AddingUnderstanding

A year ago we were about to set out on our family version of Travels with Charlie. At the time our thinking was that we would be looking to move out of Southern Nevada in a couple of years. On our return to Southern Nevada we talked and chewed on the options. Finding no great reason to wait we packed up and moved north. Along with the move came a change in my focus. I made a great move from the world of running an information technology department to running a small Drupal shop. Along the way I've had many great experiences. From traveling to Drupal camps to having visited Boston for the first time for Drupalcon last spring.

While the moving van was hauling our worldly possessions down the road something else was happening on the other side of the country. A couple of really smart folks were starting Acquia a company providing commercially supported Drupal. Drupalcon in Boston brought more information about this startup. Beyond the uber-cool launch party at Felt the community also got a glimpse of what was to come next. The Drupal community was getting a company that could help all manner of Drupal shops, from small to large, provide support. The end result was certainly clear... it is a great time to be a part of the Drupal community.

Marketplace Money had a story this week on the importance of online networks in looking for jobs.

Mark Gentry, a recruiter interviewed in the story notably said:

Right now, if you sent me a resume in a envelope, there's little chance that I'll even open it. And the first thing I'm going to do when I get it is I'm gonna look online to see where you are. And if you're not online, then I'm going to think, well, why aren't you online? Are you even current to the market? Do you even understand what's going on in the world?

This discussion comes after a recent discussion at the office over whether to require applicants to use an online system for recruiting to a high-level position. Of course I'm biased because the story on Marketplace Money reaches the same conclusion that I do in believing that Linked In is the premiere place for professional networking. Although I recently added a My Space profile, for example, I doubt much professional traffic will come from it.

Yesterday I started tagging interesting jobs in the information technology realm of higher education as I see them. There will likely be a heavy emphasis on the western states but it will not be exclusive.

The first post is the Director of Information Technology for Computing and Communication Systems at Northern Arizona University. NAU is an institution I have no connection to but Flagstaff is a beautiful place if you like desert mountains.

The anticipation's been building. You've been through the first and second round interviews and the phone rings. As the first day of the new job starts you are excited and ready to go to work.

As much as employees need to take advantage of this situation employers have a lot to gain or lose as well. Several places I've started it's been clear that they just plain weren't ready for me. If the job involves more than flipping hamburgers it's worth spending some time planning out the first days and weeks of a new hire's work with some care.

1. Make the tools available - Nothing is more unsettling than going in to a new company and not having the basics. At the minimum a phone, email and office or cubicle need to be ready to go on day one. Make sure the employee has keys or whatever things are necessary to get in so they can come in early or stay late (which they will often want to do).

2. Introductions - Make sure the new employee is introduced, face-to-face, to everyone in the division, office, or company depending on the size of the firm. This is a great chance to get your new employee more familiar with the work environment and learn a little bit about each person.

3. Projects - Have some projects lined up for the first few weeks. The best projects involve getting in to the organization and establishing working relationships with key people she or he will be working with. Map out a mixture of some projects and time spent in less structured exploration for the first few weeks.

4. Information - The basic information about leave policies, how to call in sick, job description and hours are a must. In addition any information you can provide about the general direction of the group like strategic plans, project plans and the like are useful to help the new person get oriented.

5. After the first day - After the first day be sure to follow up with making sure the workspace is suitable and that any necessary changes are attended to promptly. In the first few weeks you'll likely want to meet on the evaluation process so the new employee knows from early on how it works and what to expect. As projects become more autonomous and training more detailed setup meetings to coordinate with the new employee and the department.

Keeping in mind the first day on the job is the first time that you have to impress the newest member of your firm with how your firm treats employees is key. Just as a new employee wants to make a good impression the employer should pay careful attention as well to what the employee will think of the firm.

Online resumes leave something to be desired. I've always prided myself on being able to present one of the very best resumes that is offered for any position. However, with online resumes I can't control how it will print, what it will be printed on and even if the printer will have ink in it, or will be streaked. Then there are the resume submission pages... one rarely knows what the last step will be, nor how it will look as too many of these pages lack preview. I'm surprised there aren't more sites that take PDF resumes but then I guess not everyone is lucky enough to run OS X.