The Gift of Good Hiring

The Gift of Good Hiring December is a month for friends and family, and for giving. This year, I was approached by a contact in the industry and was ask to help an old friend of his, someone who might have some useful skills for my clients. When I moved across to Luxembourg, Ignites and several news outlets ran the story on my move, partly because it was AIFMD-related, and the gentleman he knew had some experience of AIFMD. My contact suggested how we could split the fee, in case of success. Being a generous and kind sort of gang, we do like to say thanks to those who help us on our way. This is usually by way of an iPod nano, rather than percentages, and I was more than a little taken aback by the suggestion. Resting the whole case: This hit home, once again, the huge disparity between the average person’s perception of a good recruiter, and the reality of what we actually do, and I do feel it is important to stick up for good recruiters. I can’t think of any other industry where someone could so easily assume half of the fee for doing almost nothing. It is like asking a lawyer to advise you, but then only paying them if the one clause or comment they find, rests the whole case. It is absolutely ridiculous to think that one CV is going to be enough, even if it is perfection. I have been doing my job for 8 years now and I have never made a placement from a single CV on its own. The ‘right’ answer: Recruitment is not about finding one person, it is about finding a solution. Just as with law, there will be many adaptations of what the ‘right’ answer is. Think of AIFMD, causing so much discussion today, based largely on the fact that no one can entirely agree on what it means. This however does not mean that companies don’t hire a lawyer at all, favouring to try and get secondary advice from friends, given that each lawyer will tell you something different. No, companies will find a lawyer or law firm who they feel understands them and their business the most, and then will work alongside them, to tease out the right meaning for their structure, knowing that the whole process is a journey of discovery that will make the advice, the best and most suitable advice for the firm. Without the process being carried out through each phase, you can’t get to the right answer. Without a decent recruitment process, and all the re-aligning that it will take, you are playing with lady luck to try and hire the right person. Giving us more commitment, gives you better results: This is the fundamental reason that asking recruiters to work outside of a retained mandate arrangement is a wild goose chase. Asking the person to work for free until they might just so happen upon the perfect person. Hmm. Who could provide really amazing results not knowing whether they will be paid at the end? A gambler? Perhaps. Sometimes companies think they will increase their chances of finding the right person by giving the job to several agencies. More agencies means more chances to find the best candidate. Not so. After the initial burst of energy, from which you rarely get a result, you have several recruiters who don’t know you very well, each giving you a smaller percentage of their commitment and of their time. Ultimately they  refocus their energy on other clients who treat them as partners. Recruitment can be a long and hard process, and having one committed firm by your side will give you far more than having 3 firms who will soon lose interest in your needs.  Aski ng recruitment companies to work alongside one another is inviting them to approach your crucial hiring decision on the basis of speed â€" instead on the basis of who can do the best quality job. Time and effort makes a good process, and a good hire: The groundwork involved in a proper recruitment process, talking to many passively and actively-looking candidates, is incredibly time-consuming and potentially very risky for us. In a typical recruitment process at Funds Partnership for every 5 CVs we present to a client there are at least another 20-30 candidates in the background. It is the large numbers of ‘almost suitable’ but  unseen  profiles, whose CVs will  never  see the light of day, that turns a hiring process into a successful hire. The large numbers of people that we consider from our network, but who don’t make the shortlist for any reason, is what makes our final selection particularly strong. If you only consider 10 people, and put 5 of those forwards, it’s pretty low chances any of them will work out. If you multiply this, and consider both those actively looking as well as those who are  not  actively looking, but whose skills best suit the role perfectly, then you have a solid chance of covering the whole market and the chances are you will find an amazing candidate who will love the job. Sourcing from the whole market: Even for a contingency agency, the big advertisers online who don’t rely as much on the industry network, there is a huge amount of work that goes into putting forward good CVs. Seeing as we focus on both contingency and on search techniques, we are   lot more proactive in selecting the people we think are right, not just those who happen to be available. This means our first mapping phase can take 2-4 weeks, depending on the role. In that time it is not unusual not to have a single CV generated. But it is this process which yields the most value to our clients, so this is why we do it. By having a vast knowledge of the Asset Management / Asset Servicing industry, we can accurately identify where suitable people with un-tapped potential will be. Working exclusively with clients gives us the time to tap into theentire  talent pool. More than 70% of the candidates in our network are not actively looking, and this means it takes an interesting, above market, role in order to attract them. RELATED:  How to Build an Active Candidate  Sourcing  Strategy The tip of the iceberg: Ironically when you are working with a good recruiter, it is even easier to take their background research process for granted. The machine is so well-oiled that you don’t hear the cogs turning. If they only present 5 CVs it does not mean they have only spoken to 5 people. If the recruiter has done their job right, every CV presented is someone who will be invited for interview. I have taken to sending certain clients times along with new CVs, because I know they will want to meet certain people already. Just because we make it look easy it does not mean that it is. What you are seeing is just the tip of the iceberg. When your assets under management are more than just numbers: Every firm on the planet will tell you their people are their main asset. When it comes to the most important part of people management, the people, some companies still seem to have a problem to spend good money on finding the right person. Hiring well is much more important than managing well, if you start out with the wrong person, you can never turn them into something they are not. Worse, if you hire a bad egg, it can spoil the whole batch. When working with companies who manage other people’s assets, private wealth…when working with pension funds whose investors are all of us, and our children’s futures, would it not be sensible to set aside a fee to hire a good team, properly? When every conference I attend one of the main topics that come up every single time, is  always  finding the right people, I simply don’t understand the disconnect. In setting up funds or asset management products, we all know the cost of lawyers, accountants, IT service providers, data managers, and all other matter required. But… people? Some firms with legal fees in the hundreds of thousands, office locations systems in the millions, will struggle to pay a good recruiter a fee that is in the tens, and I really don’t see the sense in that. Good hiring is a gift, and having a good recruiter by your side does not cost you, it saves you in the end. Author: Rana Hein-Hartmann is Director EMEA of Funds Partnership,  a specialist firm for mid-senior hires in Asset Management and Asset Servicing operating throughout Europe and Asia.

Personal Branding Interview Emily Bennington - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview Emily Bennington - Personal Branding Blog - Stand Out In Your Career Today I spoke with Emily Bennington, coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job. Emily is a weekly contributor to the Personal Branding Blog, and in this interview, she talks about how she was inspired to write her book, her experience in the publishing process, why new graduates need career advice, and her future goals. What inspired you to write Effective Immediately? When I graduated from college, I didn’t have a job, wasn’t sure how to find a job, and felt completely unprepared to enter the workforce. Having just returned from two semesters in Europe with a five-figure credit card debt, however, I needed to figure it out pronto. So I went to a local temp agency to see if they could help me land at a marketing firm when, in a complete stroke of luck or fate, a marketing firm called while I was in the office and needed someone who could start the next day. I got the job. I wound up staying at that firm for almost eight years, but my first 12 months or so were a case study in unprofessional behavior. I eventually found myself under the direction of Skip Lineberg who became my first mentor and his belief in me shaped my career in profound ways. Because of the significant leaps I made in my own professional development, I began to have a persistent desire to share what I’d learned. I began keeping a notebook of career lessons and observations that I hoped would benefit other newbies. When I approached Skip about co-authoring a book, he thought I was crazy. After I flew to New York for Book Expo and returned with an agent, he knew I was serious. What was the publishing process like for you? Long. When I started writing the book that eventually became Effective Immediately in 2003, a lot of people including Skip were skeptical about our odds of success. My own family even called it “the project” for years, as in “Are you working on ‘the project’ today, Emily?” They couldn’t admit that it was a book because being a published author seemed like such an insurmountable dream. I’ve written on this blog already about my journey to becoming published…. about how it took two years to find an agent, another three years to find a publisher, and another 18 months after that to get to market. I’m the proud owner of more than 50 rejection letters, but I never once thought about quitting. I always knew this book was going to come out eventually, so I used the “downtime” to write. Actually, by the time Effective Immediately finally sold to a publisher, Skip and I had already written well over half of the text. We also used the time to continue to build our platform (speaking, blogging, social media, etc.) which has really helped us because we are relying on those networks now to promote the finished product. Of all the stages in one’s career, why did you feel compelled to write for new grads just entering the workforce? Because I know what it’s like to have the technical skills to do a job, but lack the executive presence to get ahead. Also, as businesses have been pared down and operating more and more on skeleton staff, it seems no one is directly responsible for onboarding new associates anymore. Grads today are left to ‘sink or swim’ and learn the ropes of success on their own at the precise time when first impressions matter immensely. It’s really unfair how much we expect new professionals to come straight out of college and “get it” immediately. I guess because it took me a while to catch on, I feel compelled to help others avoid my fate. What’s next? My next project is a guide for young women looking to establish themselves as leaders in corporate environments. I’m writing the proposal now with Nicole Crimaldi (a.k.a. “Ms. Career Girl”) and just hoping it doesn’t take us three years to find a publisher for this one! Emily Bennington is the coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job. A frequent speaker to college students and organizations, Emily helps career newbies transition from classroom to boardroom while dodging the usual rookie sinkholes. She is particularly passionate about volunteerism as a means of leadership development and advancing the skills of young women in the workplace. Emily also teaches a graduate-level course on social media and hosts a popular career blog, ProfessionalStudio365.com. In addition to The Huffington Post, she is a contributor to the Personal Branding Blog, a member of the CAREEREALISM team of experts, and regularly provides guest articles for other notable career sites. Emily can be reached on Twitter @EmilyBennington.

Go to the gym

Go to the gym Why are there no weight loss articles in Fortune magazine? Being in shape is an important aspect of managing your career. It is well documented that if youre good looking youll make more money than an average-looking person doing the same job you are. This is because we are hard-wired to want to help good-looking people, and were hard-wired to want to be around them. Before you start complaining that paying more money to people who go to the gym is totally superficial, consider this: You will perform better at the office on days you workout. Daily exercise improves your interpersonal skills and problem-solving skills. The results are striking, said Jim McKenna, of Leeds Metropolitan University. We werent expecting such a strong improvement on productivity linked to exercising. Even more impressive was that these people already thought they were good at their jobs. Participants tracked mood, and as expected, exercising enhanced their mood. However, boosts in productivity were over-and-above the mood effects; its the exercise?or attitude related to exercise?that affects productivity. Most CEOs exercise regularly, so you could say that regular exercise is important to getting that top job. But I have a feeling that most people who exercise do not want to be a CEO. The thing to take away from this research, though, is that the same self-discipline that gets you to regular workouts is the self-discipline that allows you to execute plans for your career and your life. So go to the gym regularly. Or get some kind of exercise. Book it in your calendar the same way youd book an office meeting. That time slot is done. Full. Non-negotiable. You are committed.

UX Portfolio Reviewing UX Work And What To Look For - Algrim.co

UX Portfolio Reviewing UX Work And What To Look For - Algrim.co Digital product market has increased extensively. No wonder, people find it as a lucrative option to pursue a career in this field. So, we have witnessed a rise in the number of people associated with product design and development; designers, researchers, marketers; you name it. But not everyone is competent. And in this world where competition is high, it is easy to find someone who is or wants to be related to the product scene. But, is he/she good enough for the job? That’s the fundamental question. UX is an essential aspect of digital product development. Companies, to be efficient and competitive, need to possess a strong set of UX designers. To offer a fascinating and compelling product experience businesses have to recruit for designers who are the cream of the crop. But how? Portfolios, or rather UX portfolios (since we are talking about UX) can lend a helping hand to companies looking for able design personnel. UX portfolios offer an insight into the design skills of the designers. They are a summary of the designer’s work, their identity, thoughts and actions concerning the design sphere. Importance of UX portfolio When looking for an apt design candidate, it is not possible for the recruiters to interview each in person because of time constraints along with many other factors. It would help recruiters if they could avoid the crowd and segregate the best of the bunch without wasting time on each of the candidates. UX portfolio will help achieve these recruiter objectives. A UX portfolio highlights a potential candidate’s strengths and work experience, and sometimes even their thought processes. So, before having candidates seated face-to-face, recruiters can focus on their portfolios to assess them and choose the best ones among them. But, how to know if a particular UX designer is superior over others. What're the criteria? What are the parameters? Let’s look at them. What to look for? As a recruiter, the individual is in the hunt for an asset that not only understands the concept of UX but also makes proper use of their thoughts and understanding to produce quality user experience. So, the question is, what does a recruiter need to look for in a UX portfolio? There are four key elements to any UX portfolio â€" presentation, design, case-studies and self-portray. These elements can be broken down further into other smaller factors for the convenience of study. Presentation The way of presenting content in the portfolio says a lot about the designer’s comprehension. What they show on their portfolio speaks volumes about the identity. Here are some pointers. What’s on the homepage? A homepage is the first thing that any person sees when accessing a portfolio. A compelling portfolio will have a strong value proposition. Why would you be interested in a designer if he/she doesn’t provide any value to the company? A UX portfolio should highlight the benefits that the designer can offer to the client. The value proposition should be concise and to the point to deduce the message fast and effectively. Simplicity in navigation The portfolio presentation is also a test of the designer’s skills. Hence, engaging readers of the portfolio is a must. Look for the content structure across the portfolio. Evaluate if there is room for improvement. A practical and straightforward content structure is that which allows the least number of clicks, touches or options to access any element of the portfolio. A simple peek of the layout should be enough to know how things are organized inside the space. This translates to designs with high acknowledgment by the users, and hence are more interactive. Simplicity of presentation Having a content structure that simplifies navigation is good, but when the focus comes on the individual elements, you have to do justice to their existence. Proper hierarchy and emphasis over the items in a particular space will define the UX designer’s ability to manipulate focus of attention. So, study the various aspects of the portfolio design, like the use of texts and fonts. Do they do justice to the information, or is there a better way to do it? See how they have signified hierarchy between elements, does it agree with the idea? Attention to the minute details will reveal the designer’s expertise in presenting things. Overshare It’s a humane thing to boast about things you do. It keeps the crowd interested. But that’s not the point of a UX portfolio. Designers in the wake of impressing recruiters and clients might put out the whole list of projects they have worked on. So, when the time of interview comes, they run short of topics to highlight their skill set. Overshare is kind-of bad from both the perspectives of designer and recruiter. While the designer will be short of things to say, you as a recruiter will be overloaded with information. Design The next thing to assess in a portfolio is design. Recruiters have to take notice of various design elements incorporated into the designing of the portfolio to have some insight about the designer’s usage of fonts, shapes and sizes. Use of typography An effective content comprises a balanced usage of font styles and sizes. The use of various font styles lets the recruiter know about the ability of design to make the most boring form of information, i.e. texts exciting. A good UX designer should not only be able to highlight content but also direct the user attention. The recruiter needs to look for cues to this capability of designers via the portfolio. One has to study how a designer achieves this feat of diverting focus on to various elements. How has the designer used titles to establish content relation? Pick the vocabulary of the content. How have they made use of negative space, is it proper? Also, check if the overall content is adaptive to the display. Are there any overlapping elements? What about the space clutter in different layouts? These were some of the aspects of examining the designer’s skills to create an effective design. Case studies Any UX portfolio is incomplete without case studies. That’s the vital element that acts as the foundation for judging the skills of a designer. Portfolios could be full of case studies (remember, oversharing?) but a view of handful cases (maximum 5) let recruiters get to know the designers’ intent, thought processes and approach. They need to have a careful look at the case studies. Case studies tell a lot about what the client problem is, what the designer thinks of them, how does he/she approach the problem, and finally, how they solve the problem. You should get to know the critical thought processes and ideas behind their steps. Every step taken in the project should be reasoned. Why? Because it provides an insight into how they progressed through to solve a problem, based on the conditions and constraints. It helps to understand why the designer chose to go with a particular style of a button or a specific feature over the others. A valid case study should let the reader understand and comprehend the designer’s thoughts without any hiccups. Self-portray This aspect of the UX portfolio reveals more about the designer’s character. You don’t want to hire someone who despite their capability and skills, is going to be a bad influence for others. The point is to gain some knowledge about the designer’s personality before you go ahead with the recruitment process. So, what elements to look for in the self-portray aspect? Start with the self-introduction. Observe how they introduce themselves through words. A good UX designer will be very efficient at engaging people. You will sense these from their vocabulary. A simple form of engaging users is story-telling. If you find a portfolio, that feels more like an interactive walk-around around the portfolio space, then congratulations. You have met a UX designer who knows and delivers the goods the way they are required to be. Also, concentrate on their tone. You want someone who enjoys the work that they do. This aspect should be clear in their presentation. A UX portfolio should scream out the passion and curiosity of the designer for the work he or she does. It should portray a clear intent of zeal and drive towards their work. Staying updated with the portfolio A portfolio is not a stagnant entity; it should evolve continuously. An updated portfolio reflects the dedication to work and intent to remain in the game. It also serves as a logbook of learning new aspects of the field and overall growth of the designer as a professional. This was some foresight into assessing a UX portfolio for recruiters. Now, let’s look at some examples of effective portfolios: Liz Wells Liz Wells’ portfolio oozes two words â€" simple and detailed. Each of her case studies incorporates the following things: • A summary at the top • The task in hand • The UX challenges • The UX solutions The best part about her portfolio would be the use of images. As a picture is equal to 1000 words, Liz ensures she makes the right use of the medium by using it to represent every aspect of the process, be it pictures of early sketches, scribbled notes or wireframes. She does not stop there. She even captures images and videos of the final product as proof of its inception of life. Click here to see it for yourself. Oykun Yilmaz Oykun keeps his studies short and sweet. He puts a clear focus on the client along with the overview of project objectives. But the way he differs from others is that he incorporates numbers into the mix. Numbers assert specific results, but most portfolios don’t include them. Oykun, on the other hand, ensures that he makes the best use of their strengths. Have a look at it here. Naim Sheriff Naim has followed the tried and tested method of storytelling. He makes sure that his works are not only understandable with the experts but also with the regular readers. Think of Naim’s portfolio as a diary entry. He pens down every aspect of the design process, starting from the problem statement to the final results. He even highlights his thought process by putting down the questions he asks himself during the project. This creates a rapport in his works and readers are aptly engaged. Click here to interact with Naim’s portfolio. Sebastián Martínez Sebastián has adopted one of the most fundamental aspects to make his portfolio stand out, his feelings for the final product. Like numbers, incorporation of designer’s feelings in portfolios is a novelty. Sebastián makes his case studies short, but that doesn’t hurt as his feelings do the rest of the job. A small hint of warmth from the designer in a portfolio helps carve out the depth of interest he/she has put into their creation. View Sebastián’s portfolio by clicking here. These aside you can also have a look at portfolios of Husam Elfaki, Isa Pinheiro, Elliot Owen, and Kali & Karina to gain more insight. In short UX market is expanding while also getting competitive. To be ahead in the competition companies have to deliver products that are superior in every aspect over their rivals. And to accomplish this task, they need personnel - personnel who are adept at UX side of products. But, the main issue lies in companies being unable to find the right candidate. UX portfolios remove the hassle of interviews (at least in the initial stages) and aid company recruiters unearth the best of the bunch. However, recruiters need to take care of a few things that will guide them into finding their match.

Using the Resume Writing Experts in Lompoc

Using the Resume Writing Experts in LompocMany business owners will consider the fact that lompoc is a perfect place to conduct their work. This is true, however, if the business is going to run through online services. When you want to get your website or e-mail clients, you must be able to get them in your website.If you want to make the most out of your business, you must make sure that you are able to give a bit of attention to your online services. In order to do this, you will have to take advantage of the resources that are available in the online world. This is something that you can do with the help of one of the resume writing experts in lompoc. They can help you out with all of your needs.The resume writing expert in lompoc can help you write a resume that will turn the eyes of your prospective clients and make them find you. If you are already in business in the lompoc area, they can help you out with the knowledge that you will need to get your business moving. These peo ple are qualified to get you what you need. You will be able to see that these are the experts that are always in the know.These professionals will be able to provide you with some of the best possible solutions that you can possibly use for your professional resume writing needs. They will be able to take care of everything that you need to do in order to give your job a professional appearance. They will make sure that your job will look nice from the start.Companies like to hire these people so that they can offer them to employees. This is the best way to hire someone who will be able to provide you with the best results possible. In order to have these professionals that will provide you with all of the things that you need, you must check out the website of the company that you will be getting these people from.If you are going to check out the site of the company that you are going to be using for your job, you will be able to find a good resume writer. You can find several d ifferent professional writing services that can provide you with the best solutions. They will be able to help you write your resume in the right way so that it will get you hired.You can hire these professionals if you have bad credit. This is the reason why the resume writing experts in lompoc are the best source to get these professionals for your needs. You will be able to find a company that has the skills and ability that you need for your resume writing needs.People have found jobs online in the lompoc area that were never thought of before. It is because of these professionals that they are the ones that people choose to go with. Make sure that you go with these professionals for your job and get yourself on the fast track to success.

7 proven ways to find a job on Linked In - Margaret Buj - Interview Coach

7 proven ways to find a job on Linked In A process of looking for a job can take you much longer than it could, if you constrain yourself only to job boards, recruitment agencies and networking with friends.   One of the tools that many people don’t use to the fullest extent is Linked In. In case you’ve not heard of Linked In before, it operates the world’s largest professional network on the Internet with more than 530 million members in over 200 countries and territories. Individuals and companies use LinkedIn for networking, job searching, hiring, company research, and connecting with affiliates, including alumni, industry, and a variety of other business related groups. Most of Linked In users are employed professionals who disclose what they do now and where they’ve worked in the past. It is very different to Facebook, so nobody is going to try to poke you or date you (although I’ve had some interesting approaches on Linked In although this is probably a topic for another post!:-) Once you’ve filled out your profile and added at least 20-30 connections (I have 5471 at present and counting:-), you can get started. Here are a few tips on how Linked In can help you find a job. Get the word out the more people know you are looking, the more likely they will tell you about available vacancies. Linked In has a ‘status update’ feature which you can also use to let your network know that you are currently searching for a new job opportunity. Be specific about what you are looking for. Make it easy for people to help you. Get LinkedIn recommendations from your boss/colleagues/clients. You want strong recommendations highlighting your strengths and experience/personal qualities relevant to the role you are looking for.  If you are a Manager yourself, get some recommendations from your employees that highlight leadership qualities. Recruiters search Linked In to find candidates for their jobs, so the better your profile, the higher your chances of being contacted by recruiters/companies directly. To see an example of a good Linked In profile with recommendations and achievements listed, have a look at: http://www.linkedin.com/in/lukeireland Luke was happy for me to share his details, so please feel free to network with him! Find out where people with the experience similar to yours are working. Find companies that employ people like you by doing an advanced search for people in your area who have your skills. For example, if you’re a Sales Director in London, search for profiles in your area using keywords with your skills (e.g. agency sales, display advertising, EMEA etc) , to see which companies employ people like you. You can also find out where people from a company you want to work for came from and where they go next via LinkedIn’s “Company Profiles”. You can use this to track where people go after leaving your company as well as employees of other companies in your sector. Contact the Hiring Manager directly. LinkedIn’s job search engine allows you to search for any kind of job you want. However, when you view the results, pay close attention to the ones that you’re no more than two degrees away from. This means that you know someone who knows the person that posted the job. Two degrees is about the limit for getting to hiring managers. I never help friends of friends of friends who I don’t know. Please feel free to add me as a connection: http://www.linkedin.com/in/margaretbuj and browse through my connections too. If there is someone there who you’d like me to introduce you to, please forward your request via Linked In. Another way to find companies that you have ties to is by looking at the “Companies in Your Network” section on LinkedIn’s Job Search page. This would work once you’ve got a significant number of connections though. Identify the right recruiter/HR person. You can use LinkedIn to find someone inside the company you want to work for and send your resume that way. I get lots of people contacting me on Linked In every day and if their experience is relevant to the roles I am recruiting for, I stay in contact with them. Find out the real needs of the Hiring Manager. Job listings do not always spell out entirely or exactly what a hiring manager is looking for. Find a connection at the company who can get the inside scoop on what really matters for the job. You can do this by searching for the company name; the results will show you who in your network connects you to the company. If you don’t have an inside connection, look at profiles of the people who work at the company to get an idea of their backgrounds and important skills. Build your network before you need it. Having a strong network is a good form of job security. Don’t wait until times are tough to nurture your network. It’s not always who you knowâ€"it’s who knows of you!

Coasting Through Your Career

Coasting Through Your Career Looking back over my work (not sure if I can truly call it a career), Ive been lucky and Ive been stupid. Hindsight is a wonderful thing. If I had only known then what I know now Ive been writing some advice for graduating college students to get involved and build relationships. I wrote those things and meant them, however, I only half heartedly did that myself. The same is true about the advice I provide about managing your career. I cant say Ive always practiced what I preach. But when I write about things, I look at how I should have done it, learning from my own mistakes or mishaps; as well as from looking at the mentors and sages of the world. Sometimes Ive coasted through- not engaging, not networking. I can say, however, that now that Ive seen the light of living an engaged and networked career, it is so much more fulfilling. I hope you all will know the feeling of being fulfilled! It isnt all work, it isnt all play. It is a balance that rejuvenates your spirit, mind and body.