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#LinkedIn : 3 Simple Ways To Make LinkedIn Work For You In 2026 ….. Great REad!

October 1, 2026/in First Sun Blog/by First Sun Team

It’s a new year, which makes it the perfect time to update your LinkedIn profile and communications strategy to make sure it is current, relevant to your goals, and compelling to the people who are checking you out. The world of work continues to evolve, and your LinkedIn profile and networking strategy must position you for success.

Align Your LinkedIn Strategy With Two Critical Forces

Two important areas to consider while evolving your LinkedIn strategy are humanity and AI. As tech gets integrated into every aspect of business, your humanity is what helps you stand out and build meaningful relationships. That means your profile must show that you are clear, human, generous, empathic, and grounded in real experience, all the things AI and technology are not.

At the same time, you need to showcase your skill and interest in AI. AI will impact virtually every role. Make it clear that you’re using AI thoughtfully and are committed to proactively developing AI skills to remain ahead of the curve. This can show up in how you describe your work, the content you share, and the tools or approaches you reference in your profile.

The goal is not to do more on LinkedIn, but to do the right things well. Follow this these three steps:

1. Update Your LinkedIn Profile

A lot happens in a year, so if you haven’t been updating your profile regularly, it’s time to make it current and compelling.

Your LinkedIn Headshot

Your headshot makes you real in the virtual world. It allows people to connect with you on a human level. It should convey the real you and be at least current enough for someone to be able to find you in a crowded coffee shop. If you changed your headshot recently, you probably won’t need to update it if it meets these criteria.

Your LinkedIn Headline

Your headline’s job is to make you relevant and confirm for viewers that you are the person they are looking for, or a person they should get to know. LinkedIn gives you 220 characters for your Headline. Use as many as needed to captivate viewers and encourage them to read on. Your LinkedIn headline has three important functions:

It makes you relevant. Your current title, role, and company make you relevant.
It helps you get found. Use your headline for search optimization. Include in it all the keywords you want to be associated with, and those people will use to search for you.
It allows you to showcase something interesting about you that makes the viewer want to learn more. Consider including why you do what you do, how you do what you do, or the results you achieve when you do it. You could also share your passion or life purpose.

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What Skill Sets Do You Have to be ‘Sharpened‘?

Did you know? First Sun Consulting, Llc (FSC) is celebrating over 32 years in delivering corporate & individual outplacement services & programs to over 1200 corporate clients in the U.S., Canada, the UK, & Mexico! Visit us @ www.firstsun.com OR Ask for a Quote for Services at info@firstsun.com

We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

Your LinkedIn About

Your About allows you to introduce yourself, tell your story, and make a branded first impression. Because of the power of LinkedIn and how search results are presented in Google, it will likely be your first impression. When you’re thoughtful in crafting your About, it helps you:

Differentiate yourself in a crowded marketplace
Attract opportunities that align with your goals
Build trust and real human connection with others

Your About is also a natural place to convey your thoughts about AI and the role it plays in your work.

Your LinkedIn Featured Section

Because many people keep their Featured section blank, it is an opportunity for you to stand out and showcase your passions, purpose, and accomplishments. Your Featured section sits near the top of your profile, between your About and Activity sections. That means more people will see it. This section is designed to showcase multimedia. Include images and video to enhance your story and make your profile richer and more interesting. Consider including:

Your Brand introduction. Create a brief 60-second video, that highlights your interests, accomplishments and fun facts about you.
Your Success Stories. Share one or two pieces of content or stories that highlight your superpowers and differentiators.
Your Intellectual Property. Use it to convey your proprietary process, framework, or system, like your three-step formula for crafting click-worthy headlines for social media posts.

2. Define Your LinkedIn Networking Strategy

In 2026, effective networking is about relevance and relationships, not volume. With over 1.3 billion members, LinkedIn is a powerful place for networking. Your goal, though, is not to connect with all 1.3 billion professionals. It’s to identify your community and be visible to them. As the new year begins:

Get your network up-to-date. Look back through your calendar and emails and send connection requests to the people you have met in the past year.
Decide on your strategy for adding new connections as you meet people. Also, do searches to connect with other like-minded peers so you can build a community for mutual support.
Put plans in place to grow your network. Consider adding your LinkedIn profile to your email signature, and create a slide to include in presentations you deliver to encourage participants to reach out and connect.

3. Commit To A LinkedIn Visibility Plan

Once your profile and network are aligned, visibility is what brings your personal brand to life. Strong brands are visible and available to the people they seek to impact, influence, and impress. The best way to do that is to share value as your primary thought leadership priority. There’s a lot of noise in the world of social media, and LinkedIn is no exception. To stand out, commit to the three Cs of social media communications plans:

Consistent. Strong brands are known for something, not 100 things. Know your topic, message, and POV and stick with it.
Constant. Choose a cadence and commit to it. You may choose to post a couple of times a month, weekly, or even daily. Whatever you choose, treat it as you would any other important item on your to-do list.
Critical. Not critical in the sense of being judgmental. Critical meaning it is not content that is nice to have. It’s meaningful and valuable to your audience and essential for their success.

One way to achieve the three Cs of effective visibility is with a LinkedIn Newsletter. It’s a powerful way to stay engaged with the people who are interested in what you have to say, and the LinkedIn Newsletter platform makes it easy for you to create, share and promote your newsletter to followers and connections. It allows you to build familiarity and trust over time without having to start from scratch each time you post.

Make LinkedIn An Ongoing Habit Instead Of A One-Time Update

Your LinkedIn profile serves many roles in helping you build your personal brand and achieve your career goals. To maximize its impact, commit to keeping your profile up to date and staying engaged with your network. LinkedIn works when you work it, so adopt the habit of interacting on LinkedIn regularly and create more opportunities that are aligned with your goals.

Forbes.com | January 6, 2026 | William Arruda

#JobInterview : Job Interview Etiquette Is Changing. These Rules Still Matters. Is it Appropriate to Bring an Iced Coffee to a Job iIterview?

October 1, 2026/in First Sun Blog/by First Sun Team

That’s the debate that’s been making the rounds on the internet after a recruiter criticized Gen Z candidates for arriving to interviews with one in hand, prompting a wider argument about whether the drinks look unprofessional.

In a recent piece for Forbes, senior contributor Benjamin Laker, who serves as professor of leadership at Henley Business School, University of Reading, in the U.K., breaks down why the debate is about more than just coffee. According to Laker, the discussion “shows how quickly an interviewer’s preferences about dress, greetings and body language can harden into standards candidates were never told about.”

https://www.firstsun.com/fsc-career-blog/

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We here at FSC want to thank each of our corporate partners for the opportunity to serve & moving each of their transitioning employee(s) rapidly toward employment!

Article continued …

While job interview etiquette can vary depending on industry and setting—a remote interview may not be as formal as an in-person panel interview—Laker acknowledges that coming to an interview prepared, on time, and with honest answers are the standard rules to follow. But he admits that in recent years, rules around appearance and manners have become a little less clear-cut, leading to blurred lines between what interviewees think is appropriate and what interviewers actually expect.

“Remote interviews and less formal offices have made some old cues harder to interpret,” Laker writes. “Employers should be able to explain which expectations relate to the work. Candidates should notice when the answer is simply, ‘That’s how we do things here.’”

Below are a few of Laker’s tips on how to decide which job interview rules you should follow depending on the format, industry and location of your interview.

Deciding What To Wear: Laker advises candidates to use the role they are interviewing for as a reference point. “Clean, understated sneakers may fit a casual technology or creative workplace; polished shoes may be safer in a conservative or client-facing setting,” he writes. “If you’re unsure, ask the recruiter what candidates typically wear. Choose something appropriate that lets you concentrate on the conversation.”

Deciding To Bring Coffee Or Water: “Water offered by the host is easy to accept or decline,” writes Laker. “If you bring coffee, finish it before entering if practical. If not, ask whether it’s all right to carry it in. The aim is to keep the drink from interrupting the exchange.”

Deciding To Communicate More Formally Or Casually: Laker advises job seekers to “match the interviewer’s level of formality, stay courteous and let rapport develop rather than opening with jokes, slang or instant familiarity.”

Read here for more of Laker’s tips on how to read between the lines when it comes to other unwritten job interview rules, as well as his advice on how to effectively navigate the hiring process without overthinking it.

Forbes.com | September 29, 2026 | Courtney Connley-Hampton,

#CareerAdvice – #JobSearch – #JobInterview Preparation Checklist. Must Read!

July 11, 2019/in First Sun Blog/by First Sun Team

So you applied for a job online, and just got a call from the recruiter asking if you can interview with the hiring manager. You are super excited until you hear that the interview is happening in 48 hours. 2 days. OMG!

Don’t panic; just prepare! Glassdoor has got you covered. Complete with timing and strategy, we’ve compiled a comprehensive list of essential ways to gear up for your interview and knock it out of the park. Ready, set, prep!

As soon as you hang up with the recruiter:

1. Study for your interview like it’s a final exam.

Find as much information as you can on the company or organization, and commit as much of it to memory as possible.
If the job you’re interviewing for requires knowledge in a certain field, do all of the learning and brushing up you can on information that will be relevant to your interview.

2. Generate a list of potential interview questions (and their answers!) beforehand.

Base your list of questions on both what you expect them to ask and the real life experience of others
Reach out to people who worked in similar companies and positions as you are interviewing for and ask them about their interview experience
Use tools like Glassdoor’s interview question database to look up real interview questions and their answers.

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36 hours before the interview:

3. Write out answers to every question you anticipate, and practice delivering them out loud.

Even if you don’t remember your responses word for word, you can fall back on certain key points and phrases.
Write your own list of questions for the interviewer, and be prepared to ask them when the time arises.
Make sure your questions are nuanced and well-researched. Never ask for any information that can be simply found online.

4. Compare your skills and experience to the job description.

For each component of the job description, brainstorm your relevant skills and experiences, and think critically about how you want to present them.
If there’s a preferred skill or experience you do not have, be able to demonstrate you’ll be competent without it.

12-24 hours before the interview:

5. Be rested and healthy for the big day.

Before getting good night’s sleep, try to imagine yourself acing the interview.
Eat wholesome, healthy meals for the days preceding the interview.
If you are prone to anxiety, try breathing techniques or meditation the morning of the interview, and even directly before.

3-6 hours before the interview:

6. Dress for success

Keep your fashion choices subdued and classic – don’t wear clothes that will distract the interviewer.
If you’re unclear on what type of clothes to wear, don’t be afraid to reach out to your interviewer and ask.
Wear clothes you feel confident in. Don’t be afraid to invest in an “interview outfit” or two that you feel your best in.

7. Empower yourself

Practice a firm handshake, strong posture, and attentive body language in advance.
Think of a mantra you can call upon for self-confidence, like, “no matter what, I will do my best.”
Try to imagine yourself not getting the job. While it might be painful to think about, what can you see yourself having learned from the interview experience?

8. Don’t leave any unnecessary unknowns.

Plan what to bring (extra copies of your resume!) and even what transportation you are taking to the interview way in advance, so there’s no added uncertainty the day of.

During the interview:

9. Keep an interview journal

During or even after your interview is over, take a few minutes to jot down what parts you felt you aced, and where you could have shone brighter. These notes can serve as a valuable guide for your future interviews.

6-12 hours after the interview:

10. Follow up.

Extending the conversation shows that you’re passionate about the job. Don’t call every day asking if you got the job, but a simple thank you note can speak volumes about your commitment to the position.
And if you didn’t get the job? Let them know if you’re still interested, and ask what you can do to be a more attractive candidate in the future.

GlassDoor.com | July 9, 2019 | Posted by Lillian Childress

#CareerAdvice : #ResumeWriting -How Can You Make Yourself Sound Better on Your #Resume ?

July 9, 2019/in First Sun Blog/by First Sun Team

Your resume is your primary personal marketing tool in the job search. You very well may have the chops for whatever role you’ve set your sights on, but you can still come up short if your resume is missing the mark on reflecting your skill set.

These five tips will provide essential marketing flair while ensuring you never have to exaggerate or bend the truth when it comes to your career.

Convert accomplishment numbers

Decreasing spending by $10,000 in a quarter might sound like a lot of money in your current role, but you may be applying for a role where $10,000 is a fairly insignificant amount. However, updating your resume to reflect that you were able to reduce spending by 20% is a much more digestible statement, regardless of the sample size. Converting all dollar amounts, pageviews, or revenue gains to percentages that reflect growth or year-over-year change will make all of your accomplishments sound much more impressive to hiring managers.

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Don’t be afraid to brag

Think of your resume as an abbreviated quarterly report or project debrief that you’d deliver at work: It needs to provide context, details, and results to reflect the hard work that went into making something a success. Therefore, being your own cheerleader is essential. So is making sure your responsibilities or day-to-day tasks don’t outweigh the measurable accomplishments throughout your most recent roles. If tooting your own horn isn’t something you feel particularly comfortable with, hiring a professional resume writer can help take the pressure off.

Stand out from the crowd

Rewriting your resume is the perfect time to think about what makes you unique as a professional. Hiring managers see tons of cookie-cutter resumes with bland objective statements on a daily basis; identifying a few specific points about your individual skill set will set you apart from the rest of the applicant pool. Are you a marketer with HTML skills? An operations manager with a background at Fortune 500 companies? A multilingual analyst? Once you’ve found your specific edge, don’t be afraid to highlight it in your resume and cover letter (and LinkedIn profile summary, while you’re at it!).

Address specific points from the job posting

A common mistake job seekers make is not customizing their resume for every application they make. Remember that a recruiter or hiring manager is looking for incredibly specific qualities in a candidate, and if your resume doesn’t address those points, it’s likely to end up in an application black hole. For example, if a role will focus heavily on P&L or developing a loyalty program or managing a large team of cross-functional direct reports, make sure your experience tied to these focus areas are front and center on your resume when you send in your application.

Don’t leave gaps in employment

Periods of under- or unemployment are not uncommon in our current workforce, and there are several techniques to address them effectively on your resume. If you’re stumped on how to work with these gaps yourself, a professional resume writer can work to equip you with the tools you need for your specific set of circumstances.

GlassDoor.com | July 2, 2019 | Posted by Rachel Fletcher

#BestofFSCBlog : #Recruiting – Nine(9) Reasons to Hire a Candidate Without Experience. Focus on Skillsets vs. Experience.

July 8, 2019/in First Sun Blog/by First Sun Team

With more and more candidates being hired who have little or no industry-specific experience, we need to think about why this is the case.

Here are 9 reasons you may want to consider doing it before you post your next job listing.

Inexperienced hires will require lower salaries than experienced professionals

Salary is one of the main hurdles when you want to hire someone with lots and lots of experience. From their point of view, they served their time, built up an impressive track record, and they should be compensated accordingly. There’s certainly nothing wrong with that, but it does mean that you’ll have to pay out more money to get the person you want.

Inexperienced workers, on the other hand, are far more likely to be amenable to starting at a lower pay grade. What’s more, if you run a business for a young audience that often is on a budget, it may be reasonable to look for beginner employees. They will show greater readiness to do various kinds of work for moderate pay. For instance, best college writing services do just that. All you need to do then to sweeten the deal is talk about their prospects for progression and you’ll have them motivated from day one.

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Negotiation is likely to be a lot quicker and easier

There’s a lot more to signing someone from a competitor than matching or improving their salary. They’ll likely have a list of perks and demands that will take considerable time to work through. An inexperienced candidate won’t come with any such baggage, and you should be able to agree on terms in a couple of quick phone calls or emails. Ideal if you want to get your new member of staff onboard as quickly as possible.

People always remember the boss who gave them their first big break

When you start hiring for potential, you have the advantage of fostering loyalty with your new hire. They’ll be grateful for having been given the opportunity which means that they’re going to be considerably easier to retain over the long haul. Ideal if you want to create a long-serving team that you can rely on for years to come.

Inexperienced people will not be wedded to a particular way of doing things

If you hire someone who has worked at a competitor for the past 20 years, then they’re sure to be able to tell you a lot about how they used to do things. Whilst this can be insightful, it can also slow things down.

Someone who has no prior experience won’t be tied to a particular way of thinking, or keen to promote a certain way of doing things that they’ve done in the past. This is ideal if you want to get someone onboard from day one.

They can be easier to assimilate into your corporate culture

When someone joins your company and it’s their first ever position, it’s quite easy to get them to buy into your culture. They’re far less likely to question why certain procedures are done the way they are, and if you tell them you would like them to dress a certain way when meeting clients, they’ll just get on with it.

This isn’t to say that experienced hires would make for objectionable members of your team. Rather than it is particularly easy to promote uniformity and group identity with someone who has no prior experience.

Candidates without experience will bring new ideas to the table

New ideas for products, services, and improving throughput should be welcomed with open arms. If you want to be able to stay ahead of your competitors, you need to promote a culture of innovation and creativity.

By bringing in candidates with no previous experience, you’re inviting people with different backgrounds and mindsets to the table. This can be particularly useful if you want to be able to discover the next big thing by turning current thinking on its head.

Even the best and brightest will start with no experience

There was a time when the CEO of any company in the world was a new hire with no experience. This means that it’s wrong to dismiss people purely because they can’t demonstrate as much experience as some of the other applicants.

If you structure your application process so that it challenges people, then you’ll be able to see firsthand how each of the applicants approaches a problem. If you can create a practical problem they need to solve in the interview then this is a great way to see how their mind works. Not only that, but if you can make it a problem no one has tackled before, then you can ensure experience has a limited role to play. This is the secret uncovering the difference between intelligence and familiarity.

It allows you to recruit from outside your own narrow niche

Some people will think that by looking at applicants with less experience, you’re bound to get nothing but under-qualified new hires. Not only is this untrue, it also closes your eyes to the fact that you’re often recruiting from the same narrow talent pool.

In today’s world, the job market is awash with specialists. Each works in their own narrow sector, has its own jargon, procedures, and ways of doing things. Sometimes by going outside of your own immediate niche, you can connect with people who are extremely talented, but have been working in seemingly unrelated areas. Make a virtue of their different approach to doing things, and it’s your business that will reap the rewards.

They are more likely to work harder to prove themselves

You want your staff to be loyal, and you also need them to be motivated to do the best job they possibly can every single day they come to work. If you hire someone with little or no experience, and then tell them that they will progress quicker if they work harder and do a better job, they’ll produce an incredible level of output.

This is ideal if you want to create a culture in which everyone feels empowered to improve as individuals, and to make a telling contribution to the progress of the company as a whole.

About the Author: Daniela McVicker is a Career Coach and a major contributor to our FSC Career Blog & to RatedbyStudents . She’s also a business communication coach, helping future job applicants to write business emails to help them achieve success on their career paths.

FSC Career Blog | July 8, 2019 | Daniela McVicker- FSC Career Blog Guest Contributor

#CareerAdvice : #JobPostings -12 Companies That Will Pay You to Travel the World. Great REad!

July 8, 2019/in First Sun Blog/by First Sun Team

You’ve been bitten by the travel bug. But you don’t have to wait for your vacation days to kick in to travel the world; you can go global with your job instead. These companies are searching for employees who are willing to travel on the job.

So if you’re ready to travel the world, check out this list, polish your resume, and apply for a new gig.

Scopely

Where Hiring: Culver City, CA
What Roles: Director of Product Growth, Liveops Manager, Lead Technical Product Manager, User Researcher, Senior Server Engineer, User Acquisition Analyst, Customer Service Lead, Dev QA Tester, 2D Artist & more.
What Employees Say: “A lot of talented people who are driven Good perks including lunch, massages, company trip, etc. Focus on impact. If you are on a game that generates a lot of revenue, your promotions are set.” —Current Employee

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Advantech

Where Hiring: San Francisco, CA; Byron, GA; Irvine, CA; Fall Ricer, MA & more.
What Roles: Business Development Manager, Marketing Specialist, Help Desk Specialist, Help Desk Level 1 Support Tech, Inside Sales Representative, Key Account manager, Assembly Technician, Application Engineer & more.
What Employees Say: “1. Company trip (this year to Big Island, Hawaii) 2. Weekly Friday breakfast (company cooked to Catering Food) 3. Monthly Friday lunch (fastfood to catering Food) 4. Monthly/Quarterly bonus for sales related positions 5. 10 hour/month accruing PTO 6. Work from home policy after 1 years of employment (1 day per month to 4 days per month) 7. Annual $1500 education fund to spend on any educational purpose events/programs of your liking 8. Great health/dental/eye insurance plan ..there are more to come, company has pretty good benefits.” —Former Employee

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Schellman & Company

Where Hiring: Tampa, FL & San Francisco, CA
What Roles: Senior IT Auditor, Senior Penetration Tester, Contracts Administrator & more.
What Employees Say: “The work is challenging yet rewarding, great clients, the CEO is down to Earth and a legend, paid certifications and training, remote when not traveling, bonuses are great, competitive pay, welcoming home office, great work-life balance (if you use your vacation), company trip is always a blast.” —Current Employee

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Bain & Company

Where Hiring: Boston, MA; San Francisco, CA; Houston, TX; Chicago, IL; New York, NY; Minneapolis, MN & more.
What Roles: Global Training Coordinator, Global Human Capital Analyst, Global Recruiting Associate, Product Analyst, Innovation Expert, Product Editor & more.
What Employees Say: “Fun and supportive culture, with strong focus on coaching and mentorship. Wide range of opportunities within the company (travel, transfers etc.)” —Current Employee

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Delta Air Lines

Where Hiring: Atlanta, GA; Minneapolis, MN; Denver, CO; Miami, FL & more.
What Roles: Global Engagement Manager, Customer Service Agent, Project Leader, Lead Supply Attendant, Business Intelligence Specialist, Senior Project Leader, First Officer & more.
What Employees Say: “Delta is always about safety, our customers, and our employees. I could not imagine working for any other company. I’m fortunate to have such a wonderful long career with them.” —Current Employee

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Travel Nurses Inc.

Where Hiring: Mesquite, TX; Austin, TX; Memphis, TN; Lebanon, NH; Orlando, FL; New Orleans, LA & more.
What Roles: Rehab Therapy, RN, Ultrasound Tech, ORT, Technician, Senior Clinical Nurse Manager, Tech in Surgery, PT, Sonography Nurse, Case Management & more.
What Employees Say: “Family atmosphere. Nurse owned and operated. The people in the corporate office, as well as the amazing nurses out in the field, are the best to work with hands down.”—Current Employee

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The Center for American Education and Culture

Where Hiring: China
What Roles: English (ESL) Teachers
What Employees Say: “Helpful with every process transitioning to teaching and living in China.” —Current Employee

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US Department of State

Where Hiring: Washington DC; Los Angeles, CA; White Plains, NY
What Roles: Foreign Service Officer, Medical Provider, Information Management Specialist, Security Technical Specialist & more.
What Employees Say: “Foreign Service Officers in consular work make decent money and work decent hours. You get opportunities to see the world, to be involved in policy decisions, and occasionally to work on high-profile issues with high-level people. Coworkers are often good company and the work environment is generally low-stress.” —Current Employee

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WeWork

Where Hiring: San Francisco, CA; Washington DC; New York, NY; Denver, CO; Mexico City, MX; Tokyo, Japan; Shanghai, China & more.
What Roles: Senior Program Manager, Private Events Lead, Experiential Marketing Manager, Program manager, Labs Manager, Director of Operations, Experience Associate, Senior Director of Program Management Office & more.
What Employees Say: “Flexible work arrangement, get to join events, alongside some free food on certain days when events are held. Staff benefits do pretty well. Allows remote working too. If you like company events, the summer camp and annual summit will excite you.” —Current Employee

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Glassdoor

Where Hiring: Mill Valley, CA; London, England; Chicago, IL; Dublin, Ireland & more.
What Roles: Director of Customer Success, Associate Product Analyst (Italy), Brand Designer, Director of Learning & Development, Creative Director of Brand Design, Sales Development Manager & more.
What Employees Say: “In the CS department, I really felt that he cared about the team’s successful, as well as my own personal success. My managers supported and empowered me, and the position of CS within the company became one where CSMs were respected for the work they did and looked up to as experts in a number of areas.” —Current Employee

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Dream Vacations

Where Hiring: Phoenix, AZ; Las Vegas, NV; Washington, DC; Charlotte, NC; Philadelphia, PA; Dallas, TX & more.
What Roles: Travel Agent, Vacation Specialist, Dream Vacations Franchise Owner, Personal Cruise Consultant, Vacation Planner & more.
What Employees Say: “I’ve made the right decision for me, and if you have a passion for travel I truly believe this company can help you achieve your dream. They are a large company that puts their own money up to help you promote business and every person I’ve dealt with there seems to have a unique interest in helping you succeed.” —Current Employee

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Boston Consulting Group

Where Hiring: Denver, CO; Atlanta, GA; Houston, TX; Seattle, WA; Detroit, MI & more.
What Roles: Project Leader, Principal, Lead Machine Learning Engineer, Expert Principal/Associate Director, Pricing Expert Consultant, Expert Associate Director, Program Lead & more.
What Employees Say: “Extraordinary colleagues, high-impact work, access to world-class clients, great training and development, good salary and benefits.” —Former Employee

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GlassDoor.com | July 5, 2019 | Posted by Jillian Kramer

#CareerAdvice : #YourCareer -5 Things I Wish My #Boss Didn’t Know About Me. A MUst REad for All!

July 5, 2019/in First Sun Blog/by First Sun Team

Recently, a friend of mine was fired from her job of 11 years. The reason was for a violation of a policy – a policy that had never been strictly enforced. Her evaluations during her first 10 years had been impeccable.

During that 11th year, her teenage son had developed behavioral issues and she was forced to leave work on several occasions, using personal and sick time to do so. She was honest with her boss about the situation. To this day, she is pretty certain that the termination was due to her rate of absenteeism and the fact that her boss knew her son had drug abuse issues. He was looking for a reason to fire her.

Of course we know that workplace discrimination is illegal. And companies are very careful about this. Other discrimination, however, can be very subtle and even occur at a subconscious level on the part of a boss. Knowing about my friend’s experience, I have assessed my own situation, and now wish my boss didn’t know certain things about me. And it’s not stuff like my online degree. It’s the more personal stuff.

Here are 5 things he(My Boss) knows that probably won’t get me fired but may color her perceptions when it is time for raises or promotions.

My Political Affiliation

My politics are no secret, as anyone who views my Facebook page knows. And I am pretty open about them with co-workers. My boss clearly knows, and that could influence her decision about a promotion, because we are not on the same side of the spectrum.

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My Wife’s Income

My wife holds a top executive position, and while my boss doesn’t know her exact salary, she certainly can guess the range. My boss might not think I “need” a big raise because we are doing well already, and a promotion might go to someone else who is struggling more than me financially.

My “Second” Job

I do some freelance work on the side, not because I need the money, but because it is nothing like the work I do during the day, and I enjoy it. Now I am wondering if my boss thinks I am not giving my “all” to the company. And if the company ever adopts a policy against moonlighting, she’ll have to address it with me. If I hadn’t opened my mouth, it would never become an issue.

I Was in Therapy Once

To me, going to therapy if there are personal issues is the smart thing to do. I now realize that there is still a stigma attached to this in the minds of many, and I wonder if that includes my boss. She could worry that I might become unstable.

My Religion (or Lack Thereof)

I am an agnostic, and am very open about this. And in the course of a few casual conversations during happy hours, my boss and co-workers now know this. This was probably not a wise move, since I now know that my boss is a strong Christian. Could this impact my future? I don’t know, but my beliefs should have remained private.

My friend’s experienced has wizened me. If I leave my current job for a new position, I know what I won’t reveal ever again.

FSC Career Blog | July 5, 2019

#CareerAdvice : #EmploymentLaw -When Is An Employer’s Reason For Firing You Actually A Pretext For #AgeDiscrimination ?

July 2, 2019/in First Sun Blog/by First Sun Team

In employment litigation, some of the most important evidence is centered on the question of whether the employer had a legitimate reason to terminate your employment or whether the reason was simply a pretext for unlawful discrimination. A federal appellate court recently tackled this issue and fleshed out how an employee can prove that the employer’s purported reasons were just a mask for illegal behavior.

In Westmoreland v. TWC Administration LLC, 924 F.3d 718 (4th Cir. 2019), the United States Court of Appeals for the Fourth Circuit found that the employee had shown that the employer’s reason for firing her was a pretext for discrimination. In this case, Westmoreland alleged that Time Warner Cable (TWC) fired her because of her age in violation of the Age Discrimination in Employment Act (ADEA). After a three-day trial, the jury found TWC liable for age discrimination and awarded Westmoreland $334,500 in damages. TWC appealed the verdict to the Fourth Circuit, which affirmed the district court’s decision for the plaintiff.

LEGAL STANDARDS FOR AGE DISCRIMINATION AND PRETEXT CLAIMS

The ADEA, 29 U.S.C. §§ 621-34, prohibits an employer from discharging or otherwise “[fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][discriminating] against any individual… because of such individual’s age.” 29 U.S.C. § 623(a). To win, a plaintiff “must prove by a preponderance of the evidence (which may be direct or circumstantial), that age was the ‘but-for’ cause of the challenged employer decision.” Gross v. FBL Fin. Servs., Inc., 557 U.S. 167, 177-178 (2009). Circumstantial evidence, as opposed to direct evidence of discrimination (which is less frequently available to plaintiffs), is analyzed under a three-part test created by the Supreme Court in McDonnell Douglas Corp. v. Green, 411 U.S. 792 (1973). For more details about the McDonnell Douglas test go here.

The McDonnell Douglas framework for an ADEA claim for termination due to age discrimination is as follows:

STEP 1/prima facie case (burden on plaintiff)

They belong to a protected class (older than 40 years old)
They were qualified for the job and performing in accordance with the expectations of their employer
Employer terminated their employment
The employer replaced plaintiff with an individual who was comparably qualified to the plaintiff, but substantially younger. Note: certain courts hold that the plaintiff can also meet this factor by showing the employer did not treat age neutrally when making the decision to terminate.

STEP 2 (burden on defendant)

Employer must produce evidence that its actions were the result of legitimate and non-discriminatory reasons

STEP 3 (burden on plaintiff)

Employee must prove that the non-discriminatory reason(s) offered by the employer in Step 2 were not true reasons, but were a pretext for discrimination based on age.

In Reeves v. Sanderson Plumbing Prods., 530 U.S. 133, 146-7 (2000), the Supreme Court held that “it is permissible for the trier of fact to infer the ultimate fact of discrimination from the falsity of the employer’s explanation.” Also, Reeves allows the trier of fact to consider the evidence used to establish a prima facie case of discrimination (first prong of McDonnell Douglas) when they are deciding the final prong of McDonnell Douglas framework. Notably, the Supreme Court later held that “[t]he reason for treating circumstantial and direct evidence alike is both clear and deep rooted: ‘Circumstantial evidence is not only sufficient, but may also be more certain, satisfying and persuasive than direct evidence.’” Desert Palace, Inc. v. Costa, 539 U.S. 90, (2003) (quoting Rogers v. Missouri Pacific R. Co., 352 U.S. 500, 508, n. 17 (1957)).

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ANALYSIS OF WESTMORELAND’S PRETEXT CLAIMS

No dispute existed between the parties regarding the first two steps of the McDonnell Douglas test; thus, the case centered on the pretext analysis. TWC argued that Westmoreland had failed to present sufficient evidence to prove that TWC’s proffered reason for firing Westmoreland was pretext for discrimination, thus falling short on the pretext prong.

TWC’s only proffered reason for firing Westmoreland was “trust and integrity issues” that arose after TWC found out that Westmoreland had instructed a subordinate to change the date on a form. TWC claimed that this violated company policy, which stated that “[f]alse statements… may result in termination of employment.”

In addition to the evidence she presented to prove Step 1/her prima facie case, Westmoreland also relied upon the following evidence to show that TWC’s explanation was a pretext for age discrimination:

TWC fired her after 30 years of consistently satisfactory work;
Westmoreland’s supervisor who informed Westmoreland of her termination and signed her termination papers made a condescending and age-related remark to Westmoreland immediately after the firing;
all of the decision-makers at TWC were aware that Westmoreland was of advanced age; and
After TWC informed Westmoreland of her possible violation of company policy (but before TWC officials fired her), a TWC official told her that the offense was minor and would amount to nothing more than a “slap on the wrist.”

The court also cited the fact that Westmoreland’s otherwise positive 30-year employment record shows that this was an isolated incident for which lesser sanctions were available.

The Fourth Circuit found that, consistent with the Reeves standard, Westmoreland had sufficient evidence of pretext. For example, Westmoreland showed that she was fired when she was 61 years old, and her replacement was 37 years old. Likewise, she showed that TWC’s alleged concerns about her violation of company policy were actually not the reason for her firing because, at first, TWC told Westmoreland that the infraction was not that serious.

Each case will be reviewed based on its own facts and merits, so no “one size fits all” approach can apply when analyzing discrimination and pretext claims. But the Fourth Circuit’s decision helps employers and employees to better understand where the line may be drawn between a legitimate reason versus a pretext for unlawful discrimination.Follow me on Twitter or LinkedIn. Check out my website.

Eric Bachman Contributor

I am a Principal with Zuckerman Law, a U.S. News & World Report Tier 1 Law Firm for Labor and Employment, and have litigated employment discrimination and retaliatio…

Forbes.com | July 2, 2019

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#CareerAdvice : #YourCareer – Independence Day Is A Good Time To Free Yourself From An Oppressive Job And Pursue Your Dreams.

July 1, 2019/in First Sun Blog/by First Sun Team

My grandparents emigrated to America fleeing persecution. At the time they immigrated, they did not speak any English whatsoever. However, after adapting to American culture, my grandparents learned the language and, ultimately, became a plumber, shoe salesman, seamstress and homemaker.

My parents were both teachers and my dad went on to become a principal at a vocational high school in East New York, Brooklyn. The school taught underprivileged, inner-city kids to work as mechanics for the MTA New York City Transit system, which enabled them to procure stable union jobs with a pension.

As a second-generation American, I started an executive search business, found jobs for thousands of people and earned a handsome living for my family. I’ve had the good fortune of writing this piece for the premiere, iconic business publication, Forbes, and recently founded a startup, WeCruitr.com, which will help job seekers connect with recruiters to assist them with their search. My family is a mix of whites, blacks, Asians, Jews, Christians, heterosexuals and LGBTQ people. What other country offers such endless opportunities and diversity?

America was founded by—and continues to be the home for—people seeking freedom of religion, speech and the chance to build a better future for themselves and their families. There are no immutable caste systems, monarchies or rigid hierarchies to stop you from pursuing your dreams.

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It is fashionable today to point out all of the failings of our nation and complain that everything is rigged against you. Sadly, many people feel that because of their color, gender or sexual orientation that they can’t succeed and attain the promised American Dream.

As messy as things can get in the U.S., I’m pressed to see another country that offers our vast opportunities for people to receive an education, start a business or succeed in the corporate world. It’s not easy—in fact, it’s incredibly hard—to succeed. There are always roadblocks, bad luck and people out to take advantage of you, but there is the opportunity for you to at least try your best.

We’re a country founded by pissed off people who didn’t want to bow down to kings and queens or contend with persecution. We argue, fight and disagree with each other. Often times, we’re angry at the status quo and demand changes. That’s what makes us great. The ability to openly disagree with each other and the government and pursue whatever the heck we want to do.

I’d suggest that you spend some time this Independence Day weekend to think about what you’d like to do with your career and life. We hold jobs that we hate, work for bosses that make us miserable, realize that a job or career was selected for the wrong reasons and are desperately unhappy. It’s easy to feel sorry for ourselves.

Look at all the hardships that people had to endure—and still continue to endure—to come to America for its opportunities. There are people literally dying to come into this country. You have no reason to settle for less than what you deserve. If you are dissatisfied with your current circumstances, start planning your independence from your job or career. Fight for the right to be happy and successful.

Despite the naysayers, America offers untold opportunities and that’s why people from all over the world want to come here. Block out all the negativity on social media and in the press and seek out a better and brighter future for yourself and your family. We’re a nation of fighters who don’t give up easily. There’s no reason why you shouldn’t stand up for yourself and pursue a life of wealth, success and happiness. Instead of celebrating, you should take the time to thoughtfully reflect just how lucky you are that you are given the freedom to advance and climb the corporate ladder.

Jack Kelly Contributor

I am a CEO, founder, and executive recruiter at one of the oldest and largest global search firms in my area of expertise, and have personally placed thousands of profes…

Forbes.com | July 1, 2019

#CareerAdvice : #Downsizing – 4 Ways to Protect Yourself From a #Layoff .

July 1, 2019/in First Sun Blog/by First Sun Team

Whether because of mergers, downsizing, or organizational shifts, each year, countless workers inevitably find themselves losing their jobs through no fault of their own. It happens to the most seasoned and dedicated among us, and that’s perhaps the scariest thing about getting laid off — no one is immune.

That said, there are certain steps you can take to minimize your chances of getting laid off, and reduce your anxiety along the way.

1. Have a unique skill

Though soft skills — those that apply to virtually any position — are always a good thing to work on, at the end of the day, you’re probably not going to get to keep your job in a round of layoffs by virtue of your solid time-management ability alone. That’s why it pays to work on honing one particular skill you know your company absolutely needs. If you’re an IT professional, maybe it’s a complex software that’s needed to keep the workflow going. If you’re a designer, maybe it’s that cutting-edge graphics program that’s been giving your company its competitive edge. No matter what skill you’re best suited to focus on, if you set yourself apart as the one person who’s an expert in that arena, your company might hesitate to give you the boot.

2. Know the business inside and out

Maybe you’re the best copy director your company has ever seen. But if your knowledge base is limited to effective sales pitches, and you’re not well-versed in market research, finances, or analytics, then you might still find yourself out of a job if your company is forced to slash positions. On the other hand, if you make an effort to educate yourself on all aspects of the business, your company will have a much harder time letting you go.

How do you get there? Sit in on other teams’ meetings, and ask to collaborate with various groups on recurring projects. The more exposure you get to different areas of your company and how they work, the more your management team might end up fighting to keep you.

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3. Keep up with your business associates

It’s no secret that networking has been proved to help countless searchers land jobs, but many people find themselves networking defensively — that is, they only start reconnecting with contacts once they’re out of a job and need help. But if you make a point to stay in solid touch with your associates regularly, you’ll protect yourself in the face of layoffs in two ways.

First, if you network extensively within your company, you’ll have more people around to speak highly of you, which might spare you from getting the ax. Second, if you have associates you contact regularly, you won’t come across as taking advantage by reaching out for help if you are indeed let go. Or to put it another way, it’s a lot easier to ask a favor of someone you’re in touch with regularly than to sneak up as a blast from the past wanting assistance.

4. Boost your emergency savings

Having more money in the bank won’t do a thing to help you avoid losing your job. What it willdo, however, is buy you some peace of mind that if you are let go, you won’t have to immediately resort to credit card debt just to keep up with your finances. Having that stress removed might, in turn, help you focus better at work, thus reducing your chances of landing on the chopping block. Plus, if you are laid off, you’ll be less pressured into taking the first job you find because you’re desperate for money.

Though layoffs are sometimes inevitable, there are things you can do to lower your odds when your company is going through them. If anything, working on the above suggestions will give you someplace to focus your energy so you’re not utterly fixated on the thought of losing your job.

GlassDoor.com | February 13, 2018 | Posted by Maurie Backman, The Motley Fool