eastcoastexecutives

Integrity, Leadership & the Future of Business

Fri, 28 Feb 2025 00:09:59 GMT

The Nasdaq Center for Board Excellence Webinar

Integrity, Leadership & the Future of Business

I had the pleasure of attending The Nasdaq Center for Board Excellence webinar, “Integrity, Business, and Economy Going Forward,” featuring an esteemed panel of experts Alex Thompson , R.P. Eddy , Byron Loflin and Phil Mackintosh . The discussion reinforced a reality we can’t ignore: trust in institutions is eroding, economic uncertainty is stalling investments, and businesses are now expected to lead where governments fall short.

This shift isn’t theoretical, it’s happening now! Just this week, we lost a search at East Coast Executives because the role was eliminated, likely due to the very challenges discussed in this webinar.

As a Diversity Recruiter and Executive Search Consultant, I see it firsthand. Companies are navigating geopolitical tensions, AI-driven transformation, and a workforce that demands transparency and accountability. The panelists made it clear: business leaders who can adapt, innovate, and lead with integrity won’t just survive—they’ll have a competitive edge.

At East Coast Executives , we don’t just fill positions, we find transformational leaders who can help your organization build trust, drive growth, and remain resilient in an unpredictable economy. If your company is serious about securing the right executive talent, let’s talk.

The future belongs to organizations with the right leaders at the table. Do you have them?

Let’s connect. Contact East Coast Executives at info@eastcoastexecutives.com

As DEI positions and initiatives are eliminated, what do we do next...

Wed, 18 Sep 2024 20:06:15 GMT

Here is how Kenneth L Johnson & East Coast Executives continues to steady the course...

I’ve stayed quiet on an issue that’s becoming increasingly difficult to ignore. Today, another colleague reached out after their DEI role was eliminated, seeking guidance on what to do next.

Historically, DEI roles have not served as a direct resource or business driver for East Coast Executives . Our primary focus has always been on diversity recruitment and career strategies. However, many who have commanded these positions are more than just peers—they’ve become trusted friends and valued colleagues over the years. It’s disheartening to see these efforts reduced, but now is the moment for corporate leaders to rethink how to continue pushing the diversity mission forward, even without dedicated DEI roles.

Here are three strategies to consider:

1. Embed DEI into Core Business Strategies: DEI should not be a standalone initiative—it must be woven into your company’s business goals. Make diversity, equity, and inclusion integral to decision-making processes, from hiring to product development to leadership appointments. When it’s core to your strategy, it becomes everyone’s responsibility.

2. Empower Leadership Accountability: Without DEI departments, the responsibility to drive diversity efforts needs to sit squarely on the shoulders of your leadership teams. Hold them accountable for creating inclusive environments where diverse talent can thrive. Setting measurable goals and tracking progress can help ensure that DEI remains a priority.

3. Leverage External Expertise: If you no longer have in-house DEI experts, partner with organizations like East Coast Executives to support your recruitment and talent acquisition strategy. We’ve been helping companies create inclusive hiring practices and fostering environments where diverse talent can succeed. You don’t have to do this alone—there are resources available to help you stay on course.

To the corporate leaders reading this: Now is the time to act. Don’t let the elimination of roles lead to the elimination of your equity commitment.

And to those DEI professionals impacted by these cuts: Know that you are not alone. East Coast Executives is here as a resource to help guide your next steps. Let’s continue this important work, together.

Unlocking the Future of Talent Acquisition & Reaffirming our Commitment

Mon, 08 Jul 2024 17:34:49 GMT

Unlocking the Future of Talent Acquisition: The Perfect Blend of Technology and Relationship Building

As we navigate an ever-evolving recruitment landscape, one truth remains clear: technology is revolutionizing talent acquisition. From AI-driven applicant tracking systems to sophisticated data analytics, these advancements are streamlining processes and enhancing our ability to identify top talent. However, while technology is a powerful tool, it is the multi-tiered approach that incorporates relationship building and strategic networking that truly cultivates the best talent pools.

In today’s climate, where there is an unsettling pushback on Diversity, Equity, and Inclusion (DEI) initiatives, it is more important than ever to reaffirm our commitment to these principles. The heart of successful recruitment lies in understanding the value of diverse perspectives and creating inclusive workplaces. This is not just a moral imperative but a business one, driving innovation and performance.

At East Coast Executives, we harness cutting-edge technology to enhance our recruitment strategies, but we never lose sight of the human element. Building relationships with our business partners, understanding their unique journeys, and leveraging our extensive network ensures we bring the most qualified and diverse talent to your organization.

Corporate talent acquisition leaders and hiring influencers, now is the time to rethink your approach. Don’t just rely on algorithms; invest in building relationships and fostering networks that support organizational growth. Our recruitment search services are designed to provide the support you need, combining the best of both worlds: innovative technology and deep, meaningful connections.

Let’s work together to build the future workforce—one that is diverse, inclusive, and poised for success.

Reach out to East Coast Executives today and discover how our multi-tiered approach can help you achieve your talent acquisition goals

Kenneth L Johnson, President

East Coast Executives

www.eastcoastexecutives.com

AI in Recruitment: A Double-Edged Sword

kjohnson@eastcoastexecutives.com (Kenneth Johnson) — Fri, 14 Jun 2024 19:13:58 GMT

The Impact of AI on Recruitment and Talent Acquisition for Black Job Seekers and Diverse Professionals

Hello, I’m Kenneth L. Johnson, Founder and President of East Coast Executives , the diversity recruitment leader. At East Coast Executives, our mission has always been to champion diversity and inclusion in the workplace , ensuring that Black job seekers and other diverse professionals have equitable access to opportunities. Today, I want to delve into a topic that's rapidly transforming our industry: the impact of artificial intelligence (AI) on recruitment and talent acquisition, particularly for Black professionals.

AI in Recruitment: A Double-Edged Sword

AI technology has revolutionized recruitment processes, offering unprecedented efficiency and scalability. Algorithms can sift through resumes, match candidates to jobs, and even conduct preliminary interviews, all at a fraction of the time it would take a human recruiter. However, while AI presents numerous advantages, it also comes with significant challenges, especially when it comes to ensuring fairness and equity for Black job seekers.

Bias in Algorithms: A Critical Concern

One of the most pressing issues with AI in recruitment is the potential for bias. AI systems are trained on historical data, and if that data reflects existing biases in the hiring process, the algorithms can perpetuate and even amplify these biases. For Black professionals, this can mean being unfairly screened out of the hiring process before a human recruiter even sees their application.

Several studies have shown that AI systems can inadvertently favor candidates with traditionally white-sounding names or those who come from certain educational backgrounds, putting Black candidates at a disadvantage. This highlights the critical need for companies to regularly audit their AI systems to ensure they are fair and unbiased.

Ensuring Transparency and Accountability

Transparency in how AI systems make decisions is crucial. As a community, we must advocate for greater accountability in the use of AI in recruitment. Companies should be required to disclose how their algorithms work and the steps they are taking to mitigate bias. This transparency is essential for building trust and ensuring that AI serves as a tool for inclusion rather than exclusion.

Leveraging AI for Inclusion

Despite its challenges, AI also holds immense potential to promote diversity and inclusion when used responsibly. For instance, AI can help identify and mitigate unconscious bias in job descriptions, ensuring that the language used is inclusive and appealing to a diverse pool of candidates. Additionally, AI can analyze and track diversity metrics, helping organizations to set and achieve their diversity goals more effectively.

At East Coast Executives, we are committed to leveraging technology in a way that enhances our mission of diversity recruitment. By combining AI with our deep understanding of the unique challenges faced by Black professionals, we can create a more equitable and inclusive hiring process.

The Role of Human Oversight

While AI can streamline many aspects of recruitment, it cannot replace the nuanced understanding and empathy that human recruiters bring to the table. It's crucial that AI is used to augment human judgment, not replace it. At East Coast Executives, our team of experienced recruiters works alongside AI tools to ensure that every candidate is evaluated fairly and holistically.

A Call to Action

To my fellow leaders and professionals in the recruitment industry, I urge you to approach AI with a critical and informed perspective. Invest in technologies that prioritize fairness, transparency, and accountability. Regularly review and update your AI systems to address any potential biases. Most importantly, remain committed to the human element of recruitment, recognizing the unique value and potential of every candidate.

For Black job seekers and other diverse professionals, stay informed about how AI is being used in the recruitment process. Advocate for transparency and fairness, and partner with organizations that are dedicated to diversity and inclusion.

At East Coast Executives, we are more committed than ever to empowering Black professionals and ensuring they have access to the opportunities they deserve. Together, we can harness the power of AI to build a more inclusive and equitable future for all.

Thank you for being a part of this journey with us.

Regards,

Kenneth L. Johnson

Founder and President

East Coast Executives

Unique Benefits That Will Truly Motivate Your Employees

Fri, 07 Apr 2023 17:46:46 GMT

This is a guest post authored by Ted James of tedknowsmoney.com

As a business owner, you want to ensure you have a happy and healthy team of motivated

employees to support your business. When your workers are satisfied, they're more likely

to be engaged at work. Comprehensive benefits can also help you attract a more diverse

workforce. Discover some benefits that can help keep your workers happy and support a

thriving company below.

Recognize the advantages of diverse hiring

By embracing people of all kinds, including BIPOC, your business can benefit in many

ways. For example, diverse teams with inclusive leadership have been shown to be more

innovative and productive . On top of that, a diverse workforce can also help serve the local

community, attracting a mix of people to the area. If you need support with your diversity

hiring, a professional like East Coast Executives can help.

Flexible working arrangements

According to McKinsey, one of the biggest asks from modern workers is flexibility. There

are many ways you can meet emp loyees' demands for versatility. For example, you might

allow them to work remotely or to only work a four-day work week. You can also create a

framework that supports flexibility, for example with flexi time: Set two hours pers day

when people need to be available, but otherwise let them work when and where they want.

A pet-friendly environment

It's not always possible for workers to do their jobs remotely. In cases where you do need

an in-office presence, strive to make the atmosphere as comfortable for your team as

possible. A pet-friendly office is one option. For example, to create a dog-friendly space,

it's best to create a separate enclosure for dogs, which lets workers have their pets nearby

without becoming distracted.

Health and wellness perks

Healthy employees are more productive and less likely to take days off for medical

purposes. Common health-related perks you can offer your workers include health

insurance, paid sick leave, and unpaid leave. You can also offer more out-of-the box

perks, like on-site wellness classes or company-wide fitness initiatives, like group runs.

Also, consider mental health benefits, like counseling.

Tuition assistance

Many employees in the US have student loans they're trying to pay off. Give your workers

a hand with tuition assistance programs. The US Chamber of Commerce explains how

these initiatives can work and points to companies that already offer such programs, like

Amazon, Starbucks, Walmart, and Lowes. When setting up tuition reimbursement, it's

important to consider practicalities, like what happens if an employee leaves the company.

Child care support

To create a diverse workplace, you need to accommodate people with all kinds of

lifestyles. For example, if you want to attract working moms and dads, it's a good idea to

offer child care support. You might provide a stipend for child care needs, for example, or

even establish an on-site child care service. The BBC reveals that on-site child care has

been one perk proving instrumental in getting parents back into the workplace following

the pandemic.

Mentorship and growth opportunities

Your employees don't want to get stuck in a stagnant position with no growth opportunities.

Give them chances to grow. For example, you might pay for additional education to help

them gain new skills and advance in their careers. Mentorship opportunities are also in

high demand . A great mentor can help people chart out their professional path. Plus, for

companies, mentoring programs can be a great way to foster diversity. A robust benefits package

shows your workers that you care about them. Popular perks

range from extra paid vacation to vision and dental care and birthday paid-time-off. The

above list has some more ideas to inspire you.

Learn more about the benefits of diverse hiring and how to keep your employees happy

from the blog.

The Unique Benefits of Career Coaching for Black Professionals

Thu, 02 Mar 2023 01:41:14 GMT

Career advice from the world's top Diversity Recruiter & Developer of blkbox.tech

Career coaching has become increasingly popular in recent years, with more professionals turning to coaches to help them navigate the ever-changing job market and find fulfilling careers. As leaders in the Diversity Recruitment space, East Coast Executives launched coaching services to support candidates and our client companies that seek an internal coaching solution.

We've learned a few things in the process...

For black professionals, career coaching can be particularly beneficial, as it can help them overcome unique challenges they may face in the workplace. One of the primary benefits of career coaching for black professionals is the opportunity to gain insights and strategies for navigating unconscious bias and other forms of discrimination in the workplace. Studies have shown that black professionals are more likely to face discrimination when seeking employment and during their careers. Career coaching can help black professionals identify and respond to these challenges in a proactive and effective manner.

Additionally, career coaching can help black professionals identify and leverage their strengths and unique talents to advance their careers. Black professionals often bring unique perspectives and experiences to the workplace that can be leveraged to create positive change and drive innovation. A career coach can help black professionals identify these strengths and develop strategies to showcase them in the workplace.

Another benefit of career coaching for black professionals is the opportunity to develop and refine their networking skills. Networking is a critical component of career success, and career coaching can provide black professionals with the tools and strategies they need to build strong professional networks and connect with mentors and advocates who can help them advance in their careers.

Finally, career coaching can help black professionals overcome imposter syndrome and other barriers to career success. Imposter syndrome, which is the feeling of being inadequate or undeserving of success, is a common challenge that many black professionals face. Career coaching can help black professionals recognize and overcome these feelings, allowing them to achieve their full potential and reach their career goals.

The benefits of career coaching for black professionals are supported by data. According to a survey conducted by the International Coach Federation, 70% of clients who receive coaching experience improved work performance, while 61% experience improved communication skills. Additionally, a study by the Harvard Business Review found that coaching can help black professionals overcome the challenges of being a “token” in the workplace and develop strategies for building supportive relationships with colleagues and managers.

In conclusion...

Career coaching can be an incredibly valuable tool for black professionals looking to advance their careers and overcome the unique challenges they may face in the workplace. By providing insights, strategies, and support, career coaching can help black professionals achieve their full potential and make a positive impact in their chosen fields.

*blkbox is a Career Consciousness Portal designed for Black Men powered by East Coast Executives. Visit www.blkbox.tech to download the App.

Career Mentorship and The Responsibility of Black Men

Thu, 23 Feb 2023 04:14:20 GMT

Career advice from the world's top Diversity Recruiter & Developer of blkbox.tech

After placing a post on LinkedIn, I received a comment from a gentleman that I've never met personally but we have interacted several times on the social platform. His name is Bill Conley and he offered to mentor through our blkbox initiative. This is the type of thoughtful action needed to support the careers of Black Men -- thanks Bill!

Black men in professional careers have a unique social responsibility to their community. As members of a historically marginalized group, they have the potential to use their positions to effect change and create opportunities for others who have been disenfranchised. In this blog post, we will discuss the social responsibility of black men in professional careers and offer suggestions for how they can fulfill this responsibility.

First and foremost, black men in professional careers have a responsibility to serve as positive role models for the younger generation. They should strive to be examples of excellence, demonstrating to young black boys that they too can succeed in the professional world. This can involve mentoring young people, sharing their experiences and advice, and modeling professional behavior and values.

Additionally, black men in professional careers have a responsibility to advocate for diversity, equity, and inclusion within their workplaces. They should be vocal about the importance of diversity and work to ensure that hiring practices, promotions, and other opportunities are equitable for all. They can also serve on diversity committees, attend diversity training, and participate in employee resource groups to help foster a more inclusive workplace culture.

Black men in professional careers also have a responsibility to use their positions to give back to their communities. This can involve volunteering their time and resources to community organizations, supporting black-owned businesses, and using their professional expertise to help address issues such as poverty, education, and healthcare disparities. By giving back to their communities, black men in professional careers can help create more opportunities and improve the lives of those around them.

Finally, black men in professional careers have a responsibility to speak out against injustice and systemic racism. They should use their platform to raise awareness about issues affecting black communities, and advocate for policy changes that address systemic inequities. This can involve speaking publicly, writing op-eds or letters to elected officials, or joining advocacy organizations.

In conclusion, black men in professional careers have a unique social responsibility to their community. By serving as positive role models, advocating for diversity and inclusion, giving back to their communities, and speaking out against injustice, they can help create a more equitable and just society. It is essential for black men in professional careers to take this responsibility seriously and use their positions to make a positive impact on the world around them.

blkbox is a Career Resource portal designed for Black Men powered by East Coast Executives. Visit www.blkbox.tech to download the App.

The Value of Black Men in Leadership Roles

Thu, 16 Feb 2023 19:30:07 GMT

Career advice from the world's top Diversity Recruiter & Developer of blkbox.tech

The value of black men in leadership roles in corporate America cannot be overstated. Despite a long history of systemic racism and discrimination, black men have proven themselves to be talented, hard-working, and innovative leaders in various industries. However, the path to leadership positions can be challenging, and there are still significant barriers that need to be overcome. In this article, we will explore the value of black men in leadership roles and the steps that they can take to advance in their career pursuits.

The Value of Black Men in Leadership Roles

Black men bring unique perspectives and experiences to leadership roles, which can lead to more inclusive and innovative ideas. They are often skilled at navigating complex situations, thinking creatively, and communicating effectively. They can also bring a different perspective to decision-making and problem-solving, which can lead to better outcomes for companies.

Black men in leadership roles can serve as role models for others, inspiring and motivating younger generations to pursue their own career aspirations. They can also help to create a more diverse and inclusive workplace, which can lead to increased creativity, productivity, and employee satisfaction.

Steps to Advancing in Career Pursuits

Advancing in career pursuits can be challenging for black men, but there are steps that can be taken to increase the likelihood of success.

1. Build a Strong Network

One of the most important steps in advancing a career is building a strong network. Black men should seek out mentors and sponsors who can offer guidance and support. They should also look for opportunities to connect with other professionals in their industry, attend conferences and events, and build relationships with colleagues and clients.

2. Develop Skills and Expertise

Black men should focus on developing their skills and expertise in their chosen field. They should seek out training and development opportunities, attend conferences and workshops, and pursue certifications or advanced degrees. By becoming experts in their field, black men can increase their value to their employers and position themselves for advancement.

3. Seek Out Leadership Opportunities

Black men should seek out opportunities to take on leadership roles, even if they are not yet in management positions. They can volunteer for leadership roles in professional organizations, lead projects within their company, or take on leadership roles in their community. By demonstrating their leadership skills and abilities, black men can position themselves for future leadership opportunities.

4. Advocate for Themselves

Black men should not be afraid to advocate for themselves and their career goals. They should communicate their ambitions and desires to their managers and seek out opportunities to demonstrate their value to the company. By being proactive and assertive, black men can increase their visibility and position themselves for advancement.

5. Embrace Diversity and Inclusion

Finally, black men should embrace diversity and inclusion and work to create a more inclusive workplace. They should seek out opportunities to educate their colleagues on the importance of diversity and inclusion, and work to create a more welcoming and supportive environment for all employees.

In conclusion, black men bring a unique perspective and set of skills to leadership roles in corporate America. They can serve as role models and create more diverse and inclusive workplaces. Advancing in career pursuits can be challenging, but by building a strong network, developing skills and expertise, seeking out leadership opportunities, advocating for themselves, and embracing diversity and inclusion, black men can position themselves for success in their chosen field.

Breaking Barriers: The Challenges Faced by Black Men at Predominantly White Institutions

Wed, 08 Feb 2023 17:54:16 GMT

Career advice from the world's top Diversity Recruiter & Developer of blkbox.tech

Attending a predominantly white institution (PWI) can be a challenging experience for many Black students, but the experience is often especially difficult for Black men. Black men face a unique set of obstacles when it comes to navigating PWIs, from stereotypes and microaggressions to a lack of representation and support systems. Despite these challenges, many Black men have succeeded in breaking down barriers and achieving their goals in these environments.

Stereotypes and Microaggressions

One of the biggest challenges that Black men face at PWIs is combating negative stereotypes and microaggressions. These harmful assumptions can take many forms, from assuming that Black men are athletes rather than scholars, to assuming that they are dangerous or uninterested in academics. These negative beliefs can affect the way that Black men are perceived by their peers and instructors, which can impact their experiences both in and out of the classroom.

Lack of Representation

Another significant challenge that Black men face at PWIs is the lack of representation in both the student body and faculty. When Black men are a minority on campus, it can be difficult for them to find peers and mentors who can relate to their experiences and provide support. This lack of representation can also contribute to feelings of isolation and a sense that they don't belong on campus.

Lack of Support Systems

Finally, Black men at PWIs often struggle to find the support systems they need to succeed. This can be due to a lack of resources and opportunities specifically designed to support Black students, as well as a lack of understanding among non-Black peers and instructors.

Breaking Barriers

Despite these challenges, many Black men have overcome the obstacles they face at PWIs and succeeded in their academic and professional pursuits. Some strategies for breaking down barriers include seeking out supportive communities, connecting with Black alumni and mentors, and advocating for change on campus.

Conclusion

Attending a PWI can be a difficult experience for Black men, but with determination and support, it is possible to overcome the challenges and succeed. I attended two (The University of Maryland @ College Park and The University of Pittsburgh (PITT) and had a positive experience but It remains important for PWIs to recognize and address the unique obstacles faced by Black men and to provide the resources and support systems necessary for all students to thrive. By breaking down these barriers, Black men can achieve their full potential and make a positive impact on their communities. Let's do better and support our Black Men!

blkbox is a Career Resource portal designed for Black Men powered by East Coast Executives. Visit www.blkbox.tech to download the App.

Leveraging Your Liberal Arts Degree: A Guide to Career Success for Black Men

Sat, 04 Feb 2023 02:28:06 GMT

Career advice from the world's top Diversity Recruiter & Developer of blkbox.tech

As a recent college graduate with a liberal arts degree, you may be feeling overwhelmed by the job market and unsure of how to leverage your education to build a successful career. It can be especially challenging for Black men, who may face unique obstacles in their professional development. However, with the right guidance and strategies, you can overcome these challenges and achieve your career goals.

First, it's important to understand the value of a liberal arts education. Many employers seek out candidates with a well-rounded education, as they are often equipped with transferable skills such as critical thinking, communication, and problem-solving. These skills can be applied to a wide range of industries and job roles.

Next, consider expanding your network and building relationships with professionals in your desired industry. Utilize social media, attend industry events, and seek out mentorship opportunities. Having a strong network can increase your visibility and provide valuable connections for potential job opportunities.

Additionally, it may be beneficial to gain relevant work experience through internships or entry-level positions. This will not only provide you with hands-on experience in your desired field, but it can also help you build a strong foundation of skills and connections.

It is also important to focus on personal and professional growth. Continuously develop your skills and knowledge through workshops, conferences, and online courses. Seek out opportunities to take on new challenges and responsibilities in your current role, as this can help you stand out as a candidate for future promotions.

Finally, don't be afraid to seek out support and guidance from a career coach. They can help you identify your strengths, weaknesses, and career goals, and provide guidance on how to achieve them. With a coach by your side, you can stay focused and motivated as you work towards building a successful career.

In conclusion, building a successful career as a Black man with a liberal arts degree takes dedication and effort, but it is possible with the right strategies and support. Utilize your transferable skills, build a strong network, gain relevant work experience, focus on personal and professional growth, and seek out support from a career coach. With these tools, you can achieve your career goals and succeed in the job market.

5 Surprising Gender Pay Gap Statistics Hiring Managers Need to Know

Mon, 11 Oct 2021 19:22:55 GMT

Guest post by Gabby Baglino

5 Surprising Gender Pay Gap Statistics Hiring Managers Need to Know

In 2021, women still earn less than men for their work—and according to the statistics below the pay gap is getting worse, partly thanks to the pandemic. Gender discrimination, racial discrimination, the devaluation of a women’s work, and lack of benefits are just a few of the many systematic issues working against women on their path to equal pay in the workplace.

These long-standing issues were only exacerbated by the COVID-19 pandemic, which set women’s equal pay back even further. Here’s how to better understand the gender pay gap—and five surprising gender pay statistics that all hiring managers need to know.

What Is the Gender Pay Gap?

The gender pay gap refers to the difference in net pay between women and men. That difference in earnings is calculated in a number of different ways, but the consensus is that women consistently earn less than men, and that gap is wider for women of color and people living intersectional realities, like transgender women or immigrants.

What Causes the Gender Pay Gap?

It’s important to keep in mind how the wage gap is calculated. It’s calculated to reflect the ratio of earnings for men and women across all industries. Not all calculations are a direct comparison of men and women doing the same work. The way the wage gap is calculated allows experts to take into account multiple factors that influence the gap, including:

Differences in Industry

When you calculate the holistic pay gap, researchers can better examine how occupational segregation affects the pay gap. Occupational segregation refers to men and women working certain jobs due to gender norms and expectations. Women may tend to work in childcare or healthcare, which tend to pay less, while men might work in manufacturing or IT . That’s why attracting a diverse workforce is so important for your company.

Differences in Experience

Women carry a disproportionate burden to manage childcare and other unpaid family obligations, and as a result they’re driven out of the workforce. Access to paid family and medical leave makes women more likely to return to work, but not every woman has access to such benefits.

Differences in Hours Worked

Women may work fewer hours to accommodate for caregiving and family obligations. They’re often more likely than men to work part-time, which means fewer benefits and lower wages.

Discrimination and Harrassment

Gender-based pay discrimination has been illegal for decades, but unfortunately, it’s still a widespread practice, especially for women of color and people living in intersectional realities.

Employers may distribute pay based on previous salary history, which may have been the result of discrimination following women job to job.

Much of the reasons behind the gender pay gap revolve around systematic workplace policies that don’t do enough to uplift women and make them feel safe. To fight discrimination, it’s important to have a transparent workplace where women feel as if they can come to managers and HR professionals to speak about issues.

Likewise, it’s crucial to have an anonymous whistleblowing system in place to ensure all employees have a secure channel to report issues without fear of reprisal, and sexual harassment training and to help prevent discrimination and harrassment before it happens.

5 Surprising Gender Pay Gap Statistics

The global effects of the pandemic have had a serious, damaging effect on women and their road to equality, even with the benefits of remote working .

Women earned just 84% of what women earned in 2020, according to a Pew Research Center analysis of median hourly earnings of both full- and part-time workers. Based on those numbers, women had to work an additional 42 days to earn the same amount as men in 2020.

Image Source

The pandemic had a huge negative impact on the pay gap. Layoffs and lack of child care made many women leave the workforce entirely. In February 2021, the women’s labor force participation rate was just 55.9% , down from 57.9% the previous year, according to the Bureau of Labor Statistics. Women of color and those working in lower wage occupations suffered the most.

According to The World Economic Forum’s Global Gender Gap Report, the gender gap grew by more than 35 years in just 12 months. At this rate, it’ll take 135 years to close the gender gap across the world.

The gender pay gap is far worse for women of color. According to the U.S. Department of Labor, Black women with a bachelor’s degree make 65% of what comparable White men do.

Education isn’t enough to close the pay gap: Black women with advanced degrees earned just 70% of what White men with the same degrees earned.

Women’s gross hourly earnings were, on average, 14.1% lower than those of men in the EU in 2019, according to Eurostat .

7 Tips for Creating a More Diverse and Productive Workplace

Sat, 10 Apr 2021 02:29:59 GMT

Guest post provided by Raymond Chiu of Maid Sailors

It is expected that Millennials will make at least three-fourths of the workforce by 2025 . And

about half of them are classified as non-caucasian.

This means that what we used to label as "minority," will no longer be within the next decade

or two.

But as early as now, we can see diversity, equity, and inclusion (DEI) is taking the HR world

by storm. It is not just because it is the right thing to do, but because it also comes with

entrepreneurial benefits.

That said, we have listed eight tips to help you create a diverse and productive workplace.

Promote Flexibility

A flexible work schedule and setup allow you to draw a vast pool of candidates . Plus, it will

enable your business to operate 24/7 without incurring that much cost.

For instance, you have employees who work 9-5 in Pacific Standard Time (PST). What

happens beyond that?

If you do not have a flexible work setup, your business is likely asleep after 5:00 PM. You are

not providing products and services, and you are not earning.

On the other hand, you may have employed people living in Singapore. This will enable you to

operate beyond the usual 9-5.

The best part? You do not have to increase your overhead and operation cost, as your

Singaporean employees are likely working from home.

Create Learning and Development Programs

Employing non-Caucasians and people with disabilities is one thing. But letting everyone

open about cultural differences and inclusion is another.

This is where learning and development programs could come in handy. As an employer,

here's what you can do:

●Promote professional development opportunities by contributing to employees'

proceeding education. The more your employees know the more comfortable and

productive they can be.

●Unite employees to outside resource groups, like people with special needs or BIPOC.

●Make sure your leadership team shows diversity as well by hiring and promoting

diverse applicants into those roles.

Regardless, it's always essential to establish a great example from the top down. Employees

take notice when the C-suite is involved in company diversity programs and initiatives.

Create Safe Spaces for Employees

According to the Department of Economics at the University of Warwick, unhappy employees

are 10% less productive . And this can cause more than $300 billion in the US.

Thus, it is imperative to make your business a safe and happy place for PWDs and BIPOCs

alike.

From a leadership standpoint, here's what you can do:

1.Diversify the leadership. According to HBR research, employees are two times more

innovative when there are diverse leaders. That's because they have a representation

of their target market.

2.Recognize bias. Develop a leadership program wherein leaders can unlearn their

prejudice. That way, they can recognize potential and allow a diversified leadership.

3.Practice inclusive leadership . As a leader, you should create a team where all

employees can speak up and be heard.

4.Hole leaders accountable . DEI is more than just a checkbox you should tick off. It

should be a core value of your business.

Recognize and Celebrate Differences

This can be as simple as celebrating International Women's Month and participating in Pride

marches. But more than that, celebrating differences is about honoring and commemorating cultural

holidays. Some excellent examples are St. Patrick's Day, Eid-al Fitr, and Lent.

Welcome Different Voices

Make communication lines open in the workplace. This is regardless of generation, race, and

role. This can be possible by taking advantage of technology.

Using instant messaging apps like Slack eliminates the traditional hierarchical structure.

That's because the app allows every employee to address the entire company or send a

private message to a supervisor. As such, the company is compelled to allow different people to speak up and be heard.

Strengthen Anti-Discriminatory Policies

Diverse companies should also put anti-discriminatory policies in place.

The basic tenets of anti-discrimination policies are that no employees are denied their rights.

This includes equal pay and employment opportunities. It also ensures that no one is treated

differently just because they look or talk differently.

Mind you, 43% of Black employees in the private sector receive less than $300,000 per year .

And more of them are in jobs with less opportunity for advancement.

Although there are cases that you need to treat people differently, it's because some need

support to achieve equality. And it's not to erode them of opportunities.

Create a Comfortable Work Environment

Regardless of age, sexual orientation, and race, every employee deserves a comfortable

workplace.

That said, we recommend that you start with providing a clean and comfortable office. At Maid

Sailors NYC Office Cleaning , we believe that a clean workplace can boost productivity. That's

because there is nothing to distract them from work.

Moreover, an office's pristine condition prevents the spread of disease-causing bacteria. Thus,

it helps decrease absenteeism in the workplace. When your employees are working at 100%

capacity, the faster you can achieve your business goals.

Final Thoughts

Producing a more diverse workplace is a company-wide endeavor. So make sure that your

managers, human resources specialists, and general employees are all on board.

And as mentioned earlier, diversity in the workplace is more than just a checkbox that you

should tick. It is an enormous and continuous undertaking. Hence, you should tread with an

open mind and leave room for growth.

Taking the first step will always be the most cumbersome. But the effort of ensuring that your

business is DEI-compliant can be rewarding.

That's because a diverse workplace is a productive workplace.

Diverse Talent in the Booming Tech Industry

Wed, 31 Mar 2021 21:47:52 GMT

Guest post by Artur Meyster of careerkarma.com

Diverse Talent in the Booming Tech Industry

There is no shortage of diverse tech talent in the tech industry. Programming languages are quickly becoming universal languages spoken by people from seemingly every cultural, racial, gender, ethnical background, as well as age demographics within these backgrounds. If you feel that some diversity is what your team needs then there are a couple of great avenues to pursue for the purpose of recruiting diverse tech talent.

Code2040

Code2040 is a pioneering non-profit organization (NGO) specializing in the advocacy for Black and Latin tech professionals. Through program initiatives like their Early Career Acceleration Program (EACP) and the Code2040 Fellowship, the group is achieving their goal of helping 150,000 Black and Latin programmers fill management positions in the tech industry by the year 2040.

Statistically speaking, tech professionals who identify as Black or Latin represent 15% of the tech population. However, very few management positions in the tech industry are occupied by people of color. Code2040’s EACP is changing the landscape of the tech industry by helping to Black and Latin tech professionals be promoted into management positions. Code2040 does this so that tech management looks as diverse as the industry as a whole. The EACP initiative pairs tech professionals who are still within the first two years of their career with more senior tech professionals, who are currently serving in the management positions in the industry. Through this mentorship initiative, and the advocacy of the Code2040 organization, these underrepresented programmers are primed and ready for promotion in management, either at their current company, or elsewhere.

Meanwhile, the Code2040 Fellowship program places Black and Latin tech students at the undergraduate and graduate levels in a nine week, intensive internship at the San Francisco Bay Area’s top tech companies. Through networking and the advocacy work of Code2040, these interns also primed for successful tech careers with the increased potential of eventually being promoted into management.

Coding Bootcamps

A second excellent resource for finding diverse tech talent is by partnering with schools that host coding bootcamps, like Kenzie Academy . Bootcamp programs are helping to breath fresh and diverse talent into the tech industry by teaching students from all over the world from every racial, gender, ethnic, and age demographic the necessary coding skills needed to be successful in a career in tech. Many of these students are seasoned veterans in their own right, with an entire career behind them in another industry. These students enroll in bootcamp programs to learn new programming skills so they can dive into their new venture of a second career in the tech industry. With a vast amount of professional world knowledge, and armed with their new coding skills, these coding bootcamp graduates are sure to make an impact on your team.

Digital Marketing

Digital marketing is booming with diversity from the tech professionals working in this subfield to the skillset of the digital marketers. Digital marketing is an overcompensating term to describe all that goes into the new era of online marketing. From search engine optimization (SEO), to social media marketing, to strategic automated email campaigns, there is a lot that digital marketers do. And that’s not to mention the actual web development and design that go into a website, which ultimately is what all of these digital marketing functions are focused around.

Social Media Marketing

Social media marketing is the skill of crafting engaging content and knowing when and where to release it. It also identifies the target audience you should engage to make promotion campaigns successful. There is a lot of research that goes into successful social media marketing. A social media manager first needs to identify their client’s target audience. One should ask: Are they millennials? Gen Z? Gen X? From suburban America? Specifically LA? Then, he or she needs to figure out when this audience is typically on social media – is it early in the morning? Late in the afternoon? Late at night? One should also ask which social media platforms the target audience primarily use. Is it Facebook? Twitter? Instagram? LinkedIn? Once the information is obtained, social media marketing professionals then try to answer: Are they more likely to watch videos, reshare posts, or engage in comment threads? Knowing this information allows social media marketing managers to know what to create and where and how to place it.

How To Switch To Remote Working

Mon, 15 Feb 2021 18:30:10 GMT

Guest Post: Anita Niagblodzhro of Jooble.org

Post courtesy of Jobble.org

After decades spent in offices, the idea of working remotely seemed alien to a large part of the population even back in 2019, especially to those who have bonded with their colleagues and find face-to-face communication the most effective. But the COVID-19 pandemic has made adjustments, and not necessarily for the worse.

People have switched to remote work for numerous reasons: family, personal, financial. If your employer has not offered you to work from home yet, there is no better time to inquire than now. Studies show that most companies are willing to consider giving their workers opportunities to work from home at least partly, while many employees have already embraced the chance. With the emergence of tools such as Slack, Zoom, Trello and DocuSign, companies that never even considered vacating offices have given it a chance, and it paid off.

In fact, a number of tech companies, including Facebook, Twitter and Microsoft, have officially let their employees work remotely permanently. This is a clear indicator that productivity need not fall compared to the usual state of affairs, and remote work may remain even after the pandemic subsides.

So if you have decided that now is the time, start taking first steps. Ask your boss whether this is an option, but be prepared to motivate your request. The risk of contracting the coronavirus can be one of the reasons, but can you be sure that you can maintain the expected standard of work at all times?

It is a sound idea to start off by suggesting working one or two days a week away from the office. This way you can show your ability to adapt, and as long as your productivity is not negatively affected, this is a great start.

As for the tips to make remote working effective, here are some.

It is easy to fall into the trap of “feeling at home”. There is likely less control, nobody is there to watch you and question your behavior. Therefore, it is crucial that you get yourself in the working mood. Think of it as your standard day at the office. Would you turn up in your PJs? Unlikely (well, maybe once a year!). Would you work lying down? Probably not. So don’t do this at home either. Take the process seriously. You would be surprised what a difference it makes! Besides, there may be urgent calls, and you want to be 100% prepared for them both visually and mentally.

It is also easy to get distracted doing some chores. You may take 15-minute breaks, but anything that would seem unreasonable in the office is a no at home too. Stick to your normal working hours and leave housework for lunchtime or afterwards.

It is highly important to set up your desk. Make sure you get natural light during daytime and use a comfortable chair. These things are crucial for productive work.

But if your employer does not offer an option to work remotely, don’t lose heart either - there are plenty of openings on offer nowadays if you look out for them, even in the most conservative of industries. One of the easiest ways to look for them is by using an aggregator of all the different

vacancies available. Use keywords “online”, “remote” and “home” to find the listing that offer remote work and specify the industry and position you would be interested in. To save you time and not to miss any new ones, you can sign up to a regular mailout to get all the latest job offerings delivered right to your inbox.

The times might be tough, but considering how many companies have switched to online work mode, you will be presented with a number of options. It is up to you to make the most of the opportunities provided. As long as you devote the time to find the job of your dreams, whether it be at your current place or elsewhere, the world is your oyster!

How To Attract Diverse Tech Talent

Sat, 12 Dec 2020 23:54:00 GMT

How to Attract Diverse Tech Talent

Are you looking to attract new tech talent from diverse cultural backgrounds? These days, there is an abundance of burgeoning tech professionals from a wide array of education, racial, gender and cultural backgrounds.

Having a diverse workplace has many benefits, from access to a broader talent pool to being enriched by different ideas and beliefs. Inclusivity is not just a fad; it is a central policy for many companies around the world. A recent study by LinkedIn found out that diversity was the most significant trend in recruitment for 2018.

Knowing the difficulties the electronics industry is having in finding talent from the traditional 4-year college programs, here are a couple of ways to find and attract top tech talent. It is no secret that diversity will help drive your team’s creativity. So let’s dive in and highlight some of the best programs that are producing high calibre, diverse programmers.

Organizations such as Black Girls Code and Code 2040 are pioneering the way for people of color in the tech industry. They help empower both young and old members of urban communities with mentorship from experienced tech professionals. These groups also aid in the process of breaking through cemented roadblocks that keep marginalized communities out of management positions.

As for hiring new tech talent from diverse education backgrounds, the importance of the newest type of tech education programs that are helping produce high calibre tech talent faster. This is the route of coding bootcamps , which are short-term, intensive coding programs that help those looking to break into their first career-oriented journey. They also help seasoned professionals from other fields who are looking to make a career switch into the booming tech industry.

Hack Reactor grads, for instance, are some of the most industry-ready professionals since they spent a significant amount of time in a program that focuses entirely on hands-on coding. This is a unique learning method as they are exempted from other interesting but not tech-relevant subjects—a common scenario in the more traditional education routes of earning a four-year university degree.

Black Girls Code

The first tech organization that champions diversity on our list is Black Girls Code. This San Francisco-based non-profit organization teaches African American girls from urban communities—focusing on those in sixth to 12th grade—how to code.

It accomplishes its aim by providing mentorship from current and experienced tech professionals. With the help of these mentors, Black Girls Code hosts community-oriented “girls only” hackathons, where students compete in building apps, games and software tools in accordance with a specific theme. Black Girls Code primarily teaches its “tech divas” how to code using Scratch and Ruby on the Rails.

Black Girls Code students are actually quite ready for a tech career after they graduate from high school, especially those who have been involved with the organization since sixth grade. Contact a board member at Black Girls Code to take advantage of this relatively untapped source of high calibre tech talent. Many of these students go on to enroll in coding bootcamps

Coding Bootcamps

If you are still insisting that your applicants should have a degree in computer science, or a related programming discipline from a university or college, you are missing out on some of the most industry-ready tech professionals out there.

In today’s internet-centric world, more and more people are foregoing the more traditional education routes and instead opting for shorter, more intensive and more hands-on lessons such as the ones offered by coding bootcamps.

Students who enroll in a coding bootcamp can generally complete a program in under a year, and once finished, they are more than capable of producing high-quality programming work and are ready for the on-the-job training which every coding position entails.

These programs focus only on what is important and necessary to be a skilled programmer, like the actual coding work across a wide array of programming languages and for a wide range of uses.

Bootcamp grads are groomed to jump straight into tech fields like software engineering , web development and even cybersecurity. Hiring bootcamp grads will no doubt yield some of the readiest and capable new employees you can find.

Conclusion

These are a few things to consider if you are looking to enhance diversity in your workplace. Many companies around the world are striving to put together diverse teams. Diversity is becoming a necessity, particularly in forward-thinking industries like tech, and it might just be what you need to achieve your company goals!

About the Author

Artur Meyster is the founder and CEO of Career Karma. He is a self-taught software engineer. After spending 3 years in investment banking, he discovered a passion for tech and coding which led him to leave his high paying job and set out on a journey into tech.

During that process he ended up meeting so many people who were college dropouts, poker players, veterans, consultants, investment bankers, athletes, musicians and actors who all ended up with great jobs in tech.

That experience led him to start the Breaking Into Startups Podcast where they feature inspiring stories of people who broke into tech from non-traditional backgrounds. His goal is to demystify the various roles available in startups and help people take action toward the different careers in tech.

Kenneth L. Johnson visits The Gentlemen's Factory

Thu, 15 Oct 2020 19:35:08 GMT

Kenneth brings his "Take Your Career To The Next Level; Networking and Career Strategies for Men of Color" Workshop on October 15th, 2020.

Kenneth L. Johnson brings Job Search Workshops to Google's OnAir Platform

Mon, 21 Sep 2020 00:51:49 GMT

ECE's Kenneth L. Johnson visits The Voice of The Job Seekers Podcast w/Mark A. Dyson September 21st

Mon, 21 Sep 2020 00:51:46 GMT

RAC Fireside Chat: Drew Austin & Kenneth L. Johnson at The Recruitment Automation Conference

Mon, 21 Sep 2020 00:51:43 GMT

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The New York Post talks Career Pivots in a pandemic with Kenneth L. Johnson of East Coast Executives

Mon, 21 Sep 2020 00:51:40 GMT

Article Link: https://nypost.com/2020/09/20/if-youve-been-laid-off-pivot-your-skills-into-a-new-career/

ECE's Kenneth L. Johnson featured in Crain's NY Article on Diversity Recruiting.

Wed, 24 Jun 2020 17:52:53 GMT

Can corporations that say they will become more inclusive to Blacks and Latinos  be believed? - by Gwenn Everett

Even during the current public reckoning around race at top businesses, the old order of corporate New York might be hard to shake, experts warn.

That might be hard to imagine as vaunted companies, including The Wing, ABC and The New York Times , underwent high-profile personnel shakeups amid employee complaints of racial inequity. The biggest corporate names in the city—typically a politically cautious group—have condemned racism in droves and made multimillion-dollar donations to foundations.

Underlying those headlines of change, though, is another reality: Much of corporate New York is still treating diversity the way it has for years. Companies say that's because racial equity was a priority long before protests over George Floyd's killing by Minneapolis police rocked the country. But the companies where leadership changed this month had diversity initiatives in place, too.

Experts say the policies that corporations have enacted so far have produced sluggish progress—even from sectors that are otherwise experts in solving problems.

"We hear every year that this will be the year that companies pay more attention to diversity," said Kenneth Johnson, president of East Coast Executives, a recruitment firm in Harlem. Johnson consults with companies looking to hire more diverse candidates for senior roles.

When it comes to corporate gestures toward diversity, Johnson is wary.

"I've stayed away from kind of buying into those types of statements, because the follow-through has been horrendous," he said. "It's almost been nonexistent.”

Percentage change

It's a puzzling truth given that companies are not shy about setting, and publicizing, diversity goals. Citigroup said in January that 8% of its mid- and upper-level managers would be Black by the end of next year. Goldman Sachs promised last year that a quarter of its analysts and new associates would be Black or Latino hires. Nike, which unveiled new a Midtown headquarters and flagship store in 2017, pledged to hire more underrepresented groups for mid-level management roles in its last Impact Report, which measures diversity in its workforce.

But it's hard to see such corporate pledges as ambitious. Citigroup and Goldman both were aiming to hire a smaller percentage of Black people for their management and entry-level ranks than is in the population as a whole. The United States is about 12.7% Black. Goldman characterized its goal of 25% Black and Latino new associates and analysts as "aspirational," but together those segments make up about 31% of the U.S. population, according to the Census Bureau. Nike has not even set a hard benchmark for its midlevel management hiring.

Part of the issue is that structural forces distort the workforce before firms even begin hiring, said Jerry DeBerry, partner and director of diversity at law firm Mayer Brown, which has a location in Midtown.

"The percentage of Black people going to law school is certainly much lower than the percentage of Black people in the U.S.—significantly lower," DeBerry said. "And we know that as a firm, and as a profession."

The firm, whose associates are 36% people of color or LGBTQ, does outreach at the high school and college level to try to bolster the pipeline of potential Black lawyers.

The outreach has more than tripled the percentage of its partners who are people of color or otherwise diverse, to 16%, DeBerry said. But that's still a couple of percentage points below the industry standard.

"Companies have been engaged in diversity-enhancing practices for decades now. So many of the messages that you're hearing, they're not new," said Sean Rogers, professor of human resources and labor relations at the University of Rhode Island, where he is the business school's chief diversity officer. "The fact that many corporations have been talking about this for decades but we're still seeing problems," he added, "indicates that there is more talk than action."

The past month has shown that representation is not in itself a solution. At ABC News, The New York Times and The Wing, executives stepped down and were placed on leave amid complaints that company culture remained racially insensitive, regardless of the on-paper diversity the firms could boast.

In each case, the executive who stepped down was white and managed a workforce with people of color who complained of insensitivity at best, and toxicity at worst, in their firm's decision-making.

"There's a big difference," DeBerry said, "between being diverse and inclusive."

The New York Times declined to comment. In messages to their staffs, The Wing and ABC News said they were taking the events of recent weeks seriously. ABC launched an investigation into its executive placed on leave. The Wing said it was taking time to reflect.

Companies have not put many people of color into management roles, Johnson said . At Nike, more than one-fifth of its workforce is Black, but only 4.8% of its directors are.

"There's no system in place to sponsor these employees to get them onto leadership paths," Johnson said. "Then they get into a track of job jumping, but it's basically because they never found a job that supported their job journey."

That's not to say that firms have not made any progress. Goldman has met its goal of 25% Black and Latino analysts, and the firm is making progress on associates, spokeswoman Leslie Shribman said.

Consulting firm Accenture has 80 Black managing directors, compared with the 31 it had in 2015, said Jack Azagury, senior managing director and market unit leader for the Northeast.

Accenture, Citigroup, Nike and other companies are publishing data on the diversity of their workforce—which allows for public accountability.

Accenture, which ranked first in a list of 100 firms with strong diversity practices, said it is reworking its efforts in light of the current protests. It said the past month has demonstrated that the firm needs to do more.

"Obviously the past few weeks have been extremely saddening and very tough," Azagury said. "I've sat through in the last weeks probably 12 hours of calls, listening to our employees."

Accenture, which has a location in Manhattan, plans to add racism training to its diversity programming, on top of the unconscious-bias training it already holds.

Firms needs to confront racism head-on, Azagury said.

"Some of it is unconscious bias, and some of it is racism," he said. "And we need to call it what it is."

In September the firm plans to unveil a new goal for Black and Latino representation in its ranks by 2025.

"One of the reasons we are going to set goals for 2025 is we are now accountable. We are now in the public eye. We can hold ourselves accountable," Azagury said. "It's not going to be, 'Let's go at it for a few weeks.' We are in it for the long term."

"I do really believe that some people are sincere about it," Johnson said. "I am cautiously optimistic."

He paused, then said, "Maybe even cautiously pessimistic. We'll be here next year this time, wondering why some of these initiatives didn't work. "

How Diverse is Your Workplace? Your life?

Tue, 28 Apr 2020 01:27:35 GMT

67% of job seekers consider diversity when considering new jobs.

Think about all the people you know in your life, and who they are. It’s likely that they all had different sorts of upbringings and backgrounds. Some may be from big cities and some may be from small towns. A few probably had two-parent households and others may have grown up with a single parent guiding them. Many may be religious, but still others are not. The more you learn from them, the more you think about who they are and why you enjoy being around them, the more you realize that a diverse world is an interesting, better one.

That same logic applies to the workplace. A more diverse, inclusive workforce is a workforce that tackles problems better, that makes sure that products and services solve the widest array of needs and wants. So how do you go about doing that? This graphic offers some interesting ideas to get started. Read more...

https://zerocater.com/blog/2019/02/26/how-to-actually-achieve-diverse-inclusive-workplace/

East Coast Executives partners with the world's #1 job site!

Sat, 28 Mar 2020 00:52:14 GMT

Kenneth L. Johnson announced that he has reached agreement with Indeed to provide Resume Review and Career Coaching support on the platform. Win/Win

UL Jobs Network Names New Career Series Host

Mon, 23 Mar 2020 00:24:03 GMT

Kenneth L. Johnson, President of East Coast Executives named Host of DCSS

Visit link to view past episodes: https://www.youtube.com/playlist?list=PL9C0AC90344544112

New York Times: The Big Business of Unconscious Bias

Sat, 21 Dec 2019 02:10:05 GMT

Companies want to avoid racism, sexism and misgendering. Consultants are standing by. That includes ECE President, Kenneth L. Johnson.

https://www.nytimes.com/2019/11/20/style/diversity-consultants.html

ECE President talks Diversity Recruitment with Pepi of FairPlayTalks.com in London - UK

Thu, 21 Nov 2019 20:49:12 GMT

KENNETH JOHNSON BATTLES ON FOR EQUALITY IN EXECUTIVE RECRUITMENT

https://www.fairplaytalks.com/2019/11/08/kenneth-johnson-battles-for-equality-in-executive-recruitme...

NY Post features ECE President Kenneth Johnson @ Google's Learning Center NYC

Wed, 09 Oct 2019 00:17:11 GMT

Google’s NYC learning center offers free advice, resources and inspiration

https://nypost.com/2019/10/06/googles-nyc-learning-center-offers-free-advice-resources-and-inspiration/

Kenneth L. Johnson talks workplace happiness with the St. Louis Dispatch

Tue, 11 Jun 2019 13:47:42 GMT

5 simple ways to be happy at work

https://www.stltoday.com/jobs/ads/simple-ways-to-be-happy-at-work/article_b1939dd8-818c-11e9-b401-df...

Philly Magazine connects with Kenneth L. Johnson and other business leaders to find "The Best Business Lunch Spots, According to Philly Execs"

Thu, 04 Apr 2019 20:50:48 GMT

Local business and startup leaders swear by these places, which offer the ideal setting for impressing clients and landing that important deal. Author: Michaela Althouse

https://www.phillymag.com/business/2019/04/01/places-for-business-lunch-meetings-in-philadelphia/?fb...

Kenneth L. Johnson provides Recruiter tips for surviving a Recession for Monster.com

Wed, 13 Mar 2019 12:49:36 GMT

Are you recession proof? Everyone fears a downturn. Are you prepared if the market goes south? Author: Kate Ashford for Monster.com

https://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/acquiring-job-candidates/re...

Kenneth L. Johnson included in "Top 25 LinkedIn Headline Tips With Examples From the Pros" from Fit Small Business

Sat, 09 Mar 2019 23:51:34 GMT

Article by Anna Dixon, Staff Writer @ Fit Small Business

https://fitsmallbusiness.com/linkedin-headline-tips/?fbclid=IwAR1drAbprAxwCZKbKaJv8hXFlI77u4AwEYMfr5...

Kenneth L. Johnson joins a Monster.com conversation on becoming irreplaceable @ work.

Tue, 05 Mar 2019 02:36:27 GMT

6 ways to become irreplaceable at work by Kate Ashford via. Monster.com

https://www.monster.com/career-advice/article/ways-to-become-irreplaceable-at-work

Kenneth L. Johnson joins Creative Pool to discuss 5 Tips to Creating the Perfect Resume in 2019

Wed, 27 Feb 2019 14:44:52 GMT

Author: Hanna Harrington for Rebrandly

https://creativepool.com/hannah-harrington/articles/5-tips-to-creating-the-perfect-resume-in-2019.21...

The Network Effect: Why Referral Networks Are Helping Today’s Businesses Thrive

Thu, 21 Feb 2019 17:38:13 GMT

Post Authored by Kaylee White of Ghergich & Co.

Think about how much finding new employees has changed. In decades past, you’d dutifully take out an ad in a newspaper (and maybe even post a listing in a public place). You’d wait, then, for whoever happened to see that ad to send in a resume and cover letter. You wouldn’t have any idea how to judge that person except on the basis of paper, and in rare circumstances where someone you knew then knew that person.

But there’s a better way that’s come to light recently, and it builds on that idea that if someone knows someone, that counts. Hiring referrals from company employees promise to cut the time that it takes to find someone, and also to provide a person that’s better suited to the temperament of your company culture—because they already know someone who works there. How does the process work? This graphic in the link below helps to explain it.

https://www.akkencloud.com/network-effect-referral-networks/

Watch Kenneth L. Johnson take the stage @ Ignite Philly and ask the audience to "Help Me Eliminate My Job", all in the spirit of Workplace Diversity

Mon, 18 Feb 2019 16:08:00 GMT

Kenneth L. Johnson Featured in New Research on How People Find Jobs

Wed, 23 Jan 2019 02:21:10 GMT

East Coast Executives Founder, Kenneth L. Johnson, was recently interviewed for new research by Clutch, a leading ratings and reviews firm based in Washington, D.C.

The data-driven report captured the current state of recruitment by surveying more than 500 recently hired employees. The data revealed that 25% of recent hires found their current role by networking with members of the organization.

The data shows that networking is an effective way to hire new employees. Companies, however, must avoid being overly reliant on their existing networks – or they could risk suppressing diversity within their organizations.

In his interview with Clutch, Johnson pointed out that businesses that fail to hire a diverse range of employees risk overlooking talented candidates:

“Wouldn’t you want to expose your organization to the entire scope of talent in the workplace?” Johnson asked.

Companies that provide candidates of all backgrounds an equal chance of employment are more likely to build strong teams.

While a standard recruiting partner may be able to help companies expand their networks, diversity recruiting firms like East Coast Executives specialize in helping companies build diverse teams as they hire for new positions. Additionally, Johnson recommends that companies engage with their local communities:

“Tap into your unique community and just be out there promoting your organization,” Johnson said. He suggests volunteer efforts, social media, or other activities.

Once a company begins to expand diversity, Johnson suggests focusing on retention. Building support systems such as mentorship and growth opportunities will help new hires thrive.

You can read the full report on Clutch .

13 Ways to Increase Your Chances of Getting That Raise

Fri, 13 Jul 2018 00:00:00 GMT

Kenneth L. Johnson and The Forbes Coaches gives their insight on "13 Ways To Increase Your Chances Of Getting That Raise"

https://www.forbes.com/sites/forbescoachescouncil/2017/10/27/13-ways-to-increase-your-chances-of-getting-that-raise/#7de7e28b5175

Kenneth L. Johnson joins a Monster.com conversation on an important career decision

Mon, 19 Mar 2018 00:00:00 GMT

Read this Monster.com article: How to Find a Boss You Want To Work For

https://www.monster.com/career-advice/article/find-boss-want-to-work-for-1112

Kenneth L. Johnson talks Diversity and Employer Branding Recruitment mistakes with Kununu

Tue, 13 Mar 2018 00:00:00 GMT

For those who are familiar with the general concept of company branding, employer branding sounds pretty straightforward. All you have to do is show that you’re a good employer by creating well-written job descriptions, having a thoughtfully designed career page, and demonstrating a positive company image to the world in as many ways as possible. Sounds simple enough, right? Well yes, but there’s more to it than that.

For starters, it’s crucial today more than ever to have authentic employee-centered content out there on social media.

Here’s an example from our Kununu's Instagram :

That’s just one positive example.

But since you probably don’t need us to go over each and every piece of employer branding (feel free to check out our roundup of employer branding definitions here though!) we asked a bunch of experts who deal with company and employer branding on a regular basis to share their perspective on the #1 most common employer branding mistake(s) they see companies make. The experts we talked to include senior-level marketing executives, VP’s of HR, directors of employment and recruiting, and more.

To help you avoid the main employer branding pitfalls that lead to lost candidates, here are the 10 major (and most common) employer branding mistakes our experts shared:

1. Using excessive enthusiasm for your company culture to show how great you are

“The #1 Employer Branding mistake companies make is mistaking hyperbolic enthusiasm for a true representation of company culture. What does that mean? Here’s an example: you don’t need to look far to find job descriptions asking for ninjas, rockstars, or unicorns. Nevermind the gender-biased baggage descriptions like these carry – they tell job seekers nothing about the company. Too often we mistake the use of fun and quirky words for a fun and quirky culture.

Companies that excel at employer branding don’t need to fluff their career pages with hyperbole and jargon. They provide specific examples of the projects an applicant can expect to work on, highlight opportunities for career advancement, and flaunt the successes of their teams.”

– Jon-Mark Sabel, Content Strategist at HireVue

2. Relying on over-zealous self-promotion

“The biggest mistake I’ve seen with companies in regards to their employer branding is over zealous self-promotion. This includes things like over abundance of company branded clothing and accessories, too much pushing of extra-curricular company activities, as well as the promotion of CEO cult-like character.

Google can pull of their super-Google brain washing because they are a dominant global player in tech. Most small to medium sized companies however can’t pull off the same thing and shouldn’t try. Your CEO is not Steve Jobs so don’t try to make hires worship him/her as such.

At the end of the day a lot of people just want a good paying job that gives them some means of personal satisfaction, they don’t want to join your corporate cult. We all need a healthy work/life balance with proper separation of the two.”

– Rudeth Shaughnessy, a former HR Director and current Editor at Copy My Resume

3. Imitation and false promises to prospective employees

“Employer Branding impacts the existing workforce as much as helping attract new employees. At the heart of all branding should be an authentic representation of the values and culture of the company. Companies make a mistake when they try to compete with others or imitate others when it is not authentic to their own culture. It makes a false promise to employees and candidates. When the truth is realized, the consequences are worse than if the company/ brand had been truthful originally. Being aspirational is good, but the brand needs to reflect a commitment to values, not just a temporary trial of today’s popular management theory.”

– Lynne McNamee, President of Lone Armadillo Marketing Agency

4. Messing up the first impression and key aspects of the whole candidate experience

“There are quite of few things vying for #1 employer branding mistakes. But top of mind is the candidate experience. First impressions count and most companies do a horrible job of managing it well. They don’t acknowledge that most candidates visit the company website before they apply. Career pages are either difficult to find or non-existent. When candidates finally do arrive, they are met with a list of cold job postings and corporate job descriptions. It’s like being met at the front door of a restaurant with the terms and conditions required of their guests. Candidates must be treated as guests of the business, not 2nd rate citizens.

When candidates do apply, it seems the candidate experience just goes down hill. Most applications are relics ofthe 1970s. Many can’t be completed on a mobile device. Some even require that they be downloaded and mailed or faxed back. If a candidate hasn’t abandoned the process by now, the completed application or resume often gets lost in HR’s black hole. Whenever the candidate experience fails, word spreads mighty fast through the labor market. The solution is treat each candidate as a special guest. Make the application friendly and responsive. And don’t miss a single opportunity to communicate with all applicants, not just the top ones.”

– Ira S Wolfe, President of Success Performance Solutions, TEDX Speaker and Author of “ Recruiting in the Age of Googlization ”

5. Forgetting about outside validation to support your employer branding

“Many companies also don’t do a thorough job of ensuring they have good, third party validation for their company and branding efforts. Reviews on company review websites can severely impact people’s desire to want to work for certain businesses. Depending on what reviews are left on third party websites can influence how people look at companies’ brands. This is why keeping tabs on the reviews left by current and former employees is SO important.

Social media can also help showcase employer brands. If potential hires-especially millennials–look at the company’s social pages and see what a fun, relaxed, supportive atmosphere an office has, they’ll be likely to apply for that position over a place that seems to have a dry and stale atmosphere.”

– Bret Bonnet, Director of Employment and Recruiting at Quality Logo Products, Inc.

6. Believing that compensation is the most important thing to candidates

“After 9 years of work, I can assure you that the BIGGEST mistake that is made is *believing that compensation is the top deciding factor for high performers who are looking to make a job move. At the beginning something that we highlighted a lot was the good payment we were willing to make the candidate. However, this is NOT the most important thing. It is a point to keep in mind, but not the key that helps the best candidates to make their final decision.

The most important candidates take into account the challenge for which you want to hire them, the team with which they will work and the mission of the company (the why?). Thanks to this change of focus we could observe in our company an increase in the recruitment effectiveness of 24.9% (yes, AMAZING!). Next time do not focus on the salary, there are other things more important for the best candidates.”

– Cristian Rennella, VP of HR and Co-Founder of elMejorTrato.com

7. Thinking that employer branding is a one time effort

“One of the biggest mistakes I see employers make is thinking that building an employer brand is a one-time effort. Make a video, build a page, post the jobs, show smiling faces – the end. In reality, your brand is constantly evolving and you need to continue to iterate on your story as your company scales and shifts. You need to work hard to show how valuable your employees are to you, what your brand stands for, and how those values exist within and across your team (not simply from a one-time campaign).”

– Jenna Weinerman, Marketing Director of Updater

8. Spend time creating an employer brand, but not backing it up

“The number one mistake employers make with employer branding is to spend time creating it but not follow through on implementing it throughout the employee experience.

While defining an employee value proposition is important, it should be lived rather than stated. The values that you outline in your employee value proposition should be aligned with your external, consumer brand and become inherent in all of your employee communications. Employer branding is a guidepost to help you create the employee experience that aligns with your external brand, attracts top talent, and builds internal culture. The employee brand should be communicated throughout the employee experience, but begin at the very beginning with the job post, continue through the hiring and on-boarding process, and be present in ongoing processes such as annual reviews or benefits enrollment.”

– Alice W. Chin, HR Consultant and Founder of Your Other Half

9. Having no set rules or code of conduct when it comes to your employer brand

“While there are many things to be conscious of when discussing employer branding, most often the biggest oversight that I encounter is that no set rules or code of conduct is outlines when it comes to managing a company’s online employer brand. Leaving the level of expectation open to interpretation can be the major cause of not only gross brand misrepresentation but also the possibility of clientele loss and negative media feedback. Establishing a clear understanding on what is expected of all individuals maintaining the online presence, gives employees and consultants a roadmap to supporting a company’s mission and values successfully.”

– Marianne Pestana, Radio Show Host, Leadership Coach and CEO of Marianne Pestana LLC

10. Failing to align internal and external employer branding, marketing and recruitment strategies

“With the constant discussions of workplace culture claiming a space on the landscape of corporate sustainability, the competitive arms race to identify and secure the world’s top talent is real. The number #1 mistake I see companies making is definitely their failure to align internal and external employer branding, marketing and recruitment strategies with the needs of their current and future customer base in mind. Most organization remain neglectful in their willingness to show company diversity through website images, blog post and conventional advertising.

In today’s Human Capital market this can produce a negative effect that leaves top diversity candidates with the belief that they are not welcomed and/or appreciated. This piece isn’t meant for me to hail the merits of a diverse workforce and present the avalanche of research and studies that support its positive impact but if a company is unwilling to acknowledge the face of it’s customers with positive wording and imagery then they have made a crucial mistake in their efforts to attract, recruit and secure a larger talent pipeline. The best candidates do their research and make informed decisions and it’s extremely important for companies to open up the door and invite them in to see see for themselves. This is accomplished through responsible and creative Employer Branding campaigns.”

– Kenneth L. Johnson, President of East Cost Executives

10 Practical Things You Can Do Today To Build Your Personal Brand

Sat, 03 Mar 2018 00:00:00 GMT

Read this Forbes article: 10 Practical Things You Can Do Today To Build Your Personal Brand

https://www.forbes.com/sites/forbescoachescouncil/2018/02/27/10-practical-things-you-can-do-today-to-build-your-personal-brand/#929b85e0624d

Kenneth L. Johnson leads the Forbes Coaches discussion on Effective Interview Preparation

Sun, 25 Feb 2018 00:00:00 GMT

Read this Forbes article by Kenneth Johnson: Kenneth L. Johnson leads the Forbes Coaches discussion on Effective Interview Preparation

https://www.forbes.com/sites/forbescoachescouncil/2018/02/23/effective-ways-to-prepare-for-a-second-round-job-interview

15 Ways to Excel at Situational Interview Questions

Sun, 25 Feb 2018 00:00:00 GMT

Read this Forbes article: 15 Ways to Excel at Situational Interview Questions

https://www.forbes.com/sites/forbescoachescouncil/2018/02/22/15-ways-to-excel-at-situational-interview-questions/

Kenneth L. Johnson leads a Forbes Coaches discussion on Retention for Sales Professionals

Fri, 09 Feb 2018 00:00:00 GMT

Read this Forbes article by Kenneth Johnson: Kenneth L. Johnson leads a Forbes Coaches discussion on Retention for Sales Professionals

https://www.forbes.com/sites/forbescoachescouncil/2018/02/05/want-to-keep-your-best-salespeople-eight-retention-strategies-that-work/#6bcd48ee68c3

Kenneth L. Johnson talks NFL Rooney Rule, Fortune 500 Hiring and Diversity with Forbes

Mon, 05 Feb 2018 00:00:00 GMT

Discrimination is forbidden, as stated by law, but it happens anyway. According to Harvard Business Review , "Hiring discrimination against black Americans hasn't declined in 25 years."

When we think of discrimination, we think of the legal rights of job applicants before they become employees. According to the Equal Employment Opportunity Commission , Title VII of the Civil Rights Act of 1964 "prohibits employment discrimination based on race, color, religion, sex, or national origin." But sometimes, discrimination can be masked by favoritism.

This brings me to the recent, high-profile hiring of an NFL coach. It has led some to believe that discrimination is alive and well not only in the boardrooms but on the sidelines of our favorite pastime.

The Rooney Rule is a policy in the NFL that states all teams are required to interview at least one minority candidate for head coaching and senior football operation openings. The independent group tasked with monitoring this policy is The Fritz Pollard Alliance , which advocates for diversity and job equality in the league.

Many speculated that Mark Davis, principal owner of the Oakland Raiders, violated league policy and circumvented the Rooney Rule when he hired Coach John Gruden. According to USA Today , "The Raiders officially hired Gruden as head coach on Jan. 6. But during the introductory news conference, owner Mark Davis said he reached an agreement with Gruden over dinner on Dec. 24. The team hadn’t conducted an interview with any minority candidates at that point."

The Raiders said they interviewed a few minority candidates for the opening, but critics say it only took place after Mr. Davis reached an agreement with Gruden. The NFL has since concluded The Raiders did not violate the Rooney Rule, though The Fritz Pollard alliance disagrees .

John Gruden is viewed by many as football royalty. He checks off all of the boxes as an "A" candidate and is rightfully an excellent hire. As a recruiter, I fully agree with Mr. Davis' decision and his technique in hiring a passive candidate to lead his organization.

On the other hand, as a diversity recruiter and an African-American, I’m disappointed by this situation. Across all sectors and industries, those of us in a position of influence in the recruiting and hiring cycle must adhere to the rules and regulations in place to prevent hiring discrimination. This is accomplished by following the processes in place to the letter of the law in accordance with the rules at hand.

The practice of talent acquisition has been a part of the American workplace for decades, but protecting the rights of workers looking to secure an opportunity remains a challenge in most if not all industries.

When I was 16, I needed some extra cash, and my father, who was an account representative for Mars Inc, had an immediate solution. Over the years, he formed relationships with grocery store managers and owners throughout the Greater Pittsburgh region. He approached one of those managers about a job opportunity for me, his son, who was headed to The University of Maryland and needed a job. I was hired immediately. I’m not even sure I completed an application or had an actual interview. That was business as usual — I had a connect.

My point is, at its core, hiring is discrimination. Whether a hiring manager is looking for the right fit in terms of workplace culture, skill set, personality, education or if the candidate is a referral, it’s all a form of discrimination against those who don’t have whatever it is that is most desired by the hiring decision maker.

In the case of the Oakland Raiders and Mr. Davis, it was familiarity. People make hiring decisions based on a series of variables that are often not listed in the position description, even though there are EEOC safeguards in place to prevent unfair hiring practices by law. Just like the Rooney Rule, it's designed to provide all candidates (regardless of color) the opportunity to be considered.

The laws were originally put in place to prevent unfair hiring practices, but now they must serve simply as the foundation for true equal opportunity. Diversity should be the desire, not the requirement.

If organizations were to have open conversations both internally and externally about the lack of diversity in their current workforce and existing recruitment pipelines, I believe we would experience great strides in the number of minorities in board-level and C-Suite positions. There tends to be a follow-the-status-quo attitude when it comes to the diversification of the workplace, especially and most importantly at the highest levels.

Though the answer may not be the same for each and every company, if it's true that hiring discrimination against black Americans hasn't declined in 25 years and that there will soon be just three black Fortune 500 CEOs , these conversations are long overdue. The future of our workplace depends on change. Companies that see through this change with a sense of urgency and commitment will be the ones that serve their customers best and subsequently win the race for top talent.

We can all learn from the NFL's Rooney Rule. Since its inception in 2003, there has been a definite uptick in the number of minority coaches in the sport, and several minorities have taken advantage of the opportunity to interview for and secure key roles. Now, let's see if the leaders of Fortune 500 organizations decide that equal opportunity at the highest levels serves as a good game plan for them.

Kenneth L. Johnson offers advice via. The Ladders career site to job seekers

Wed, 31 Jan 2018 00:00:00 GMT

Here’s a smack of cold, hard truth to the face for you: If you wake up every single day, cringing at the thought of going to work … something has to give. And while we would all love to live in the lap of luxury without worrying about a paycheck, the vast majority of the population needs to log those hours to make ends meet — and exceed. One solution is to seek and secure a new gig, where your passions and talents will be celebrated and appreciated.

If you’ve been in the same field or the same company for several years though, the idea of moving might be equally exciting as it is overwhelming. Trained recruiters have vast, trusted connections across many industries, giving you a better shot at getting your resume — and your face! — in front of the right person.

But when recruiters take on new clients, they’re very specific about their selection process. Since their network is their livelihood, they will only assist a job seeker if they know they can vouch for their skill set. And since they’ve seen the best of the best — and ahem, the worst of the worst — they often have the inside knowledge on what employers find to be off-putting.

Here, they share what past clients say leads to an instant rejection letter:

You apply to multiple positions

So there’s a company you really, really (really, really!) want to work for. And to get in the door, you think it’s A-OK to apply for as many openings as seem somewhat plausible for your background and interest. Though it’s great to have a goal and affinity toward a specific corporate mission or offering, founder and diversity recruiter at East Coast Executives, Kenneth L. Johnson says it’s better to have a strategic, targeted position in mind, instead of going on an resume-submitting frenzy.

“If you’re interested in a particular organization try connecting with multiple people within the organization verses applying to multiple openings. One can leverage several of the social media platforms but I suggest focusing on LinkedIn,” Johnson suggests. “If done strategically this will place you firmly on the radar of decision makers and hiring influencers and you’ll be able to leverage the new relationships to explore Information Interviews to learn more about what it takes to be a successful candidate moving forward.”

You’re disrespectful to any team member

Kerry Wekelo, the Managing director of human resources and operations at Actualize Consulting, says that from the moment you check-in with security downstairs and head upstairs to meet with the CEO, you should be your most professional, respectful self. From the assistant who asks if you’d like some water to the team member who interviews you for a cultural fit — any sign of attitude will slash your name from the candidate list.

As she explains, “If you are unkind to anyone, we assume you may be unkind to our clients. Follow up with a thank you note — email or handwritten — to all you speak with, even the administrative staff. This simple act goes a long way and will make you stand out among your peers.”

You can’t illustrate your experience

with examples Much like when a lawyer presents facts to sway a jury or when a doctor consults a lab for test results, proof is everything in business, no matter your industry. That’s why Wekelo says it’s important to color your background when you’re interviewing.

“If you are not able to clearly and concisely describe your previous experience with detailed examples, we will not move forward, because you have not taken the time to sell your skills,” she shares. “Be sure to have detailed examples for each of the bullet points on your resume. Be able to describe your value-add for each experience in order to fully depict your skills.”

You lie about something … anything

Regardless of whether you’re having a phone screening with a recruiter or a potential employer your hustler put you in touch with, leading every sentence with honesty is well, ya know, the best policy. As president of HS Staffing, Bruce Hurwitz explains: Even a white lie is enough to send any opportunity packing.

“If it becomes clear that they lied, that ends the interview,” Hurwitz says. “The alternative solution is for them to apologize and convince me that it was a misunderstanding — which rarely happens! Employers don’t hire liars.”

You talk negatively about your former employer

Even if you let your recruiter in on the gossip of your company as a way to explain why you’re eying a move, leave any of that negativity at the door when you walk in for an interview. As Wekelo explains, when you approach a prospective employer with a poor attitude toward the last, you’re not showing your ability to see the silver lining.

“There are always going to be challenges, so how well you positively navigate – focusing on the positives and lessons learned — is what we are looking for in an interview,” she says. “When asked why you left the firm, for example, you can say, ‘I left my former employer because I wanted to expand my skill sets. I learned the basics from my previous employer, then had an opportunity to grow more and took the chance.’ ”

Kenneth L. Johnson included in Forbes list of top Diversity And Inclusion Leaders in 2017

Tue, 26 Dec 2017 00:00:00 GMT

Read this Forbes article by Kenneth Johnson: Kenneth L. Johnson included in Forbes list of top Diversity And Inclusion Leaders in 2017

https://www.forbes.com/sites/forbesmarketplace/2017/12/18/37-business-leaders-who-spoke-out-about-diversity-and-inclusion-in-2017/#20cc572515a0

The Washington Post asked Kenneth L. Johnson his thoughts on, "How Some Companies Are Expanding Diversity Initiatives'. Here's what he had to say...

Tue, 26 Dec 2017 00:00:00 GMT

Read this Washington Post article: The Washington Post asked Kenneth L. Johnson his thoughts on, "How Some Companies Are Expanding Diversity Initiatives'. Here's what he had to say...

https://jobs.washingtonpost.com/article/how-some-companies-are-expanding-diversity-initiatives/

Kenneth L. Johnson joins Sonia Thompson on TRY Business School for Episode 101 of I Am the one: Entrepreneur Edition to discuss "How To Win Big Clients

Tue, 26 Dec 2017 00:00:00 GMT

Watch this video as Kenneth L. Johnson joins Sonia Thompson on TRY Business School for Episode 101 of I Am the one: Entrepreneur Edition to discuss "How To Win Big Clients.

https://youtu.be/s39Iomhvnmg

15 Methods Of Every Effective Public Speaker

Wed, 29 Nov 2017 00:00:00 GMT

Want to be an effective public speaker? Here are 15 Methods Of Every Effective Public Speaker from Forbes Coaches Council

https://www.forbes.com/sites/forbescoachescouncil/2017/11/02/15-methods-of-every-effective-public-sp...

13 Essential Tips For Coaches To Attract More Clients On Facebook

Wed, 29 Nov 2017 00:00:00 GMT

If you are a coach looking to attract more clients on Facebook, you should definitely check out this Forbes article - 13 Essential Tips For Coaches To Attract More Clients On Facebook

https://www.forbes.com/sites/forbescoachescouncil/2017/10/30/13-essential-tips-for-coaches-to-attract-more-clients-on-facebook/#1890db0341f3

Diversity: In Red, White And Black With Jesse Tyson, President And CEO Of NBMBAA

Wed, 29 Nov 2017 00:00:00 GMT

Read this Forbes article by Kenneth Johnson: Diversity: In Red, White And Black With Jesse Tyson, President And CEO Of NBMBAA

https://www.forbes.com/sites/forbescoachescouncil/2017/11/14/diversity-in-red-white-and-black-with-jesse-tyson-president-and-ceo-of-nbmbaa/#3c4748f12865

12 Ways to Prepare for a Big Job Interview

Wed, 27 Sep 2017 00:00:00 GMT

Getting Ready For A Big Job Interview? Here Are 12 Ways To Prepare from Kenneth L. Johnson and The Forbes Coaches.

https://www.forbes.com/sites/forbescoachescouncil/2017/10/27/getting-ready-for-a-big-job-interview-here-are-12-ways-to-prepare/#315112445664

5 Steps To Conquering Panel Interview Anxiety

Wed, 27 Sep 2017 00:00:00 GMT

Kenneth L. Johnson shares 5 Steps To Conquering Panel Interview Anxiety for Forbes:

https://www.forbes.com/sites/forbescoachescouncil/2017/09/25/five-steps-to-conquering-panel-interview-anxiety/

East Coast Executives Mock Interview Session in Harlem

Thu, 24 Aug 2017 00:00:00 GMT

On August 18th my firm hosted The East Coast Executives Mock Interview Workshop in Harlem, NY. I remain humbled by the outpouring of support that we received from the The New York Urban League, WeWork Harlem and the volunteers from CVS, Revolt, ADP, Penguin Random House, The National Urban League, Simon and Schuster, Aetna, Scholastic and Manhattan College that offered their time to support East Coast Executives and NYC Career Seekers.

Thanks to Amanda Tierney, Nadira Byles, Stacey Avent, Tawana King, James Smith, Clarissa Moses, Joy Bertan, Janelle Stokes, Matthew Poulter, Teneka Hardy, Joana Lisbon and David White (not in photo) for conducting interviews and providing feedback. Special thanks to Diana Coleman for going above and beyond to prepare candidates for this opportunity.

Kenneth L. Johnson
President East Coast Executives

Kenneth L. Johnson leads the Forbes Coaches discussion on "How To Develop The Next Generation of Leaders"

Thu, 24 Aug 2017 00:00:00 GMT

Kenneth L. Johnson leads the Forbes Coaches discussion on "How To Develop The Next Generation of Leaders" https://www.forbes.com/sites/forbescoachescouncil/2017/08/17/to-develop-the-next-generation-of-leaders-plan-ahead/#b98105076525

Diversity In Real Dollars And Sense

Thu, 24 Aug 2017 00:00:00 GMT

Our President, Kenneth L. Johnson, penned his inaugural article for Forbes: Diversity In Real Dollars and Sense

https://www.forbes.com/sites/forbescoachescouncil/2017/09/14/diversity-in-real-dollars-and-sense/#2267687f6096

Kenneth L. Johnson, BEMM 2016 100 Men of Distinction

Sat, 13 May 2017 00:00:00 GMT

100 FEATURESBE Modern Man: Meet “Mr. Executive” Kenneth L. Johnson By Tyrus Townsend | May 27, 2016
Name: Kenneth L. Johnson

Age: 47

Profession: President of East Coast Executives | Diversity Recruiter | Staffing Specialist | Luxury Retail Recruiter | Career Coach

One Word That Describes You: Exceptional

What does being one of the BEMM 100 Men of Distinction mean to you?

I’m honored to be included with all of the others that have been fortunate enough to receive this distinction. I have a great deal of respect and admiration for what Black Enterprise means to the global business community and remain humbled by my inclusion as a BEMM 100 Men of Distinction.

What are some examples of how you turned struggle into success?

When I decided to pursue a career in staffing, it was based on the idea that I would work for a leader in the industry, learn the business and eventually branch off to start my own firm but with a focus on diversity.

To my surprise, it was extremely difficult for me to convince the larger staffing firms to give me an opportunity. After extensive door-to-door canvassing in three different cities, I was provided the opportunity to work for an industry leader in Philadelphia. To this day, the experience serves as “my story” when I speak to groups about career, job search, and determination. That was nearly 20 years ago and I still have relationships with some of the individuals that I met on those days of door-to-door career search. The entire journey has allowed me to holistically appreciate the work that I’ve put in and the support I’ve received that has encouraged me to get to this point.

What is an important quality you look for in your relationships with others?

Longevity, I believe that relationships, both professional and personal, can be extremely fragile. If a relationship is fortunate enough to stand the test of time, that typically means that the individuals deem the interaction to not only be extremely valuable but worthy of their time and commitment.

I’ve positioned East Coast Executives, as the leader in diversity recruitment. That wouldn’t be possible without the support of some incredible business partners and mentors. It’s all relationship-based every step of the way and that requires unwavering faith in your mission and a long-term commitment to see it through.

What are some immediate projects you are working on?

My firm, East Coast Executives, recently reached an agreement with Tiffany & Co. supporting their diversity recruitment efforts in NYC, Miami, Chicago, L.A., and San Francisco. We’ve also partnered with Florida International University in Miami as an exclusive recruitment partner for their Luxury Retail Management Program and I continue to serve as the diversity staffing consultant for The Urban League of Philadelphia.

What is the best advice you’ve ever received?

To never steer away from making that personal connection. If you have an opportunity to interact directly with a client and/or colleague, do it! Forgo the e-mail or even the phone call and go out and get in front of the people that can move you and/or your business forward. You may just make a lifelong friend in the process.

What is some advice you have for other men who want to make a difference?

Respect your time and the time of others. We live in a world of unlimited possibilities but very limited time. If there is something that you want to do, something that you believe will potentially change your life and the lives of others, wait no longer…start the journey NOW. It’s your calling, do it and do to with unrivaled passion.

How do you prep for an important business meeting and/or event?

I’m committed to being prepared and for me that means having as much pertinent information as possible. I like to show a sincere interest in those that I meet with in any and all business interactions. It’s important for me to have an understanding of who they are and what their company mission entails, prior to our face-to-face meeting. This allows me to directly align our service offerings with their mission in a way that will convey a clear picture of the unique value we bring to the partnership at East Coast Executives.

As a busy Modern Man, how do you unwind on vacation?

My best vacations are extremely simple and usually impromptu. All I really require is a beach, cabana, cocktail and an audiobook. I took a quick four-day vacation to the Dominican Republic last month and it was exactly as I stated above. I live and work in Manhattan and although the energy of NYC is exhilarating, it can be extremely taxing. Sometimes I find it necessary to get away and exhale.

If you could travel and stay anywhere in the world, where would it be and why?

My college roommate at The University of Maryland, College Park, Justin Okemwa, is from Nairobi, Kenya, and he often shared stories of the beauty of Africa and the people of Nairobi. I look forward to visiting Africa one day and exploring its many countries.

Anything else you’d like to say?

I encourage all of the BEMM 100 Men of Distinction to use this platform to connect with other like-minded individuals. There is a great deal of power to be generated in collaboration and partnership. I’m excited about the opportunity to learn about all of you and to support your personal missions in any way possible. Let’s make a difference…let’s connect.

It’s our normal to be extraordinary. Follow @blackenterprise and join the BE Modern Man conversation using #BEModernMan.

5 Hacks to Master the Online Job Application

Wed, 16 Nov 2016 00:00:00 GMT

By Kenneth L. Johnson

Are you completely fed up with the online application process? Does it feel like you're submitting your resume into a bottomless pit? This article will show you how to get your resume to stand up & fight to the finish with a few minor adjustments.

Although they serve as a great tool for recruiters and companies to manage the steady stream of applicants, applicant tracking systems appear to have a few flaws that can prove catastrophic for the job seeker. Research suggest that if a job seeker's resume isn't formatted the right way and doesn't contain the right keywords and phrases, the applicant tracking system will misread it and rank it as a bad match with the job opening, regardless of the candidate's qualifications. According to a study conducted by candidate optimization service provider Preptel, some applicant tracking systems can disqualify as many as 75 percent of all candidates applying for a particular position.

I recently sat in on a presentation provided by East Coast Executives and the Urban League of Philadelphia where “TALEO Super User”, Daniel Schroter presented the Do’s and Don’ts of the online application to a select group of participants from the newly created Urban League Career Alliance Group. Mr. Schroter provided participants with insider knowledge on how these applicant tracking systems (ATS) and talent management systems (TMS) work and offered a few best practices that job seekers need to utilize to increase the chances of their resume rising to the top.

So what do you need to do to make sure your resume is one of the few that survive the ATS & TMS gauntlet?

1. Never send your resume as a PDF: Due to applicant tracking systems lacking a standard way to structure PDF documents, they're easily misread, says Schroter.

2. Don't start your work experience with dates: To ensure applicant tracking systems read and import your work experience properly, always start it with your employer's name, followed by your title, followed by the dates you held that title. (Each can run on its own line). Applicant tracking systems look for company names first. Never start your work experience with the dates you held certain positions.

3. Don't include tables or graphics: Applicant tracking systems can't read graphics, and they misread tables, says Schroter

4. Call your work experience, "Work Experience": Sometimes job seekers refer to their work experience on their resume as their "Professional Experience" or "Career Achievements" (or some other variation on that theme). Often the ATS & TMS will completely skip over your work experience because you didn't label it as such. This is the equivalent of not applying at all.

5. Feel free to submit a longer resume: The length of your resume doesn't matter to an applicant tracking system, says Schroter. It will scan your resume regardless of the number of pages. Submitting a longer resume that allows you to pack in more relevant experience and keywords and phrases could increase your chances of ranking higher in the system.

ECE Career Search Workshop June 7th in Philly

Mon, 16 May 2016 00:00:00 GMT

Glenda speaks about her Career Coaching Session with Kenneth L. Johnson, Diversity Recruiter and President of East Coast Executives.

Invest in your career...

This workshop is a unique opportunity for motivated career seekers who wish to secure their "dream job". For those who are committed to putting their best foot forward for the upcoming hiring season , this session is for you. Executive Recruiter and Career Search Expert, Kenneth L. Johnson will explain four crucial career elements that will give your career search that needed boost and provide a definite edge over the competition. In three hours you will master a set of tools that will allow you to:

1. Identify your most marketable employment skill-sets. Receive consultation on the five career search tools that will define the strengths and weaknesses of your current job search strategy. We will help you redesign your "marketing tools" to appeal to your unique employment partner.

2. Show you the reasons that your resume is being purged out of the on-line application or ATS (Applicant Tracking System). We will share with you the secrets to mastering the on-line process each and every time.

3. Provide you with a step by step technique that will teach you how to conquer the Behavioral Based Interview by teaching a technique that 97% of all HR Departments, Hiring Managers and Corporate Recruiters are utilizing to weed out candidates during the interview process.

4. Gain insights into a company's motivation to hire and learn a follow-up system that will firmly place you at the top of the candidate list.

If you're tired of constantly applying to jobs on-line without hearing any substantial feedback and feel there has to be a better way, this is it! Kenneth L. Johnson is the top Diversity Recruiter by Google search engines and is President of East Coast Executives, recognized by The Philadelphia Business Journal as a top Retained Executive Search Firm 2013, 2014 & 2015. He has conducted search assignments for some of the most prestigious companies in the world Tiffany & Co., Pepsi Co., Disney, ESPN, New York Life and Dell to name a few.

This is your time to take your career seriously. Reserve your seat ACT NOW!

Know Your Market Presentation

Wed, 13 Apr 2016 00:00:00 GMT

Know Your Market Presentation

To view the presentation Click Here

https://www.dropbox.com/s/pouzyx1ouqlxv7e/Know%20Your%20Market.pptx?dl=0

Job Search Survival 3.0

Thu, 07 Apr 2016 00:00:00 GMT

By: Kenneth L. Johnson

For those interested in finding suitable work or advancing their careers, establishing your brand is as much a part of the process as the process itself. In the current “Web-Based-Social Media Crazed” world we live in people assume this means simply establishing a consistent and professional on-line persona.

As much as I have found LinkedIn, Facebook and Twitter to be excellent resources for the advancement of one’s brand, I’m more concerned about the kinks in the “traditional” job seeker suit of armor (Cover Letter, Resume, Interview & Follow up) that have served to be a very revealing indicator of how fit the brand of a potential candidate is and how it will hold up to "Hiring Manager Pressure".

Here are three (3) things that can do immeasurable harm to your “employment brand fitness” and prevent you from being the candidate that is tapped to be “the ideal fit”.

1. Spelling and Grammatical Errors: Although it seems somewhat juvenile to mention this as a career seeker problem---it definitely is. I see countless resumes daily that I immediately delete due to these errors. A simple spell check can go a long way.

2. An Unrehearsed Story: Today I spoke with a candidate that emailed a resume to East Coast Executives detailing his past 10 years of employment. Upon review of the document, I called the person and asked the question--- “Tell me about your career progression?” He was unable to clearly give explanations for career transitions and periods of unemployment. This led to me believing that he was hiding something and subsequently placing his resume in the “Rejection Letter” file. It is imperative that you be able to explain your work history seamlessly when asked. Practice makes perfect.

3. No Career Plan: “What is “IT” that you are looking to do?” It amazes me that people embark on a job search with no clear idea of what position title or career path evokes their passion and presents a unique match to their skills. This approach is equivalent to getting into your car, pulling up the GPS and not entering a destination. You may not believe it but chances are that you’re going to get lost. The Job Search 3.0 requires that you be able to articulate your plan for your career.

Job Seeker or Career Seeker? It's in the results!

Wed, 16 Mar 2016 00:00:00 GMT

By: Kenneth L. Johnson

Part of what we do at East Coast Executives is “course correct” job seekers and get them to restructure their job search and transition into a strategic career search. When done correctly the results are life altering. We call it the Career vs. Job Dilemma. It basically comes down to this... Do you want to (A.) find a job or do you want to (B.) position your skills and interest to guide you into the next great opportunity? Ok...let me help you out...the correct answer is (B.). If you are still unsure you may consider completing a self-assessment, skills assessment, market analysis and ultimately making a decision about what it is specifically that you want to do for a living. Trust me...the clarity will save you countless hours of frustration.

The transition from Job Search to Career Search is much more difficult than it appears; Career Seekers know exactly what it is that they are looking for (position title, industry and preferred companies). Job Seekers more than often struggle to identify what it is that they bring to the workplace, where they add value and what careers bring out the passion in them. They often know the answers but are afraid to acknowledge and/or correct bad habits for fear of missing out on an opportunity due to being too specific. They tell me that they don’t want to be put into a “box”. Ok...that’s great but a “box” is exactly what your resume is designed to squarely place you in.

The actual “Art of Job Searching” is to look at what appears available in the market and position yourself in a place that allows others to see your skills as they relate to an advertised opportunity. The “Art of Career Searching” is to establish your unique value outside of the resume and bring your skills to the market (Networking, LinkedIn, Informational Interviews) as an independent business of one. This will position you as a desired candidate and open up the "hidden job market" and ultimately deliver to you the next great opportunity.

There are several ways to successfully transition into a Career Search but here are 5 Traits That Always Stop Job Seekers from Becoming Career Seekers.

1. They fail to customize their resume
2. Not active on LinkedIn
3. Refuse to network
4. Continue to rely on job boards
5. Have no defined daily plan

5 Hacks to Conquer the Dreaded Panel Interview

Wed, 16 Mar 2016 00:00:00 GMT

By: Kenneth L. Johnson

You finally received the call…after months of targeting company decision makers, submitting online applications for positions that match your skill-set and diligently following company social media feeds…the time has come. They’ve called to schedule an interview!

The person on the other line begins to rattle off the interview particulars; date, time, location and the names of the interviewer(s)…hold up…interviewers (plural)? The anxiety begins to slowly creep in as you realize it's a Panel Interview. As you write down the names and titles of the company representatives…one…two…three…four…now you’re feeling like your chest is going to burst from the panic. You have never been on a panel interview before and unknowingly it’s the first step toward your dream job…”damn”!

No worries, I have the steps to make this a success. Here are 5 Hacks to Conquer the Dreaded Panel Interview every time.

1. Arrive Early: This sounds really easy and in theory it is but for some reason job seekers struggle to follow this cardinal rule of interview success. If you are less than 15 minutes early…you are late. The expectation in this case is the rule. Figure out your wardrobe and travel itinerary the day before and leave time for unexpected mishaps like traffic.

2. Do Your Research: There is no excuse to approach an interview opportunity without being prepared. By prepared I mean knowing all you can about the company and the company representatives that will be conducting the interview. In today’s world of informational platforms like Glassdoor and LinkedIn there is no reason to not have a clear understanding of the company’s culture and cursory knowledge of the representatives that you’ll be meeting.

3. Initiate the Small Talk: It’s always good to be savvy enough to identify an ally in the room. Is it possible that you both attended the same college, have worked for another company, belong to a mutual professional or social organization. Maybe you just hit it off. Whatever the case, a little small talk prior to the interview can go a long way toward establishing who will be willing to fight for you in the selection process. Engage that person with eye contact and targeted responses and let them guide you to interview success.

4. Slow Down: Often when we are experiencing anxiety…it is extremely important to take a deep breath and focus in on the task at hand. Take your time to think the questions through and deliver clear concise answers that reflect your knowledge and preparation. The interviewers expect you to be slightly nervous but anything more than that may leave the impression that you’re not ready for “prime time”. Take your time and nail the response!

5. Personalize the Thank You: I know you’re well aware that a personalized thank you note to everyone involved in the process is a must. This simple exercise can solidify you as a professional worthy of consideration. I had one HR Manager tell me that she was firmly on the fence about a candidate until she received a timely well written thank you note. This gesture provided the nod necessary to move the candidate off the fence and on to the next phase of the process. Have your thank-you notes in the mail within 24 hours of the interview.

5 Hacks to Avoid Workplace Burn-Out...

Sun, 14 Feb 2016 00:00:00 GMT

By: Kenneth L. Johnson

I recently had a client tell me that they were ready to “Blow-Up” at work. After a brief shared chuckle, I requested that they elaborate and tell me what ignited the near “Blow Up”. The response was surprising, not due to its seemingly insignificant nature but just because in the big scheme of things it appeared to be something that could be easily resolved with some minor changes and improved communication among the work group.

I believe this scenario and similar ones tend to be commonplace in the 2016 workplace. With increased workloads and stagnant paychecks, American workers are feeling the pressure and this often results in the before mentioned “Blow Up”. While the role of a manager should be to remain continually cognizant of employee workloads, overtime, and burnout, it’s also your individual responsibility to decrease your workplace triggers as well. A segment of your career management strategy should focus on how to avoid the burnout and stay effective in your position. Here are 5 tips to help you avoid the work “Blow Up”.

1. Use your PTO: If your position offers Paid Time Off use it
2. Take on new projects outside of your department
3. Ask for help
4. Take a daily break from techn

Is the fear of networking killing your job search?

Thu, 11 Feb 2016 00:00:00 GMT

By: Kenneth L. Johnson

A recent study reports that nearly 50% of HR Managers predict that resumes will be a thing of the past and be replaced by social-networking profiles and personal websites. When Talent Acquisition Professionals see a candidate of interest, most immediately conduct a Google and LinkedIn search to gather additional information prior to establishing contact.

Proof exist that “Networking” is the most effective way to land a job but the online component of career search seems to be as common an option as ever for millions of career seekers. We facilitate weekly Sessions and Job Clubs at East Coast Executives, Inc. and there remains an abundance of job seekers that devote the majority of their time utilizing online tools for job search. So here are the Top 5 Ways to Land a Job Online.

1. LinkedIn: 94% of Recruiters are on LinkedIn. If you want hired, hang out where the hiring influencers hang out. Period!

2. The Job Boards: 2014 marked the 20 year anniversary of the Job Board. In 1994 Robert J. McGovern began NetStart Inc. as software sold to companies for listing job openings on their websites and manage the incoming e-mails those listings generated. NetStart later became CareerBuilder and the rest is job search history. Even though reports indicate that only 4%-10% of people find positions on job-boards, job seekers continue to flock to them daily.

3. Conduct a Social-Media Scrub: As I mentioned, Recruiters and Hiring Managers are using Google online search tools to learn more about their potential employees. A bad hire is a costly mistake and any information that comes across as risk-associated may be the small thing that removes your resume from consideration. Remove and/or suppress all images and information that may be less than desirable to a potential employer immediately.

4. Twitter: The key to a successful job search is “great information”. Twitter is an excellent tool for career search. It provides a platform for you to receive up to the minute information on job openings. It also allows you to connect with company representatives and gain a glimpse of the company culture as they post relevant information online. Use the hashtags (#) to identify conversations and information relevant to a specific career interest. Example #NYCJobs will provide you with job openings and relevant job leads in New York City.

5. The Word Cloud: So you’re wondering what a word cloud is? By definition it’s an image composed of words used in a particular text or subject, in which the size of each word indicates its frequency or importance. If used correctly in your job search, it’s the way to Search Engine Optimize (SEO) your resume to make it Applicant Tracking System (ATS) friendly and get you selected for a phone screen or interview. Visit wordle.net or WordItOut.com and give your resume an ATS makeover.

Thank you for reading our content on the East Coast Executives Blog!

5 resume rules you should use immediately!

Tue, 26 Jan 2016 00:00:00 GMT

Immediately after releasing my most recent article “10 words to keep off of your resume”, I received a text message from one of my closest friends, Angela Thompson. Angela, always the provider of excellent ideas since our college days at The University of Pittsburgh, requested that I inform my readers of “10 words to put on your resume”.

I’m not sure that there are 10 all encompassing words that should be strategically placed on every resume but I do believe that there are 5 resume rules that always need to be taken under consideration.

1. Recruiters like quantifiable statements…numbers. If you earned or saved your company money, add that dollar amount to the resume bullet.

2. A “Headline” , always use a positioning statement that completely explains where you add value and what the title is that most represents your skill-set.

3. Accomplishments , if you have received an award or have an accomplishment that distinguishes you as a top performer at your former or current employer…list it!

4. Technical skills: Any software or industry specific technology that you have worked with and developed some level of proficiency in needs to be positioned strategically on your resume.

5. Accurate contact information. This point appears to be a no-brainer but you would be surprised at the number of resumes we receive that have mis-information or no contact information at all. Don’t make this mistake…it’s a resume killer.

Follow these rules and watch your response rate go up as savvy recruiters and hiring managers begin to notice that you have separated yourself from the pile of mundane resumes being forwarded by the masses on a daily basis.

10 words to keep off your resume...

Mon, 25 Jan 2016 00:00:00 GMT

10 words to keep off your resume

Surveys report that the average Recruiter spends 6-8 seconds viewing a resume. I know that sounds like a scare tactic but believe me it’s true. So we went out and spoke to some of the most successful Executive Recruiters, Staffing Specialists and Internal Recruiters in our marketplace and asked them a very simple question…Why? Why do you spend so little time on a resume when a candidate can often spend hours customizing the document to make a favorable impression?

The simple and most consistent answer we received was “because we’re really busy and we can often receive hundreds of resumes for each position…this makes it imperative that a candidate catch our attention at the start”. As the discussion became more conversational a single glaring element began to evolve as the immediate trigger to resume rejection. There were a group of words that often resulted in an immediate loss of interest by the recruiter and subsequently an unfavorable initial review of a candidates resume. So if you want your resume to have some staying power and fight the good fight, avoid using the “10 Most Overused Resume Words”.

1. Responsible
2. Creative
3. Effective
4. Analytical
5. Innovative
6. Motivated
7. Strategic
8. Organizational
9. Driven
10. Expert

If you found this article useful and would like to be notified when new content from Kenneth L. Johnson, Diversity Recruiting Expert and President of East Coast Executives is released, please subscribe.

Still searching for your hidden job market?

Wed, 16 Dec 2015 00:00:00 GMT

This is a subtitle for your new post

By: Kenneth L. Johnson

I recently read some articles from around the country and shared some conversations with my peers around the topic of career search. The consensus seems to be that 80+% of the individuals that are receiving offers of employment have identified these opportunities through what is considered the "Hidden Job Market". I've always believed that people create their own luck and that most success is a result of being prepared for the opportunity to present your uniqueness when the time comes. The difference is that some people speed up the "opportunity calendar" by being proactive. Most recruiters are in a constant search for "employment" opportunities but usually they are designed with others in mind. This approach is equally adaptable for hiring managers and job seekers alike. So I've condensed my approach to 10 Steps for the purpose of revealing your own personal "hidden job market". Enjoy!

1. Do a self assessment (Be clear on what type of position your skills qualify you for).

2. Do a personal resume assessment and a personal on-line assessment.

3. Make a list of companies and company contacts that cater to your background and/or interest and research them.

4. Comprise a list of anyone you know who works for any of the companies on your list (item 2) and make them aware of your interest.

5. Use the information received from items 3 & 4 to make your contact sheet.

6. Strategically reach out to these contacts via email, LinkedIn, Twitter, company Facebook pages and networking events.

7. Market aggressively but don't be a stalker (remember developing professional relationships is the secondary goal here).

8. Follow Up

9. Be prepared for success when your opportunity arrives

10. NEVER GIVE UP!!!

3 Steps To Trend Your Career In The Right Direction

Fri, 13 Nov 2015 00:00:00 GMT

By: Kenneth L. Johnson

Many professionals who have navigated through the recent recession and years of lack luster job growth are completely fed up with their current positions but have been unsuccessful in their attempts to secure a position that seems like the logical next step in their career path. Some of this is due to expanding position descriptions and the flattening of corporate organizational charts. With national job growth continuing to show minimal gains it is highly likely that this scene will play out continuously over and over across the corporate landscape.

These are the times when employees at all levels need to be strategic in their approach to climbing the corporate ladder. It is likely that a “career detour” may be the navigational equivalent to climbing the before mentioned ladder. Many professionals are taking lateral positions with their current employers or similar organizations that offer an opportunity to ascend or acquire the skills necessary to place them in a more strategically advantageous position to achieve their career goals and remain on a path of progression. If you feel like your current situation is not presenting the advancement you desire, please consider these 3 Steps toward lateral career advancement.

1. Map out a plan: Make sure that you have the skill-set necessary to navigate the employment landscape without losing any ground. If you need to strengthen up in a particular area that is instrumental to your success…address that first.

2. Be clear about what “climbing the ladder” means and requires: If you are a Senior Executive and the next lateral or vertical position in your sight line involves a geographic move or extensive travel and you’re not willing to make that commitment, a lateral career change may not be for you. Do your research.

3. Identify an Internal Advocate or Mentor: There is no better way to understand corporate structure and hierarchy. You must identify and leverage any relationships that you have with colleagues that can provide valuable insight on internal and external trends. This is basically your way of conducting market research with your own career in mind. The information gained from esteemed colleagues is invaluable don’t disregard its importance.

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