Tag Archives: facebook

New Maine Law Restricts Social Media Access


(Post by Rick Dacri, September 3, 2015)

Beginning October 14, 2015, new legislation in Maine will restricts an employer’s ability to demand information regarding their employee’s or a job applicant’s social media account. The Act applies to both public and private employers, including the state, county and municipalities.

The Act prohibits employers from requiring, coercing or requesting an employee or job applicant to provide their employer with the password or other means of accessing his/her social media accounts.  This applies to any online account or service through which users share, view or create user-generated blogs, videos, instant and text messages, e-mails, and photographs.  The law also prohibits employers from requiring, coercing or requesting an employee or job applicant access to a personal social media account in the presence of the employer. Under the Act, employers are prohibited from discharging, disciplining or otherwise penalizing or threatening to discharge, discipline or otherwise penalize an employee for refusing the employer’s request made in violation of these restrictions.

Dacri Recommendation: 1)Train all your managers, supervisors and recruiters on the new
law. 2)Policies and procedures should be updated.

This update is merely a summary of the key points of the Act. Call me for a more detailed review.

This topic will also be covered in Dacri’s upcoming webinar series, Accelerated Supervisory Development Program for Municipal Managers.

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Filed under communications, Compliance, Employee Relations

Book Promotion, Part 2: 51 Tactics to Promote Your Book

In the previous post, I discussed that how you promote your book depends upon your strategy: is your purpose book sales or positioning yourself as a thoughtleader who wrote a book. One you have determined your strategic direction, you can then begin to employ a number of the pre and post book publication promotion tactics as outlined below:


  1. Add to your email signature “author of forthcoming book_____”
  2. Set up book webpage on your current website
  3. Include description of the book
  4. Include picture of the book cover and table of contents
  5. Add testimonials (get your manuscript to key thought leaders and clients and ask if they will provide you a brief testimonial. Rarely does anyone refuse).
  6. Include method (web shopping cart) to purchase books in advance at discounted rates
  7. Get a number of individuals (noted experts, professionals, clients) to write a review/testimonial of the book
  8. Add these testimonials to website and book flaps
  9. Include these testimonials in your book promotions and market materials
  10. When your book is published, have these same individuals write a book review in Amazon (can use same testimonial)
  11. Find periodicals that accept book reviews and send in
  12. Write articles based on book for industry specific publications (or publications read by clients and/or prospects)
  13. Articles should capture the themes of book
  14. Includes phrases such as “as outlined in my book ____”
  15. In any bio for articles, note that you are the “author of forthcoming book ___”
  16. Promote book in social media Continue reading

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Filed under Consulting, new book

Recruitment: The 5 Pillars of a Strong Recruitment Brand

internet_recruitment_job_interview_362210302(This article, written by Rick Dacri, was published in the York County Coast Star)

The economy is heating up and businesses are slowly hiring again. Employers are demanding that new hires be skilled, ready and able to immediately contribute. No one can afford to make mistakes in their hires. A steady stream of highly qualified and fully engaged workers who will mesh with their current employees and fit within their culture is a must. To achieve this, businesses must enjoy a strong recruitment brand.

So what is a recruitment brand and how can you develop one? A recruitment brand is a message that communicates what it’s like to work at your company. It tells the world who you are and what you believe in—your mission, culture and values.  It’s your way of telling applicants “this is who we are and individuals who believe and think like us are welcome.” And, it’s a magnet that draws those believers to you.

Your recruitment brand is built upon five pillars. The strength of each pillar, when working and supporting the other, ensures a continuous flow of quality candidates. To build your brand, you simply must do the following:

  1. Develop a powerful message
  2. Foster a positive company reputation in your community
  3. Spotlight your key employees
  4. Retain an active online presence
  5. Cultivate a relationship with the media
  1. Powerful Message: Know who you are. Ask yourself, why would anyone want to work here? Why do you? What makes your organization attractive? Organizations are good at promoting themselves as part of the sales process, and you must do the same with recruitment. In recruitment, you are selling the organization to prospective employees. So take a hard look at the things that distinguish your organization and promote them. Show candidates why they should want to work for you. Getting the answer to these questions will help you define your company’s recruitment brand. Continue reading


Filed under careers, Recruitment, Uncategorized

Listen Up! Tips for Giving Great Radio Interviews

Screen Shot 2013-02-08 at 1.27.11 PM

(This article was written by Mike Dacri and was published in Consulting Magazine, February 2013 issue)

Radio interviews are a great tool to position yourself as an expert, gain visibility, leverage your services, promote your book, and sell your products. But there are good radio interviews and there are bad interviews—you never want to give one of the bad ones.

Think of a radio interview like a dance: you may have asked her to dance and received a “yes,” but you still have to go out on the floor and impress her. Remember, you are on a mission. You are selling your services as well as yourself.

Here are few tips I have learned over the years as a publicist to help you give great interviews and just maybe earn some business so you can sell your products as well!

  1. Don’t Put Everyone to Sleep: The perfect guest has energy and passion, but when you lack energy and speak like you just rolled out of bed, you lose your audience fast! Kick it up a notch without going over the top. Remember, most radio interviews take place during the morning drive!
  2. Get to The Point: It’s a radio interview, not a Sunday ride in the country. In your first sentence or two, you must grab your audience and convey your message. Otherwise, everyone will turn their radio dials. Continue reading


Filed under Consulting

Marissa Mayer Didn’t Break Glass Ceiling

Marissa Mayer was named CEO of Yahoo. That’s exciting news. There are only a handful of female CEOs leading Fortune 500 companies today. The chatter in and outside the business world is not only that a woman was hired, but that they hired a young woman (she’s 37 and curiously, there has been little mention of the age of the “kids” who lead other technology firms—think Facebook) and a pregnant woman to boot. And why wouldn’t they hire Marissa Mayer? She’s bright, highly educated, successful, and was a superstar at Google.

But before you start thinking that the glass ceiling is finally broken, we also now learn that woman are lagging far behind men in getting new jobs in this so called post recession period. Since June 2009, men have landed 80% of the 2.6 million net jobs created in the U.S., including 61% this last year. The juxtaposition of these two headlines, Mayer’s hiring while women in general fall behind, gives us pause.

Marissa Mayer’s hiring is reason to celebrate. It is a significant personal and professional accomplishment for her and a major step for professional women. But the unevenness of our economic recovery points to the fact that a lot more work needs to be done before we can actually reach economic parity.

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Filed under Economy, Leadership

Recruitment: Eleven Strategies to New Employment

(This article was written by Rick Dacri and was originally published in York County Coast Star, May 17, 2012 edition)

Finding a job in this economy is tough, but not impossible. While the media reports about high unemployment and the chronically unemployed and underemployed, companies are still hiring and individuals are getting jobs. There is no magic in the job search process, nor is there an easy route. It requires lots of work, a full time effort, and a bit of luck. By employing these eleven strategies, your job search should be shorter, more productive, and rewarding.

  1. Develop a compelling resume: Resumes must highlight your accomplishments. Having a chronology of jobs and tasks doesn’t make it. Employers hire based on what you can do for them and what you can get done. Employers are always thinking, “What can you do for me?” So everything you do in the search process, including writing a resume, must focus on answering that one simple question.
  2. Develop an online presence: Simply having a Facebook page will not get you the job.  In fact, it could destroy the chances of landing the job if you have photos of “getting wasted” and shocking posts on your wall. So clean it up fast. Most recruiters are turning to LinkedIn to find candidates, so make it easy for them to find you. Develop a powerful profile; join LinkedIn groups and participate in the discussions; link to companies that interest you and connect with their employees and executives. The best jobs are often obtained when recruiters find you rather than the other way around.
  3. Network smartly: Before you get frightened by the image of standing alone in the back of a business after hours networking event and thinking this is how to find a job, forget it. Networking often means talking to people you already know. Ask family members, friends, college professors, and people in the community for job leads. This is an excellent way to land a job. And if they don’t have a job lead, ask them to refer you to someone who might.
  4. Identify organizations that interest you: If, for example, you want to find a job in marketing, identify marketing companies or companies that hire marketing professionals. You can easily do this through an Internet search. Once you’ve identified them, learn everything you can about these organizations. Use your LinkedIn connections to try to find the decision maker to contact—and don’t worry about whether they have open positions or not. Talk with them, show them your resume, and ask if they hire people who do what you do. Targeted job search is a very effective way to land a job.
  5. Join professional associations: Target industry specific groups, i.e. marketing associations. Talk to the leadership. Volunteer to help. Be active. Let people know you’re looking.
  6. Practice interviewing: Interviewing does not come naturally. You must be prepared. Develop likely questions and practice responding with a coach or friend. Practice speaking out loud. Videotape it to see what you look and sound like. Remember, everything you do in the job search is practice for the interview. Great interviewers get jobs.
  7. Do your homework: Before you interview, thoroughly research the company and the people who will be interviewing you. Never walk in the door unprepared. Weave into the interview information you have obtained. Show how you can help. Be a solution to their problems.
  8. Take control: The hardest part of the job search is having no control. Employers dictate what happens and when. There are, however, things you can do to reverse this. For instance, never leave an interview without knowing what happens next. Don’t accept “we’ll get back to you.” Ask when, and if “it is OK to call next Wednesday at 10AM” as an example. Interviewers rarely say no.
  9. Do the extras: Follow up each interview with a thank you note. Rarely do candidates ever do this. During the interview, ask for a tour of the facility. It shows interest and it will provide you valuable insights about the operation and culture. It will also get you the opportunity to talk informally with the decision maker—always a good thing. Offer to demonstrate what you can do, whether it’s analyzing a report, troubleshooting a machine or writing a press release.

10. Show passion: Getting a job is all about attitude. Demonstrate enthusiasm, an excitement about the job and company, and a strong desire and willingness to do whatever it takes to land the job. Believe in your self. A positive approach trumps all the experience in the world.

11. Take care of yourself: Job search is grueling. It is a series of rejections followed by a single “yes.” Focus on your physical and mental health. Eat right, exercise, and get out of the house. Surround yourself with positive people. No “woe is me” allowed.

A reality of the modern economy is that you will be looking for a job several times during your career, so you might as well get good at it. Unfortunately, it is rarely fun. However, employing these strategies should make it easier. Put together your plan, work it smartly and tirelessly, and you’ll land your next job sooner.

Employers: what advice do you have?

Job Seekers: What’s working for you?

Provide your comments below.


Rick Dacri

Dacri & Associates, LLC


Filed under Job Search

Recruiting With LinkedIn

Social media makes recruiting a whole lot easier and better. Using LinkedIn to review an individual’s profiles provide you an easy to find, fast, low cost alternative to wading through resumes. In fact, LinkedIn is often the first place I look when recruiting executives, managers and engineers for my clients.

Here are two simple ways to identify quality candidates:

  1. LinkedIn has a search tool that allows you to view individual profiles. You can search by name or company. In a recent search for a public power executive, I identified companies that were likely to have the type of candidate ideal for this position. When I entered the company name in the search box, it provided me a list of individuals and their profiles. I was able to scroll through them, identifying potential candidates by title. I was able to contact them directly to determine their interest in the job. Interested individuals sent me their resumes and those not interested often made referrals of others to me.
  2. You can also join LinkedIn Groups. Groups are made up of individuals from certain industries, schools, geography, etc. I belong to several industry groups and contribute frequently to their online discussions. Through this process, I get to network with their members. While doing this search, I both posted the open position (there’s a job board) and networked with individuals who were able to make good quality referrals.

While LinkedIn is a valuable tool to source candidates, it is also a great mechanism to help you assess candidates.  Profiles provide information about an individual not normally found in a resume. A well developed profile will often include recommendations, membership in groups (I like to see if and what they contribute), number of connections, books they’ve read, and more.


LinkedIn is a powerful tool. While it should never be used as your sole source for candidates, it must be included inyour recruitment arsenal.

Let me know if you’re using LinkedIn and what your experience has been.

And if you need help getting started, give me a call.

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Filed under careers, Job Search, Management