Just Go For It

Recently I judged a group of senior technology projects at DeVry in Fremont, California.  It was a great group overall, and if you want to have your faith in youth and education restored, this is a great way to do it.

A few of the projects embodied something very important – that I wanted to share.

Several projects were actual WORK.  People identified an actual problem, or got an actual client, and did a full job.  They built a full software solution or website or whatever and got it running.

This.  Was.  Awesome.

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I Have a Job They Don’t: Invite Them

So after a bit of a break, it's back to the "I have a job they don't" series, where we look at just what you, the employed, can do for those who don't have a job.

This week?  I want to encourage you to involve people in a project.

Your unemployed friends are quite likely to A) need to learn more skills, B) need to network, and C) feel depressed.  Involving them in a project is a way to address all of those issues at once.

Maintaining a blog?  Invite them to blog for you to hone their writing, get work out there, and meet your readers.

Running a con?  See if they want to help out, and give them a chance to use whatever relevant skills they have for big, public event.  In some cases it might be worth listing on a resume or a LinkedIn profile.

Run a newsletter?  Come on, your friend with the Tech Writing skills can help with formatting!

If you're any kind of geek, you're always juggling a few projects.  Inviting your job-seeking friends aboard gives them a lot of benefits.

Best of all, it helps you stay friends – which can be tough in times of economic stress.

Steven Savage

Progeeks, HR, and Stepping Up

HR has been an obsession of mine lately.  I've met some brilliant people in HR.  I've seen some hideous examples of HR (and my friends and family and readers tell me many more).  HR is a big area of interest of course, since a lot of people want to find some work, and HR is often the gateway.

Now I've met some great HR people.  As I've noted before, I like to let them know how great they are as probably few people are.  But I've also seen some pretty mediocre HR performance, and some that's just plain bad (seriously, getting a 'no thanks' letter six months after I started a new job?)  The good HR people will take care of themselves, but the ones that aren't so good . . . well, we have to deal with them.

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