Networking Forum

Creating your own personal brand touches everything that you do that interfaces with the outside world. Business cards, voicemail messages with a distinctive flair, stationary, signature on your emails, anything that demonstrates your uniqueness flowing congruently in an orchestrated synergistic campaign to give the world a taste of your memorable brand. Think of the brands you remember: what do you have in common with them--perhaps nothing but what can you do to make yourself memorable to everyone you meet personally or electronically? Brand your universe and watch what happens.

While a "personal" Brand is essential to designate your specialized knowledge, skills and abilities (KSA's) for a position, the more decorative "fluff" in your electronic presentation, the less likely you are to be considered. Most HR Representatives are seeking uniqueness in qualifications, an ability to add to the organization's bottom line, and a Candidate Profile which meets the organizations dynamic.

A signature on an E-Mail, clever use of print fonts, etc while dynamic, doesn't answer the critical question of the HR Representative, "Can this person do the job; do they have the proper skill set and, can they meet the challenges of the position?"

In my present position (Federal government, Sr. Executive Service), quality information focused on the key characteristics of the position is critical. Anything that detracts from demonstrated experience in key competency is likely to immediately disqualify you from consideration. While my comments are based solely on my being both a hiree and Hiring Manager in Federal employment, the Sr. Executive Service requires a focused presentation not "fluff".

Of course, if you are attempting to enter the communications, graphic arts or media field creativity is a plus. Careful selection of a "Personal Brand" is essential in business and government service at all levels but, is critical if seeking a position in Sr. Executive Management.

James J. Elekes, M.Ed, MPA, CPM

I am posting for two reasons. First, I wish to promote my online journal. It is located at http://jajoehl_74.tabulas.com, and is currently more or less a hodge-podge of things. I'm also writing to ask a question. Why is it that certain VR agencies just simply do not get it? I have tried to put myself out there, and I have tried a lot of different approaches to the VR dilemma. Currently my VR case is closed I think. I was not given all I needed to succeed. I met with a so-called job coach at the Chicago Lighthouse for the Blind who was basically no help at all. She did not teach me how to write a resume or how to interview properly for a job. Nobody is doing anything at all about the crisis that is Illinois, and I truly think that is a crying shame. If I or anyone else complain to our state legislators, there is major, major retaliation. Yet I and others have so many skills and talents. Another thing I'm wondering about is why the VR agency refuses to support a nonprofit organization.

I've found the comments interesting . Voc Rehab is a pretty traditional field and if the counsellors have not updated their ideas as to how to 'coach' a consumer and they still maintain the old paternalistic/maternalistic idea that they "know better" than the consumer what is right for them, the consumer loses, the the vr counsellor loses as does the vr agency. They are nobodying their consumer and lessening that consumer 's self-esteem rather than building it up and treating them with the same kind of dignity and respect that a vr counsellor would expect.

Alot of HR people are uncomfortable with the new e-portfolios etc. however, the candidate shouldn't be not looked at seriously as a candidate just because he/she presents him/herself differently and uses eportfolios and new technology. If anything most people in eportfolios do not put "fluff" in them , they showcase their best work and of what they are most proud . Perhaps HR needs to shake themselves up a bit, as to how they assess candidates and eSight's new book will aide them in that . Lose the old attitdues that" this is the way we've always done it" and find new ways and tools to assess potential candidates.

However, I also think combining both the new and the traditional, are helpful and necessary. Making a strong statement about who you are as a potential job candidate in an interview is also essential, almost imperative. You can have all the "flash" in the world but if you don't possess the competencies and the skills , "flash" doesn't help you keep the job.

We're just trying to stand out and be memorable to future employers, but the thing that does that most is your competency, your knowledge of who you are and what you can do and how you will be an extraordinary benefit to the company and a possble leader within the company is what HR and the ultimately the CEO want to see.

I have to agree with the comment above about the VR being short sighted. It seems to me that the broader ones scope of understanding of the needs of the person they are trying to assist (and being able to think outside the box) offers benefits to both the person who is being helped and the person helping.

I have not had the opportunity to work with a VR mostly because my specific disability at this point is not severe enough to allow me to gain any assistance of this nature. I would hope however that when the time comes that I do need that type of assistance that the person who is working with me isn't short sighted as I'm not short sighted (no pun intended).