In my previous post, I wrote about how SQLCruise sponsors are going to reach a lot more people than just the 15 cruisers/attendees.
Who are the sponsors? (pulled from the SQLCruise website)
SQL Sentry, Inc. delivers software products that optimize the performance of Microsoft® SQL Server® environments. SQL Sentry Performance Advisor® for Analysis Services provides unparalleled insight into Analysis Services performance, including bottlenecks related to memory, storage systems, aggregation usage, queries and processing. SQL Sentry Performance Advisor for SQL Server delivers an advanced performance dashboard with relevant Windows and SQL Server metrics in a single view along with detailed insight of heavy SQL, blocking, deadlocks, and disk bottlenecks. SQL Sentry Event Manager® is the ultimate scheduling, alerting and response system for managing SQL Server jobs and other events that impact performance. Download a Free Trial today!
Red Gate Software
Red Gate Software makes tools that pay their way. Tools such as SQL Compare, SQL Backup, SQL Data Generator, SQL Prompt and many others radically simplify the business of working with Microsoft SQL Server. That’s why they’re used in most Fortune 500 companies. At Red Gate we’re mostly obsessed with getting the UI right, so that you don’t have to figure out how to use the tool. It’s just obvious. Also fun. That matters a lot. Download a free 14-day trial of all our tools at www.red-gate.com.
MSSQLTips.com is a free community website focused on Microsoft SQL Server. The site offers tips, tricks, scripts, sample code, whitepapers, webcasts, tutorials, giveaways and more all related to SQL Server. Subscribe to our newsletter and get tips sent directly to you. If you have a SQL experience you want to share, we are always looking for new contributors.
Now more than ever, organizations need to work smart and improve efficiency. Quest Software creates and supports smart systems management products—helping our customers solve everyday IT challenges faster and easier. At Quest, we focus on our customers first. Our products and people are dedicated to helping customers manage their critical applications, databases, Windows infrastructure and virtual environments. The combination of our proven, award-winning software and strong customer relationships makes Quest a smart, reliable technology partner. Visit us today.
Not only did these sponsors give cash to off-set the cost we cruisers had to pay for the training, they did some AWESOME things to make the event even better:
- SQL Sentry donated FOUR registrations and cruises. They initially set out to donate one, via a contest, but once they saw the fabulous entries, they decided to pony up for 4 prizes. I just about fell out of my chair when that was announced.
- Redgate has donated 2 licenses of SQL Source Control, plus other fun swag.
- Redgate Press is donating two books, Defensive Database Programming by Alex Kuznetsov and Dynamic Management Views written by one of the SQL Cruiser trainers – Tim Ford and Louis Davidson
- Each sponsor donated a loaded up Netbook. That means 4 of us will be going home with a free computer. I’ve left room in my bag for the one I’m hoping to get.
- Quest Software gave us Amazon gift certificates to load up on books for the cruise
Also included in the swag was a beach towel, sun lotion, lei, and other fun cruise-wear.
Do you want to see more events in the data world? Do you want them be less expensive, plus be more fun? Then you should also help thank and promote the sponsors of these events, whether or not they are your local DAMA meeting, Enterprise Data World, PASS Summit, or your local user group. These events could not happen without their sponsors. Make sure you thank them for participating…and help share the thanks by many by tweeting about them and posting your appreciation to your networks.
Thank you SQL Sentry, Redgate, MSSQLtips.com, and Quest Software.
Like all these events, the sponsors have been fabulous, going well beyond what normally they might do for a regular 15-person event. Why? Because their "reach" has expanded well beyond those 15 people. Each person involved with this event has been promoting it. Everyone who follows us on Twitter and Facebook has been exposed to this event and the sponsor’s products. I’m guessing that’s more than 100,000 people. The impact the sponsors have had on the success of event is so important that I’m reserving a blog post for them, coming up next.
I mention this because I think it is a real game-changer for how companies interact with their current and future customers. It used to be that vendors only wanted to sponsor events with many warm bodies in attendance because other than the printed brochure, that was pretty much the entire marketing reach for sponsors. These days, though, the reach can be much further. For instance, this blog post is going to be read by more people than just those of you who would normally visit our website. This post will be automatically posted to my own Facebook and Twitter feeds. And I’m willing to bet that a number of my followers and social networking friends are going to share it with their followers and friends. They will be re-tweeting it, sharing it on Facebook, and commenting on it on LinkedIn.
Forward thinking organizations, such as the sponsors of SQLCruise, get that. The power of social networking isn’t just the re-connecting with your high school friends, but in connecting with people who know people you know. Remember my post about job hunting? The same principle applies here, too.
Our tweeting about the event even managed to get to Dave Webb, Editor of ComputerWorld Canada, who wrote about the event as Sea, Sun, and SQL.
It works the same way locally, with in-person events. In fact, it is easier to have long, in-depth conversations with real life events. However, that doesn’t scale well when you want to reach hundreds of thousands of people. So organizations need to leverage both types of marketing – the traditional meet-and-greet events such as your local DAMA or IRMAC meeting and the events that are much more shared and promoted online. Sponsors for online events can often get more focused marketing, hitting more of their primary market via the communication that happens from follower to follower.
Why am I telling you, Dear Architect, about sponsorship and social networking? Because you can apply the same principles to your own internal marketing of your deliverables and services.
Does your company have a portal? An internal blog? Are you and your colleagues in your group making use of them? Or are you just relying on quarterly status meetings within the IT group to get the word out for what you are doing? How many people in your company:
- Know what a Data Architect does?
- Know what deliverables a Data Architect delivers?
- Know what you do, what your struggles are, and understand how they have an important role to play when it comes to getting data right?
What about your project teams? Do they have a wiki, a blog that you could be contributing to?
It’s time to think about your "reach". The more people who know who you are, what you do, and why you just might be the only people in IT who are compensated to worry about data quality, data availability and information success, the better.
But just telling people about it via a description of your job title on the corporate portal might not be enough. You need to interact with others in your company and your team members. That means embracing the social networking, internally and externally, to grow your network of contacts. And in doing so, you will learn about their struggles, their deliverables, and their needs.
Many of you have been members of our communities since we started them more than a decade ago. So you’ve seen over the years how great things can be when we collaborate and you’ve seen how bad it can be when things go down the tubes.
Fortunately, we have a great set of moderators to ensure that the worst of the worst postings don’t make it anywhere near your inbox. But from time to time we’d get posts that were more about attacking the other person that offering up constructive criticism about the content of a post.
There are different approaches to managing teams and communities when it comes to negative feedback versus personal attacks. Some of our members think that we should all have thick skins and learn to deal with personal attacks, while others support our position that posts that are not constructive should not be approved.
We need to realize that there are all types of people out there and we all get our self-actualization in many ways. Trolls (people who spend their day making insulting posts in blog comments, board posts, and mailing lists) try to lift themselves up by smashing others down. Others take a different approach – by taking risks, learning, and continuing to improve themselves.
I want to encourage everyone to stay in the latter group. And have compassion for those who haven’t yet figured out how to improve themselves. You don’t have to put up with insults to be compassionate, but you also shouldn’t carry those insults around. Whether they come from an online community or a team meeting, the best way to deal with them is to reject the thought, verbally or internally, and move on.
I think it must be a painful life having to find and point out mistakes or weaknesses in others in order to feel good. It’s such a burden, when we all have enough burdens to carry already.
As a community manager I know that for every person who posts, there are probably hundreds or thousands of others who learned something from your post.
Carry that with you, not the posts or comments of the people trying to push you down to prop themselves up.
Andy Leonard, a SQL Server Blogger, has a great series of blog posts on a similar topic. In his post, A Turning Point, he mentions some of his strategies of dealing with positive/negatives.
Andy’s Secrets to Happiness
If you look around at work and life in general, there’s plenty of things to discourage you. The above quote says to me "You have a choice about how you react." Personally, I’ve made a conscious decision:
Don’t do misery.
I did some misery in the past and I think that’s enough for one lifetime. From here on out, no more. When life hands me lemons I give them to my lovely bride Christy (Blog – @ChristyLeonard) and she makes a tasty lemony dessert out of them. Also:
Do not let people live rent-free in your head.
Sorry, them’s the rules. If you’re in there you either need to pay up or move out.
Check out his excellent series.
And don’t carry the burden that someone else has tried to put on your shoulders. You have enough to do already.
Lately I’ve been helping clients find employees/contractors and helping friends find jobs. I’m not in the job helping business, but I do have many years of experience screening resumes for clients and pointing people to opportunities I thought I’d share with some some of my most valuable job finding tips.
Before I get to the details, I’d like to point out that I’m not really going to make a distinction between employment and contracting in this post. The tips here, for the most part, can apply to either type of job. In addition, the market itself treats both contractors and employees the same. Contract versus Permanent really involves legal, tax, and accounting issues more than anything. There are significant financial differences between the two, but that’s another post.
1. The best jobs often never get posted or sent to an agency for placement
In 25 years I’ve never gotten a job or a contract via responding to an ad. I know people who have done that successfully. It just hasn’t been something that I’ve needed to do. I’ve just rely on word of mouth to find out about opportunities. The reason why the best jobs aren’t posted is that it costs companies time, money, and risk when they hire via ads. Why? Because they get unfiltered resumes that need to be screened and candidates need to be put through a series of screening interviews just to get to a manageable list of candidates. It’s truly a fire hose of resumes that show up. And they really don’t want to drink that water.
When I screened resumes from posted ads, I’d guess that 95-99% of the resumes we received were non-starters: the applicants had little or none of the skills we were looking for. This is especially true for more advanced positions. We also saw a lot of resume claims that turned out to be less than truthful. I even once received my own resume with someone else’s name pasted on the top. That’s how difficult hiring from ads is.
So most of the best jobs aren’t ever posted anywhere. Instead, a manager or team is asked "do you know anyone looking for a job? We need a widget administrator who can start tomorrow." So the teams start asking their network "who’s looking for work" and more often than not someone knows someone who fits the bill, or close enough.
Some organizations do work within regulatory environments that require all jobs to be posted, but in my experience, those jobs are often already filled before the posting goes up.
Does that mean you need to start diving through corporate dumpsters to find out where these non-posted jobs are? Nope. If you want to find the best jobs, don’t start with the ads (websites, newspapers, craigslist). Start with your network for friends.
You don’t need to know about the jobs; you just need to know the people who know about those jobs.
2. Jobs posted via agencies are stuffed with Yes/No Tests…and almost no one has all the answers right.
You’ve seen these postings: full of acronyms, 10 versions of RDBMSs, coding tools, degree requirements, language requirements, etc. Even if the technologies listed have almost nothing to do with the job. Why do agencies do this? The first reason is that if the overload the requirements, they can better manage that fire hose in point 1. The second is that Yes/No technical skills ("Do you have 10 years experience with RDF?", "Do you have 10 years experience with SQL Server 2012?") are much easier to screen on than more subjective skills ("Can you explain the tradeoffs of Kimball versus Inmon?", "Can you properly normalize an OLTP data model for a retail store that might someday get into the ecommerce business?"). The people screening these really need clear and unambiguous tests for screening resumes. Their clients are often clueless that this sort of gate-keeping is happening.
The job posting overload is also used later for negotiations. "We won’t pay as much for someone who has only 9.42 years of RDF". They know that it isn’t necessary for the candidate to have all the answers, but when they don’t, they want to keep more of the referral fees.
So don’t let a job posting slip by just because you don’t meet all the criteria in the posting. You should be able to meet most of it and you should be able to do the job before submitting, but cross those gates when you are negotiating, not when you are trying to figure out if you are allowed to apply. And don’t be an idiot by pointing out to an interviewer where your skills don’t fit. Be honest in your assessment, but don’t draw attention to weaknesses. I had a great candidate who sailed through the interview with the tech team, only to blow it with the hiring manger and HR rep by mentioning more than 5 times that he didn’t have the most recent skills in one of the requirements.
Don’t let a list of True / False tests work against you.
3. Don’t tell anyone except your spouse/partner and your pets that you are interviewing for a specific job.
I worked with a bright woman who was relocating to a great city for her spouse’s job. So she had given notice at the client site and started looking for a new job in the new city. She had many exciting opportunities there and shared those stories with lots of details of where she was interviewing and how much it paid.
One of our co-workers told a friend in that city about the job. He interviewed and got it. A week later another co-worker interviewed with her next great opportunity and got that job.
If she had just been vague about the opportunity or, ideally, just kept it all quiet, she may have landed one of those jobs. She thought she was safe because the city was so far away. It’s a small world. All this happened before the Internet, too. With the speed that information travels these days, posting that you are interviewing with a company on your Facebook or other social network might just mean you are giving that job away to someone else. By all means, tell people you are interviewing; just don’t give away the details. Be overly vague.
Think of job hunting like treasure hunting: the fewer people who know about the treasure, the less likely you will have to share it.
4. Don’t be afraid or embarrassed to tell people you are looking for work
There was a time when looking for a job meant that you had some character flaw, that you were unemployable or that you were a bad employee. Of course, unemployment was really low, you could keep a job for 25 years, and you got a nifty gold watch before you retired.
With unemployment hovering around 10% or more in some locations, many people are looking for jobs. If you keep quiet about or worse, lie about your job hunting quest, you are shutting out the very people who can help you find that best job I mentioned in point one. We are fortunate that in the IT world, there are still plenty of open jobs that pay well and offer great opportunities. If you are having trouble finding out about opportunities it means you need to work on meeting more people, not searching more job boards.
I never think poorly of someone who tells me they are job-hunting. In fact, my first thought is usually "Cool! How exciting to be looking for new projects". Which brings me to my next point…
5. Don’t just look for a job; look for a project.
Most hiring in IT happens for these reasons: 1) A new project is starting and the company can’t find enough people internally to staff it. 2) A new project is starting and the company doesn’t have the skills it needs to staff it. 3) Someone has left the company and the organization needs to hire someone to fill their role.
Almost all the job opportunities that come across my desk are due to the first two points. Rarely the third reason. That could be because my work is overly focused on the project work, but I also think it is due to the project-orientation of most IT positions.
So don’t tell people you are just looking for a job; tell them you are also looking for a project. Ask people about their projects.
Get them thinking about their projects…and you…and their projects…See? You’re doing that right now, aren’t you?
6. Stop calling yourself Unemployed.
I cringe every time I see one of my social network buddies update their profile with UNEMPLOYED at UNEMPLOYED. When a hiring manager sees an update pop up on their Facebook, Twitter, or LinkedIn pages, do you think they say "Ooh — an Unemployed. Daym, I need to get me one of those!"
BTW, I absolutely cherish the "time off" I have between engagements. This is when I do all my research, training, public speaking and building my network. How can I afford to do that? It’s all in my business model….but that’s another post. I don’t tell people I’m unemployed. I know that some people think of it that way, but that’s their problem, not mine. I run a business. I don’t make money just via billable hours. Again, another post.
Tell people who you are: "Sr. Project Manager" or "Data Architect". Then tell them you are looking for a new project…or job.
And while we are on this subject, don’t call yourself "Part Time Data Architect", "Job Hunter", "On the Dole" or "Given Up Looking for a Job". I’ve seen those in profiles and it just doesn’t make me want to pick up the phone and talk to them.
You might have a slightly different take on some of these recommendations and I’d like to hear about that. The more we share our tips, the more we help each other.
There’s more coming: Part Two of this FATPF on job hunting and leveraging Social Networks coming soon.
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