to-goodness, full-time, permanent job” no longer provides any meaningful security. Employers can promise it, but they can’t deliver it. If you have any doubt about that, consider this: the average tenure of a CEO is now down to under four years. If it can happen to them, it can happen to anyone and everyone else.

Does that mean there is no security in today’s world of work? No. It means we have to rely on ourselves for protection. We have to provide our own security.

How do we accomplish that?

By staying in the hunt even as we’re holding down what’s called a permanent job. Or to put it more bluntly, we have to make our job search permanent because our job isn’t.

Thanks for reading,
Peter]]> Mon, 30 Nov 2009 00:50:25 GMT http://florida.jobing.com/blog_post.asp?post=22670&utm_source=jobing&utm_medium=rss&utm_content=blogarea http://florida.jobing.com/blog_post.asp?post=22669&utm_source=jobing&utm_medium=rss&utm_content=blogarea With 2009 winding down, it's the perfect time to reflect on this past year and turn the focus to your goals for 2010!

While you are enjoying time with your friends and family this holiday season resist the urge to postpone your job search until after the new year. Many job seekers will be easing up on their job hunting strategy during this time, which means less competition for you! The new year also tends to bring new training classes and new hire orientations, so employers will be focused on filling those seats before year's end. So, here are a few tips we have gathered to help make your holiday job search even better:

• Create a Holiday Plan - Set specific goals for what you would like to accomplish. How many resumes do you want to send out per week? How many networking events will you attend? How many hours are you going to dedicate to online research? Having a plan will help keep you motivated and moving in the right direction.

Review, Refresh, Recharge - Remember to celebrate! You have worked hard this year! Take the time to review all of your accomplishments.  While it has been a challenging year, dig deep and honor what has been positive. You have made it through!

Please share with our community your 2010 goals on our Facebook Fan Page.  Get ideas from each other and solicit the help of your fellow job seekers.

]]> Mon, 30 Nov 2009 00:45:16 GMT http://florida.jobing.com/blog_post.asp?post=22669&utm_source=jobing&utm_medium=rss&utm_content=blogarea http://florida.jobing.com/blog_post.asp?post=22604&utm_source=jobing&utm_medium=rss&utm_content=blogarea  
Imagine my surprise, and dread, when this article had a similar theme and actually referenced a "do over". I was, and even now that three hours have passed, pretty peeved.  Although, I was mildly satisfied that a "real" writer was published using a theme similar to the one I used in my original message.  My first thoughts were all of the why's.  Why couldn't the article have been published in some magazine that no one reads, like Aviation Week or Popular Science (my apologies to Dad and to any other engineers who might happen across this message who enjoy those publications)?  Why me--aren't I too busy to write another message?   Next, I thought about using the original message with a footnote, briefly explaining the similarity in the event some of you subscribe to the same wildly popular magazine.   But, then I did what HR professionals do.  Adapt.
 
Instead of tossing and turning about how unfortunate it was to have that author come up with a similar theme for her article, I got out of bed and started writing.  HR professionals have to adapt every day, sometimes multiple times in one day.  I bet you've gone into work with your plan for the day mapped out and then, BAM, your CEO takes half of your morning to flesh out her latest and greatest ideas that she will need your immediate assistance to implement.  Or, you've been working on a project preparing employees for an upcoming organizational change and then, BAM, you're told the change is not going to occur in the same way (or at all) and you need to somehow communicate this to employees in a way that doesn't make the organization look, well, unorganized. 
 
One way to make sure you continue to adapt to the ever-changing landscape we operate within today is to stay on top of legislation affecting our profession.  While you need to know this information to perform your job effectively, you need to understand it in a way that will allow you to educate your executives and leaders at your organization.  At our November 19 Dinner Meeting, Eric Gordon and Arlene Kline of Akerman Senterfitt will present The Obama Agenda: Recent Changes and Pending Legislation in Employment Law.  Register today to ensure you have a seat at this great event.
 
Our members in transition have probably the most relevant and recent experience in adaptation.  Many of these members managed their organization through mass layoffs during the past year and assisted in the transition to a smaller workforce, including elimination of their own human resource function.  The Water Cooler Series is back this month, at 4:30 pm before the dinner meeting, as a free benefit to our members in transition.  Marilyn Durant, of Durant Resources, will be facilitating an open forum for our members in transition.  While the series is free of charge, members must register through our website to attend.
 
One way we all have learned to cope with the challenges of being an HR professional, and the constant adaptations, is to commiserate, I mean... network.  We would love to have you attend our holiday party at the Chesterfield Hotel in Palm Beach on December 10 at 6:30 pm.  We have arranged for cocktails and hors' dorves by the pool prior to the dinner inside the Leopard Lounge.  If you have not had a chance to meet many other members, this is a great time to get to know your fellow HR professionals.  But, please register soon because we anticipate a sold out event. 

The HRPBC Leadership Team is in the process of creating a brief survey for you to ensure we adapt to your needs.  Your thoughts and suggestions regarding the chapter and our events are very important to HRPBC’s success.  When you receive the survey, please be sure to fill it out.  Whether you regularly come to our events or not, we want to know what you think.  The survey should not take you more than a few minutes.  We are very interested in hearing from you.  Please keep in mind that you do not need to wait for a survey to let us know your thoughts.  You are always welcome to contact me or any other member of the Leadership Team at any time.

Well, I feel better now that I have vented and, essentially, written a second message to you.  And, if I could do it all over again, I would have written and distributed my original message before that darn magazine landed in my mailbox.
 
Sincerely,
Lara Donlon, Esq., SPHR
Chapter President
 
]]> Thu, 19 Nov 2009 13:46:07 GMT http://florida.jobing.com/blog_post.asp?post=22604&utm_source=jobing&utm_medium=rss&utm_content=blogarea http://florida.jobing.com/blog_post.asp?post=22601&utm_source=jobing&utm_medium=rss&utm_content=blogarea fantastic article on ERE the other day about social media recruiting strategies. There are a lot of blogs and articles on this topic lately and I often share my thoughts as well. This one was especially poignant because it spoke directly to strategy. Everyone is talking about what we should do and here is a great strategy to help get us there. For me, the biggest trigger to launch into a conversation about social media with recruiters is when they mention an employee referral program. Using our best to hire the best is nothing new. Using the social media networks of our best to hire the best is. It's about transitioning the traditional mindset into new media ways of communicating, and thus recruiting top talent.

There are no experts in this arena. Those who are finding success are doing so from shared and learned experiences. Just as the article states, "From experimentation comes innovation and learning!"

Employers, recruiters, business owners....What are your thoughts? I ask because for some time now we have heard speaker after speaker share on social media and I have noticed a definite change in our community in regards to the willingness to want to get started and a lot of reservations in regards to just not being sure where and how to start. So again....From experimentation comes innovation and learning...What are you doing to experiment? Have you started by building your own online social network? This will help you get comfortable and engaged in the social media world. Talk about your experiences and share with others.  Then watch and recognize how the brainstorms will just start to flow. Get engaged in our fan page....and share your innovations and learnings....Post a comment now and be one step closer to a great new world of user generated real time communication!

Facebook.com/SouthFloridaJobs]]> Thu, 19 Nov 2009 09:56:56 GMT http://florida.jobing.com/blog_post.asp?post=22601&utm_source=jobing&utm_medium=rss&utm_content=blogarea http://florida.jobing.com/blog_post.asp?post=22589&utm_source=jobing&utm_medium=rss&utm_content=blogarea Career Jockey’s Book Review topic and forced myself to pick only three books. (BTW, Career Jockey has been totally revamped. You might want to check it out.) I had to make some tough calls, but these are the ones that together contain the meat of what every job seeker needs to know.

Book #1 - What Color Is Your Parachute? 2010: A Practical Manual for Job-Hunters and Career-Changers by Richard Nelson Bolles

I wrote my What Color Is Your Parachute book review within three weeks of launching CareerJockey.org. I’ve recommended it to almost every Back on Track Network job seeker I’ve met. (Back on Track Network is the nonprofit that lit my passion for helping job seekers.) Every one of my networking articles and presentations references the book’s first chapter to explain why networking through contacts is your best job hunt technique available.

I’ve developed several job hunter and career changer presentations using material from different this book. They are:

• The Five Worse Ways to Job Hunt. The Five Best Ways to Job Hunt
• The Importance of Goal Setting
• Finding Your True Calling
• Career Crossroads? Let Me Show You What One Looks Like

In Finding Your True Calling, I put myself through a Parachute’s career discernment exercise that helped me discover how strong a set of interpersonal skills I really had. It inspired me to consider a career change from software engineering to technical sales and marketing a few years back.

You can find What Color Is Your Parachute 2010 on Amazon.com or at any book store. You can find older copies in just about any used book store. You don’t even need the current year’s version. I still use my 2008 version because I can’t pry myself away from all the book marks, highlights and dog ears that help me get to the sections I need quickly.

(Note: Bolles also publishes a Parachute for Teens that I've also reviewed aimed at the high school and college crowd.)

Never Eat Alone: And Other Secrets to Success, One Relationship at a Time by Keith Ferrazzi

A sales lead exchange group buddy of mine recommended this one to me a few years back. “It’s a great networking how-to book,” he told me. As a software engineer turned technology sales rep, I thought this was an area where I needed help so I went out a got me a copy. (This was also first Audible.com book download for listening on my IPOD – great for the car.)

In Never Eat Alone, Keith Ferrazzi explains how his networking skills helped propel him from his blue collar upbringing to his Yale, Deloitte and now Ferrazzi Green Light successes. This book is NOT a how-to book on better brown-nosing and kissing up to people in a self-serving way. It is filled with practical advice including how to effectively work a room and how best to follow up and stay in connected with people. More importantly, Never Eat Alone shows why it’s important to understand people’s needs and take an interest in sincerely helping them. He stresses how people can see through hypocrisy so your work must be driven by a desire to serve others. That’s the quality that leads to networking success.

In my Never Eat Alone book review I explain how I have used what I learned in my personal and professional dealings and how it can fuel a job hunt.

(I’ve also reviewed Ferrazzi’s Who’s Got Your Back and met him in July during his book tour. Follow these links and you can see Keith’s Good Morning, America appearance and his Larry King’s Ferrazzi interview.)

Real Life: Preparing for the 7 Most Challenging Days of Your Life by Dr. Phil McGraw

Losing a job can be one of life’s most punishing blows. It strikes at the core of how many of us define ourselves. It forces us to grieve, face our anger, consider our inadequacies and outright messes with us close to home. A former work associate of mine took his own life and his unemployment played a part in that.

Please don’t discount this book because of its author. Dr. Phil's done a good job here. It made my list. I read and reviewed Dr. Phil’s book this past Spring (2009) and really like how to laid out the grieving process that goes on when one suffers a loss. Four out of the book's seven most difficult days address issues most or all job seekers experience and especially those like me that have dealt with more traumatic firings involving personal friends. (We can sit down when you have some time and I’ll share my story with you.)

Together this collection of books covers three areas job seekers need to master in order to get through it all successfully.

Hope this helps.]]> Wed, 18 Nov 2009 09:46:20 GMT http://florida.jobing.com/blog_post.asp?post=22589&utm_source=jobing&utm_medium=rss&utm_content=blogarea http://florida.jobing.com/blog_post.asp?post=22581&utm_source=jobing&utm_medium=rss&utm_content=blogarea Next Thursday I will still be grateful for the day off and the food, but I will share my table with some who will also be grateful for a lot less than I have.  It will definitely be a day for looking at the glass half full and ignoring what isn't so great in favor of seeing all that is and saying thanks.]]> Tue, 17 Nov 2009 13:37:03 GMT http://florida.jobing.com/blog_post.asp?post=22581&utm_source=jobing&utm_medium=rss&utm_content=blogarea http://florida.jobing.com/blog_post.asp?post=22580&utm_source=jobing&utm_medium=rss&utm_content=blogarea Keywords are a central feature of our business day.  We use them to search our resume databases and to parse through the profiles and resumes posted on job boards and social networking sites.  The problem, of course, is that we pesky humans have a bad habit of using different words to express the same idea.  That variability in human expression makes it difficult to know which keywords will actually identify the best candidates for each of your openings. 

So, what should you do?  How can you select the right keywords when there are so many competing alternatives?  The answer, I think, is to create a keyword taxonomy—an annotated list of search terms—that is rich in the language of the top talent in the specific career fields for which you are recruiting.  Think of it as a “set of master keys in words” that can unlock the candidate databases you are probing. 

Creating such a tool is not particularly difficult.  Doing so, however, is a departure from the current practice in many organizations.  It involves temporarily stepping outside the press of individual, day-to-day assignments and taking a longer term view of how keywords can best serve your recruiting strategy.  Here’s what I mean. 

The rule of thumb in developing a list of keywords has usually been to rely on the information provided to us in a job description or requisition.  The problem with this approach, of course, is that those documents are typically formulated by hiring managers—one of the least articulate populations on the planet.  The terminology they provide, therefore, is necessary but insufficient to unlock the best talent in an ATS or job board database.  It is a part of the master keyword set, but not all of it. 

How can you fill in the gaps? 

I suggest you borrow a page from your colleagues in sales and marketing and form a focus group.  Such a group is only useful, however, if it is composed of the right participants.  You’re trying to uncover the language used by the best talent for your openings, so your focus group should be populated with the same kind of people.  And, you have a ready source of such individuals among your organization’s “A” level performers in the career fields for which you’re recruiting.  They, better than anyone else, know exactly which terms their peers will use to describe their qualifications. 

Top performers are usually very busy, however, so you may have a hard time breaking them free for such an exercise.  If that’s the case in your organization, you can also build your set of master keywords by conducting a similar survey with your new hires during their orientation.  This approach is clearly more challenging to implement, however, because you will have to base your selection of the group’s participants not on their demonstrated excellence at work, but on your judgment of how they are likely to perform once they are on-the-job. 

In either case, your focus group will yield the best results if its work is conducted in three steps.

• First, build your baseline.  Ask the participants to list all of the terms they would use to describe the qualifications required for an individual to be able to perform their job effectively.  These attributes can include specific skills, occupational and/or industry knowledge, prior work experience, personality and any other factors that would bear on their ability to contribute.  If the group has a hard time knowing where to begin, ask them to review one or more of the keyword references that are currently available.  These include Google’s Keyword Tool, which will suggest keywords based on previous Google searches; Wordtracker, an online research tool; and WEDDLE’s 3 volume set, Finding Needles in a Haystack, which lists over 25,000 keywords and keyword phrases, across 5400 job and position titles in 28 industries and professions.
• Second, restate the terms in order of their importance.  Ask the group to prioritize each of their terms according to its impact on an individual’s job performance.  While there may be some disagreement among the group about the placement of specific terms, encourage them to arrive at a consensus rank ordering of the overall list.
• Third, group the terms into search baskets.  The best way to probe a resume or profile database is to conduct your search in concentric circles of ever greater specificity.  This approach enables you to hone in on and eventually determine a reasonable slate of the most qualified prospects in a database.  Therefore, ask the group to break their list into the following categories: absolutely critical, very important, somewhat important and nice to have.

Those four baskets of search terms should then be added to the terms you derived from the hiring manager’s job description or requisition.  If those documents enable you to do so, assign each of those terms to one of the categories used in Step 3 above.  If not, the most politic course to assign them to the absolutely critical category.  The resulting integrated list of search terms is your set of master keywords.  

The above process is clearly labor and time intensive so think of it as an investment to develop an asset.  The product you create—your keyword taxonomy—is just such a resource.  It is a state-of-the-art search tool that can be used over and over again by the entire recruiting team.  No less important, that tool gives them a genuine competitive advantage because it will increase both their efficiency and their performance.  It should, therefore, be password protected and carefully monitored.  As with all assets, it will require updating from time-to-time, but the effort involved will be substantially less than of the original development. 

Keywords are typically viewed as one of the basic tools in our profession.  For better or worse, everybody uses them so it’s easy to assume they have little or no differentiating value.  When forged into a powerful asset, however, keywords can help an organization unlock talent other employers can’t reach.  That’s why no recruiting team should be without “a set of master keys in words.” 

Thanks for reading,

Peter

Visit me at Weddles.com 

Peter Weddle is the author of over two dozen employment-related books, including Recognizing Richard Rabbit, a fable of self-discovery for working adults, and Work Strong, Your Personal Career Fitness System. 

© Copyright 2009 WEDDLE’s LLC.  All Rights Reserved.]]> Tue, 17 Nov 2009 13:00:10 GMT http://florida.jobing.com/blog_post.asp?post=22580&utm_source=jobing&utm_medium=rss&utm_content=blogarea http://florida.jobing.com/blog_post.asp?post=22579&utm_source=jobing&utm_medium=rss&utm_content=blogarea The positive growth turned in by the American economy in the third quarter of this year suggests that maybe, just maybe this Great Recession is now in our rear view mirror.  As it fades away, of course, the tales will begin about what we did during this terrible time.  While recounting those legends is surely important, so too is sharing the insights we’ve acquired from our experience. 

Cataclysmic events often alter our perceptions of the world around us.  That was true during the Great Depression, and it will be true as we emerge from this Great Recession, as well.  Some of these new views are opinions about what happened and why, but others are actually lessons that we’ve learned about how best to survive and prosper.  They’re the things we wish we had known before the event occurred because that knowledge would have undoubtedly enabled us to fare better than we did. 

I think the sharing of this wisdom is good for us—it’s cathartic to acknowledge that we’ve earned an advanced degree in the school of hard knocks—but it’s even more helpful for our kids and grandkids.  In a very real sense, we are giving them a gift, a roadmap for the future that may help them avoid the dead ends and dangerous potholes they are sure to encounter. 

Each of us has our own view of the lessons we should pass along.  For me, the following four insights are among the most important.  They are realizations everyone must have in order to chart a successful and fulfilling career in the 21^st Century world of work. 

Seeking job security makes you vulnerable.  In today’s turbulent economy, employers have no idea what will happen tomorrow or the day after.  They may promise you job security, but they can’t deliver it.  So, counting on it is likely to put you out for the count.  A far better objective is career security—the ability to stay employed in a job of your choosing regardless of the condition of any single employer or the economy as a whole.  Unlike job security, career security is a state you create for yourself.  You don’t have to rely on the good will of some employer.  You anticipate the changes in your career—the timing of a move from one boss or organization to another, the refocusing or reskilling that’s necessary to accommodate shifts in your industry or profession—and then you plan and execute those changes so they benefit you. 

Recognition is something you give yourself.  Most managers and supervisors mean well, but if you wait for them to recognize your accomplishments at work, you’re likely to be disappointed.  Some have the social skills of a brick and others are too worried about their own security to take care of yours.  That’s why it’s important for you to keep track of your own “career victories.”  Sure, it takes a little effort to maintain a contemporaneous record of what you’ve done and how well you’ve done it, but that account will give you more satisfaction than most managers ever will.  Don’t just write it out, however; also review it regularly.  Take the time to remember what you’ve done and pat yourself on the back when you deserve it or give yourself a little counseling if you’ve let yourself down. 

Working tirelessly is a sure way to get tired.  Sadly, many people in today’s world of work find themselves wired up with no place to go.  They’ve learned the hard way that staying continuously in contact with the office doesn’t protect you.  It exhausts you.  We’re all worried about the H1N1 flu becoming a pandemic, but workaholism already is.  If you have any doubt about that, look left and right the next time you’re lying on the beach.  Every other person will be glued to their Blackberry or iPhone checking their email.  The impact of such behavior on both individual performance and wellbeing is already acute and likely to get worse.  In a knowledge-based economy, your worth is measured not by your connectivity, but by your contribution.  And, your contribution suffers when you don’t give your mind and body a chance to rest. 

Taking care of your career is the best way to take care of you.  The conventional approach to career self-management has been to get an annual checkup and leave it at that.  Historically, we paid attention to our career just once each year—during our performance appraisal and salary review.  That approach was dangerous then; today, it’s a sure-fire way to induce career cardiac arrest or what most of us call unemployment.  The only safe course in a workplace as turbulent as the one we now have is to develop career fitness the same way you develop physical fitness.  You have to commit yourself to building up the strength, endurance and reach of your career every single day.  Yes, that’s a lot of work, but it’s also a smart investment.  You spend one-third or more of your day in your profession, craft or trade, and you deserve an experience during that time that is every bit as good as the rest of your life. 

We have acquired many insights from our experience over the past two years, but these four maxims are the key lessons we have learned.  They are the things we wish we had known so they are now the things we want others to know. 

Thanks for reading,

Peter

Visit me at Weddles.com 

Peter Weddle is the author of over two dozen employment-related books, including Recognizing Richard Rabbit, a fable of self-discovery for working adults, and Work Strong, Your Personal Career Fitness System. 

© Copyright 2009 WEDDLE’s LLC.  All Rights Reserved.]]> Tue, 17 Nov 2009 12:58:37 GMT http://florida.jobing.com/blog_post.asp?post=22579&utm_source=jobing&utm_medium=rss&utm_content=blogarea http://florida.jobing.com/blog_post.asp?post=22563&utm_source=jobing&utm_medium=rss&utm_content=blogarea Byron Katie. I am so grateful and thought instantly that I had to share her with our South Florida job seekers. Byron Katie provides a process to challenge our thoughts, our beliefs, our stories if you will. For me, quite often I find myself totally engaged in my head in a conversation with someone that hasn't happened or worrying about a situation that has not even occurred or thinking about what I think of something that someone said, etc. This is human nature, yet some people get "stuck" in it and some move through it. "The Work" of Byron Katie gives a process, she provides a solution. "The Work" is to simply question our thoughts. Pretty simple, right? On the surface sure, but making it a habit is the challenging part.  I was thinking about how this could support all the job seekers in our community who are struggling to stay focused and positive and even get an interview.

A few weeks ago I wrote a blog about turning frustrations into solutions. Here is a great process to support moving out of the frustration, so for example:

Frustrated thought: "I can't get an interview!"

The Work:

Is it true?

Can you absolutely know that it's true?

How do you react, what happens, when you believe that thought?

Who would you be without the thought?

After we answer these questions the next step is to Turn it Around and look at it differently. There are so many "self help" type of books, speakers, and exercises out there today and it's hard to distinguish between what's valid and what isn't. All I can say is that this struck a cord with me and I invite you to check it out. Then please engage in our facebook fan page and share your experiences.

How might you and others benefit from relating this in the job search?

]]> Mon, 16 Nov 2009 10:04:42 GMT http://florida.jobing.com/blog_post.asp?post=22563&utm_source=jobing&utm_medium=rss&utm_content=blogarea http://florida.jobing.com/blog_post.asp?post=14507&utm_source=jobing&utm_medium=rss&utm_content=blogarea   You have skills that would be highly prized by almost any employer. 

For these reasons and more, you would not say yes these questions: 

Are you generic?  Do you have no experience that relates to the job you are applying for?  

However, if you use the same general resume for every application – your resume may be saying yes to those questions for you. 

If you find a position you want, take the time to tailor your resume to fit it.  Here are some quick tips to make your resume relevant

1.  If you have a long list of old positions, unrelated to the one you are applying to, remove them.  These positions are clutter and will do nothing to support that you are the right person for the job. 

2.  If you have long lists of duties that are unrelated to the job you are applying to – refine the list to emphasize the skills, knowledge and traits specifically listed in the job description. 

3.  If you were to remove the objective from the top of your resume – would a person be able to tell what it is?  Make sure that your objective is both clear and supported by the every detail of your resume.  Even if you are applying to a new field and the jobs on your resume are not the same as what you are looking for – if you emphasize the skills and traits that are transferable and support your objective, your career goals will be clear. 

If the job is unique, and you are a fit – bring your resume in line and your chances of success will improve!

(Quick Jobing.com Tip – Save up to ten unique resumes using your My Jobing! account so your relevant resume is ready-to-go!)]]> Mon, 16 Nov 2009 02:00:00 GMT http://florida.jobing.com/blog_post.asp?post=14507&utm_source=jobing&utm_medium=rss&utm_content=blogarea