Snapping on the Job

I know what you are thinking; this blog is geared at the eye care field, not our postal service.  You are correct, of course.  But the “snapping” that I am referring to is of the camera, not a mental break.  Today, more than ever, smart phones are commonplace.  In fact, according to a study from Pew Internet & American LifeProject, 46 percent of all Americans are using a smart phone.

Recently, a colleague of mine had a client doing a working interview with an individual; the candidate showed staff members pictures he had taken with his phone of other offices that he had worked in or interviewed with that he considered “very dirty.”  First, it never reflects well to bash former employers.  Second, the fact that he had used his cell phone to take photos of employers meant he could do the same to them.  This was just an interview.  What could have happened if this person was hired? 

Most offices have rules in place regarding the use of cell phones for phone calls and texting, but are you effectively protecting yourself with regards to the camera?

Camera phones leave individuals and companies open to multiple risks.  However, I want to focus on two main topics: the invasion of one’s privacy and theft of company information.

Camera phones enable one to take pictures of surroundings, coworkers, and patients, with great ease and in a variety of intimate situations.  Today’s smart phones allow pictures to be distributed quickly through various outlets which opens the door for espionage and harassment.  Some states have gone so far as to make improper photography a felony.

As an eye care practice, you must ensure that your information and your patient’s information are safeguarded.  Your computers and file cabinets contain sensitive information which could easily lead to identity theft if it lands in the wrong hands. 

What can you, as an employer, do? It may be time to update your cell phone policy to specifically cover the camera phone issues.  Make sure that all staff members are aware of the policy and why it is needed.  I would suggest limiting the areas that cell phones are permitted and requiring staff to ask management before taking photographs.  And, of course, with any policy, you will also want to have in place consequences for those that do not obey the policy.

Jobs Recovery Increasingly Uneven as Talent Gap Widens

In June, total job openings in the U.S. grew to 3.76 million, according to the Labor Department, the highest level since the summer of 2008. In the past 36 months, job openings have grown more than 70 percent, far surpassing the recovery following the last recession, in which job openings grew just 47 percent in the same time frame.

Meanwhile, the unemployment rate has fared worse in the 36 months following the current recession than in the previous one. Between September 2003 and September 2006, unemployment fell 25 percent from its peak, from 6 percent to 4.5 percent, while in the current recovery's 36-month period, unemployment has fallen only 14 percent, from 9.6 to 8.3 percent. So where is the disconnect between job openings and falling unemployment rates?

"Enough confidence has returned to the market that most employers have lifted blanket hiring freezes and are expanding the range of positions they are working to fill outside of those directly tied to incremental revenue," says Rob Romaine, president of MRINetwork. "We are seeing search activity growing across more functions, but actually making that final hiring decision among most employers has only increased slightly."

Recruiters continue to report that hiring processes have been drawn out by managers having unrealistic expectations of candidate credentials and experience in the current unemployment situation. Yet, evidence shows that the top candidates such managers are looking for are more likely to reject offers the longer the hiring process becomes.

"In the recruiting industry, we talk a lot about the importance of having a streamlined interview and offer process regardless of the state of the economy because while there is high unemployment, there is also a growing talent mismatch in the United States. What this means is that while there are plenty who are unemployed, there are still very few who fit the needs of a given pasteurization in the professional space," notes Romaine.

In nominal, non-adjusted numbers, total U.S. employment peaked in August 2008 and fell precipitously for 15 months, reversing course in January 2010. In that time, nearly 11.5 million jobs were eliminated. The professional and business services sector-about 13 percent of the U.S. private workforce-lost nearly 2 million of those jobs. The construction industry, which represented less than 7 percent of the private workforce, lost 3 million jobs from peak to trough.


In the two years since that employment trough, the professional services segment of the workforce has returned all but about 200,000 positions. In fact, the much broader U.S. service providing sector, which accounts for more than 80 percent of the 113 million U.S. private sector jobs, has recovered all but about 300,000 positions. Of the 4.2 million-job decline since the peak of U.S. employment, half of those positions-2.1 million-are in construction, and another 1.8 million are in manufacturing.

"With today's levels of advanced training, certifications, and degrees it can be difficult to move between even similar career paths quickly," says Romaine. "But going from a factory floor or construction site to a professional office job is such a fundamental change that it requires both training and a veritable career restart. Such a change of course is possible, but the availability of such workers does little for employers looking for experienced professionals today."

It could take several more years for the mix of skills in the U.S. talent market to properly recalibrate. In that time, unemployment will remain heightened while the skills of the workforce move to more closely match the requirements of job openings today.

Optometrist-Tips for a Successful Skype Interview

The best associate optometrist for your office may be practicing out of area right now. This is a common obstacle in all healthcare recruiting but it is now easier than ever to connect with that talent pool. Video or Skype interviews have begun to replace or supplement in-person interviews.  The technology reduces travel and other expenses associated with conducting interviews in person.  The following are some tips to help both the interviewer and the candidate make the best first impression.

1. Be familiar with the technology you are using—download the program ahead of time, and do a test run with a friend.  Skype is one of the more common software programs being used, but as with any technology, it’ll be much better to work out the technical kinks on the front end before starting the interview.
2. Make sure you look into the camera.—if you are looking at the screen, you are not making direct eye contact with the person with whom you are communicating.  This can be just as damaging for a video interview as it would be if you were sitting across a table from someone.
3. Be mindful of your background and lighting—put yourself in an area with little to no background noise, and be mindful of potential interruptions.  Also be aware of what the person will see behind you.  It is best to avoid stark white walls and busy backgrounds.  Test the lighting in the area where you will interview ahead of time to make sure it is flattering. 
4. Adjust the camera ahead of time—you want the camera to show your head, shoulders, and hands.  You need to be able to communicate fully, so this includes being able to transmit and receive nonverbal cues.
5. Dress for success—dress for a video interview the same way you would if you were meeting the person at the office.  Dark colors with a touch of color are the safest and look best on camera.
6. Username—the same rule that applies to email addresses applies for video interviews.  Make sure your username and profile picture are professional.
7. Have a script—having notes in front of you can prevent awkward silences and keep the conversation on track.

These are just a few of many tips available on the web for successful interviews. 

Check out the following websites for more information about nailing your next video interview:

For Job Seekers:

http://www.cbsnews.com/8301-505125_162-47541444/ace-your-skype-job-interview-14-smart-tips/

http://www.forbes.com/sites/deborahsweeney/2011/08/15/4-tips-for-skype-interview-success/

http://www.huffingtonpost.com/ming-chen/7-deadly-skype-interview-_b_1274107.html?view=print&comm_ref=false

For Interviewers:

http://www.inc.com/guides/201103/4-tips-for-conducting-a-job-interview-using-skype.html

http://mobileoffice.about.com/od/webconference-how-tos/a/How-To-Use-Video-And-Web-Conferencing-For-A-Job-Interview.htm