Then don’t miss this event! On July 30th, join us for a special webinar to learn more about The University of North Carolina’s Master’s in Public Administration, a program that’s available online. Since we know Brazenites love online education, admissions director Joy Jackson has generously offered to join us that evening at 7:00 p.m. EST for an inside look at the program.

But first:

What would you learn through an MPA program, and how can it help your career?

Joy, who’s also an alumnus of the in-residence MPA degree at UNC, joins us today to tell us about the degree. If this sounds interesting, join us for the free webinar!

Brazen: So Joy, first of all, what is the MPA all about?

Joy: The MPA is the perfect degree for those looking to work in public administration, whether that’s in local or federal government or for not-for-profit organizations. Both the in-residence and online MPA programs give students a professional and practically focused education in all aspects of public administration work, helping them gain the knowledge, skills and abilities they need to be an effective public service leader.

How did the online MPA program come about?

There’s a large demographic of people out there who would like to be a part of our highly acclaimed in-residence MPA program who simply can’t do it. They may be older than the average postgraduate students, they have work or family obligations and they therefore aren’t able to put everything on hold for two years while they come here to earn this wonderful degree.

The best thing about the online program is that it offers an option that’s attractive to a completely different demographic of equally passionate, equally qualified potential students. It’s also created a more dynamic discourse within the program itself because now we have students who are out working full-time in the real world and can bring back current anecdotes into the online classroom.

How has online education evolved, and how does that affect your program?

Originally, I think it was a more solo endeavor. Students may have watched a one-way lecture online, accessed a reading list and then communicated with a professor by sending emails.There was not a focus on facilitating the same quality of interaction between the students or between the students and instructor that is seen in a traditional classroom.

However, in the past 15 years, we’ve seen a change in how information is delivered online, and it’s so much more interactive now. Our online MPA students are able to interact with one another, and whoever’s teaching, through a virtual classroom. This kind of online program is creating new opportunities in terms of education strategies and teaching styles that we may not have explored 20 years ago because we just didn’t have the technology that could allow for all these different kinds of interactions.

Interestingly, some faculty members are now bringing the strategies and materials they designed for the online course back into the physical classrooms for the in-residence programs, so there’s real cross-pollination happening.

So how does the program work exactly?

Students can register for between one and three classes each term. For each course, they will be required to review approximately 90 minutes of recorded materials prior to class and then have a 90-minute live class session every week. They will also complete readings and assignments prior to their live class sessions. It’s a personal and individualized experience.

The online MPA program can be achieved in 18 months or anywhere up to five years. Typically, our students have projected that they’ll take two years to finish the program. The program is flexible; by giving students up to five years to complete the degree, we allow them the opportunity to take a break from their studies for whatever reason without losing any of their credits.

Are there any downsides to the online program?

There might be a different cohort experience. The online students bond differently; there’s less of a social aspect because they’re not studying together in the computer lab till 2:00 a.m. and so on. But I think for the people who are doing it, they’re not seeking out that kind of experience.

In spite of this, we’re proud that our online students feel just as engaged, passionate and connected with one another as the in-residence students. There are a lot of group projects involved in the MPA, and they interact in the classroom, meet for study groups on the platform on weekends…they’ve really formed a cohort culture of their own and enjoy the sense of family that UNC is famous for. We have an enormous amount of student support on offer to our online students, and we’re very excited to see what they’ll go on to do after graduation.

Don’t miss the webinar at 7:00 p.m. EST on Tuesday, July 30th! Register here for more details.

Amy Noble is a freelance writer, copy editor, proofreader and general grammar-obsessive living in London, England.

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The post Want to Work in Public Administration? Don’t Miss This Free Webinar appeared first on Brazen Life.

A staggering 3.8 million open jobs are up for grabs, yet 70 percent of hiring decision-makers say it now takes longer to find a qualified candidate to fill these roles, according to a new Aerotek report, Retain or Recruit. In July 2009, it took an average time of 15.4 days to fill a position, and by December 2012, the average had risen to 23 days.

So what can you do to reduce the time it takes to find the ideal candidate and retain them once you’ve got them?

1. Make an offer they can’t refuse

Retain or Recruit found three out of five employees would leave their current role for a competitive offer.

That doesn’t necessarily mean offering more money, although that definitely makes an offer competitive. It could also mean offering wider and more comprehensive benefits, more vacation leave or opportunities for travel abroad. It’s worth taking the time to find out exactly what job candidates are looking for.

2. Tempt candidates with training

Of the employees who were not likely to be tempted by a more competitive offer, the prospect of employee training and development was enough to make them consider the option.

It’s not always about more money in the bank; young professionals in particular often prioritize their long-term personal and professional growth. That’s why another way of hooking them is putting your money where your mouth is and offering to…

3. Provide the training

While every single one of the hiring decision-makers surveyed agreed training is important, only half have a formal employee engagement program focused on employee development. Worse, a third don’t have a training program and don’t plan to have one.

Opportunity for growth is essential for GenY workers, so why not think about setting up a program or two?

4. Team up

“But I haven’t got time,” you’re probably screaming at the screen. It’s true that investing in training and development programs will cost you time as well as money, but it’s likely to pay dividends in the long run.

By identifying partners that can alleviate the time spent locating and interviewing candidates, you can use this time to focus on training and developing the employees you already have. Not only will it keep them happy and engaged; it’ll make your offer all the more tantalizing to potential recruits.

5. Manage your expectations

When it comes to new hires, one third of hiring managers expect more from the new kids in the office, despite half of respondents saying they have less time to train new employees.

You can’t have it both ways! Yes, you should expect your new recruits to be ready for action, but if you don’t invest in developing their skills and inspiring them professionally, you can’t expect this to happen overnight, if at all.

Bear in mind that graduates may not have extensive experience in the workplace, but they are fresh, hungry and keen to learn, so capitalize on this enthusiasm and make use of it!

Amy Noble is a freelance writer, copy editor, proofreader and general grammar-obsessive living in London, England.

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The post 5 Essential Lessons for Recruiters Who are Eager to Fill More Positions appeared first on Brazen Life.

It turns out that Gen Yers are increasingly being managed by… each other, according to Manager 3.0: A Millennial’s Guide to Rewriting the Rules of Management. This guide explains how the whole world of work is changing as more of us find ourselves managing our peers. But how is this affecting Millennials?

The news is likely to divide employees into two camps. One camp will be uncomfortable at the thought of being managed by someone who’s essentially the same age as them—or even (wait for it) younger. There’s something unnerving about this. Even though older bosses might be the butt of the joke at the water cooler, it’s somehow much easier to accept direction and criticism (constructive or otherwise) from someone who’s considered more “established.”

On the flip side, because you are “peers,” it might be easier to challenge bosses who are your age. Remember the Friends episode where Chandler finds himself ostracized by his former colleagues as soon as he takes over the reins? This is what the old-school thinkers will fear, whether they’re the one in charge or the one taking orders.

Others, however, will celebrate that this surge in younger managers heralds the beginning of a whole new way of working. Brad Karsh and Courtney Templin, authors of Manager 3.0, argue that younger bosses will shake up the traditional working environment in a number of positive ways.

If you think you’re ready for a management position, consider these three key benefits:

Millennial managers encourage collaboration in the workplace

Rather than trying to assert your authority over others, as a young boss, you’re more likely to create a sociable and collaborative relationship in the office and foster a supportive team-playing attitude.

By making the office a fun, engaging and creative place, you’re bound to get better results from everyone. Plus you don’t have to miss out on the after-work drinks for fear of cramping anyone’s style.

Younger managers are likely to support flexible work environments

Just like the rest of Gen Y and your peers, you’ve grown up texting, Tweeting, updating and posting. You’re always plugged in, and you know you’re sometimes more productive at your kitchen table than at the office.

So chances are you’ll be far more open to the idea of staff working from elsewhere and at different times of day. You understand just how important it is for people to work flexibly, which in turn makes employees happier and ultimately more productive.

Gen Y managers embrace new technologies and ways of working

As a Millennial manager, you’re just as up-to-speed with technology as those who work for you. So it’s more likely you’ll be keen to embrace everything from Skype to group texting when it comes to communication in the office. Of course managers and employees need to see each other from time to time, but at least you know there’s no risk of technophobia when you tentatively suggest a video call rather than a lengthy day traveling to and from meetings elsewhere.

In short, younger managers make for a more flexible and creative working life, so embrace the change! Better still, go for positions you might otherwise have thought too senior, because if you can do the job, you deserve the job. Managing others is always going to present a range of challenges, whatever age or stage you’re at, but one thing’s for sure: the face of management is changing. It’s getting younger.

Amy Noble is a freelance writer, copy editor, proofreader and general grammar-obsessive living in London, England.

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The post How to Survive at Work When You’re Managing Your Gen Y Peers appeared first on Brazen Life.

1. Powwownow

Powwownow makes it easy by guiding you through a series of steps to help get your call underway. Once you’ve entered your email address, they’ll set you up with a personal PIN and a dial-in number. You can then schedule your conference call and invite whoever you want to call with the same PIN and number. You all dial in at the same time, with the same PIN, and each participant is announced as they join.

Features allow you to skip your name recording and PIN playback to speed things up, mute and unmute your handset, count the number of people on the call, lock the call to ensure no one else can join and even record the conference call.

While there’s no contract, billing or minimum uses, do check their call rates as they vary from place to place—and they’re pricier from cell phones.

2. Rondee

Another popular conference call site, Rondee works very similarly to Powwownow, with the exception that it allows you to create your own personal memorable PIN (which always makes life easier). You can also activate a fully featured account at no additional charge, which means you can customize greeting tones as other participants join the call, record and save your calls and access a directory of who called and how long they talked.

If you only want participants to listen, you can give them a listen-only PIN and choose between making scheduled calls (Rondee will send invites and track responses) or just calling on demand.

3. Speek

Speek has really put its money where its mouth is by doing away with all forms of dial-in number, PIN codes and passwords. One of the most accessible conference call sites on the Internet, all you have to do at Speek is choose a personal link. This is yours forever, and it’s free.

You can then invite your fellow callers by sending them the link, which they can access from a computer or a smartphone. Once they’ve clicked the link, Speek will ask for their number, then dial them into the call. If you’re online, you can see who’s talking at all times and you can instantly share files, too.

4. Google Voice

What would this list be without a Google option? Once you’ve installed Google’s voice and video chat software, you’ll be allocated a Google number. All your participants have to do is dial that one number, and you can then accept them as their calls are connected one by one.

It doesn’t offer a way to invite your fellow callers, schedule calls or track who has responded to invites, but this can always be arranged over email.

5. GroupMe app

While GroupMe started out as a group messaging app, it also works brilliantly for voice calls, although (like Google Voice) it doesn’t allow for invites or scheduling. One phone number is allocated to each separate group you create, and this can then be used to either text everyone simultaneously or dial them all into one phone call.

You can download the app by going to www.groupme.com, where you’ll be asked to enter your cell number. They’ll then text a download link to your phone, and presto! You’re ready to go.

Amy Noble is a freelance writer, copy editor, proofreader and general grammar-obsessive living in London, England.

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The post 5 Great Tools for Making Conference Calls appeared first on Brazen Life.

Of nearly 3,200 freelancers worldwide who were interviewed as part of the new study, “Millennials and the Future of Work,” 72 percent revealed that they’re keen to quit their 9-to-5 and strike out on their own. More than 60 percent said they’ll likely make that move within two years, citing a desire for freedom to pick and choose where and when they work.

It’s not just a question of working from home and shunning the 9-to-5 lifestyle. While flexibility undoubtedly appeals to freelancers, 69 percent of respondents saw freelancing as providing more freedom to work on more interesting projects.

Take note, employers: your employees want to spread their wings sooner than you might think.

Redefining entrepreneurship

The survey also generated some interesting findings when it comes to what people mean by the term “entrepreneur.” Only 10 percent of those who responded defined an entrepreneur as “someone who starts a company,” while the overwhelming majority considered entrepreneurship as a certain attitude or mindset. When asked to define what this mindset might be, the terms “self-starter,” “risk taker,” “visionary” and someone who “spots opportunity” all came to the fore.

“This signals a major shift in our economy and how we manage our careers,” said Dan Schawbel, founder of Millennial Branding and author of Promote Yourself. “Entrepreneurship is now accessible to everyone regardless of age or occupation. You don’t need to own a business to be an entrepreneur, but you do need the entrepreneurial mindset to be successful in business.”

Talking ’bout my generation

With this in mind, many of the respondents classify themselves as entrepreneurs—nearly 60 percent, in fact. But will they all follow through on their entrepreneurship dream? Or is Gen Y getting too big for its boots?

“Narcissism is markedly higher among college students in the 2000s compared to those in the 1980s,” says Dr. Jean Twenge, a professor of psychology at San Diego State University who runs studies on Millennial attitudes. Yes, this generation has seen the likes of Facebook’s and YouTube’s rise to stratospheric heights, witnessed the birth of the smartphone and the unbridled popularity of the app—yet is Gen Y somewhat delusional?

And will the 72 percent who say they intend to quit their jobs and forge their own paths make good on their promise? It’s easy to announce intentions, but far tougher to see them through, especially in challenging economic times.

Are you one of these freelancers who plan to transition to working for yourself? How will you make that dream a reality?

Amy Noble is a freelance writer, copy editor, proofreader and general grammar-obsessive living in London, England.

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The post Freelancers Who Work 9-to-5 Jobs Say Quitting’s on the Horizon appeared first on Brazen Life.

You’ve buffed up on 10 Powerful Ways to Stand Out as a Job Seeker. You’ve had the date on your calendar for weeks. You dry-cleaned your suit, pressed your shirt and polished your shoes (which you haven’t done since the age of 10, if ever).

You’ve sat in a waiting room, possibly with several other applicants, and willed the day to be over. You’ve talked about your strengths, your weaknesses, how much you’ve always had a passion for (insert job type here) and attempted a joke about the interviewer’s lack of sleep. (There’s a photo of a baby on her desk.)

The Job Interview Is Over. Now What?

If you think the hardest part is over, think again, my friend. According to the National Association of Colleges and Employers’ (NACE’s) 2012 Recruiting Benchmarks Survey, employers hiring new college graduates take an average of 24 business days after an interview to extend an offer. This, says Marilyn Mackes, NACE executive director, is “a relatively narrow time frame.”

We beg to differ. Taking this long to offer a job certainly is not one of our 6 Key Characteristics of a Kick-A** Recruiter.

What this “narrow time frame” actually equates to is anything up to five weeks—because those are business days—and perhaps longer (remember, 24 is the average) to discover whether or not you got the job. Bearing in mind that in these challenging economic times, the perfect job is hard to come by, having to wait several weeks to receive an offer may seem like adding insult to injury.

So Why Does Interview-to-Offer Take So Long?

Let’s look at this from the employer’s perspective. While it may seem they have a far easier task, they’re under pressure, too. If anything, the harder the economic downturn bites, the more they are spoiled for choice when it comes to picking out the crème de la crème of graduate talent.

The decision may involve multiple parties (at least one of whom is guaranteed to be on vacation), they may want to chase references and they probably don’t want to leave any stone unturned in the recruitment process. Add to that the admin tasks, the loss of work hours spent interviewing and the need to please a swathe of fellow employees, and suddenly 24 days doesn’t seem so long after all.

The interview-to-offer cycle also differs significantly across industries. If you’re applying to a computer and electronics manufacturer, for example, you’re looking at around 16 days for an offer to come your way. Accounting job offers come in marginally later, with an average of 17 days, and other business services positions take 18. At the other end of the spectrum, the recreation and hospitality industries can really make you wait, taking a lengthy 39.5 days to get in touch, while government agencies just squeeze in under that with a 38-day average. Engineering services and construction have similar time frames, both at about 30 days.

How to Make the Waiting Work for You

But wait! Don’t despair! Let’s say you’ve applied for a handful of jobs, all of which will take at least three weeks to extend an offer to you. This is actually valuable reflection time for you to see how right you really are for the position. This is where you can take some time to think back to your experience of the interview (and the application process as a whole) and decide whether this one really has your name on it.

How did you feel when you entered the venue? Were you nervous because of your own nerves, or did your interviewer(s) perhaps contribute to your sense of unease? What kind of people did you meet when you were there? Can you see yourself working there and enjoying the experience?

Because when the offer is extended to you—and one will be extended to you; just keep plugging away—you can take your time to respond! While you can’t be quite as leisurely with your answer as, say, a government official or an events executive, once you’ve received an offer, NACE tells us that employers then give the candidate an average of about 14 business days to make a decision. That’s two whole weeks to decide whether they’re for you!

Just remember the Guinness ad line: good things come to those who wait. If the job’s right for you, the wait will be more than worth it, and if your name’s not on this one, it’s because there’s something better on the horizon. Just keep going. No experience is a wasted experience.

Amy Noble is a freelance writer, copy editor, proofreader and general grammar-obsessive living in London, England.

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The post Why It Feels Like You Wait Forever for a Job Offer After the Interview appeared first on Brazen Life.