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Discernment Doctor

~ Navigating clergy career transitions

Discernment Doctor

Tag Archives: Episcopal

Skype Interviews Redux

14 Thursday Mar 2013

Posted by Discernment Doctor in Practical Advice

≈ 1 Comment

Tags

Episcopal, Interviews, search committee practices, Skype

Check out this current reflection on Skype interviews over at Episcopal Café which borrows heavily from The Rev. Dr. Victoria Weinstein aka Peace Bang of Beauty Tips for Ministers

http://www.episcopalcafe.com/lead/clergy/interviewing_by_skype.html#more

I have only experienced on Skype interview, having by and large gotten out of the looking for a new call stage of life.  My only observation is that it is a technologically one-sided process.  The interviewing committee will get an up close and personal image of the clergy person, necessitating attention to nose hairs among other things.  The clergy person, on the other hand, gets to see a large committee sitting around one camera.  They appear as dots on the interviewee’s screen. Its hard to read their body language, let alone see any stray hairs.

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Discernment Doctor Workshop

13 Wednesday Mar 2013

Posted by Discernment Doctor in Practical Advice

≈ 2 Comments

Tags

discernment, Episcopal, OTM Portfolio, workshop

The Massachusetts Episcopal Clergy Association is sponsoring a Discernment Doctor Workshop on May 1 at Trinity Church in Stoughton, MA, a suburb southwest of Boston, easily accessible from I-95 and Route 24. See the attached flyer for registration information. Clergy from outside of the Diocese of Massachusetts are welcome.

The workshop is entitled, “Preparing your Portfolio” and will delve into the mysteries of the OTM Portfolio. My question for you, good readers, is what other topics would you like to see covered in a discernment workshop that runs five hours, including lunch and coffee breaks? I cannot cover all the topics covered in this blog in that period. What parts of the discernment process would you like help with?

workshop-flyer-6.pdf

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Differences Across the Pond

27 Wednesday Feb 2013

Posted by Discernment Doctor in Uncategorized

≈ 2 Comments

Tags

clergy, deployment, discernment, Episcopal, Interim ministry

A blog follower from Great Britain recently wrote:

Your website and blogs have been a great help, given my ignorance of the transition process in the Episcopal Church. Even for a senior appointment here, it usually only takes about seven weeks from the application deadline to a decision!

Seven weeks!  A full rector search stateside lasts from twelve to eighteen months.  I wonder which process yields the better results.

I wonder how the English church fares without a lengthy interim process.  We Yanks, particularly in the most brilliant Commonwealth of Massachusetts, assume that our way is the best way.  Has anyone thought of comparing deployment systems?  How about some rigorous field testing of the elaborate interim ministry theory that has evolved over the last thirty years?

BTW, I’ll be leading a workshop on the OTM Portfolio on May 1 from 10 until 3 at Trinity Church, Stoughton, MA.   While MECA is sponsoring the workshop, I am sure they will welcome clergy from other dioceses.  More information to follow.

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Tis the gift to be simple

22 Tuesday Jan 2013

Posted by Discernment Doctor in Practical Advice

≈ 2 Comments

Tags

Episcopal, OTM Portfolio, transition ministry

I have had several conversations recently with followers of this blog from around the country that all touched on the same theme: the maddeningly complicated nature of the church’s transition ministry process.

A priest in Province 2 called to ask whether there was a simple way to determine what parish positions are actually open and receiving names.  He complained that many that are listed as receiving names on the OTM have already closed to new applications.  Did he have to go to every diocesan website to find out what was open, when?

Unfortunately, there is no simple way to track openings.  The neither the OTM nor the Transition Ministry Newsletter are kept up to date by all participating dioceses.  Some individual diocesan websites appear out of date.  In my own diocese, the DioMass.org website lists eleven openings.  Only six are listed on the OTM Portfolio.  One is listed as “receiving names” on one site and “developing self study” on the other.  (BTW, Massachusetts has five rector searches in program or resource size congregations plus a search for a new diocesan. Come join us and get a Red Sox clergy pass to boot.)

A local priest asked to get some help with her OTM Portfolio.  She can’t sort out what goes where in an eight-section document.  As the resident expert, I thought I could handily walk her through the process.  After filling out about half the form, we tried to save our work, only to get an error message indicating that a “province” did not match a “country” and that the error was highlighted in red.  After spending fifteen minutes looking for the error, we chucked the work and started from the beginning, this time saving the data every few minutes.  I can see how clergy get frustrated by the mere process of filling out the OTM form.  Much of my time leading workshops is spent answering mundane technical questions about the form.  Must it be so complicated?

Several clergy have told me that they have sent applications into positions listed as “Receiving Names” on the OTM, only to discover that the position has already been filled.  The OTM Portfolio lists ten classifications for a parish in search: Search Complete, Receiving Names, No Longer Receiving Names, Developing Profile, Beginning Search, Interim in Place, Developing Self-study, Profile Complete, Seeking Interim,  Re-opened.  The Episcopal Digital Network Job Listings cuts through that complexity by asking a simple question, When is the application due?

The Clergy Deployment Office was established by the national church in the 1970s as “a proposed reorganization of Church practices in the deployment of its professional leadership”.  See full text here.  The name of the office has been changed twice, first to the Church Deployment Office, and then to the Office of Transition Ministries.  Each name change denotes added responsibilities and added complexity for the office.  The change from “clergy” to church” represents the addition of lay leadership deployment to the office’s remit.

The change to Office of Transition Ministries reflects a larger expansion of the office’s purview.  The OTM’s 2012-2015 Strategic Plan states: “The Vision/Purpose of the Board and Office for Transition Ministry is to facilitate transitions for effective mission and transformational ministry in the Church.”  The original focus on the deployment of professional leadership has expanded to providing guidance over all elements of a transition from one pastoral leader to another – leave taking, use of interims or priests-in charge, profile development, search processes, congregational development, etc.

The original CDO was “designed to house a modern “data bank” of up-to-date personnel records of all clergy,”.  Its purpose was to help clergy who ” don’t know where to turn” when they want to move.”  This original purpose seems to be lost in the current strategic plan.  The OTM 2012-2015 Strategic Plan mentions the current iteration of the data bank, the OTM Portfolio, only once.  The OTM Portfolio is one of twenty-five bullet points in the ministry section of the document.  Are we losing focus here?

What would happen if we tried to simplify the transition process and the OTM Portfolio? I welcome your comments and will add a few of my own in a future blog.

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Are Search Committees Using the OTM System?

04 Tuesday Dec 2012

Posted by Discernment Doctor in Practical Advice, Uncategorized

≈ 4 Comments

Tags

clergy, Episcopal, OTM Portfolio, search committee practices, transition ministry

A blog follower recently wrote: I have been looking over the OTM…What a mess, how do clergy actually search for positions?  Is there a listing anywhere of positions or do you have to wade thru everything?  What is interesting is that most of the profiles that I looked at were barely completed.

That question called for a bit of statistical analysis, so I recently sat down and looked through the OTM Ministry Portfolio, specifically, the “receiving names” list of the “search community ministry portfolios” section.  The “receiving names” list in theory contains listings of searches that have completed their profile and are actively compiling an initial list of candidates. I looked at the first six pages of the list, which included fifty-eight individual portfolios.  The results were disheartening.

Seventeen portfolios were completely filled out, including compensation, work history, and narrative sections.  Twenty-two were partially filled out, but did not have enough information for the OTM matching program to match the positions with potential applicants.  The matching program within the OTM system matches openings to clergy portfolios.  The matching program compares basic compensation information and basic skills found in the narrative section. Some of the partially filled out forms lacked compensation information.  Some lacked work history or narrative sections.  Nineteen lacked any information beyond a position being open.

This quick survey indicates less than a third of searches using the OTM system for anything beyond a positions open bulletin board.  It does not show how many searches are not using the OTM system at all.  Nor does it show how many clergy have completely filled out their portfolios.  My suspicion is that clergy completion rates are still fairly low, as clergy tend not to fill out these forms unless they are in active search.

Shouldn’t we be concerned that a program introduced two years ago has such low utilization rates?  I’d suggest a couple of changes in direction to increase utilization rates.  1.  Vastly simplify the program, understanding that end users seem to want a jobs bulletin board, rather than a computer matching program.  2.  Sponsor field training around the country to teach clergy and search consultants how to use the program to its fullest.

In the meantime, how should clergy search for positions?

  1. Fill out the OTM profile to the best of your ability, particularly the entire narrative essay question section.
  2. Use the “search community ministry portfolios” section as one of several jobs bulletin boards to identify where openings are.  The left side of this blog has a comprehensive selection of national, regional, and diocesan jobs listings.
  3. Work with your diocesan transition ministry officer.  Their networks with other TMOs are one of the more effective ways of getting your named placed in front of a search committee.
  4. Feel free to apply for an open position to the diocesan TMO or a search committee (depending on diocesan policy).
  5. Do not wait for search committee to call you. This is an increasingly rare occurrence.
  6. Network by being engaged in the life of your diocese and by attending continuing education programs where you can meet clergy and laity from around the country.
  7. Help your brother and sister clergy.  Let them know about the helpful information on this blog.  Urge your local clergy associations to work toward making the transition ministry system work better.

I would love to hear how you are experiencing the TMO system.  Has it helped you in your vocational discernment and searches?  If so, what components help?  What would you suggest for improving the system?

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Chocolate and discernment

16 Friday Nov 2012

Posted by Discernment Doctor in Practical Advice

≈ Leave a comment

Tags

career counseling, clergy, discernment, Episcopal

I am blogging from the annual meeting of the Colonial Chocolate Society in Williamsburg this week.  As much as some of us believe that chocolate should be another sacrament that is not why I am here.  This is one of the fun events I attend as the overseer of an historic site.  Several colonial members of Old North were in the chocolate business and we are expanding our interpretive program on the topic.

The conference, sponsored by Mars Chocolate, is focused on brand marketing this year.  One of our speakers, from the advertising giant, BBDO, asserted that marketing had three basic goals.  What she said about historic sites and chocolate, applies well to our marketing task in the discernment process.  What then are the three goals of presenting ourselves to search committees according to this speaker?

  1. Get noticed – We need to stand out among the many candidates for a specific opening.  What is the unique blend of skills and values that makes us stand out among all candidates?  For example, M&M’s are colorful, fun chocolates.  Ms. Brown and Ms. Red are the cartoon characters that reinforce colorful and fun.  What makes you special?  How can you communicate that quickly?
  2. Be remembered – We need to make an emotional connection with search committees.  The intellectual connection, i.e. these are my skills and successes, will only get us so far.  Ultimately, the decision to call a specific priest is emotional (and often irrational in the best sense).  Search committee members are asking, do I want the next number of years of my spiritual journey with this person?
  3. Be understood – We need to communicate a sense of purpose and a sense of personality.  Search committees want to know what makes us tick.  Another speaker asserted that understanding is a two-way form of communication.  Her example was a dinner table companion who spent the evening talking about themselves.  At the end of such a one-way conversation, the listener is reduced to saying “uh huh” and “yes” while their mind has gone someplace else.  True understanding requires dialog, which is often hard for us as candidates to remember when in an interview.

The other point the marketing experts made several times was the importance of stories for conveying meaning.  Stories are easier for our minds to capture and retain than, for example, lists of facts.  Try this biblical exercise: remember these two biblical passages: the Beatitudes and the Parable of the Prodigal Son.  Which image is clearer and more expansive in your mind?  Can you cite all the Beatitudes from memory?  Do they evoke emotion?  Can you envision the characters in the Parable of the Prodigal Son?  Do they evoke an emotional response?

What are the stories that will help you get noticed, be remembered and be understood?  Are those the stories you tell in your essays and interviews?

Chocolate is a food that evokes a strong emotional response, which is why historic sites are including chocolate stories in their educational programs.  Given its power, I wonder if we could find the stories to justify making chocolate into a sacracment?

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Discernment Doctor Workshop

09 Tuesday Oct 2012

Posted by Discernment Doctor in Uncategorized

≈ Leave a comment

Tags

discernment, Episcopal, OTM Portfolio, workshop

Dear readers,

Sorry to be away from the blog for a while, but we have been dealing with a terribly sad and unnecessary tragedy at Old North in the last few weeks that led to the untimely death of one of my colleagues.  I cannot comment publicly on the situation other than to say do not believe what you read in the press.   I can also commend my congregation as a wonderful, caring group of Episcopalians who are pastoring to each other and to me in the kindest and most creative ways imaginable.

The Massachusetts Episcopal Clergy Association is sponsoring a day long workshop, featuring your truly, at Christ Church, Plymouth, MA, on Thursday, December 13 from 9:00 until 3:00.   The workshop is entitled, “Preparing your Portfolio; a workshop to help you navigate your way through the “new” discernment process”  The fee, including lunch, is $25.  I am sure clergy from other dioceses will be welcome.  For more information contact: the Rev. Robert Hensley, Grace Episcopal Church, P.O. Box 1197, Vineyard Haven, MA 02568.

I am available, from time to time, to lead workshops like this for travel expenses and a small honorarium.  If you would like to bring me to your diocese or seminary, please e-mail me at: stephentayres@gmail.com.

I am trying to find the time to write a blog in honor of the Red Sox by asking the question, “If you were to blow up the discernment process and start afresh, what parts would you trade to Los Angeles, what parts would you keep, and what new players would your seek?”  Your comments are welcome.

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Transition and Discernment Issues at General Convention

20 Monday Aug 2012

Posted by Discernment Doctor in Uncategorized

≈ 1 Comment

Tags

deployment, discernment, Episcopal, General Convention, transition ministry

Confession:  With all due respect to the great state of Indiana, I’d go to Indianapolis in July only if I wanted a foretaste of my possible eternal reward for being too snarky about the church’s most holy transition ministry system.  The following comments are based solely on my reading of published documents.  I was not there and have no inside information.

I only see three GC resolutions that have a direct bearing on the transition ministry system.  All three, A143, A144, and DO31, call for greater affirmative actions efforts on behalf of women and other minorities.  Clearly, the church perceives an ongoing problem.  The question is, will these particular resolutions help address our affirmative action challenges, and if not, what other policies might we try to implement?

I’ve worked on affirmative actions solutions for more than twenty years in Massachusetts.  In the early 1990s, I authored a diocesan convention resolution calling for the appointment of women and minorities as interims and priests-in-charge.  Once the resolution passed, I pressured the then reluctant bishop to enforce the resolution.  The policy is still in place and fairly effective.  About ten years ago, I served on a task force to update our diocesan deployment policy manual.  A convention resolution had called for the task force to beef up the affirmative action component.  We ended up writing sixty page bureaucratic search committee manual, which I am sure most search committee glance at briefly.  I doubt we had much impact on affirmative action.

A143 calls for the national church through the Office of Transition Ministries, the Office of Pastoral Development, and the Committee on the Status of Women to develop a “Search Tool Kit” with two purposes.  The first would be to give helpful information about the search process to women applicants.  The second would be to give information to search committees about the nature and impact of discriminatory hiring practices.

IMHO, Discernment Doctor comes close to fulfilling the first purpose of the proposed search tool kit.  Useful information about resume writing, OTM writing, interview preparation, etc., can all be found on this blog.  I would be happy to post an article or two that addresses discernment specifically from women’s and or minority points of view.  Send me your contributions and comments.

From my experience in Massachusetts, giving search committees reading material on affirmative action has little impact on their behavior.  Rather than relying on written material, DioMass policy is to monitor the search process and intervene if the list of candidates is not sufficiently diverse: The Diocesan Office will engage in conversation with the Search Committee throughout the process and reserves the right to add names if the slate does not reflect the Diocesan commitment to diversity.

A144 focuses on Episcopal offices and calls on the Office of Pastoral Development to monitor the ratio of female and minority candidates to white, male candidates in Episcopal nominations and elections, make recommendations on how to improve the ratio, and advise bishop search committees about affirmative action practices.  The explanation notes that while the number of female finalists has been steadily rising, the number actually elected to the episcopate still falls far short of where we could be.

Research is helpful, but I would expand the scope of this survey far beyond the activities in episcopal elections.  What systems do we have in place to mentor younger female and minority clergy so they grow into good candidates for the episcopate?

DO31 calls on bishops to require search committees and vestries to attend an affirmative action workshop as part of the discernment process.

Could we build those workshops around case studies of parishes/dioceses that have experienced female or minority leadership as a blessing?  I have been to far too many church workshops that focus on what is bad about racism, sexism, gender bias, etc. but fail to give my leadership team positive images about the blessings of operating in a non-sexist, non racist fashion.  My gut sense is search committees, vestries, and electing conventions make traditional decisions because we are “playing it safe” in these challenging times.  Telling us that is wrong is not as likely to change our behavior as giving us successful case studies of women or minority clergy in leadership positions.

The next General Convention could see more resolutions impacting transition ministry as the church restructures herself for the 21st century (one can always hope.)  My hope is that transition ministry will be treated as piece of a larger human resource management system that is focused on recruiting and sustaining the best team of clergy to serve the church.  Such a system would include ordination, seminary (or other) education, mentoring, transition/discernment, clergy health, insurance, pensions, etc.   To my knowledge, the last time General Convention took a comprehensive look at transition ministry was back in the early 1970s, when the Clergy Deployment Office was first established.  Lets get a conversation going.

 

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OTM 2.0

06 Monday Aug 2012

Posted by Discernment Doctor in Practical Advice

≈ Leave a comment

Tags

career counseling, clergy, Episcopal, OTM Portfolio

In late June, clergy should have received the following correspondence from the Office for Transition Ministry:

Version 2.0 of the OTM Portfolio will roll out the first week of July with many upgrades including requests from users, a newly enhanced search functionality, and three new Narrative questions.  Logging in to your account at www.otmportfolio.org will lead you to find:

  • The ability to add a new degree in education or position in work history with ease
  • The opportunity to review many of your recent Ministry Portfolio revisions and revert to any one of them yourself
  • An option to view a list of positions identified as ‘Currently Receiving Names’ on the home page of the website before even logging in
  • The ability to identify a worshipping community and search the database for ‘More Like This’
  • The ability to now create and organize lists of your search results
  • The opportunity to refine your gifts & skills according to the help text provided

Upon deployment of Version 2.0 you may want to log-in and answer the three new Narrative questions:

  • What is your personal practice of stewardship and how do you utilize it to influence your ministry in your worshipping community?
  • What is your experience of conflict involving the church? And what is your experience in addressing it?
  • What is your experience leading/addressing change in the church? When has it gone well? When has it gone poorly? And what did you learn?

The Board and Office for Transition Ministry want to make the experience of engaging with the Ministry Portfolio both smooth and satisfying. We are also striving to use this tool to elicit and communicate to the wider Episcopal Church the profound gifts and talents, and calls to ministry of our worshipping communities, clergy and lay leaders. Please know that you are invited to communicate directly with us about your experience with the Ministry Portfolio or ideas for future enhancements at: support@otmportfolio.org.

How do these changes impact clergy using the OTM Portfolio?  Here is a review of each of the changes outlined above.  The most significant change is the addition of three new narrative questions.  Clergy should fill those out asap.  Other changes don’t work as promised or may have unintended consequences.

The ability to add a new degree in education or position in work history with ease

There are new orange buttons on the Education/Continuing Education and Work History pages that make adding new information much easier.

The opportunity to review many of your recent Ministry Portfolio revisions and revert to any one of them yourself

There is a third tab at the top of the Update My Portfolio page entitled “Revisions” that brings up the history of all changes made to your OTM Portfolio.

The “Revisions” tab also appears on top of parish Community Portfolio pages, enabling clergy to view the editing process of parish profiles.  I am not sure that this is intentional, and I hope that search committees or DTMs cannot view the editing history of clergy profiles.

An option to view a list of positions identified as ‘Currently Receiving Names’ on the home page of the website before even logging in

This list is in “pdf” form and is not updated daily, so it is not very useful.  Clergy should continue to log in and go to the “Search Community Ministry Portfolios” section for up to date information.

The ability to identify a worshipping community and search the database for ‘More Like This’

This feature does not work.  On the Search Results page under each parish listing is an orange line “Show More Results Like This”.   A sample I clicked on for a rural Southern parish offering a salary of $65,000 with an asa of 100 yielded a list including parishes offering salaries from $15,000 to $140,000 from small rural to major urban settings.  Many of the parishes in the list were not currently searching for rectors.

The ability to now create and organize lists of your search results

When perusing the Search Results page, you can create a list of Community Portfolios for further investigation by clicking on “Add to list”.  You also have the option of creating multiple lists of you own definition.

The opportunity to refine your gifts & skills according to the help text provided

This refers to the boxes entitled “Primary Gifts/Skills Engaged:” found on the Work History & Skills page.  This feature does not work.  The text below the box instructs clergy to “Enter no more than four descriptions made up of one or two-words each.”  When I began typing a skill into the box, a list of supposedly similar skills used on parish portfolios popped up.  The words were not that similar, the phrases were longer than two words, and did not fit into the pop-up box.  Clergy should ignore the pop-up box for now and just enter four one or two word skills.

The “Primary Gifts/Skills Engaged:” box is designed to be compared to a similar list of desired skills on parish portfolios.  Given the problems with this feature, clergy and parish search committees cannot rely on the OTM system to generate meaningful matches.

Upon deployment of Version 2.0 you may want to log-in and answer the three new Narrative questions:

The Narrative section of the OTM Portfolio is probably the most popular and successful feature on the system. Search committees expect clergy to answer all the questions.  The three new questions were added to cover areas not covered in the original set of questions: stewardship, conflict management, and change.

One of the basic principles of Appreciative Inquiry is that questions shape our social construction of reality.  Are we asking the right questions to shape a better future for the church?  For example, by looking for conflict resolution skills, are we anticipating that conflict management will continue to be a central occupation of the church?  If that is the case, how are we ever going to reverse current declines?  Perhaps I’ll blog further on this topic and welcome your thoughts.

In sum, I hope that the TMO staff can quickly correct the problems noted above and wonder why OTM 2.0 was released without anyone detecting these issues.

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Tips for Skype Interviews

18 Monday Jun 2012

Posted by Discernment Doctor in Practical Advice

≈ 2 Comments

Tags

Episcopal, Interviews, Skype

Many, if not most search committees now employ Skype interviews in their screening process.  Skype interviews have replaced phone interviews and often replace site visits to the candidates current congregation.  Skype technology offers a good approximation of a face to face interview without the cost of travel for a candidate or a search committee delegation.

Skype interviews have become ubiquitous in the secular world and a number of major publications and websites have published useful tips.  Several of the best are listed below my summary of the most useful suggestions.

I have very limited personal experience to draw on, having participated in only one Skype interview.  In that interview I discovered that it is very difficult for a candidate to read the body language of search committee members.  When you spread a full search committee in a semicircle around one video camera, each member appears quite small on the candidate’s computer screen, making it very difficult for a candidate to read and respond to the body language of search committee members.  The candidate, on the other hand, will appear as a head and shoulders shot on the search committee’s computer screen, where his/her facial expressions and hand gesture can be more easily read.  This phenomena makes non-verbal communication rather one sided.  I’d prefer to have a one to one conversation with a single search committee member that other search committee members could view.

According to the Skype tips links below, technical preparation is key.

  • Make sure you computer connection is glitch free – hardwire is better than Wifi.
  • Choose a good background for the camera shot – somewhere between too cluttered and a blank white wall.
  • Check the lighting beforehand – you may want to add some lamps off camera to light your face, without shadows.
  • Dress well in monochrome colors – black clergy shirts are fine, patterns are bad.
  • Buy or borrow a higher quality video camera than the little one on the top of your laptop.
  • Place the camera in front of the screen so you are looking into the camera while you are looking at the screen.  Looking into the camera is the most important single tip.
  • Place the camera and computer at eye level.
  • Choose a location with no distractions – no other people, barking dogs, or background noise.
  • I’m not sure about the makeup recommendations – that seems overkill to me.

http://www.forbes.com/sites/deborahsweeney/2011/08/15/4-tips-for-skype-interview-success/

http://www.cbsnews.com/8301-505125_162-47541444/ace-your-skype-job-interview-14-smart-tips/

http://msn.careerbuilder.com/Article/MSN-2667-Interviewing-8-important-tips-for-Skype-interviews/

http://jobsearch.about.com/od/jobinterviewtypes/a/skypevideo.htm

http://www.gottabemobile.com/2011/04/26/how-to-ace-a-skype-interview-tips-for-making-a-good-impression-on-job-interviews-video/

Godspeed to all who will Skype interview.  Let me know what other tips we might share with each other.

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