What is Google Instant?

According to Google Officials, Google Instant represents a fundamental shift in search. Currently, users take about 9 seconds to type in a single search query. From the time the search button is clicked to the time search results appear on the screen, Google is responsible for network time and uploading these search results. With Google Instant, this time is shaved off by 2-5 seconds. Google Instant provides a fast and interactive way to search where you no longer need to click a search return button to get results – the results instantly stream TO YOU as you type.

How does it work?

During the press conference, Google officials really stressed the main point of Google Instant – it enables you to “search BEFORE you type” rather than “search AS you type.” Google Instant literally predicts your queries with a few simple keystrokes, so you can start typing and results appear right before your eyes.

Here’s an example: if you want to know the weather in your area, you can now simply type “W” into your search bar to get it. Google Instant will immediately predict “weather” as a search query and THEN go a step ahead and calculate your location for a local weather forecast. And that is all done for you with the stroke of a “W” and within milliseconds, my friends.

According to Google, it is estimated that if everyone uses Google Instant globally, it will save more than 3.5 billion seconds a day which comes out to 11 hours saved every second.

Shortly after the press conference, we decided to test it for ourselves in our office and found that some of us were able to access it and others were still waiting! It turns out that it’ll take a couple days for Google Instant to be available to everyone. Over the course of today, Google Instant will roll-out to users on Google domains in the US. Over the next week, users in the UK, France, Germany, Italy, Spain and Russia will also have the opportunity to use Google Instant.

It will be available on the following browsers: Chrome v5/6, Firefox v3, Safari v5 for Mac and Internet Explorer v8.

Overall, Google Instant promises two basic things to users: it will ease entering your query and then it will ease scanning your results. I’d be curious to see what Google’s competitors will roll-out with to compare.

How do you think Google Instant will change the evolution of search?

We waited a few days after the announcement to get some more details and we’ve found that it has certainly kept up lots of interest from the media.

According to an article published on Friday in the Miami Herald, some things will stay the same. The new owners have pledged to keep the fast-food chain headquartered in Miami, which has been the home of the King® through five sets of owners since its founding in 1954.

It is, however, expected that the King® will see growth internationally, particularly in places where 3G Capital has strong ties (such as in Latin America). More than a third of Burger King®’s locations are already currently outside the U.S. and in the past year, 90 percent of its new locations were built abroad, according to an article on TMCnet.

Most recently, changes for the King® after announcing the deal have included the addition of nine new breakfast items along with a major marketing campaign. In the past, the company has dabbled in breakfast since introducing a morning menu in 1979 but is now making it a major focus. The new menu includes platters of pancakes, eggs, sausage and other breakfast items.

Burger King® has until Oct. 12 to solicit higher offers from other buyers.

Even in a down economy, there is still work at home!

Written by Mike Gallagher, Vice President of SkillStorm

I have often joked with co-workers when leaving work for the day, “I’m headed to my second job.” It is immediately followed by, “…my second job at home.” That’s because having four kids under 10 in my household can easily be considered a second full time job! When I pull in the driveway, the only difference between work and home is that there is no individual paid time off, holiday or vacation time for being a parent (although there is an occasional weekend get-away with your spouse or an evening “pass” to go out for dinner and drinks with friends). It doesn’t matter if you have one child or four; it is a position that requires coverage 24 hours a day, seven days a week.

Several service based companies provide 24 hour call center support where the work is typically handled by dozens or even hundreds of employees. Being a parent means that you’re also on call to meet the 24 hour needs of your children, but instead of having loads of backup support, you are either on a team with your spouse or in some cases, by yourself as a single parent.  This all leads to a lot juggling of calendars to arrange pick ups, drop offs, school activities, a multitude of sporting practices and games, music lessons, doctor or dentist appointments, girl/boy scouts, all along with the occasional play date. Did I mention all of these are just for the kids? I haven’t even gotten into the activities and requirements of parents both at work and at home.

It isn’t really until you look back at your calendar or even read or write a blog about it that you realize just how much is required as a parent, especially when work is thrown into the mix! With the exception of having a grandma or grandpa close or a dependable babysitter handy, there is no “can you cover my shift” or “I am afraid I won’t be at work today.”  Parenting is a job that does not require an application, credit check, background check or drug screen. When you become a parent, you’ve got the job whether you applied for it or not!

Regardless of the changing economy, one thing stays for certain: the responsibilities we have at home are still there and they remain the same. Unfortunately, there are thousands of individuals across the country that are being laid off or have had hours cut back at the workplace. Regardless if things have changed in your employment status or you still have deadlines to meet and bosses to report to, we should remember that our most important job at the end of the day is being a parent to our children. We may not get a check to cash at the end of the week but the payoff is something that can’t be measured in dollars and cents.

A good way to manage your network and keep in contact is to send periodic messages to each individual on a regular basis. To make this easier, you may want to set a goal of sending a few messages to a small number of individuals each week. These messages can be rather simple – maybe just a “hello, how are you?” or a link to an article that reminds you of them. These small notes can go a long way and will make world of a difference in the long run.

Social and business networking sites such as LinkedIn are good ways to find old connections and make new ones, as well. In recent months, LinkedIn has seen a huge increase in membership as more and more professionals jump on the site in hopes of building up their networks. Using LinkedIn can help make the challenge of creating and managing your network much easier, so consider getting a LinkedIn account if you don’t have one already (we have a great introductory post on LinkedIn and all of its features here).

More often than not, individuals lose touch of their networks because they don’t feel a “need” to keep in touch or don’t think they have the time. Later down the line, however, these same individuals may find that they need a network for a number of reasons, but haven’t maintained one. Once you’ve lost communication with your network, it can be a challenge to reconnect. This is one reason it is so important to build it up while you are still employed and keep track of it. But what happens if you’ve already lost touch with your network? Is there any way to regain your relationships? How can you rekindle the connections you established before?

If you are past the point of maintaining your network and find yourself needing to reconnect, it is important that your first few messages discuss things that will remind the individuals of you and your previous relationships. If possible, you may want to review old messages you sent to your contacts before you speak with them again. Consider mentioning things like when you last spoke, what you discussed and how you left things off.

Once you decide to send a message to reconnect, it’s best to start off by putting the focus on the other person first. Remember that the point of reconnecting is to reestablish the relationship.  Start off by asking the other person how they are doing and avoid stating what you need outright (for example, if you are looking for a job at their company or need to meet a mutual connection). Once you start building towards your relationship again, then you will be able to mention what you are looking for. Asking for something in this way will prompt a much better response from your connection.

Overall, the best thing you can do is simply make an effort to maintain your network from the very start! You never really know when someone may be the connection you needed, so treat everyone in your network as a valuable player in the success of your career.

This week’s question came from a candidate on LinkedIn who asked:

I have an interview set up with an employer, what tips can you offer? What kinds of information should I bring with me? What kind of research should I do before the interview? What should I do to follow-up after the interview?

Here is the answer from Bryan Shaughnessy, a technical recruiter at SkillStorm.

Answer:

I have an interview set up with an employer, what tips can you offer?

Setting up an interview with a potential employer is the first successful step to getting hired.  Important things to remember going into an interview are to relax, come prepared, stay confident and be yourself.

What kinds of information should I bring with me?

Many candidates think that bringing things to an interview makes them appear over the top, but it’s actually the opposite.  If you don’t bring anything, an employer may feel like you have come unprepared.  You should never attend an interview empty handed.   At the very least, you should bring multiple resumes and list of references in a professional business folder.

Other items that would be helpful to bring to an interview would be any document or proof of certifications, accreditations, etc. that may be relevant to the job.

What kind of research should I do before the interview?

There are several things you should research before an interview:

1. Know the Company

At the very least, you should find out about the company’s products and services, the markets it serves and how long they have been around. If possible, find out the company’s organizational structure, which individuals are top management, recent trends in growth, profitability and how the company stock is performing, etc.

2.  Find out about the position

You should try to understand the position as much as you can. This means knowing things like what the duties and responsibilities of the position entail. What kinds of programs will you use? How much team work and independent work will you be doing? What are the goals for this position in the short and long term?

3. Research the interviewer

Start off with a LinkedIn and Google search.  Try to find out their background, how long they have been at the company, interests, groups, etc.  Knowing this information ahead of time can be a great way to build rapport with your interviewer.

4. Know the current industry

Learn all the important facts of the industry (growth trends, recent developments, new technologies, etc.).  This information will allow you to talk intelligently about your industry and profession.

Overall, make sure you know enough to prove to the interviewer that you have an understanding of what the industry and profession is all about and that you are prepared to know what it takes to succeed at their organization.

What should I do to follow-up after the interview?

Immediately following the interview, jot down some notes from the interview.  Think of this as debriefing yourself.  What things about the interview went positive?  Negative?  What could you have done differently?  How did it go overall?

Then, handwrite a personal thank you letter to the interviewer. This will make you stand apart from the competition. In the letter, you want to make sure you express how interested you are in the position and organization, a couple of highlights from the interview and thank them for their time and consideration.

Have a question you want answered? There are a number of ways to do it!

-          Post your question on our Discussion board on LinkedIn

-          E-mail PR@SkillStorm.com

-          Tweet your question to @SkillStorm

-          Post it on our Facebook wall

Remember, all questions will remain anonymous when posted! Check back every week for answers to your questions!

a. A public statement released by an C-level executive to your entire company recognizing your accomplishments, along with a day of paid vacation time.

b. A short, discreet note on your desk from the CEO of your company with a monetary reward attached.

c. A message from your direct manager  sent to your entire department recognizing your accomplishments, along with a certificate and small gift.

All of the options listed above are actual methods used by various organizations to reward their employees. None are necessarily considered “bad,” as the perceived value of each really depends on the individual who is receiving the reward.

Many business owners, however, try to choose methods they feel will motivate staff while keeping costs low. Therefore, in any organization you work for, you will find more often than not that options “a” and “c” will be commonplace before something like option “b” ever takes place. We will dive deeper into these three options mentioned above later in this post and explain the psychological and tangible value behind each one.

Why reward employees?

Studies have found that employees respond to praise by working harder and increasing their contributions to the organization. So, many organizations now foster cultures of employee recognition and appreciation in order to get the best results out of their employees. Celebrating employee achievements maintains contentment, focus and better performance at work among staff members. If employees do not feel appreciated, this could cause a low morale. Employees with low levels of morale tend to cut back on their efforts and eventually only strive to meet minimum performance standards.

What makes an effective reward program?

According to an article in Entrepreneur magazine, there are four parts to an effective employee reward program: compensation, benefits, recognition and appreciation.

The scenario presented at the beginning of this article brings up a question of recognition vs. appreciation. Both are integral to creating effective reward programs, but which would you prefer? Recognition involves acknowledging an employee in front of their peers for a job well done while appreciation involves simply expressing gratitude for actions well done, whether privately or in public. To meet the need of both, companies must strike a balance between the two.

Types of rewards

Rewards for employees can include cash/bonuses, verbal recognition, spontaneous rewards and more.

Studies have found that cash was once perceived as the ultimate motivator for employees but this is no longer the case. Initially, these types of rewards can be considered an incentive. Many times, though, employees use the extra cash to pay bills and other things of that nature and not necessarily as an actual reward. As a result, any excitement surrounding a cash reward can be quickly forgotten and so it acts only as a short term motivation. Basically, cash costs more and offers less.

Non-cash rewards tend to be more effective. In fact, non-cash reward programs work better than cash in such cases as reinforcing organizational values and cultures, improving teamwork, increasing customer satisfaction and motivating specific behaviors.

One of the most effective (and inexpensive) morale boosters an employer can use is simple praise for a job well done. It has been found that the most powerful motivator for an employee is personal, instant recognition from a supervisor. In fact, a sincere word of thanks from the right person at the right time can mean more to an employee than a cash bonus. You see, the power and effectiveness of this reward lies in showing the employee that someone took time to notice their work and deliver a personable and timely positive reinforcement in return. What’s more, these kinds of rewards offer other added benefits, including encouraging others to work harder as well.

Spontaneous recognition and rewards acknowledge exceptional performance when it happens. The value behind these rewards lies in their timeliness. Recognizing an employee’s accomplishment and/or exceptional job performance right away acts as an instant yet lasting motivator. Another benefit of these informal rewards and various forms of recognition is that they require minimal planning and effort.

On a side note, it is also important to keep in mind that any of these types of rewards can and should include some sort of physical reward item – possibly a plaque and/or certificate – as these items can serve as lasting reminders of a specific achievement or event for an employee.

It has been said that “the only strategic weapon a company has that cannot be copied by the competition is its people.“  If employers want to ensure they keep their competitive advantage and retain top talent, they must effectively recognize and reward employees. Recognizing their employees will result in better overall morale, productivity and work quality in the long run.

Other sources:

Inc.com

USLegal.com

Allbusiness.com

Today’s post is dedicated to job openings. On LinkedIn company pages, you can sometimes find direct job postings or links to company career pages. Well, if you look at the Burger King LinkedIn Company page, they’ve got two links posted: one to “BK Careers” and another to “Jobs.” When you go to either page, you are then given the option to search through all of their job openings.

When we browsed through these openings, we found several jobs where SkillStorm could provide the perfect fit, including openings such as Sr. Systems Engineer in Web Infrastructure, Sr. Manager in IT Corporate Systems and IT Sr. Manager in Application Technology.

We have a great deal we’d love to offer BK® on these job openings: it’s called Cat 5 and it’s targeted towards our special clients (and we’ve gotten rave reviews on it from several clients so far!). Here’s the breakdown on how it works: as part of the Cat 5 offer, clients have the ability to reach every single SkillStorm recruiter across the nation and have them all work on finding the best fit for the specific requirement of the client.  If the client hires the SkillStorm candidate within seven days, their company will receive a rebate equal to 50% of the first week’s invoice (this definition is for a contract position; if the position is permanent, the hiring must take place within 14 days and clients will receive a rebate equal to 10% of the placement fee).

Using the Cat 5 program can provide endless benefits for a client, among those included: quick response, focused attention, financial gains, accountability, dedicated search and expedited processes.

We’d really love to have the opportunity to tell BK® about what we can offer a little more in detail (yes, this is for all of your BK® decision makers out there)! If you know someone at BK® that might be interested in our offer, send them over our way (to PR@SkillStorm.com)!

Being a Working Mother

Written by Kelly Strukoff, Associate Vice President of StormStaff (a division of SkillStorm)

When I was pregnant with my first daughter and planning for “life after maternity leave” my first thought was, no sweat! I told myself I would find work/life balance and be the MVP employee at work as well as the MVP mom and wife at home.  I convinced myself that it would be as simple as completely eliminating idle chit chat at the water cooler and shoveling down lunch in three minutes flat every day, just so that I could be out the door from work at 5 p.m. and hope to feel a sense of work accomplishment along with family achievement.

At first, this plan seemed to work. Instead of going in to work every day at 7:30 a.m. and leaving at 6:15 p.m. to head over to the gym, I switched to leaving the house at the same time, dropping the baby at daycare, getting to the office at 8:00 a.m., racing against the clock to get done with all my work by 5 p.m., heading to daycare to pick up the baby and then finally making it home.

Once I arrived home, a nap seemed in order since my baby didn’t sleep through the night and I was still breastfeeding. This was usually not the case and instead of a nap, it was time to make dinner, feed the baby and clean the house. Whew! What happened to the gym? Forget it. You may wonder, what about my husband, didn’t he help? I am fortunate to have a very supportive and helpful husband, however, his work schedule didn’t allow for drop off/pickups, he can’t breastfeed the baby, and generally speaking, women still seem  to shoulder the majority of household chores, even if they are also working fulltime. I have talked to many women with supporting, loving husbands about this, and it seems to be true, even in these modern times.

All in all, life just seemed to go on fast forward, and it became of game of hitting every daily deadline. Over the first few months of this routine, I began to have an uneasy feeling. I didn’t know what the feeling was at first and gradually I recognized this feeling as GUILT. This guilt came from a few different sources, such as not being able to volunteer for every extra project like I used to and also feeling that I wasn’t spending enough time with my daughter. Guilt that I was not able to get to the gym for my own health and guilt that I was no longer the same pleasant, even keeled person that my husband was used to!

What I realized throughout the next several months, however, is that “work/life balance” is an evolution process. You don’t walk in the first day after your maternity leave and have it all figured out. You won’t be able to function the way that you did pre-child. It is just simply not possible. Gradually, I re-adjusted my personal expectations at work. I adjusted my mind to what I could and couldn’t accomplish within the work day and learned to be satisfied with that. Very slowly, the pain and guilt of leaving my child during the day diminished, although it never really has gone away completely. Instead of focusing on these feelings, I now focus on the benefits of working. I can make a quick trip to the grocery store or to the mall over lunch and not have to worry about a crying baby or toddler on my arm.

While I truly appreciate every minute with my child, I also recognize the positives of her having some time on her own. My daughter has exposure every day to activities that are stimulating and fun at her daycare, probably more so than she would get if I were home with her by myself!

In today’s world, the reality is that over half of women work outside the home. The other reality is that most women working outside the home also handle the majority of work inside the home as well. Although the concept of being a “supermom” sounds appealing, it isn’t realistic. What IS possible is learning to prioritize the most important projects at work and learning to prioritize the most important projects at home. You may not be the last person in the office these days, but it doesn’t mean you can’t be a successful businesswoman.

Today’s employers recognize the value of working moms more and more, and there are many options available for creating a “flexible work schedule.”  You may not get to the gym as often as you did before, but that’s alright. Your house may not be as clean as it used to be, but if your kid is laughing and giving you hugs, the dust really doesn’t seem to matter that much.

We’ve used several features on LinkedIn to reach our goal of starting an employee at a Fortune 1000 Company (Burger King®) in 90 days or less! What have we done?

- Posted on LinkedIn groups

- Reached out to mutual connections

- Connected with BK employees

- Following company and more!

Tomorrow, we will discuss finding job listings via LinkedIn company pages!

This week’s question came from a candidate on LinkedIn who asked:

I am currently employed but would like to find another job. I want to relocate but I don’t want it to turn away potential employers. What’s the best way to apply for a job in another location?

Here is the answer from Luke Bosso, a technical recruiter at SkillStorm.

Answer:

Thank you for your question.  There are several things to consider when answering this question. The first thing I suggest to anyone who considers relocation is determining how serious you are about it. If you aren’t absolutely certain that you would move for a job opening, it can become difficult for recruiters to help you find a good fit. Ultimately, hiring managers want to know you are willing to move for the job, so be up front with your intentions and let recruiters know you are ready to move. Another consideration you’ll have to think about is relocation fees. Some companies cover these expenses and others do not. With a number of local candidates to choose from, companies may be less likely to pay for relocation. So, you may have to be prepared to pay your own relocation costs. If you are willing to pay for these, let the recruiter know. Only once you have determined that 1) relocation is for you and 2) you are willing to pay any necessary relocation costs, can you then begin your job search in other areas.

Once you begin your job search, I don’t really think you’ll find too many changes from your local job search. It is still important that you use the same tools as you would for local job openings. First, post your resume on job boards and search for positions in areas where you’re looking to relocate. When applying to a position, it is very important that you state in the cover letter or on your resume that you are willing to relocate. Obviously, companies would like local candidates for a number of reasons: it saves time, there’s less hassle and they know a local candidate is less likely to back out on the position. This is why it’s important to communicate to a recruiter or a potential employer that your 100% committed to move for the job, so they know that you’re serious about the position.  Also, if you can make it to the new location for an interview, state that in your cover letter too.

The next step I would suggest is networking. Assuming that you’ve already done research on the location you like and companies in the area, networking becomes a very valuable tool. Networking is a great way to get out there, meet new people and find new opportunities. Wherever you are, you never know who you’re going to meet and who or what they may know. You may meet someone from XYZ company who knows they are hiring in a location you want. Now you’ve created a very solid lead. You may also meet someone who is in your area, but has connections and business ties elsewhere (particularly the location where you are looking to move). This can also be a great way to get your foot in the door and that much closer to relocation.

I would recommend that you talk to anyone who calls you about your resume or a job opening. If they call about a position that isn’t where you want to relocate, it doesn’t mean that all has gone to waste. Recruiters and companies often have multiple positions they need to fill, so let them know where you’re looking to move and they may have a great opportunity available!

Lastly – I cannot stress this enough – be honest with the company or recruiter from the beginning. If you’re only entertaining offers that aren’t local let them know up front so no one is wasting valuable time. Remember, recruiters want the best for their candidates. They want you to be in a position you like and at a company for a long time. If the first position isn’t right, they’ll keep a look out for one that is. So being up front with them is always the best policy. These are just a few things that can help you on your relocation and job search. Good Luck!

Have a question you want answered? There are a number of ways to do it!

-          Post your question on our Discussion board on LinkedIn

-          E-mail PR@SkillStorm.com

-          Tweet your question to @SkillStorm

-          Post it on our Facebook wall

Remember, all questions will remain anonymous when posted! Check back every week for answers to your questions!