More Education Can Lead to More Money

The title of this article is probably nothing new to most job seekers, but if you’re an entry level job seeker, you might pay attention even more.  While the experience on a college campus may be exciting for many students, not all of them necessarily have the time to receive an education this way.  However, these days, students can get an online education at their own paces and still make the big bucks.

The level of education you pursue in college can help determine how much you money you make over time.  Imagine this, in a recent article I read, the U.S. Census Bureau says the lifetime earnings gap between a high school diploma and a bachelor’s degree is a cool one million dollars.  That sounds like a lot of money to me.

Whether it’s on a college campus or online, job seekers shouldn’t underestimate furthering their educations.  By doing so, they can create more and better job opportunities in the future.

Source

http://thecareernews.com/newsletter.php?news=1871&archive=0

Frustrations You Might Feel With Your Job Search

From entry level job seekers to the most experienced workers, it seems more people are becoming  frustrated with their job searches.  Just turn on your television, and watch the news about unemployment.  But, what exactly is upsetting job seekers?  The writer of a recent article says there are two common complaints based on the reaction he has received.

1st Frustration – There just aren’t enough jobs out there to apply for.

Because many people search for jobs on the Internet or in the newspaper, the real frustration is a lack of “advertised jobs” to apply for.  With so much competition for these positions, job seekers must extend their searches to the outside world.  That means building a strong network.  Consider these questions concerning your network:

• What have I said to or done for people in my network that has led to interviews?
• What have I said or done that has not produced job leads?
• What will you do to meet your goals by this time next week?  You must set specific, measurable goals in networking and all your job-search efforts.

2nd Frustration – After job interviews, I got no email, call, or letter from employers.  What am I doing wrong?

Rather than be discouraged, follow-up with the interviewer.  Not only does it show your appreciation for the interview but serves as a reminder about your interest in the job.  In addition, reflect on how your interviews went.  What did you do well, and what could you improve on?  When it comes to interviews, practice makes perfect and will help you land a job.

As you continue with your job search, don’t focus on the frustrations you might be experiencing.  Instead focus on getting the job you want.

Information provided by Kevin Donlin.

Source

http://jobseekerweekly.com/newsletter.php?news=1841

Open Letter to Ray Fassett of Employ Media Regarding Revenue Share for Dot Jobs Domains

Dear Mr. Fassett,

Thank you again for your “courtesy call” yesterday in which you asked me to retract the portion of my comment at the Wall Street Journal web site and CollegeRecruiter.com Blog in which I wrote, “Ray Fassett of Employ Media has been asking job boards for revenue shares for the domains.”

Although it was difficult for me to understand what the courtesy call was regarding as you seemed reluctant to directly state your concern and instead seemed to want me to identify for you what was of concern to you, I ended up understanding that you wanted me to retract that statement and if I didn’t that Employ Media would take legal action against either CollegeRecruiter.com, me, or both. After ending our call, I considered the issue and essentially reminded myself that my primary concern wasn’t about the revenue share and that I didn’t want that to distract Employ Media, CollegeRecruiter.com, or any other entity from the crux of the matter. In addition, I had no written documentation to substantiate the revenue share statement. As a result of both factors, I retracted the statement both on the Wall Street Journal site as well as on CollegeRecruiter.com.

Two job boards later posted comments to CollegeRecruiter.com Blog indicating that they did have a revenue sharing discussion with you. One of the two comments unequivocally indicates that you raised the revenue share option. The other comment generally supports the first but does not directly indicate whether the option of a revenue share was raised first by you or the representative of the second job board.

I’m hoping that you will choose to participate in an open, honest, and transparent manner by posting a comment on CollegeRecruiter.com Blog regarding Employ Media’s requests for a share of the revenue from job boards or other organizations who seek to own a dot jobs domain. I suspect that you’ve made no such requests of direct employers as that wouldn’t be consistent with their model — they don’t make money by hiring people. But given the statements of the two job board owners, I think that seeing your response would be helpful to the job board, staffing, association, newspaper, recruiter, and members of other communities who object to Employ Media’s plans for dot jobs.

Clearly the two job board owners on one side of the discussion and you on the other can’t all be correct regarding the issue of whether you requested a share of revenues from them should they wish to obtain a .jobs domain. You ended up being pretty clear with me yesterday in our call that no one from Employ Media, including you, had ever requested a revenue share from anyone in return for a .jobs domain. I’m hoping that you can explain your perspective on this issue to my readers and me.

Sincerely,

Steven Rothberg
President and Founder
CollegeRecruiter.com

Wall Street Journal covers the dot jobs domain scandal

For employment and now small business writer Sarah Needleman penned an article for today’s Wall Street Journal that does a pretty good job of summarizing the scandal launched by Employ Media, Direct Employers Association, and the Society for Human Resource Management (SHRM) last year when they tried to expand who could use the top level domain .jobs and for what purpose. ICANN, the international governing body for domain names, created .jobs five years ago after SHRM promised to be the watch dog and ensure that only employers purchased and used the domains and only to promote their own jobs, so you’d have toyota.jobs to promote Toyota’s jobs but you wouldn’t have Monster.jobs to drive job seekers to Monster’s job board.

As Sarah’s article did a good job of pointing out, all of that may now be changing if Employ Media gets its way. ICANN approved the request to expand the charter, apparently paving the way for Employ Media to create tens and probably hundreds of thousands of new domains such as diversity.jobs, great.jobs, newyork.jobs and many, many, many more. What’s the problem with that, you say? Isn’t this just job boards whining about more competition? Well, for some job board owners that’s all this is but they’re missing the point as is anyone else who thinks that’s the issue. The issue is the process this has followed has been fundamentally flawed and has lacked openness and transparency. If you want to buy just about any domain, you can go to a registrar like GoDaddy or Network Solutions, pull out your credit card, and buy it. You know that they won’t keep the best ones for themselves or their friends and they won’t ask you for a share of the revenues generated from the domain. If Employ Media gets its way, it will apparently keep the best domains for itself and its friends and it has already approached job board owners to request a share of revenues if Employ Media grants their request for their .jobs domain name.

Remember that ICANN approved the creation of .jobs to allow employers to drive traffic to their own career pages and SHRM was to act as the watch dog. Sarah’s story unfortunately mischaracterized that when it stated that SHRM was supposed to ensure that the users of the dot jobs domains are in the “job-site realm.” That’s not correct. That would mean that job boards and perhaps also staffing companies, third party recruiters, etc. could purchase .jobs domains to drive candidates to their job sites. The dot jobs charter which was awarded by ICANN five years expressly forbids that and limits the use of the dot jobs top level domain only to employers. So Toyota can (and has) purchased toyota.jobs to drive job seekers to its own career section but Employ Media has been forbidden to sell domains such as CollegeRecruiter.jobs if we were to use that to drive candidates to our job board. In other words, you can promote your own openings with your own dot jobs, but not the openings of other organizations. So job boards have not been able to buy dot jobs domains.

What Employ Media is trying to do is continue to be the registrar by being the organization that decides who gets what domain and at what price (Ray Fassett of Employ Media has been asking job boards for revenue shares for the domains) and also the owner of tens and perhaps hundreds of thousands of job boards that it creates. Yes, there’s now an RFP process, but no one outside of Employ Media seems to know the criteria that will be used to determine who gets what domain and at what price.

Follow-up note from 12:20pm — Ray Fassett just called and said he was making a “courtesy call” to tell me that if I didn’t retract the revenue share statement that Employ Media would take legal action against me. I don’t have written proof of that and whether Employ Media has or will ask for revenue shares or not isn’t really the point. So, Ray, consider the statement retracted. I have no desire to get into a legal battle with you or anyone else at Employ Media. We can agree to disagree on the merits of what Employ Media wants to do with .jobs and not make our lawyers wealthier in the process.

Favre unretires. Again. Thank goodness.

Have a Facebook Fan Page? Get Ready for Changes!

One week from today, Facebook will force some significant changes upon employers, consumer marketers, and others with profile and Fan Pages. Most individuals likely won’t notice or care too much about the changed appearance of their personal pages as Facebook has made many such changes in its short existence. But the changes will come as a rude awakening for many organizations.

According to Facebook’s blog entry that announced the changes, they will “simplify navigation for users, reduce complexity for developers and enable [Facebook] to build the next generation of tools for growing your business with Facebook.” There will be three primary changes:

1. Any “boxes” that exist in the sidebar of a page will be removed.
2. The Boxes Tab and all of its contents will be eliminated.
3. When you click on a tab, the page itself will become narrower. The new width will be 520 pixels.

If your organization has a Facebook Fan Page, immediately do the following:

1. Check it to see if you have any custom tabs. If so, click on the tabs. The narrower page width means that Facebook will re-size or re-format some and perhaps all of your images or banners. Of course, any such changes will be made automatically so no one at Facebook is going to look at your page and make the changes in such a way as to minimize their impact on you. Nope. The changes will just be made. It is up to you to minimize any impact.
2. If you have a Boxes Tab, click on it to see what content you have there. If you still want that content to be accessible to your visitors after Monday, August 23rd, create new, custom Facebook tabs.

Interim Marketing Roles Help Professionals Expand Work Experience and Position Them for Permanent Job Opportunities Once Hiring Freezes Are Lifted

In a work environment where most companies are trying to do more with less, Larry Pemble has expanded his work experience through interim marketing positions, making himself a valuable candidate once companies do start hiring.

Pemble is currently working with Marketing Resources Solutions, Inc, a national professional service agency specializing in marketing staffing and solutions, including interim staffing, special projects and consulting on an individual or departmental basis. He has been placed at a large CPG company and is working on a year-to-date business review for a specific geographic region.

“Working on interim marketing projects with major corporations is great experience that is transferable to permanent roles within the same company,” said Pemble. “I have found that taking on these roles not only increases my skill sets but can open up permanent job opportunities that are consistent with my long-term goals.”

Since increasing full-time headcount has not been a strategic option for most in today’s economic climate, many companies are looking to adapt the way they support their marketing efforts and are turning to interim staffing agencies for unique solutions that provide flexibility and control over resources.

“It’s a win-win solution for both sides,” said Marcia Pellicone, president of Marketing Resources Solutions. “Companies have a way to increase talent without adding headcount, and once the hiring freeze has been lifted, they already have people in place who have an understanding of their business and the projects that are underway, as well as already fit within their company culture. All they have to do is convert them into full-time employees. On the other side, associates have the experience of working with the company and are able to see first-hand if the company fits their long-term goals.”

The Sexy Side of HR, Mobile, & Social Recruiting

Jessica Miller-Merrell of Xceptional HR recently reached out to several human resource industry professionals who are advocates for the use by employers of recruiting-related technologies such as blogging, social media, and mobile marketing. Jessica proposed that she moderate a panel discussion at the SXSW 2011 annual conference in Austin, Texas and that the panelists be Joel Cheesman (a/k/a Cheezhead) of Jobing.com, Carrie Corbin of AT&T Talent Attraction, and me.

If you feel that our panel discussion is a good idea, it is very important that you visit the SXSW site and vote for us because those votes will make up a huge 30 percent of the panel picking formula. Of the remaining 70 percent, 30 percent of the weight is given to SXSW staff and 40 percent to SXSW board members.

The panel discussion that Jessica has proposed reads as follows:

The human resources industry is leveraging social tools like twitter, blogging, and mobile technology to build relationships with internal and external candidates. Learn about the social recruiting industry and the “sexy” side of human resources. Panelists will discuss the cost of social media phobia and how early adopters in the field of human resources have benefited and leveraged technologies beyond the standard Facebook Fan Page with iPhone apps, text message-based platforms, and online communities. HR is more than just hiring and firing. Companies use marketing, branding, and PR strategies combined with the latest technology to retain employees and recruit top talent. Learn more about the Sexy Side of HR.

Questions Answered

1. How does marketing to Gen Y differ and does it matter in mobile and social technolgoies?
2. Is Social Recruiting different than employment or traditional corporate branding?
3. What’s the first step for companies looking to engage candidates in the social space?
4. Is mobile the new frontier?
5. Will social recruiting replace job boards? How is the job board industry looking to play in this new space?

Good idea? I thought so too. Please vote for us today by registering and then clicking the thumbs up button at our Panel Picker page.

Top 10 Fastest Growing Career Fields

Career expert Laurence Shatkin discusses 10 of the fastest growing career fields in this video. For anyone who is planning which career field to enter or switch out of, this information is vital. So what are the top 10 fastest growing career fields?

• Computer network analyst
• Computer software engineer
• Personal and home care aide
• Home health care aide
• Medical assistant
• Abuse and disorder counselor
• Mental health counselor
• Personal financial advisor
• Financial analyst
• Veterinary technician

Workplace No-No’s

At your job, you may be allowed to do certain things such as dress casually, use the Internet (for work of course), or eat at your desk.  However, there are actions that you need to be wary of.

Here are some no-no’s on the job:

Falling asleep at work – You can’t be a productive worker if you’re napping, not to mention appear to be professional.

Stealing from the office – Office supplies are meant to be used at work.  Remember, you do have a job, so buy your own things for home.

Spreading a rumor about a co-worker – If you don’t have anything nice to say, don’t say anything at all.  Office gossip can not only lead to hurt feelings, but a potential lawsuit.

Consuming alcoholic beverages while on the job – Having a drink away from the job is your business, but doing so on the clock is unprofessional and could lead to poor behavior and/or performance you’ll probably regret later.

Learn about more workplace no-no’s by following the source below.

Once you get a job, you want to do your best to keep it.  By avoiding these workplace no-no’s, you will increase your chances of doing just that.

Information provided by Maria Hanson.

Source

http://www.livecareer.com/news/Career/8-Biggest-Workplace-Taboos_$$01573.aspx