Could you answer a question about the title of your autobiography? What about one about the five items you would take with you into the wilderness? Today’s interviewer is going to ask unique questions to get interesting answers for you. While you will have no problem memorizing your facts, about your employment history and your skills, answering these non-traditional interview questions can be a bit more challenging. The last thing you want to do, though, is to stumble over your answers.

How Can You Prepare for the Unexpected?

You have always been taught to be ready for the questions the interviewer is going to ask. However, these unexpected questions are going to throw you off for sure. It can be hard to prepare for such types of questions, but the following guidelines can offer some direction.

• Be honest. Answer in an honest way so that you do not find yourself stumbling over your answers. The question is often one to bring out the best in you. For example, the interviewer wants to see how you react to the unexpected. Answer it honestly and you will not go wrong.

• Don’t try to guess what the meaning is. In a question like this, about your autobiography, there is no right or wrong answer. The key is to answer the in a way that benefits you and does not try to trap, mislead or even impress the interviewer.

• Answer these non-traditional interview questions in a positive manner. Rather than discussing anything negative, be positive in your answer. Rather than answer a question with a “poor me” attitude, answer it in a very positive, uplifting way. That way, your interviewer gets to see your positive attitude come into play.

• Avoid answering the question with more questions. “What do you mean” does not help you to improve your chances of getting hired. Answer the question the best you can.

• Take it slow. Rather than rushing into an answer, take a few seconds to gather your thoughts. The only way for you to answer in an intelligent manner is to do so by thinking first.

What if you do not know what the answer is? It is quite possible that you simply will not know what to say. Be honest about this, too. You may answer the question above that you haven’t defined your long term goals yet. You can also mention that you are unsure of the answer to the question because you have not thought about it.

Most importantly, do not allow yourself to feel that you have failed the interview because of the questions asked. Even if you do not think you are giving a good answer, chances are good that other applicants struggled with it too. The best way to present yourself is in an open and honest manner. Do not try to hide anything and keep the eye contact you have with your interviewer, smile and be pleasant and positive. All of this will benefit you in the long term. You may not be able to answer all of those questions perfectly, but many times, there is no right or wrong answer anyway.

The traditional method of finding talent is to post an opening and receive a flood of resumes. Hiring authorities would then go through the process of weeding through resumes to see the best fit. Through the interviewing process, the right candidate would then be selected. This traditional method is time consuming and often takes managers away from regular job duties.

The use of the internet is changing the way potential employees can be screened. Over 30,000 searches through Google are conducted each second. Employers are increasingly becoming aware of the amount of information that can be found through the internet. Everyone has an online presence that reveals much about who they are. Social media can be a tool to help find the right candidate.

Richard Bolles, the author of What Color Is Your Parachute mentioned in a recent AOL article, that “Google is the new resume. 82 percent of people use the internet and social media outlets.” It is now possible to create your own personal website with resume for potential employers. Interested parties can put a name in a search engine and see what their accomplishments and interests are. Instead of a faceless piece of paper like the resume, the internet can paint a clearer more informative picture.

Two sites have really enhanced the use of social media as a  screening tool. Twitter is a site where people communicate with 140 characters or less. People set up an account with followers and who they follow. Over 20 million users are this site. People follow others based on their interests and experiences.  Employers can tell much about someone through their followers and what they communicate or “tweet”. Content from comments, discussions and interactions can reflect on a person.

Linkedin is another site that is changing the way employers find talent. This is a business oriented website with over 100 million users. It provides a profile where skills and accomplishments are listed. Present and previous employers are listed. Participants can also link with other users, often people in the same professional area. This is helpful for networking purposes. Searches can be conducted by name or business fields. People often used Linkedin to find employment prospects.

One issue regarding the use of social media is how accurate a portrayal it represents. Many people use these sites not thinking potential employers can use them. There is potential liability in using sites to choose candidates. Users often feel there is a sense of privacy in what they express online. Many do not realize that what they say is out there to be viewed. Some sites such as Facebook do have  privacy settings that can be adjusted. Employers should use care that the ultimate decision for hiring someone is based on the ability to do the job.

Looking for ways to improve your job search, while utilizing the great tools that social media have to offer? Consider becoming part of the Suburban Group for great part time and full time temp and perm jobs.

Effective communication is an essential skill in today’s business world, including written communications. Important decisions that involve time and resources depend on it. The way a person communicates also reflects on that individual and the organization they work for.  For these reasons companies seek to hire individuals with good communication skills.

For many job applicants, spelling errors in applications, cover letters, and resumes will diminish their ability to find work. Hiring managers generally receive multiple applications for one job opening. Initial screenings of resumes will only be a few seconds. Some companies also use screening software on resumes. One key element they are looking for is spelling and punctuation errors.

When a large number of applications are received, the employer takes steps to weed out those they feel do not qualify. They are trying to find a smaller more manageable amount of applicants to work with. Many employers simply do not have the desire to work on time consuming hiring activities. One of the things they look for are spelling and grammar errors. Business correspondence and reports are expected to be without mistakes.  If the applicant cannot present a resume that is error free, why would a company want to hire them?

It is important to find the right way to describe or express yourself to gain the attention of a potential employer in a resume and cover letter.  It is just as important to present these materials without mistakes. The resume is considered by many employers to be a professional document. One small error can disqualify even the most qualified applicant. It is simply expected that applicants can present themselves with even the most basic spelling and grammar skills. Mistakes may also indicate the applicant does not take the time and effort to review their work.

There are some easy ways to avoid spelling and grammar errors in application materials.

First, after running your document through the free spell checker, print out the draft of the resume and letter. Read it carefully for any errors. Have a friend re-read your resume if you are not strong in this area. Note any errors with a pen of a different color to note the mistakes. Make sure that formatting is consistent throughout the document.

After making revisions, read the resume again. Read it backwards to help notice every word. Have other people read materials. Having others review can help reveal mistakes you may not have noticed. It can also help give a different perspective on how certain statements can be expressed.

There are pieces of information that need to be correct. Dates of employment and education need to be accurate. Contact information needs to be correct. Errors in this will mean employers will not be able to contact you. Pay attention to names and titles of company representatives you are contacting.

Want to find support for your job search, and access to great part time and full time jobs? Check with the experts at The Suburban Group today!

Photo Credit : aopsan / FreeDigitalPhotos.net

The rejection letter is correspondence notifying a candidate that they were not selected for a position, generally following the application or interview process. Sending this type of letter may not be pleasant for the employer or the applicant, but it is beneficial for both parties. However, there are some important considerations when writing candidate rejection letters.

Some employers may feel they do not have the time or resources to write rejection letters to each applicant. However, they should note that the applicant took the time an effort to apply. The rejection letter can help the applicant know they did not get the job so they can concentrate their job search with other employers.  It shows respect to the applicant and is good for the reputation of the organization. It also helps organize recruitment activities.

Rejection letters can be accomplished by mail or email. It is a professional business letter, so it should be written as such. The rejection letter should be typed and not handwritten. Letters do look more professional if they are signed by a representative. Company letterhead should be used.

Candidates should be addressed by name. Letters should be personalized and not look like they are generic documents or form letters, sent out in a mass mailing. The statement of rejection should be to the point in the beginning of the letter.

Candidates should be thanked for applying for the position. The position should be clarified in the letter. Emphasize that you appreciate their interest with the company. Include a statement that their qualifications and experience were carefully considered.

The reason for the rejection should be given in a straightforward manner. It is not necessary to be specific about the reason for each candidate. Statements such as “moving forward with other candidates whose background is a better fit” are sufficient.

Consider the best time to send a rejection letter based on your department needs. Some employers may send letters out when they decide to move on to another round of hiring. Others may decide to wait until a position is filled to mail out rejection letters.

Company policy on applications should be mentioned. Some employers keep resumes on file for a standard amount of time, like six months or a year. Some may also notify of future vacancies applicants qualify for. Mention this in a rejection letter. If there is no policy, keep it out of the letter.

Letters should be closed with well wishes to the applicant. Phrases like “good luck in future endeavors and job search activities” should be mentioned. Closings should be to the point and courteous.

Issuing rejection letters can be good business practice for employers. It gives closure to the company and the applicant. Professional letters establish a good status and can help with qualified applicants applying for future openings. Besides, it’s just plain courteous.

Want more tips for handling candidate interviews and writing rejection letters, and to find quality candidates? Please visit The Suburban Group today!

Do you sometimes dream of having subordinates who love you – honest to goodness employees who actually like working for you? The need for happy workers who actually love to come to work every day has somewhat become a lost value in many workplaces today. Very few organizations place emphasis on this key success element nowadays, which widens the gap between employees and management. The problem with corporate environments like this is that it very often leads to low productivity, high employee turnover and little chance of creative inspiration.

So, how do you break the cycle of negativity and create a workplace where employees both love to work for you and have more loyalty? Here are some steps to start using now!

Start a New Image for Upper Management

It’s a general idea at most companies that the employees at the bottom of the corporate ladder are just “worker bees” when compared to executive level employees. Those who exist at the bottom level don’t think they are valued much. What makes this worse is that the upper management may be engaged in social activities like golf games, carousing in restaurants and traveling away from the office frequently, leaving lower level employees to handle the difficult tasks. All of this can lead to general discontent.

You can change this image by asking your upper management to be more involved in the daily efforts of your company. Let your supervisors get their hands dirty too. Give them responsibilities, which include mentoring others, holding meetings and talking with employees on their level. This alone can help to increase employee morale and improve the attitude towards work.

Promote Employees from Within

One of the biggest concerns that employees have today is wondering if they have any true job security. This fear can cause even the best employees to continually look for better opportunities with competing companies. Add to that the irritation of new people coming in to train and you have a recipe for disaster.

Instead of only recruiting outside candidates, why not offer a succession-planning program, which focuses on promoting from within? Give your top performers a chance to grow in their careers and take on new responsibilities. This will give them something to look forward to, which will give employees a reason to keep coming to work every day.

Give Your Employees Respect

This may sound a little strange, but when is the last time you actually demonstrated respect to your subordinates? There’s a good chance that every single employee in your office has unique skills, abilities and dedication that they bring to the job. This is something that your company and your clients benefit from, so never take this for granted.

If you want your employees to love you, then you have to show them some love too. Start by finding out more about your staff, such as their interests and personal lives. Talk with department supervisors about their rising stars in addition to any issues that may exist. Provide additional training and mentoring opportunities to employees. When people know that they are valued at work, they are happier and less likely to quit.

Recognize Your Employees..Regularly

One of the most powerful tools you can use to increase employee happiness and loyalty is a well-planned employee recognition program. Use consistent rewards and provide positive feedback to employees who demonstrate a love for their jobs. Verbally praise those who go above and beyond the call of duty, and make sure to bring this to the attention of peers. Employees who feel loved at work will very often do their best to show that love back in the form of hard work and completed projects.

Want to learn the secrets of a better workplace, greater productivity and happier employees? Come back often for helpful tips and ideas right here!

You applied for a better job within the same organization you currently work with, and now have to prepare for an interview? First of all, congratulations! Getting the interview is a positive step! Now take a deep breath and start preparing. It’s not uncommon for an internal interview to be more stressful than other types of interviews. After all, these people already know you, and putting your best foot forward is vital.

Prepare a Portfolio

You want to make yourself stand out from other candidates as much as you can. The best way to do this and cut through the competition is through self-promotion.  Your portfolio gives you an opportunity to brag about what you’ve done to help the company succeed. Include information on any policies that you helped implement, times you’ve increased sales revenue for the company, how you’ve improved customer satisfaction and your individual problem solving skills. If you remind your boss why you were hired to begin with, and show them how much of an asset you’ve been, you’ll be a mile ahead of the competition.

Research, Research, Research

It’s always a good idea to research any job you’re applying for. Don’t assume that just because you already hold a position with the company that you should skip this step. This is a vital mistake that many people make, which can put your career at risk. If you’re hoping to move to another department you want to research that entire department. Find out what their vital functions are, why they are necessary for success, and more importantly, what you can bring to that department. The more prepared you are with specific information about the new job the better you’ll look.

Dress the Part- For a Week

Most people already know the importance of dressing up for an interview. However, for an internal position you want to make sure you’re noticed in a good way prior to the interview as well. There’s an old trick in the business world that actually does work, and this tip plays on that. If you dress the part you’re putting yourself in the mindset you need to get that position. If your normal attire is jeans and a button down shirt, consider opting for slacks and a tie for at least a week leading up to the interview. This not only makes you more comfortable in this attire, it helps influence the decision makers before you even walk in the door. You’ll be seen as a true professional. Just don’t go overboard.

Review Company Policies and Mission Statements

It’s easy to work for a company and never learn the mission statement. If you really want to impress your boss you’ll find a way to throw the mission statement into the interview conversation. This will show them that you take the company and their mission seriously. Also be sure to review company policies. A lot of the interview process will be about how well you understand the company as it is. This also helps you spot any trick questions that may be thrown your way.

Choose References Wisely

If you are looking to make a lateral move and don’t want your direct supervisor to know, then you need to be creative with the references. Ask for references from those above your supervisor. Ask for references from others in the department you’re applying for that may have a good understanding of your work ethic. Just because it’s an internal interview doesn’t mean you can forget about references. You still need them for internal interviews.

Want more tips for preparing for that important interview…or looking for a great new job? Visit The Suburban Group’s candidate portal today for access to helpful resources!

Today’s recruiters are overwhelmed with candidate resumes from tens of thousands of job seekers out there on the market. Additionally, there are many more candidates vying for remote work opportunities, which make it difficult and costly to set up face-to-face interviews. To improve efficiency, many hiring managers are resorting to initial telephone screens to focus on the highest quality candidates. That means candidates must be able to adapt by being prepared for phone screens in order to stay in the hiring pile. Here’s helpful advice on how to prepare for the big call.

Schedule the phone screen. Instead of an impromptu telephone call with a recruiter, ask to be scheduled for a call at a time when you can give your 100% focus. Most hiring professionals will be happy to do this, unless they need to hire someone on the spot. Choose a spot that is noise-free and avoid any distractions during the time the call will take place. If you have children or noisy pets, get a babysitter and head for a quieter environment.

Ask for a full job description. One of the biggest mistakes that job seekers make is forgetting that the job advertisement is limited in what it explains about the actual job. Never assume you know everything about the expectations of this role. You may be way off target and answer the screening question incorrectly. Ask the recruiter to email you an actual job description so you can have a copy of it to refer to.

Do your research. One of the things that the recruiter is going to be listening for during the phone screen is how well you’ll fit into the corporate environment if offered a job. Use the time before the phone interview to research the company website and any reviews about the company, including information about the industry. When you are on the phone with the interviewer, knowing some facts about the company will help you outshine other candidates.

Communicate well. When in a phone interview, you wont have the advantage of eye contact or other forms of body language to make a good impression. Therefore, you will need to convey intelligence and friendliness through your speech alone. Practice a little pre-interview talking by recording your voice on your computer. Listen for “um’s” “ahhs”, and other annoying sounds – then work on eliminating these from your speech patterns before your call.

Relax and breath. You want to sound confident so be sure to take cleansing breaths and sit up straight during the phone interview to sound better. If you get too anxious, take a moment to sip a glass of water and just remember to breath. Your brain needs oxygen to think correctly, so pay attention if you start to hold your breath during the interview. You’ll sound great and the person on the other end will have a good impression of you.

Want more interview preparation tips like these? Visit our website at The Suburban Group today and feel free to browse through our blog for more job seeker resources.

If you are looking for a new career, chances are you are also updating your resume to give it some positive attention from recruiters. While it is true that you will want to include some industry “buzzwords” to give the resume scanning software something to do, you must be careful not to date yourself with the same worn out phrases that other job seekers are adding to their resumes. To commit this mortal job search sin will only serve to turn off hiring managers. If you do use buzzwords in your resume, here is a list of the top five to avoid and why.

“Proven track record” You’re already sending in your extensive resume, so why would you bring attention to the track record you have without some actual proof of your success? By stating this, you are putting yourself on the spot with buzzwords that every person with dreams of management uses on their resume. Instead of using this buzzword, try actually providing evidence of your value through reference letters.

“Expert or guru” No matter how educated, experienced or knowledgeable you are in any subject matter, it’s impossible to actually call yourself a true expert. A so-called guru is thought of as a master in some elusive area of mysticism, not a suitable job candidate. Leave out these keywords and instead provide enough information in your detailed job descriptions.

“Problem solver” This phrase is one that’s been overused by many a job seeker. Most recruiters will want job candidates to be able to solve not only their own work problems, but be able to work in tandem with others to solve larger problems. When trying to convey this, save it for the actual job interview with clear examples of how you’ve solved a real problem.

“Team player” You’re not trying out for a sports team, are you? This buzzword has graced the resumes of everyone from waitresses to CEO’s. While it does give a nice visual of the kind of candidate you may be, it’s too worn out to be effective on a resume. Instead, go for the gusto with adjectives that describe your actual leadership and team building abilities.

“Strong work ethic” This set of buzzwords comes straight out of your parents’ era. While some companies still value old-fashioned work values, many others want candidates who possess energy and drive for a bright future. Use these words and you will only date yourself.

Need help with your job search and more tips for resume support? Contact the professionals at The Suburban Group today for more information for job seekers.

Want to hire candidates who possess great personalities and an overflowing team spirit? In order to avoid hiring any selfish jerks who think it’s all about “me”; why not use some of the tricks of the trade that only the best recruiters know? By interviewing and screening candidates carefully, it’s possible to select the best people for the job. Here are some insider secrets you ought to know for hiring the right employees for teamwork and interpersonal skills.

Interview for Behavior Traits

When conducting your interviews, it’s important to interview for behavior skills and traits to find candidates who fit in with a team environment. This can be easily accomplished by focusing in on interview questions that are not obviously touching on this topic – something “jerks” find easy to beat. Instead, try some subtle behavioral interview questions such as “Tell me about a time you had trouble with a boss, and how you overcame this issue?” or “When you have started a new job, describe how you have become part of the group at meetings, activities and on projects?” This will get the applicant thinking and the answers will provide you with valuable insight into certain interpersonal skills, or lack thereof.

Employee Personality Assessments

Another way to carefully screen all candidates for potential problems is to conduct thorough employee personality and work skill assessments before making any offers. This can be done at the time the application is processed, or during the initial interview. It’s very important that the assessment be conducted by a third-party employment assessment software or a staffing agency, so that the employee does not feel threatened and will answer as honestly as possible. Look for candidates who don’t answer every question neutrally, but watch out for those who seem to have overly strong personality types as they can spell trouble in a team setting.

Check Past Employment References

One big mistake that many hiring professionals make is to forget to check past employment histories for all candidates. Regardless of anything else you do in the initial screening process, make sure to get at least three to five professional and personal references from each candidate. Call each reference personally and ask them to answer with a simple “yes” or “no” if the candidate you are considering has successfully worked as part of a team in the past. This can be used in tandem with the standard question about eligibility for re-employment with no perceived worry on the other end.

Need help screening your candidates for upcoming team building? Contact the recruiting experts at The Suburban Group today!

The unemployment rate is published by the Bureau of Labor Statistics, a division of the US Department of Labor.  The rate is found by dividing the number of unemployed by the total civilian labor force.  On July 8, 2011, the BLS published the most recent unemployment rate for June, 2011 of 9.2% (actually it is 9.182% up .129% from 9.053% in May, 2011).  This was determined by dividing the unemployed of 14,087,000 (up from the month before by 173,000—since June, 2010 (one year ago), this number has decreased by 506,000) by the total civilian labor force of 153,421,000 (down by 272,000 from May, 2011).  Since June 2010, our total civilian labor force has decreased by 263,000 people.  On the surface, these new unemployment rates are scary, but let’s look a little deeper and consider some other numbers.
 
The unemployment rate includes all types of workers—construction workers, farmers, etc.  We recruiters, on the other hand, mainly place management, professional and related types of workers.  That unemployment rate in June was fixed at 4.7% (this rate is .3% up from last month’s 4.4%).  Or, you can look at it another way.  We usually place people who have college degrees.  That unemployment rate in June was fixed at 4.4% (this rate is .1% down from last month’s 4.5%).

Usually at this point, I talk about Milton Friedman and his famous theory of the natural rate of unemployment and I use his ‘macro’ concept to discuss a ‘micro issue’; i.e., unemployment rates among professionals and college-degreed people*, but, as with last five month’s analyses that were so well received, I want to take a different tack—I want to quickly explore this topic of ‘Unemployment’.
 
*(For more info on Milton Friedman and NAIRU, please see my BLS Analyses archives on my website: bob@themarshallplan.org.)
 
THE IMPORTANCE OF GDP
 
“The economic goal of any nation, as of any individual, is to get the greatest results with the least effort.  The whole economic progress of mankind has consisted in getting more production with the same labor…Translated into national terms, this first principle means that our real objective is to maximize production.  In doing this, full employment—that is, the absence of involuntary idleness—becomes a necessary by-product.  But production is the end, employment merely the means.  We cannot continuously have the fullest production without full employment.  But we can very easily have full employment without full production.”
 
–Economics in One Lesson, by Henry Hazlitt, Chapter X, “The Fetish of Full Employment”
 
 
IT IS IMPOSSIBLE FOR UNEMPLOYMENT EVER TO BE ZERO
 
‘Unemployment’ is an emotional ‘trigger’ word.  It conjures up negative thoughts.  But it is important to realize that, while we want everyone who wants a job to have the opportunity to work, unemployment can never be zero and, in fact, can be disruptive to an economy if it gets too close to zero.  Very low unemployment can actually hurt the economy by creating an upward pressure on wages which invariably leads to higher production costs and prices.  This can lead to inflation.  A healthy economy will always include some percentage of unemployment.  The debate is waged on what is the optimum, acceptable unemployment rate.
 
 
There are four main sources of unemployment:
 
1.  Cyclical (or demand-deficient) unemployment – This type of unemployment fluctuates with the business cycle.  It rises during a recession and falls during the subsequent recovery.  Workers who are most affected by this type of unemployment are laid off during a recession when production volumes fall and companies use lay-offs as the easiest way to reduce costs.  These workers are usually rehired, some months later, when the economy improves.
 
2.  Frictional unemployment – This comes from the normal turnover in the labor force.  This is where new workers are entering the workforce and older workers are retiring and leaving vacancies to be filled by the new workers or those re-entering the workforce.  This category includes workers who are between jobs.
 
3.  Structural unemployment – This happens when the skills possessed by the unemployed worker don’t match the requirements of the opening—whether those be in characteristics and skills or in location.  This can come from new technology or foreign competition (e.g., foreign outsourcing).  This type of unemployment usually lasts longer than frictional unemployment because retraining, and sometimes relocation, is involved.  Occasionally jobs in this category can just disappear overseas.
 
4.  Seasonal unemployment – This happens when the workforce is affected by the climate or time of year.  Construction workers and agricultural workers aren’t needed as much during the winter season because of the inclement weather.  On the other hand, retail workers experience an increase in hiring shortly before, and during, the holiday season, but can be laid off shortly thereafter.
 
 
Other factors influencing the unemployment rate:
 
1.  Length of unemployment – Some studies indicate that an important factor influencing a workers decision to accept a new job is directly related to the length of the unemployment benefit they are receiving.  There has certainly been some debate about the ninety-nine weeks (nearly two years) of unemployment benefits currently available in the US.
 
2.  Changes in GDP – Since hiring workers takes time, the improvement in the unemployment rate usually lags behind the improvement in the GDP.
 
 
WHERE RECRUITERS PLACE
 
Now back to the issue at hand, namely the recruiting, and placing, of professionals and those with college degrees.
 
If you take a look at the past few years of unemployment in the May “management, professional and related” types of worker category, you will find the following rates:
 
June 2010                            4.9%
June 2009                            5.0%
June 2008                            2.7%
June 2007                            2.3%
June 2006                            2.4%
June 2005                            2.6%
June 2004                            2.9%
June 2003                            3.5%
June 2002                            3.3%
 
Here are the rates, during those same time periods, for “college-degreed” workers:
 
June 2010                            4.4%
June 2009                            4.7%
June 2008                            2.3%
June 2007                            2.0%
June 2006                            2.1%
June 2005                            2.3%
June 2004                            2.7%
June 2003                            3.1%
June 2002                            3.0%
 
 
So, while June 2011’s rates for these two categories, of 4.7% and 4.4% respectively, are not huge when looking at the big picture, it’s not anything to be very happy about either—especially when we see how well we had it during the 2002-2008 time frame (Obama took office January 20, 2009).  But regardless, these unemployment numbers usually include a good number of job hoppers, job shoppers and rejects.  We, on the other hand, are engaged by our client companies to find those candidates who are happy, well-appreciated, making good money and currently working and we entice them to move for even better opportunities—especially where new technologies are expanding.  This will never change.  And that is why, no matter the unemployment rate, we still need to market to find the best job orders and we still need to recruit to find the best candidates.
 
This artile is reposted by permission of Bob Marhsall.  To lean more about Bob Marshall please visit http://themarshallplan.org/aboutbob