It's very common for young people to commit behavioral faux pas when they’re brand new to the corporate world. Part of the problem is that college never taught you the rules. If you want to be seen as a suit, rather than a dorm rat, here are some tried-and-true tips.

1. Control the volume of your voice. On calls and with coworkers, talk at a moderate volume. It’s not the library—but it’s not a frat party either.
2. Keep personal phone calls brief. If you have to make or receive a nonbusiness call, do it away from where others are working.
3. Turn your cell phone ring to low or to vibrate. Also, consider changing your ring tone to something neutral and businesslike.
4. Don’t eavesdrop. If you can’t help it due to the proximity of your desk, at least don’t join in conversations you’re not part of.
5. Dispose of food containers in the cafeteria or break room. Be respectful of shared spaces. If someone else leaves dishes or trash, clean it up and set a good example.
6. Use discretion with your cubicle decor. Your workspace is a three-D business card. Think twice about your Paris Hilton bobblehead and Ludacris screensaver.
7. Don’t get sloshed on business trips. Remember that you’re an ambassador for your company on the road. Also, know that your boss probably has “spies.”
8. Don’t IM, surf, or social network on the job. Save all nonjob-related online activities for home. Don’t forget that your boss has the right to monitor your emails.
9. Don’t engage with chatty coworkers. Politely tell them that you’re on a deadline and will find time to talk later—perhaps at lunch.
10. Don’t procrastinate. You can’t pull regular all-nighters to finish work deadlines. Keep your inbox—on your desk and in your computer—empty.
11. Don’t gossip. Gossip is toxic and always comes back to bite you.
12. Be reliable. Say what you’ll do, and then do it. Having a reputation for reliability is the best way to win the respect of coworkers and your boss.

Nicholas Aretakis is author of a new book, No More Ramen: The 20-Something’s Real World Survival Guide (Next Stage Press), and hosts an online community for college students and recent grads at www.NoMoreRamenOnline.com.

Posted by Sarah Ennenga on August 31, 2007 at 6:34 PM | Leave a Comment (0)

Do you feel as though you have one foot out the door in your new job? If you're in your twenties, that's not uncommon. In fact, studies show that 20-something employees are 70 percent more likely to leave their current employers in the next year than workers their age from 25 years ago. In fact, the average American job-hops eight times before age 30.

The key to sticking it out at a new job is to feel fulfilled in your work and respected by others. Here are 12 ways to do it.

1. Set clear and specific career goals for the job. Know what you want out of this job (e.g., new skills, business contacts, experience in the field, more money, management experience, more responsibilities) and then go after them.
2. Organize your workspace. Make yourself feel at home. Set up easy-to-find paper and electronic files. Keep a calendar of deadlines and appointments handy and have contact information at your fingertips.
3. Be the new kid on the block. Meet everyone you can. Introduce yourself and remember names. Ask a lot of questions. Make your fresh enthusiasm felt.
4. Meet with your boss. Talk about your goals, questions, and plans for development. Show yourself as an up-and-comer. Get yourself in his/her radar.
5. Listen and learn before you present the answers. Be curious. Don’t be a know-it-all.
6. Don’t resort to shortcuts. Don’t think 85 percent is good enough, as it was in college, unless a shortcut is in the interest of productivity and won’t compromise quality.
7. Meet difficulties head on. If you have a problem with a person or procedure, speak up. Be cool and rational. Don’t make it personal. Keep issues work-focused.
8. Work until the job is done, and done right. Sometimes that means before and after hours, weekends, and holidays.
9. Maintain a work persona. Act professional in your phone calls, emails, memos, and face-to-face exchanges.
10. Volunteer for challenging assignments. Stretch yourself and you’ll feel more fulfilled. You’ll also win the approval of coworkers and managers.
11. Stay focused on advancement. Concentrate on consistently excellent work, demonstrating business literacy, expanding your network, and following through.
12. Keep an accomplishment log. At performance reviews, bring an accomplishment log to remind your boss that he or she is lucky to have you onboard.

Nicholas Aretakis is author of a new book, No More Ramen: The 20-Something’s Real World Survival Guide (Next Stage Press), and hosts an online community for college students and recent grads at www.NoMoreRamenOnline.com.

Posted by Sarah Ennenga on August 31, 2007 at 4:39 PM | Leave a Comment (0)

Dear Sue:

What is the appropriate way to respond when asked about salary history or salary requirements when applying for a job?

- Curious

Sue Says:

I asked Lawrence Alter, president of The Arthur Group, a Minneapolis career development company, to help answer your question. He does not recommend exposing your existing, previous, or desired compensation levels. When you tell someone what you are earning or what you wish to be earning, then you could be limiting yourself. It is not uncommon for a candidate to be eliminated by their previous or desired level of compensation because the employer feels that they are not an affordable option, or that they have not been at a high enough level of responsibility.

If the figure disclosed is on the low side, it could limit the amount of salary the new employer might be willing to offer. For example, if an employer has a budgeted range of $65,000 to $70,000 and you say that you've been earning $55,000 or would like to earn $55,000, you are not going to be effective at negotiating. Chances are you will be brought in at or below the minimum of the budgeted range.

Today there is a concept that if an individual (especially seeking a management opportunity) cannot effectively negotiate their value to a company, that they will not be an effective negotiator for the company.

Alter offers these additional suggestions:

1. Never include salary history in a resume or application, even when requested. If your background is strong enough and you meet the majority of the qualifications, the company will most likely contact you anyway.
2. When filling out an application and you are asked for current compensation, write, "Will discuss in interview." If asked for desired compensation, indicate "negotiable."
3. When asked about your current salary in an interview, you can respond by saying, "Frankly, I would like to see my income with your company based on the responsibilities of this position and what you believe my skills are worth to your company, not on what I have been earning."
4. Then follow with this question, "What is the range you have budgeted for this position?" Or you might respond by saying "I'm really not comfortable addressing my previous [current) income, because it isn't a fair indicator of the strengths I bring to this new opportunity." Then follow by asking, " What are you looking to compensate someone -- what is your range?"
5. If you are asked about expected or desired salary in an interview, you can respond by saying, "I don't have an absolute figure in mind. I recognize that my compensation will involve a package including benefits and possibly incentives, so I am very willing to negotiate with you. I have no doubt that if we are comfortable with each other, and you want me as a part of your team, that salary will not be an issue that keeps us apart." Again, and importantly, follow with the question, "What is your range?" or "What are you looking to pay someone for this responsibility?"
6. Coming to an interview armed with responses to questions you are likely to be asked will not only put you at ease, but will enable you to present yourself more effectively.
7. You don't want to your responses to sound rehearsed, or as though you are giving "canned" responses. Use these suggestions as a guide. Create and practice responses in your own words that you will be comfortable using.

Alter has written a book, Tomorrow is Today, which is a behavior modification guide to manage the job search process. For additional information or to order the book, you can e-mail him at lda4444@aol.com.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 31, 2007 at 4:20 PM | Leave a Comment (0)

Dear Sue:

I would like to get some information about how to become a mystery shopper. From the little bit that I have heard about this field, it sounds interesting. What can you tell me about it?

- Want to shop

Sue Says:

Mystery shopping has been around for decades and recently has experienced a profusion of growth, according to Gail Ribnick of Service Perceptions, a Minneapolis based mystery shopping service. It is one of the most effective ways for service companies to measure how they are doing. Retail stores, hotels, restaurants, property management companies, banks and many other industries use mystery shoppers to help them improve their customer service.

Objectively measuring service is essential because studies have found that only 5% of unhappy shoppers register complaints -- 95% simply stop shopping at an establishment after a negative experience, Ribnick said. Using a mystery shopping service provides a company with feedback on customer service, product knowledge, handling returns, company procedures, salesmanship and teamwork. Mystery shopping can also include telephone surveys, providing the employer with feedback on telephone etiquette, handling of problems and salesmanship. In addition, shoppers can be used to evaluate the competition to gain feedback on a company's position in the market, the competition's customer service, product knowledge, salesmanship, company policy, product mix, pricing and promotions.

Jim Poynter, author of the book, "Mystery Shopping," says that mystery shopping is one of the most effective quality control programs available.

There are between 50 and 75 mystery shopping companies in North America. However, due to the appeal of this type of work, there are a number of companies running scams, asking for money up front. Be careful when making a commitment with a company, warns Poynter.

The appeal of being paid to shop is immense. Experienced mystery shoppers are paid to eat out (and reimbursed for their meals) and paid to shop, often keeping the merchandise they've purchased. Because of these benefits, mystery shopping seems quite glamorous. However, most people aren't willing to do the kind of work they need to do to get the top paying jobs, according to Poynter. For people who want additional income it can be a great job, but it does involve work. Detailed reports are required so that the company gets the kind of feedback they are paying for.

Shopping services can be found in the yellow pages in your local telephone directory, and there are several firms advertised on the Internet. Poynter's book lists a number of mystery shopping companies and other information on the industry. In addition, there is a "magazine" on the Internet which can be found at mysteryshopper@topica.com. Another resource is The National Mystery Shopper Directory, in which shoppers pay a fee to be listed. They can be reached by calling 918-835-4479.

For the right person, mystery shopping can be a fun, flexible and profitable job. I enjoyed learning about it writing this column!

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 31, 2007 at 4:17 PM | Leave a Comment (0)

Dear Sue:

I own a small business. Recently, an employee walked out on me without giving any notice. I asked her the reason for her hasty departure, hoping I could learn from this experience, but she refused to discuss it with me.

Now I am wondering what I could have done differently and what role I played in this. I also want to know how can I prevent this from happening in the future.

- Marge

Sue Says:

I commend you for your concern and your desire to learn what you might have done to contribute to this employee walking out on you. It would be quite easy for you to assume that the ex-employee was the problem and that it had nothing to do with you!

Now that some time has passed and she probably has cooled down, you could consider contacting her to see if she would be willing to talk. However, it is possible that she won't or that there isn't a good reason or explanation for her behavior.

Unless you have had this happen before, it may just be an isolated experience. This employee may have had things affecting her personally that had nothing to do with you or your business.

Consider letting your other employees know how concerned you are about what happened and that you want to prevent anything similar from happening in the future. Be sure you are communicating effectively and openly with your employees, and let them know that you want to hear from them about any concerns or problems. Some people are uncomfortable talking about problems so consider providing an anonymous suggestion box to make it easier for those who may be uncomfortable talking with you directly.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 31, 2007 at 4:15 PM | Leave a Comment (0)

You’ve typed up your résumé and bought a nice suit. You follow the job listings online every day. What else can you do to launch your career? Try the “hidden job market.”

The hidden job market consists of jobs that aren’t listed anywhere, and in some cases don’t even exist yet. People find out about these jobs with the help of friends, family, professors, and colleagues.

The great thing about the hidden job market is that it starts with you: your dreams, goals, aspirations. Instead of first asking yourself whether you qualify for a job described in a “help wanted” posting, you can ask yourself: What do I want to do? What sort of job might get me started on the path to my dreams?

Once you’ve identified your career interests, start talking to everyone in your social, academic, and professional network. Ask if they know someone you could talk to.

Your English professor may introduce you to a newspaper editor who could help you get work in a newsroom. The couple you used to baby-sit for may be able to help you land an office assistant job at an architectural firm.

Even if a contact doesn’t lead directly to a job, you might be able to land what’s called an informational interview, a chance to talk to professionals about your desired field and what you could contribute to it. You’ll get perspective on how your skills may fit, including skills you may never have thought would be applicable. You’ll also get insight into what skills you’ll need to develop to be qualified for your dream job.

Here are some tips for tapping into the hidden job market:

• Attend an industry show in your field of interest and meet at least ten new people.
  
• Join job forums on online job sites and pick up tips from other job seekers to help you be a smarter job seeker.
  
• Be able to articulate your interests and desires. For example, “I want to find a job that uses my science skills,” is less compelling than “My dream is to work for an aerospace company designing rocket engines.”
  
• Tell friends, family members, professors, and colleagues about your goals. Ask if they know someone you could talk, and would be willing to pass along that person’s contact information, or even make the introduction.
  
• Ask each contact you collect from this process if s/he can spare even 30 minutes for an informational interview.
  
• At the informational interview, have thoughtful, prepared questions, keep your meeting short, and follow up with a thank-you note.
  
• Ask him/her: What’s it like to work in your field? How did you get started? What advice would you have for someone starting out today? What skills or experience will I need for the job? Is there anyone you suggest I contact to find a job?

Exploring the hidden job market can give you important insights that will help you refine your goals. You may think you want to hop on the corporate ladder in the financial services industry, but then find yourself gasping for fresh air once you spend an hour in a room full of cubicles on the 66th floor of an office building. Or, perhaps you want to work in television, but it isn’t until you see a production team in process that you realize you want to be behind the camera, not in front of it.

Here are some additional suggestions for what to investigate during an informational interview:

• Culture: What’s it like to work for this company? What is the management style? What’s expected of you? The workplace culture is almost impossible to determine unless you walk through the company’s doors and talk to people.
  
• Image: How does the company look? Is the building well maintained? Are workspaces neat or trashed? Is the website up to date and professional?
  
• Diversification: What products or services does the company offer? To how many markets? The more markets served and products offered, the more diverse the company. Diversified companies tend to offer you more flexibility and less job risk. If you aren’t happy in one division, you could request a transfer to another.

Remember that the more you put in to the process of finding a job, the more you’ll get out of it. When you take the time and effort to meet with a respected professional in your field of interest, it makes a great impression and opens another career door. You may be surprised to learn about all the jobs that have your name on them—jobs you never would have found if you had gone about job searching the conventional way.

Nicholas Aretakis is a life skills and career coach and the author of No More Ramen: The 20-Something’s Real World Survival Guide (Next Stage Press). He hosts an online community for college students and recent grads at www.NoMoreRamenOnline.com.

Posted by Sarah Ennenga on August 30, 2007 at 7:42 PM | Leave a Comment (0)

Whether you were a liberal arts student or a business major, chances are the degree you got in college did little to prepare you for the new situations you’ll face at your first “real” job after graduation. The first day at work can easily feel like the first day of kindergarten. Someone directs you to your assigned seat, and you don’t know most of your co-workers.

I’ve interviewed more than 200 young people facing the post-graduation work force for the first time. Many of them have told me, “I’m not prepared for a real job,” even if they’ve done well in school and have a great track record at the internships and part-time jobs they had during college. The good news is that most employers take the time to train you. But the training manual and orientation sessions probably won’t tell you the best ways to make the most out of those first nervous days.

10 Tips for Getting Settled in a New Job

1. Organize your workspace. You’ll be more effective if you feel at home in your surroundings.
2. Meet everyone you can. It’s as easy as saying, “I don’t believe we’ve met yet…”
3. Ask lots of questions. Be a sponge and try to soak up as much as you can.
4. Start a reading pile. Gather up everything you can about the products, the company, the industry, etc.
5. Meet with your boss. Get your game plan together for the day, the week, the month, or longer.
6. Observe your surroundings. Take it all in and you’ll gather clues to how it all works.
7. Listen and learn before you present all the answers. Your simple solutions probably are neither simple nor solutions.
8. Establish a routine for your work week. Prioritize, look for patterns, and make your routine compatible with your boss and co-workers’ schedules.
9. Follow through on everything you promise. Be realistic and true to your word.
10. Realize things take time. It’s good to be eager, but have patience.

Another suggestion I share with young people about getting started in a new job is to learn “cube etiquette.” The office cubicle, like it or not, is the most common office workspace situation for college graduates.

“Cube etiquette” boils down to common decency.

• Control the volume of your voice.
  
• Keep personal phone calls brief, or make the calls from your cell phone away from where others are working.
  
• Keep your cell phone ring tone low or on vibrate.
  
• Don’t eavesdrop. If you can’t help it, don’t join in conversations you’re not a part of.
  
• Dispose of food containers in the cafeteria or break room. No one wants to smell your leftover Kung Pao chicken.
  
• Use discretion with your cubicle décor.

Many young people, though, get a little too caught up in “keeping the volume down” in the workplace when they start a new job. They think it’s best to always agree with the boss or go along with what all their co-workers seem to want. In meetings, they listen and rarely speak out.

I’ll confess, I wasn’t so humble. When I started a marketing job many years ago, I always spoke out, looking to demonstrate my leadership skills. I soon got promoted to a management position, but I didn’t have many friends. I had a lot of relationship repairs to make to do my new job effectively.

So, is it better to be bold or humble? Outspoken or silent? I think it is okay to speak out. Most companies want employees with critical thinking skills. The key to speaking out is to do it diplomatically.

7 Ways to Get Noticed in Your New Job—Without Stepping on Any Toes

1. Don’t be a know it all (especially if you don’t know it all). You want to prove how smart you are, but no one likes a person who thinks he knows everything and obviously doesn’t. Ask questions and do research to learn as much about the situation as possible before proposing a solution.
   
2. Propose your ideas in question form. Instead of saying, “We need to call the company directly to tell them they need to pay right now,” say, “Would it make sense to call the company directly to request payment?” Questions start discussions and don’t sound bossy.
   
3. Watch your tone. Sarcasm may fly in English class, and your mom may let you get away with a demanding attitude, but neither tone will leave a good impression in the workplace. Beware of sounding impatient, frustrated, short, or rude. The right approach is to be gracious and inquiring.
   
4. If you see a problem, offer a solution. It’s easy to point out all the reasons why something doesn’t work. It’s also easy to annoy your boss and coworkers with nay saying. If you see a problem, offer your thoughts in the form of a solution. Instead of, “That won’t work, there’s no one here who can design that,” suggest, “We might be able to overcome the design issue by hiring an expert.”
   
5. Don’t get defensive. If someone attacks you, the first thing you’ll want to do is attack back, but you can’t. Let your attacker look the fool by responding with respect and genuine grace, and you have a better chance of coming out of the barrage looking good.
   
6. Don’t get personal. Business isn’t personal, it’s business. Be passionate about what you do, but don’t let personal emotions get in the way in a work situation. Stay rational.
   
7. Don’t wait. When you have a real problem with a co-worker or the way something is being done, speak up early. Recognize the conflict probably won’t go away. If you can talk about the problem before it becomes a big deal, you’ll find it easier to be cool and rational.

Speaking up, if you do it right, can be a critical part of your overall game plan for making a good impression at work. But if you’ve followed these tips and you’re still not getting the results you’d like, you may need to allow more time to prove yourself in other ways. Make sure your work in those first weeks is consistently above par.
Demonstrate that you understand the company you’re working for and the industry you’re in. Make connections with co-workers who can help you learn, grow, and advance. Once you’ve proven yourself as a hard-working, high-quality employee, there’s a good chance that you’ll be heard the next time you speak up in the conference room.

Nicholas Aretakis is a life skills and career coach and the author of No More Ramen: The 20-Something’s Real World Survival Guide (Next Stage Press). He hosts an online community for college students and recent grads at www.NoMoreRamenOnline.com.

Posted by Sarah Ennenga on August 30, 2007 at 5:28 PM | Leave a Comment (0)

Dear Sue:

I am 42 years-old and I still am trying to figure out what I want to do with my life when I grow up. I've figured out what I do not want to do -- which is continue in the occupation that has sustained me for 15 of the last 17 years. However, I don't want to throw away that experience either.

I recently graduated from college and would like to go on to a graduate program, and eventually teach at the community college level or higher, despite the politics.

Meanwhile I need to work, yet I have no idea what I should apply for other than what I am skilled in and do not want to do. Do you have any sage advice?

- Steve

Sue Says:

Although you say that you do not know what you want to do with your life, you sound as though you have more focus than you give yourself credit for.
The problem may be that you want to make too many changes all at once.

Do you feel an immediate need to change jobs and get out of the same position you have held for 15 years? Or is going back to school and eventually teaching a higher priority? If it is, then your focus needs to be on your education at this time. If you decide to pursue graduate school, you'll need a job that will sustain you. It may not be the best time to embark on a new adventure -- the stability of a job in which you are comfortable may be just what you need during the time you are in school.

Sure you've realized that this isn't the type of work you want to be doing the rest of your life, but you will be working toward a goal that will enable you to do what you want once you graduate.

If you aren't sure about going back to school, then you are free to invest time in yourself and look into other opportunities.

Although many people spend their whole lives in search of what they want to do, the fact that you are looking for answers indicates you are ready to make some decisions (and changes) in your life. I wish I could tell you what to do, but only you know what you really want -- take the time you need to figure it out.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 30, 2007 at 4:12 PM | Leave a Comment (0)

Dear Sue:

I am a very silly, playful person who enjoys having fun. I've just found out that these characteristics are working against me in my current profession. In a recent peer evaluation, I discovered that several of my peers think that I am not professional.

I am a very passionate, emotional person and sometimes find it difficult to fit in with other people. Is there a way for me to relate to others more professionally without giving up my personality and happiness?

- Having fun

Sue Says:

You say you are silly -- does this mean you don't take things seriously? You say you are playful and enjoy having fun -- is this at the expense of others? Are you having so much fun that you are not being productive?

You say you are emotional -- do your emotions control you? Do you have mood swings? Do you get mad, sad or frustrated easily?

If your answer is yes to any of my questions, you are going to need to modify your behavior. Notice the reaction you generate among others -- are they annoyed or irritated by your playfulness or are they having fun too?

There is plenty of room for fun and passion at work, but keep in mind the fact that you are in a professional environment and need to act professionally at all times. Pay attention to the people you work with, especially those in positions of authority. How do they act?

Consider asking someone you trust to help you identify what you need to work on. While you don't have to give up who you are, you may need to tone down your actions. It may feel awkward in the beginning, but modifying your behavior now will help you in your current situation and in the future.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 30, 2007 at 4:10 PM | Leave a Comment (0)

Dear Sue:

In a meeting, is it appropriate to give out business cards at the beginning or the end of a meeting?

- Wondering

Sue Says:

Business cards should be given out at the beginning of a meeting. There are two reasons for this practice -- doing it up front ensures it won't be forgotten, and having the card in front of you will help you remember the names of the people you are meeting with. Consider placing it in front of you for the duration of the meeting.

A business card is an extension of the person who gives it to you, so when you are handed one, treat it tenderly. Take some time to look at the card you are being given and make sure the card you give out is in good condition.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 30, 2007 at 4:07 PM | Leave a Comment (0)

New Year's Party Advice from Sue:

Dear Readers:

With the holiday season upon us, once again it's time for many of you to attend the annual holiday office party. Memories, good and bad, pop into our minds as we reflect on parties of years past and prepare for this year's event.

The holiday party often is the one event of the year we find ourselves indulging and behaving in ways that we normally would not. Many people assume that the office party is a setting in which "anything goes," viewing it as an opportunity to let their hair down and drink to excess.

Although office parties are intended as social events, they remain business occasions. Act as if your behavior is being observed every minute, because it is. Some people will lose their jobs as a result of their behavior at the holiday party, but many more will not even realize the long-term impact their boorish behavior will have.

Make sure you aren't the one everyone remembers for dancing on the table, flirting with your coworkers spouse or passing out on the floor. If you don't handle yourself well at the holiday party, the assumption may be that you can't handle yourself at any business event, and it may hurt your changes for advancement in the future.

If you have a story about something that happened at your holiday party, I'd like to hear from you and will share more of these stories in the future. I hope you enjoy the following examples of parties gone awry, and can learn something from these experiences as well - I know I sure did!

--I had accepted a position with a small firm. It was my first position following graduation. At the same time I was hired, a senior partner/owner came on board.
After my first week of employment, I went to a bachelor party of a friend of mine that had a stop at a local bar with female strippers. As we were leaving, I saw the new partner with several dollar bills in his hand, receiving a dance from a stripper. I didn't know if he was there for another party or if he was there on his own, so I left without saying hello. The next week at work I told a few coworkers about what I saw, and we all got a good laugh out of it.

Several months later we had our office holiday party at a popular restaurant. It was a small gathering with just employees and their spouses. As the night progressed, a couple of my coworkers began to do shots and have several drinks. In a short time, these coworkers became fairly intoxicated and one of them said loud enough for all to hear, "Hey, Steve, tell that story about when you saw 'M" (senior partner) at the strip club getting a lap dance!" Then the others, who were also very drunk, started reciting parts of my story and details of the incident. This man and his wife were seated right across from me and I have never felt more awkward in my life. If looks could kill, I would have been dead.

From that day forth, there was always a tension between that partner and myself. What a way to start my post college career.

- Steve

--Several years ago, there was a younger, newer employee who joined our company just in time to attend the holiday party. He wasn't much of a drinker and everyone decided to take full advantage of the situation by placing drinks in front of him and encouraging him to drink.

By the end of the evening he was quite intoxicated, so a couple of coworkers decided to drive him home. They dropped him off at what he said was his house and the coworkers drove away. He went to the front door and tried to open it with his keys, but was having a difficult time getting the door open.

Shortly thereafter, the police showed up and arrested him. He had been dropped off at the wrong house and was so drunk that he didn't even know it. He spent the night in jail. This poor kid could never get away from all of the ongoing comments and jokes about that evening. I still laugh when I think about it.

- Laughing

--A hypnotist had been hired to entertain us at our company party. All was going well until one of the volunteers who had been hypnotized was instructed to find the one he loved and give her a big kiss. He did what he was told alright, but he kissed the wrong person! He bypassed his wife and went right for a coworker. Everyone in the room was howling, except for the wife. I'll never forget the look on her face. I can only imagine what the conversation was like on their way home that evening.

- Jim

--The party was moving along just fine and after everyone was into a party mood, and a few people began to roast and toast other people. An inebriated woman stood up and made a rather sarcastic toast to her boss. After she was done speaking, she threw her glass of wine in his face. Apparently she was upset with him and couldn't control her anger. It was an unforgettable moment.

- Witness

--At our company party, we were invited to bring guests. This guy brought a date who ended up getting into a fight with someone else's date on the dance floor. It got so bad that one of the dates bit the other one. It was an awful scene and several people had to intervene in order to get them apart.

After that night, there was ongoing talk about the "biting incident." You were right when you said not to bring a casual date to an office party. You never know what that person might say or do.

- Going stag

Hope you have fun at your party -- but not too much fun! Happy Holiday's to all of you!

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 29, 2007 at 9:06 PM | Leave a Comment (0)

Dear Sue:

What do you think about women who talk about personal and private things at work? I am not sure if the women know that other people can hear their conversations, but I am forced to listen to things I have no business hearing or knowing about.

I consider these conversations to be very unprofessional and I believe that private matters should not be discussed at work at all. People often hear more than others think they can.

- Heard enough

Sue Says:

In your situation, you are overhearing the conversations of other women. However, I doubt that women are the only culprits of this type of problem. Anyone (male or female) can talk too much, too loud or too personally, and cause embarrassment for the people who happen to be in hearing distance of the conversation.

What do I think about people who talk about personal and private things at work? I think it is fairly common even though it may be unprofessional. We spend so much time with our coworkers, it is natural to develop friendships and grow close enough to share personal information. However, this doesn't mean that you have to sit silently and listen to what goes on around you. I doubt that these women want you to hear what they are talking about, nor do I believe that they are aware of the fact that you can.

I will never forget the time when I was out to eat with a friend of mine. We were engaged in a very personal conversation, totally unaware that other people (strangers in this case) could hear every word we said. We were so grateful when a woman seated at a neighboring table came over to tell us that she knew our conversation was personal, yet was able to hear every word we said. Although we were embarrassed, we appreciated knowing that we were talking so loudly that others could hear us.

Do these women a favor and let them know you can hear their conversations. I am sure that once you do, they will either talk quieter or take their personal conversations someplace else. If they don't, politely suggest that they do and let them know that their talking is interfering with your ability to concentrate and do your work.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 29, 2007 at 8:59 PM | Leave a Comment (0)

Dear Sue:

I am forty-three years old, and have made fundraising for non-profits my career for 15 years. Although I've had high ambitions on becoming a leader in my field, I find that I'm constantly stuck in mid-management level positions earning little respect and lower than desired wages. I'm tired of people feeling they can treat me disrespectfully. Consequently, I'm burned out and want to explore other career opportunities, but fear that my age may be a factor. I just started a new position as a development director a few months ago, but I'm not happy with it. I don't want to waste any more years being unhappy. How would you suggest I get started in finding something that I enjoy doing at this late stage?

- Unhappy

Sue Says:

First of all, I do not agree with you that you are in the "late stages" of your career, and I'm not convinced that your age (which is relatively young by my standards) is the problem.

It's the issue of respect -- or lack of it -- that I sense is at the root of your unhappiness. And I am not so sure that changing fields will bring you the respect (or happiness) you are seeking.

No matter what field you work in or what title you hold, people will treat you the way you expect to be treated. Once you figure out why you aren't getting the respect you deserve where you are right now, you will be in a better position to find the answers you are looking for and the happiness you seek.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 29, 2007 at 7:57 PM | Leave a Comment (0)

Dear Sue:

I have a great position. I make good money, have a great boss and a wonderful staff working for me. However, due to company politics and a possible reorganization of the company, there is a chance that within the next year the person who previously held my job, and is very cozy with my boss, may want it back.

I don't want to be paranoid, but I am concerned because I know I wouldn't want to work beneath her, nor would I want her to work under me and make more money than I do.

Should I look for another job, hang on quietly or say something and see what kind of response I get?

- Paranoid

Sue Says:

Although I can understand your concerns, there is no guarantee that what you are worrying about will happen. Why would you even consider looking for another job based on the 'possibility' that your old boss will want her job back?

You say you have a great job, boss and staff. Apparently you are doing well in your position. Even if this person who previously held your job does want it back, there is no guarantee she will get it back no matter how cozy she is with your boss.

I don't see any reason for you to hesitate to address your concerns by saying something. It's always a good idea to be prepared and have a back up plan should anything happen, but for now stop worrying and continue to focus on the wonderful aspects of your job.

You can be certain that there will be many changes within the next year -- every business is changing at a rapid rate. Being prepared is wise, but being paranoid is a waste of time.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 28, 2007 at 7:51 PM | Leave a Comment (0)

Dear Sue:

I am anticipating a job offer this week, and am about to resign from a position that I have been very successful at for the past 5 1/2 years. I want to be fair to my current employer, but I don't know that I will be able to give more than 2 weeks notice. I also am concerned about the proper way to write my resignation letter. I don't want to close any doors behind me, and I have always believed that I should leave like a lady. Can you give me any tips on writing that letter?

- Lynne

Sue Says:

If you have a good relationship with your employer, it would be nice to tell him/her in person and use the letter as documentation.

The letter should be brief and to the point. State the reason for the letter (notification that you will are resigning), and the date you will be leaving.

Because of your desire to leave on good terms, feel free to add a statement that lets your employer know you have enjoyed working there and appreciate the experience, but are pursuing other career opportunities at this time. There is no need to include detailed apologies or explanations for your departure.

I understand your desire to leave on good terms, but realize that there always is a chance that your employer will be upset by your departure. Just do what you can to leave on a positive note, but don't take it personally if things don't work out as you planned.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 28, 2007 at 7:47 PM | Leave a Comment (0)

Dear Sue:

I am an honest, genuine person and for 4 years I've put my heart and soul into the small company I work for. I've done many things to help the company grow, and have always received glowing reviews from our clients. However, I have never received an increase in my salary.

Each time I've asked my boss for a raise she says that she can't afford it. I know the company has done well financially and I am able to provide her with documentation of the many accomplishments and contributions I have made.

I am thinking of leaving because of this. Is there anything else I can do?

- CB

Sue Says:

Yes. Tell your boss everything you have told me, including the fact that you are thinking of leaving. It may motivate her to come through with the raise you've been asking for, but if it doesn't, you will be assured that you are doing the right thing by looking for employment elsewhere.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 28, 2007 at 7:43 PM | Leave a Comment (0)

Sign up for as many market research or focus group companies as possible. What are paid focus groups? A paid focus group is when a number of people are selected for their relevance to discuss one or more issues about a product or service for about an hour or more. The participants are then paid anywhere from $50 - $300 cash for just giving their opinions.

So how do they find you? Each marketing research focus group company has a database, which stores the names and demographic information of potential focus groups participants like you. You just need to visit the paid focus group websites and submit your information to them.

Most of the market research company websites have a link that reads, “join our panel”, “become a panelist” or “Get Paid For Your Opinions”. Click on the link and fill in ALL the information requested. It may be a tedious process because they ask a lot of questions but it will pay off in the end. It costs nothing to sign up! The more information you provide, the more likely they are to call you and place you in different focus groups. This gives you more opportunities to earn money. Don’t ever pay to find focus groups, some great places to find this money making opportunity are www.FocusGroups.com or visit our Paid Focus Groups section.

Be Patient.

Once you’ve signed up, most people expect to get called immediately. This is not always the case. You have to keep in mind that these market research people work with different companies. So the criteria for the type of people they are looking for changes depending on the company product, service, etc. One company may be looking for women with children while another company may be looking for women with no children that are Hispanic.

So it all depends on the company and their given product. Just be patient and they will call you once they have a product or service in which the information you submitted matches their needs. This is why you should sign up for as many as possible to get more companies to call you.

Be Accessible.

Once you’re in a paid focus group database, that’s only one step. The key to getting into a focus group is being reachable. People that a marketing agency can reach first are more likely to get in. If the interviewer can’t reach you, they will call the next person on their list. So make sure you provide the focus group company every possible way to reach you. That means providing all of your telephone numbers, email address, etc. The more ways a company has to reach you, the better your chances of earning more money. Focus group companies often call my house, cell phone and even my work number. They always have a way of reaching me and it’s the reasons I get into more focus groups then most.

Listen to the interviewer.

When you do finally get the call from a focus group interviewer, listen carefully to the questions that they ask of you. One of the first questions is have you ever participated in a focus group in the last 6 months. Always respond “NO” or if you have, just happen to forget the date. Or provide an approximate date that it’s always greater than 6 months. Doing this will guarantee your inclusion in a larger amount of focus groups.

The interviewer also tends to lead you right at the start of the conversation by providing you the topic of the focus group or the type of people they are looking for. This bit of information should tell you immediately if you actually do fit the profile or if you can make yourself fit the profile.

If you do think you’re a match for the group, just answer the questions straightforward but always keep in mind the topic of the group. If you want to be included in the group then you better be able to tailor your responses to the topic at hand. Listening skills become key during the interview. If the interviewer has told you at the start of the conversation the focus group is about acme tennis shoes but your experience has not been with that particular brand, you could still qualify. If you do have experience wearing some type of tennis shoes you can still can provide the focus group relevant feedback. So I would still reply yes to wearing the brand of shoes they named.

I know it sounds shady but hear me out. What I’m implying is that if you feel you have enough experience to discuss the topic at hand then you should probably reply positively to questions geared towards that topic. But if you don’t have any experience with the topic at hand, such as if you only wear high heels, then chances are you won’t be able to provide the focus group decent feedback. This will frustrate the focus group leader and you will probably be removed from their database.

So it’s a fine line between fibbing and telling the truth. Be realistic to yourself. Don’t answer yes to something you can’t possibly give any good feedback about.

Be flexible.

Focus groups are a great opportunity to earn extra money for everyone, but especially for stay at home moms, people looking to work at home, retirees, students or people in general with a lot of free time on their hands. Focus groups are held at a variety of time slots. They can be offered after 5pm or during lunchtime hours. All focus groups will call you days in advance, which should give anyone enough time to get a babysitter for 1-2 hours, make arrangements at work to leave early or come in later, etc. Because the companies do provide such early notice try to be as flexible as possible. If you do you’ll be able to squeeze in several focus groups in a week.

Following all these money making tips will help you earn several hundred dollars per month for just giving your opinion. You can finally get paid for your point of view and “your two cents” is really worth hundreds of dollars!

Posted by Eddy Salomon on August 28, 2007 at 5:36 PM | Leave a Comment (0)

Work At Home Scams haven't affected me in years. And it won't exist for you either if you:

1. Become An educated job seeker, Dummy!

The only way you can get scammed is if you don't know what to look for and you don't do you research. Here's a quick way to know if the company you're interested in working with is a scam. Go to Googe.com enter the company's name or website address and the word scam or scams. For example, Paidresponse Scams, You'll either find tons of results tearing the company apart or nothing significant.

As always check the following sites:

* www.BBBOnline.com
* www.Ripoffreport.com

2. Don't actively search for jobs!

I know this sounds ridiculous but a little known secret in job seeking is the fact that many employers don't actively post their jobs. Instead they are searching resume databases of various job sites. So if you're like everyone else who searches through job listings every day and applying to those listings you've pretty much missed out on some hot leads. I'm not saying you shouldn't do this. But you should also be posting your resume to as many job sites as you can.

This will make your information available to legitimate employers & put you ahead of your competition. Scam artists use resume databases as well but they're less likely to because it's a high priced service. But if they do happen to have the money, if you've followed my first point in this article then you're already an educated job seeker and will be able to spot the scammer!

3. Stop using major job sites!

That's right, major job sites suck for work at home! They are not highly targeted for work from home. You might find a few scattered telecommuting jobs. But they're buried deep in the millions of conventional job listings & home based business opportunities. It can take hours to sift through all that & granted you may have all the time in the world. But A better use of your time is to use job sites geared toward telecommuting aka work at home. Most of the time, the website owners have done all the leg work for you or their users have within their forums and you can find some great job leads there with minimal effort.

Some great resources are:

* www.tjobs.com
* www.moneymakingmommy.com
* www.WorkAtHomeCareers.com

4. Know the difference between a job or home based business!

Too often I hear people whining & preaching everything that requires a fee is a scam! Nonsense! If you're an educated job seeker you'll know that a home based business will always require a fee because you're basically being provided your own company to run. And guess what? Any company requires supplies, marketing material, etc, etc. to get started and to run a business. If it was free to run, then Mc Donald’s wouldn't have to charge you for a burger. Makes sense, doesn't it?

But a job on the other hand is when someone who owns a company or a home based business hires you to work for them for a set salary. You don't need to pay them because you're not forming a company. They've done that already and just need your help to run their business. So be sure you're aware of what you're looking into when an opportunity or job is presented to you. Don't assume because a fee is mentioned it's a scam! Know the difference.

5. Be in control!

If you keep in mind all the points I've listed above you can never be scammed. The proof is in the pudding. I was scammed once and ever since applying the points above, I’ve never fallen victim to a scam again. In fact I actually get paid to help people find scam free work at home jobs now. Well now you know why I feel Work At Home Scams Are Dead! If you follow this article they should be for you as well.

About the Author

Eddy Salomon runs a free resource of internet work at home jobs, opportunities, scam alerts and articles.

Visit: http://www.WorkAtHomeCareers.com/workathomejobs/ for no fee work at home .

Posted by Eddy Salomon on August 28, 2007 at 5:29 PM | Leave a Comment (1)

Have you been to a trade association event lately? Suddenly heard from an old college buddy? With so many people between jobs these days, it's no surprise that everyone seems to be brushing up on their networking skills. The economy may not be booming, but the network certainly is. Friends who didn't return telephone calls a year ago are suddenly easier to get ahold of. After having been started-up then shut down, dot-commed (or dot-conned), un-vested, repositioned, downsized, made redundant, or laid flat by layoffs, it's no wonder people are "doing lunch" again. Even if you still love your old job, you're probably a little more visible these days. Here's a list of do's and don'ts to help you maneuver the art and science of professional networking.

Networking do's

• Network everywhere – trade associations, church, family, dentist's office.
  
• Remember people and help them feel great about themselves - treat everyone with respect.
  
• Keep your networking account in the black – put in more than you take out.
  
• Be one of the people others are glad to see or hear from.
  
• Figure out what you can do for people, and do it.
  
• Approach networking as an opportunity to build "the brand of you," which is often an extension of your company’s brand.
  
• Work events in pairs so you can hand people off – or come back to home base to compare notes and renew your energy.
  
• Refer people whenever you think there's a potential match – but use glowing reviews sparingly, so they'll have more impact.
  
• Pay genuine compliments, and accept compliments graciously.
  
• Proactively diversify your network by introducing yourself to people who look or seem different from you – everyone wins.

Networking don'ts

• Don't fake an interest in golf or sailing – every hobby has its network, so find one that makes you genuinely happy. Musicians, for example, are great networkers.
  
• Don't be too visible, or you'll flood the market with too much you.
  
• Don't monopolize people's time – learn the cues about when a conversation is over, and move on graciously to another great contact.
  
• Don't block people's access to food or drink.
  
• Don't be afraid of rich or famous people – just use your access to them wisely.
  
• Don't overnetwork or undernurture – your friends will complain that they only hear from you when you want something from them.
  
• Don't hold your drink in your right hand, or your handshake will be cold and damp; similarly, don't try to carry both a plate and a glass.
  
• Don't take your host for granted – and don't forget to be the host once in a while.
  
• Don't just collect contacts – you've got to put them in play.
  
• Don't focus all your energy on the tall, loud, good-looking extroverts in a room – you'll miss a lot of great contacts while competing for their attention.

Article by Johanna Schlegel and courtesy of Salary.com®

Posted by Sarah Ennenga on August 28, 2007 at 10:53 AM | Leave a Comment (0)

It's half an hour before an executive schmooze-fest at the MIT Sloan School of Management, and Ken Morse is giving last-minute networking tips to a crowd of MBA students and invited guests. As managing director of the MIT Entrepreneurship Center, Morse teaches aspiring business leaders the nuts and bolts of growing and sustaining a business. His lecture on networking is one of the highlights of the semester.

Networking - or making professional contacts through friends, family, and other associates - is the most popular way to find a new job, according to a recent Salary.com poll. It is also an indispensable tool for promoting and growing a business. You don't need an MBA to understand how to network, but it doesn't hurt to listen in on what the MBAs are learning.

Fluid dynamics
Morse often draws diagrams depicting how networkers should work their way around a room full of potential contacts, using his blackboard in the same way as a football coach would map out his players' strategy.

He draws a big rectangle and marks the inside of the box with odd shapes that represent the entrance, the nametag table, the bar, and the food table.

"The room is always a big rectangle," he says. "Your challenge is to stand out from the clutter for the few people you need to meet."

Arrive early, study the nametags, then make a short list of people to talk to based on what you're trying to accomplish, Morse says. He points to the nametag table. If appropriate, leave a note on the person's nametag, written on the back of your business card. If you're hoping to meet one person in particular, and you know what he or she looks like, then wait outside if the weather is nice, which will give you an advantage, he adds.

One mistake some students make is to try to catch their targets at the bar. "Don't nab somebody just before they go to the bar. That's a nerd thing," Morse says. He puts a circle next to the bar and makes an "X" nearby, showing the "X" trying to advance but being blocked by the interfering circle. He puts a slash through the circle.

So where should you network? Stand under some lights at a distance from the bar, he says. "My favorite spot is by the food, because people's endorphin level is higher when they're eating. This is blood chemistry." He draws a circle near the hors d'oeuvres.

Students should also work in teams. Morse paints a scenario: "You are talking to the leader of a Latin American startup and you say to him, 'We've got the smartest guy in my class who knows that space. I think I can get you a couple of minutes talking to him.' You've done the CEO and yourself a favor," he said. "You've positioned yourself as a thought leader, you've helped the guy network, and you're strengthening the Sloan network by introducing members of your team."

Meanwhile, another teammate is by the door, next to the table where the nametags are displayed. "From your knowledge of compressible fluid flow you know it's not hard to suck somebody in" through the door and around the nametag table into a conversation, he says. You then deploy "piggyback strategies" to trade places with your teammate and increase coverage of the event.

Trade show trajectories
At trade shows, don't be one of the "polyester literature collectors," those who stop at all the booths and pick up whatever people are handing out.

Think like a polished, professional entrepreneur who is there to meet other serious players; not like someone attending the conference or show on a boondoggle. Your strategy probably means "no booth, no suite, no shrimp"; you will make your impact in other ways.

Talk to the speakers, not the literature collectors, and be early for interesting sessions. Speakers are often the most interesting people at a conference or trade show - but are much easier to talk to before their presentation, not as the crowds descend after the thought-provoking talk. The amount of time in advance of their talk that speakers arrive at a conference is "the square of the distance between their office and the event." Since the speaker may be there at least a day early, you may be able to get to the speaker well ahead of the talk, Morse says.

Morse gives the the class strategies to keep contacts hanging around long after the last cheese ball has been eaten and the piano player has gone home. To increase your impact, withhold business cards until the end of the conversation, he says.

When companies pay for employees to go to conferences and events, the attendees usually have to write a report - and the further they fly, the more positive the report must be to justify the expense, Morse says. The managers "will attach what they get from you to the report. Make them stay and wait for it."

You will usually know in advance whether you'd be willing to miss the last plane for someone terrific.

And remember, "a person's name, to that person, is the sweetest and most important sound in any language."

Networking tips from MIT

• Arrive early and study the nametags.
  
• Make a short list of people you want to talk to.
  
• Write a note on the back of your business card and leave it on the person's nametag.
  
• If you're hoping to meet one person in particular, and you know what the person looks like, wait outside if the weather is nice, where you have an advantage.
  
• Smile at the people you talk to and remember their names.
  
• Encourage other people to talk about themselves.
  
• Go get somebody a drink.
  
• Introduce people as though they were the most important people in the world.
  
• Present your business card at the end of the conversation.

Article by Johanna Schlegel and courtesy of Salary.com®

Posted by Sarah Ennenga on August 28, 2007 at 7:34 AM | Leave a Comment (0)

For some, relinquishing the idea that the local classifieds are the best place to find local employment is difficult. As companies strive to attach attention from a larger number of prospective employees, those conducting a job search are wise to turn to the internet for assistance.

When searching for jobs online, one has more options than ever before. With a new career site popping up in search engine results everyday, figuring out which to use can be frustrating. Most individuals know the names and reputations of such sites as Monster and CareerBuilder, but this doesn't mean one should rule out lesser known web pages. Many industries have multiple sites devoted to assisting individuals whose expertise lies in related fields.

By limiting one's self to only one job search site, one also limits the number of potential employers their results will yield. Combing several different web pages will assist in maximizing one's chances at finding employment. Although one may find several repeat listings when using more than one job related search engine, one may also learn something about the company that posted the listing. Companies that use more than one site to list the available positions often are needing someone to fill the payroll spot as soon as possible and therefore have justification for the expense of posting the information on more than one site.

When conducting an online job search, it is a good idea to consult at least three different types of websites; a large nationally known search engine, an industry specific site, and a local online classified. Sites with nationally recognized name often attract a larger number of employers due to their reputation and are therefore a good place for one to start. These sites also allow one to search a border geographical area than others might, and are therefore helpful for those not against relocation.

Industry a specific sites job search site will allow one to find positions in their chosen field without having to weed out those listings that are completely unrelated. Also, due to the fact that these sites may not be as well known, businesses that post available jobs on these web pages are often more specific about the skills they are looking for a potential employee to possess. This will also give one a general idea of what the overall situation of the industry in question is.

By using a local job search, often found through the web page of a city's newspaper, one can get a grasp on what careers are the most profitable and have the most job security in one's area. One can also locate postings from smaller employers who may not have the budget to list with a more expensive site.

Posted by Joel Cheesman on August 27, 2007 at 8:06 PM

Dear Sue:

The organization I work for is very chaotic. In the year that I've been here, I've seen a number of people leave because they were either fired or unhappy working here. Many of the people who remain are looking for other options.

Things have gone pretty well for me, however. I received a promotion recently, and my boss has told me that I am doing a good job.

I was just offered another job in another company with more money, and what seems like more security. Part of me feels as though I should take it, yet I am hesitating because I actually feel some loyalty to the company I am currently working for.

Am I stupid or what? Everyone is telling me that I should make the change while I have the chance to move to a better organization. Why am I so hesitant?

- Hesitant

Sue Says:

You are hesitant because you know that the opinion of everyone else isn't as important as your own. In addition, you are hesitant because you are doing well with this company and have found some stability among the chaos.

Perhaps the chaos is temporary and you are witnessing a major transition as your company restructures itself.

Determine why the changes are taking place, and take a good look at your future potential and stability within this organization.

You sound prudent to me, not stupid. You are smart enough to know that until you move inside another organization, you will never know what kinds of problems you may face there, and you will always wonder what might have been had you stayed where you are.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 27, 2007 at 7:38 PM | Leave a Comment (0)

Q. I am a bilingual executive administrative assistant, using both English and Japanese in my job and occasionally serving as an interpreter or translator. Previously my position was held by someone who was not bilingual, and I don't believe my salary gives consideration for my bilingual abilities. How much more, if anything, should I be earning?

A. The answer depends on how many hours a week you are expected to translate, and whether you are translating spoken or written communication. It is important to make that distinction because translating documents is a more involved skill than translating speech.

Second, the amount of a language differential normally depends on the local market. Language differentials typically range between 5 and 20 percent per hour more than the base rate. If there is a scarcity of people who can translate written or spoken Japanese into English in your region, the differential would be in the higher end of this range.

So, you could make the case that your employer should apply an hourly differential to your base wage for those hours in which you are expected to translate or interpret a second language.

Talk to your employer and get a clear definition of whether you are primarily an executive administrative assistant who is called upon from time to time to function as an interpreter; or whether you are primarily an interpreter or translator. Once you have a clear definition of your responsibilities, speak to your manager. If your primary responsibility is as an executive administrator, find out how many hours a week you're expected to interpret or translate. Then you can tell your manager you would expect the organization to apply a percentage differential to those hours in which you function as an interpreter.

On the other hand, if your primary responsibilities are to function as a interpreter, then research the pay for interpreters in your region using the Salary Wizard.

Good luck.

Article by Erisa Ojimba, certified compensation consultant and courtesy of Salary.com®

Posted by Sarah Ennenga on August 27, 2007 at 4:10 PM | Leave a Comment (0)

Q. What is the typical increase a person should get (or should look for) when changing jobs? I'm in the information technology field.

A. There is no rule of thumb for determining a percentage increase for a new job, because the value of someone's skills relates to how that person compares with the market as a whole. You probably won't want to change jobs unless you feel you will be better off in the new situations.

Before you settle on your new salary expectations, understand the job responsibilities at the new employer, and then benchmark those responsibilities against a job in the Salary Wizard. This will give you an idea of what the market is paying.

Next, list the compensatory benefits you're receiving at your current job and compare them against what the new company is offering you. Remember to include things like health benefits, company-paid training, and vacation days.

If your new job has the same responsibilities as your current job, make sure your new rate of pay brings you close to the 50th percentile of the market, based on the data in the Salary Wizard. If the new job has more responsibility than your current job, make sure your salary falls between the 25th and the 50th percentiles.

Finally, negotiate benefits comparable to or better than the benefits you currently have.

Good luck.

Article by Erisa Ojimba, certified compensation consultant and courtesy of Salary.com®

Posted by Sarah Ennenga on August 27, 2007 at 3:34 PM | Leave a Comment (0)

A vivid example of what can happen to your personal information when you post your resume on the Web as part of your job search strategy came to light this week.

Monster.com's job hunting sites suffered a massive security breach in which hackers stole personal data on 100,000 or more users. Apparently, the hackers somehow obtained the logins of corporate and recruiting firm users and used them to access the resume database. They then used an automated "Trojan" program to transmit the information to a rogue server, where computer security experts at Symantec found 1.6 million records belonging to job seekers.

The attack based on this data was multi-pronged: Two different kinds of e-mails were sent out to unsuspecting job candidates, one attempting to collect logins for financial sites, and the second a vicious virus that locks up data on the victim's PC, after which a ransom is demanded to unlock the data.

An article at the Fox News Site provides further details about the incident and how it happened. (It is also disappointing to learn that the job board admits to having kept the security breach under wraps for 5 days before notifying its users.)

For more information on potential dangers to watch out for in online job search, see my blog entry of August 15: "Online Job Search: Beware of Spoofing, Phishing, and Other Scams."

By Laurie Smith and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Sarah Ennenga on August 27, 2007 at 3:19 PM | Leave a Comment (0)

Dear Sue:

My job experience over the last twenty-five years has compelled me to think about opening my own business. I have a great business idea, a tremendous amount of knowledge and the resources to get started. Yet for some reason I haven't been able to put it all together. I need to get over this hump so that I can get started on what I'm sure will be a very successful business. Why do you think I am holding back?

- Holding back

Sue Says:

My guess is that it is due to fear. Don't get me wrong - I don't mean it in a negative sense, because fear can often work for rather than against a person and prove to be a positive motivator. It may be the fear of change, fear of failure or even fear of success.

You've got twenty-five years of job security and predict- ability. Sure you have what you need to launch your new business idea, but once you do you enter into new, uncharted territory.

No matter how great your idea may be, as with all new business ideas, there is a risk of failure. Some people are motivated by that fear and others are paralyzed by it.

There are so many things to do to begin the process of opening a new business that it may be difficult for you to know where to begin. And you probably realize that once you make the move that there is a chance this new business will consume your life. That can be overwhelming.

Breaking away from friends and coworkers to do something on your own can make you feel isolated from everyone else. As excited as you are about your new business idea, if you don't have anyone to collaborate with, it can be very lonely.

So what do you do next? Really think about what is holding you back. If you haven't already, write a business plan. The details of the plan will help you see what steps you need to take and in what order. Consider meeting with a few trusted and respected friends or business leaders to get feedback on your idea and plan. Or look into meeting with a representative of S.C.O.R.E. - Service Core of Retired Executives, which as the name says is made up of retired executives who volunteer their time to help people like yourself in business.

Good luck!

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 27, 2007 at 12:19 PM | Leave a Comment (0)

Dear Sue:

I have a great position with the company I work for. However, recently, due to a number of changes taking place, I find myself spending more and more time in meetings. Most of these meetings are a complete waste of time, yet no one says a thing.

I am looking for ideas on how to execute meetings more productively. Any ideas you or your readers have will be appreciated.

- Stressed out by meetings

Sue Says: Not only are many meetings a waste of time, but they are not always cost effective either. Often the biggest expense, which is the cost of the people who attend, is given the least amount of attention.

Productive meetings don't just happen, they are the result of a well-designed process, and many meetings miss their mark due to a lack of preparation, according to Diane Brewster-Norman, who helped create the Franklin Covey "Meeting Advantage" seminar. For many people, preparation means merely setting an agenda, however, successful meetings require a bit more. Meetings often fail because leaders don't define the purpose of the meeting, even for themselves. A clear purpose statement guides a meeting. Without a clear purpose, achieving results is almost impossible.

Equally important is to determine whether the costs involved justify the meeting, or if you could achieve your purpose with a different option.

Brewster-Norman suggests answering the following questions when planning a meeting to help determine if the meeting is justified. If you can answer yes to most of the questions, your meeting probably is justified.

* Does the total cost of the meeting justify the advantages of holding it?
* Are the people who can make decisions available to attend? - Is the timing right?
* Is the purpose of the meeting clear?
* Is the necessary information available?
* Have alternatives to holding a meeting such as distributing information, using the telephone or meeting with only two or three key people been considered?
* Try scheduling meetings when most participants are at their best. Early on any day, midmorning and mid-afternoon usually are good times. Avoid scheduling meetings first thing in the morning, the first morning or the last afternoon of the work week, the last hour of any work day or the first hour after lunch.

Active, appropriate participation is necessary to accomplish your objectives. Unfortunately, meetings often are beleaguered by people who either participate too much or don't participate enough. Getting appropriate participation is key to a successful meeting. Many common problem's associated with meetings could be avoided simply by establishing a code of conduct for you meetings. This way, everyone operates from a common set of expectations. Brewster-Norman offers the following sample code of conduct established to make meetings more productive:

* Begin and end on time
* Focus all comments on agenda items
* Do not interrupt while others are talking
* Stick to one conversation and avoid making side comments
* Turn off all pagers and cell phones
* Everyone come prepared to participate
* No unscheduled speeches
* Initiate no personal attacks

And finally, if you prepare well and get full participation, but fail to follow through after the meeting, you run the risk of not achieving your purpose. The real work continues after the meeting is over.

I hope you find value in some of these ideas and that your future meetings will be less stressful and more productive.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 27, 2007 at 12:15 PM | Leave a Comment (1)

It's all negotiable. Every new job - every performance review, in fact - is an opportunity to negotiate base salary, various kinds of bonuses, benefits, stock options, and other incentives that add to job satisfaction and provide financial security. Taking control of your job search before your job offer and conducting a smart search that takes into account more than just financial considerations can also lead to that elusive condition called happiness.

Are you prepared to negotiate for happiness? The negotiation process is an opportunity to define, communicate, and achieve what you want out of your job offer. But to get offered the right job that pays what you deserve, you'll need to do your homework. The first step in the negotiation clinic is to understand the negotiation basics.

Negotiation requires gathering information, planning your approach, considering different alternatives and viewpoints, communicating clearly and specifically, and making decisions to reach your goal. In her book, Job Offer! A How-to Negotiation Guide, author Maryanne L. Wegerbauer describes how each party in a negotiation can fulfill specific needs and wants of the other party, a concept called "relative power." According to Wegerbauer, understanding your strengths and resources; being able to respond to the needs of the other party; and knowing your competition enable you to assess your bargaining position more accurately.

Learn the power factors

What is your power over the other side of the table? Relative power, Wegerbauer says, is a function of the following.

Business climate factors

• Overall state of the economy and the industry in which you compete
  
• Overall unemployment rate and the general employment picture
  
• Demand for industry- and profession-specific knowledge and skills

Company factors

• Profitability
  
• Position in the business cycle (startup, growing, stable, turnaround)

Hiring manager factors

• Urgency of the company's need to fill the position
  
• Decision-making authority
  
• Staffing budget

Applicant factors

• Other opportunities in the job offer
  
• Technical expertise, unique knowledge/skill set
  
• Resources (financial depth, networks, etc.)
  
• Level of competition/availability of other candidates
  
• Career risk of the job offer

Plan and communicate

A negotiation is composed of two major steps: planning (research and strategy) and communication (information exchange and agreement). In the planning step, get as much information as you can up front and, using both the company's written and unwritten signals, map your skills against what the company values.

Give it time

Timing is also important. Remember that the best time to negotiate is after a serious job offer has been made and before you have accepted it. Once you are clear about the initial offer, you can express interest and even enthusiasm, but ask for more time to consider the job offer. Wegerbauer suggests that this request is made "in light of the importance of the decision." Sometimes you can split up the negotiating session into two meetings: one to firm up the job design and responsibilities and the second to go over compensation and benefits. The key message here is not to make an impulsive decision. If they really want you, there's time.

Consider the alternatives

You should be prepared with a rationale for everything to strengthen your position. Counteroffers are an expected part of many negotiations, so be sure to remain flexible. Keep in mind that different companies can give negotiations more or less latitude. Smaller companies may be more flexible than large, bureaucratic companies. Unionized companies usually have very little room for individual negotiations.

Negotiate for a win-win

Remember that the negotiation is not about strong-arm tactics or win/lose. It is a two-way process where you and your prospective employer are each trying to get something you need. In a negotiation, you're both designing the terms of a transaction so that each of you will receive the maximum benefit from the final agreement.

Also check out our job offer assessing tool, The Job Assessor, in order to compare job offers.

Article by Linda Jenkins and courtesy of Salary.com®

Posted by Sarah Ennenga on August 25, 2007 at 8:10 AM | Leave a Comment (0)

The Way Animals Should Be Treated

Treating a sick animal is like solving a mystery, said 12-year veterinarian Ralph Yerex. The doctors can't ask their patient questions, so they have to deduce the cause of an illness by piecing together clues.

In one difficult case, a dog experienced weakness that went away until several months later when he fell down and couldn't get up. Yerex suspected a rare neurological disorder was the culprit and testing at a clinic proved him right.

"I love my job," Yerex said. "The detective work is really cool." Veterinarians like Yerex consider their job a calling, a way to help animals. Vets spend 8 to 10 years attending college and veterinary school, and their work-weeks often exceed 50 hours, with some newer vets working 12 hours a day.

Yerex earned his bachelor's degree in chemistry at the University of Wisconsin, River Falls, and went to Scotland to study at Glasgow Veterinary School, legendary veterinarian James Herriot's alma mater. Today's veterinarian has a lot more tools at his or her disposal than Herriot did, because medical technologies introduced for use on people have entered the veterinary field. Ten years ago, Yerex said, he was one of the first vets to use cardiac and abdominal ultrasound in the Seattle area. Now, he said, "People are expecting this for their pets."

Despite the advances, many people can't pay to treat their animals, because their pets don't have the same health insurance they do. Occasionally, a pet owner will ask Yerex to put an animal to sleep instead of treating a health or behavior problem. He refuses, because he will only euthanize an animal for medical reasons. Taking an animal's life is the hardest part of the job, he said.

Several years ago, Yerex and another veterinarian opened the Brassfield Animal Hospital in Greensboro, N.C. Managing 11 full-time and part-time staff members is a lot of responsibility, Yerex said. He eventually hired an office manager, so the business side of the practice wouldn't dominate too much of his time.

Yerex's partner, Hunter Hodges, is certified in acupuncture. Used for years on race and show horses, acupuncture and other Eastern practices are becoming more common in the treatment of small animals, Yerex said. Acupuncture can relieve pain, stimulate appetite and treat symptoms, said veterinarian Lisa Beagan, who is taking a class in the alternative therapy. "It's nice in cases when you have no options in Western medicine."

Beagan treats small animals at the Hoffman Animal Hospital in Annapolis, Md. She started her career as co-owner of an equine practice in Maine. She liked being able to set her own schedule and work outside, but she was always on call and even had a fax machine in her bedroom so she could get lab results quickly. "It didn't leave much time for a family life," she said.

Beagan recently cut back on her hours at the hospital to work part-time at Vetcentric.com, a veterinary Web site. She was a math major in college and worked at General Electric for six years after graduating, so the job draws from her knowledge of business and animal medicine. Beagan said many of her classmates at the Tufts University veterinary school also were career changers.

Kim Thomas, co-founder of Vetcentric.com, was going to attend medical school after receiving her bachelor's degree in biology, but decided to stick with her dream of treating animals. Doctors have to specialize, she said, while vets get to take on every medical role from orthopedic surgeon to cardiologist to anesthesiologist. At Greater Annapolis Veterinary Hospital, Thomas works with eight other veterinarians treating small animals.

"It's a fantastic profession," said Thomas, who has practiced for three years after earning her doctorate in veterinary medicine (D.V.M.) at the University of Tennessee. Like many other veterinarians, she has wanted to work with animals since childhood, and volunteered and later worked in a vet's office before attending veterinary school.

Eric Griesshaber researched cockatiels and worked with an equine veterinarian before he became a small animal vet. His veterinary school at the University of California at Davis wanted him to check out the different paths an animal doctor can take. They can work in meat inspection, disease prevention, traditional practices, and more. When he graduated three years ago, he chose to work with small animals at a San Jose, Calif., practice owned by a corporation rather than a privately run office. The company, Veterinary Centers of America, Inc., offered good benefits and the predictability of working in an environment that abided by corporate standards, he said.

Griesshaber recommends that aspiring vets hone their customer service skills. Veterinarians spend a lot of time talking to people about their pets and comforting them if an animal is gravely ill. "Dogs and cats are part of the family," he said.

While he thrives on the challenges of difficult cases, Griesshaber is frustrated when he can't figure out the cause of an animal's symptoms or when a pet can't be cured. "You have to learn that not everything is fixable," he said.

So if you have a love for animals and a scientific mind, consider dedicating your life to saving humankind's best friends...and dream on!

Article by Lauren Wiley and courtesy of Salary.com®

Posted by Sarah Ennenga on August 24, 2007 at 3:58 PM | Leave a Comment (0)

Shopping for a Living

Wouldn't it be cool if you could shop for a living? And I don't mean for groceries or socks or diapers. I mean Bloomingdale's, Saks Fifth Avenue, Armani, the toniest boutiques on Rodeo Drive - I mean, shopping, baby, yeah! For Hollywood wardrobe stylists, this kind of high-end shopping largely defines the job.

"Obviously it's fun to get paid to spend money," says Jami, "and to get to feel like one of the rich and famous. But I also like to help make people look good. And one of the best things is that it's never monotonous. Every job is different, from game shows to commercials to movies."

Jami had no idea this job even existed until some actresses she knew kept telling her she'd be good at it. A natural clotheshorse, she already had a distinctive personal style, so she apprenticed with a well-known stylist ("I basically carried around her shopping bags for free.") and learned the business, including stuff like who has the best military uniforms or evening wear, which tailor can do overnight alterations, and where you can get a sailor suit for a dog.

"My favorite actor was a chimp"
Occasionally, a stylist has to deal with big egos as well as big budgets; it just goes with the territory. "It's hard not to let your own ego and tastes interfere, but ultimately you're not the final decision maker," says Jami, who thinks for a minute and then says, "My all-time favorite actor was a chimp, because he didn't talk back and he didn't drop his clothes on the floor. We ended up dressing him in custom-made jeans, a white t-shirt, a letterman's jacket, and Birkenstocks."

Anything can happen on set
In her 14-year career, Jami's seen a lot of crazy things...including an incident involving Crazy Glue. It seems an actress tried to glue in her own hair extensions and ended up covered in the stuff, her lips glued together, her blouse glued to her chest. And speaking of chests, "I once had to build a set of fake breasts using duct tape and shoulder pads. This was before the silicone kind were so common."

Setting trends
It's no wonder these style mavens are often credited with setting fashion trends around the globe. A stylist might give an actress a funky retro bag or amazing scarf to wear to a premiere. Once it's splashed across the pages of every fanzine across the country-voila! It becomes a trend! Trend becomes fad, fad becomes craze, and the next thing she knows, she's got her own line of accessories and a boutique at Sunset Plaza.

No job security
Alas, there is a downside to the job: it's freelance, and as such offers no job security, giving rise to what Jami calls "that dread feeling of never working again." But day rates - usually $600 to $1,000 - are generous, in part to compensate for the on-again, off-again nature of the job. And there are benefits, paid through a theater workers' union.

So the next time someone compliments your sense of style, think of becoming a wardrobe stylist...and dream on!

Article by Lauren Sheppard and courtesy of Salary.com®

Posted by Sarah Ennenga on August 24, 2007 at 12:51 PM | Leave a Comment (0)

Dear Sue:

I've been looking for a new job for awhile and cannot figure out why I haven't received even one offer, especially considering how close I've come to receiving one.

I am applying for executive-level-positions, and have been on close to 50 interviews with a number of different companies. I expected to receive offers from a few of the companies who seemed serious about me, requested references and discussed compensation with me.

One person who wanted to hire me wasn't able to gain the support of the other decision makers, and I was informed that they decided to keep looking until they found someone they could all agree upon. This was after I had multiple interviews and visits over a period of almost two months.

Another time I was sure an offer would be made after I'd had about eight interviews, including a lunch. Although it appeared as though they wanted me, I was told that they decided they needed to wait until they found someone who had more experience in certain areas.

I have a successful background, am intelligent, attractive, present myself well and basically do everything "by the book" when it comes to interviewing. This is why I am struggling to figure out why I haven't been offered a position. The thought of being led on again by a company and investing so much of my time is very frustrating. Do you have any suggestions?

- Frustrated

Sue Says:

Apparently it isn't uncommon for a company to ask a candidate in a senior position to return on four or five different occasions to be certain they have the right person for the position. When hiring at a senior level, consensus is important. It is important for all senior decision makers to feel comfortable with a new executive team member, and many organizations require all key staff to meet with a potential team member, said Lawrence Alter, president of The Arthur Group, a career development and outplacement company.

In addition, the main reason someone gets hired is based on chemistry. We hire people we like - it's that simple. It isn't always the person who's the most qualified that gets the job, it's the person perceived to be the most qualified. Ultimately, the candidate who is liked the best and the one the company feels will best fit their culture is the one who will get the offer.

No matter how well you think you are doing at interviewing, the proof is in the results. You say you have had close to 50 interviews with a number of different employers and that you are doing everything right, but haven't received even one offer. The reality is that most people interview poorly, according to Alter, and while he is not suggesting that you are a poor interviewer, you may want to examine your skills and attitude.

In addition, we both wonder if perhaps your ego is getting in your way. You refer to yourself as intelligent, attractive and doing everything "by the book." What book? Perhaps you ought to find a new book or new techniques that will help you get an offer.

Alter offers these additional suggestions:

1. Practice responding to interview questions by using a tape recorder or camcorder. Listen to yourself and determine if you would like to hear those responses if you were interviewing yourself.
2. Learn how to understand the needs of the company and find what they are looking for in a candidate.
3. Do not assume that the companies are at fault -- be willing to accept that it may be you and your attitude or ego that is getting in the way.
4. When you can, find out why you didn't get the job, and ask for suggestions that could help you in the future.
5. Seek the advice of a qualified career management professional.
6. Finally, remember that people hire the person they feel most comfortable with, and the one they wish to interface and work with on a daily basis - not always the person with the strongest qualifications.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 24, 2007 at 12:12 PM | Leave a Comment (0)

Dear Sue:

I am trying to figure out why I am not getting anywhere in my career. I graduated from college, but feel as though I wasted my time because my degree hasn't done anything to help further me over the years. I worked at a job for seven years before getting laid off, and I was out of work for almost a year until I found another job, which only lasted 18 months.

I know someone who has been very successful. He got a job right out of high school, worked for the same company for 44 years, and retired as one of the executive vice-presidents there.

Am I doing something wrong or am I just unlucky?

- Unlucky

Sue Says:

You may feel unlucky because things haven't always gone as you'd like, but actually, your path is not as unusual as you may think.

Working for the same company until retirement was something most people counted on years ago. However, with the changes affecting the workplace today, the only thing you can count on is change. The way we do business is rapidly changing. The company you work for today could very well be a different company tomorrow.

You don't say why your last job lasted only 18 months, but by some standards, that is a long time! If you are confident in your abilities and believe you have a lot to offer, then move on and find another job. But this time, don't go in with unrealistic expectations. Don't expect anyone to take care of you. Try to view change positively. Each new beginning can be an exciting adventure.

I hope it helps to know that you are not alone with your thoughts and concerns. Read on:

Dear Sue:

Within the past two years I've lost three jobs. Up until now I still had my confidence, but I can't even bring myself to look for another job at this time.

I don't know where I may have gone wrong. I get fantastic feedback from my friends, coworkers and relatives. They tell me that I am easy to work with and that I have a great personality and character.

I have experience in a variety of fields and am intelligent enough to perform any duty assigned to me, regardless of what kind of a position I may have. If I am uncertain about something I find a way to figure it out.

The reason I'm given when being laid off never seems to have anything to do with my performance on the job. It's either that there wasn't enough work for me to do (even though everyone else was swamped), or due to some unforeseen occurrence. I am afraid to take another job for fear it will happen again. What can I do?

- Scared

Sue Says:

Interview with confidence, knowing that being laid off does not have to reflect negatively on you. Reinforce all of the qualities that you know make you a good employee. It is possible that what happened has nothing to do with you or your ability.

Evaluate each situation and determine what, if anything, you can do differently in the future. Perhaps your experience is too varied and specializing in a particular industry or establishing an area of expertise would be of help to you. Don't fight the things you can't control, just take charge of the things you can.

Dear Sue:

I am the director of a childcare facility. In the last six months I've had five employees quit without notice. I have an open door policy and had a good relationship with these workers. I've been unable to contact them for any kind of an exit interview so have no idea what their concerns were. How can I prevent this amount of turnover in the future?

- Stumped

Sue Says:

You say you have an open door policy -- you may need to open the door a little wider. My first inkling is to question just how good your relationship was with your employees -- five employees quitting within six months isn't exactly proof of solid relationships.

Perhaps you are hiring people who underestimate the challenges of working in a childcare facility. Make your hiring decisions carefully, take a good look at the way your employees are treated and ask for feedback frequently to address any problems before another employee decides to quit.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 24, 2007 at 12:09 PM | Leave a Comment (0)

Dear Sue:

I'm preparing to reenter the work force after a prolonged absence. I had a rather poor relationship with my former coworkers and supervisors, which I think was due to our age differences. Luckily, I was forced to leave the job before I was fired.

I am a bit worried, though, about what my former employer might tell a prospective employer when calling for a reference. Can my former employer talk about the poor relations we had to prospective employers? I am worried that my chances for getting a position might be ruined if my previous employer decides to badmouth me.

What exactly can an ex-employer say when asked about a previous employee? Are they prohibited from saying anything derogatory?

- Worried

Sue Says:

An employer is free to furnish information about an ex-employee as long as it isn't given maliciously or with the intent to harm the ex-employee, said Marshall Tanick, a Minneapolis employment law attorney.

Employers cannot give out confidential or private data, such as medical records, and as long as any information given is for a proper purpose, the employer is protected from being sued for defamation. The information provided must consist of true factual statements about the employee's performance.

However, an employer could be held legally liable if any false information was provided, especially if it is disparaging or accuses an employee of criminal behavior or immoral conduct, unless the employer believed in good faith that the information was true.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 24, 2007 at 12:04 PM | Leave a Comment (0)

Feng Shui — 4,000 years of common sense

As part of her job, Feng shui consultant Jennifer Reyneri rearranges furniture, consults ancient charts, and asks pointed questions about people's personal lives. Moving stealthily from room to room in a home or office, she strives to uncover the origins of weight gain, financial disaster, and depression by consulting ancient charts and text. She places objects in different positions and changes color schemes within the home in an effort to tweak the flow of energy and create a haven where mind, body, and spirit can relax and combat stress and disharmony. Although the spiritual principles behind the practice are not for everyone, adherents say feng shui is simply "4,000 years of common sense."

Using ancient teachings as a modern guide
Feng shui (pronounced "fung shway") is the Chinese practice of object orientation, placement, and arrangement. The phrase literally means "wind water." Followers take into consideration the energy flow throughout a structure, arranging furniture and decorations to enhance the spiritual wellness of a home or office.

According to the philosophy, energy (chi in Chinese) enters a home or office through the front door, which is deemed "the mouth of chi." That energy is then dispersed throughout the dwelling, helped or hindered by objects placed within certain sectors. People who practice feng shui use an ancient map called the Ba'Gua to determine the relationship among a number of "elements," including fame, creativity, travel, and romance. Living plants, small fishtanks, and water fountains are placed strategically throughout a structure, as signs of life and movement generally are believed to enhance energy flow and provide balance. However, laying down the correct path for chi flow takes skill and patience, and many are unable to grasp the underlying context. That's where Reyneri comes in.

As a certified feng shui consultant and proprietor of Spacelifts Feng Shui Dimensions, Reyneri works with families, individuals, and business owners to improve different sectors of their lives. She trained with Chinese feng shui masters, received her beginning certificate from Feng Shui Design in California, and earned her advanced certification in China, all in the school of Westernized feng shui, also called Black Sect Tantric Buddhism (BSTB).

Walking the path in the client's home
Prior to an on-site consultation, Reyneri asks clients to fill out a detailed personal questionnaire, delving into everything from physical health to career fulfillment. The questionnaire helps her focus on what the client hopes to accomplish by adopting the practices of feng shui.

After she reviews the questionnaire, Reyneri usually visits the home or views videotape of the space. "I try to get into the right frame of mind when I enter a space, and it helps if I do a little homework before I go," Reyneri said. She walks through the space with the inhabitants, feeling the energy (or lack thereof) and trying to discover ways to divert and retain chi to benefit the area. However, working to enhance the whole structure's chi is necessary and important, as harmony and balance are important tenets of feng shui.

Feng shui tip: banish clutter
While some disruptions in chi can be remedied by furniture placement according to the tenets of feng shui, general energy dampening is caused by the most infamous decor: clutter. "The accumulation of clutter is a big problem," said Reyneri. "People are so conditioned by society that more is better, but unfortunately, if your house is full, then so is your life, and there's no room for growth."

She helps clients combat clutter in various ways, including informal ceremonies of "holding and honoring" objects before throwing them away, so owners can thank the object for the place it held in their life and then let go of it, guilt-free. Clutter can also symbolize a person's lack of trust in the future. One of Reyneri's pamphlets reads, "Keeping your home filled with things you no longer use or love, or because 'you may need it someday' indicates your lack of trust in the universe for it to provide for you."

Bet you never thought about that unruly pile of magazines on the coffee table in quite that way – or heard anyone claim its negative energy was so powerful. According to Reyneri, the negative chi created by clutter can cause fatigue; depression; disharmony; and health, financial, and relationship problems.

Belief system, not just design philosophy
The spirituality surrounding the practice of feng shui does not appeal to everyone. "It's hard when I'm working with a couple, and one is a believer and the other thinks it's hocus-pocus," said Reyneri. "The most important part of feng shui is the intention and belief behind it."

Moving objects around doesn't automatically revitalize a person's love life. "There's a psychological aspect – it taps into your subconscious because you're surrounded by it," said Reyneri. "Making a decision to adopt the principles of feng shui is a solid, physical affirmation."

"If you're making your house a haven, then you really love your place and you have given your home a soul, then you live in that affirmation," she said.

Besides, in the words of Professor Lin Yun, founder of BSTB, "It doesn't matter if you believe in feng shui or not, it just is."

So if you want to cut the clutter and release positive energy, study your ancient maps, focus on wind and water...and dream on!

Feng shui decorating and design resources:

Feng Shui Designs
International Feng Shui Guild
SpaceLift Feng Shui Dimensions
Yun Lin Temple

Feng shui book selections:

Tarah Kathryn Collins - The Western Guide to Feng Shui: Room by Room
Karen Kingston - Clear Your Clutter with Feng Shui
Denise Linn - Feng Shui for the Soul
Nancy Santopietro - Feng Shui: Harmony by Design

Article by Regina M. Robo and courtesy of Salary.com®

Posted by Sarah Ennenga on August 24, 2007 at 7:33 AM | Leave a Comment (0)

Q. I joined my current company (Pre-IPO) right out of school as a junior QA engineer testing our product. Over the last three years, I have moved from that position to one with key responsibilities while the company has gone from 30 people to 50. Although I have been given the responsibilities of a software project lead reporting to the CTO and supervising the work of the others, there has been no official change in my title. I have been given raises quite frequently, but am still getting paid less than those I supervise. This is mainly due to my low starting salary as I have been given approximately 15 percent raises every 9 months on average. Since it is a small setup, it does not seem appropriate to ask for more as others have not got any for the last 18 months. Except for the salary and title, my job is very satisfying. Should I just look elsewhere to get a more appropriate title and salary?

A. It's the classic issue of salary versus title. Of course, you can have both. It is quite thoughtful of you to consider the financial situation of your company and the economy. However, if your company had to replace your skill set, it would probably pay more than that of a junior QA engineer. Fortunately for you, you are in a profession that has been less adversely affected by the economy.

Ask your manager what your role is in the company, and what plans they have to raise your salary so that it is commensurate with your scope and responsibilities. Don't threaten your manager with resignation, but at least ask if they are working toward adjusting your salary so your are making something comparable to the people you supervise.

If the salary and job title are important to you, by all means polish your resume. But it seems to me that you enjoy working at your current company. During the past three years you have probably gained an enormous amount of experience in management, which is worth a lot of money. So, balance the opportunity to make more money against the meaningful experience so if and when you do leave your current employer, you will be able to command a higher salary.

Speak to your manager and see what they can do for you. If you think their offer and/or explanation is reasonable, stay on. If you think you've outlived your time and now need to start making more money sooner rather than later, then by all means start circulating your resume.

Good luck.

Article by Erisa Ojimba, certified compensation consultant and courtesy of Salary.com®

Posted by Sarah Ennenga on August 23, 2007 at 7:56 PM | Leave a Comment (0)

Who is looking out for your career - your boss? Probably not. Your accountant? Doubtful. Headhunters, search people, and employment agencies may seem to have your interests in mind, but they're retained - and paid - by the company. So although they can be very nice to you, at the end of the day, their goal is to place candidates and collect a fee.

It's time to think like an entrepreneur, with marketable business skills and abilities. It's time to conceive of your career as a high-potential venture, with you as CEO. In this environment, you've got to be your own agent.

Learn to look out for your own best interests, even while appearing to offer your employer a combination of passion, creativity, skills, and experiences. As your own agent, keep a poker face throughout the negotiation process - know your real values and goals, and use information carefully, at the appropriate moment.

An agent knows the client
You as agent will want accurate information about what kind of candidate you are. Any decent agent can deliver the numbers, but finding your monetary worth in the marketplace is easy compared to finding a good fit with your goals and values. The better your answers to some essential questions, the closer you as agent can get to making yourself happy.

Who are you, professionally? What are your skills? Where do you want to be?

Do you like to work in an informal, freewheeling environment or in a place with a lot of structure? Do you like to work odd hours, or do you simply want to go to work, do your job, and get out at 5:00? (Good luck.)

Are you looking for a step up from your current job, or would you make a lateral move to learn something new? Would you even be willing to take a step down in order to get into a high-profile organization?

Understanding who you are - what is critical to you, what are you willing to give up to get what you want - and establishing your standards for what's important in a job is your first step. Then you-as-agent can determine whether and how your standards track with the company values.

How can you know your own standards? Compare things like company culture with your own professional likes and dislikes. Are you an introvert who prefers to work on your own, or an extrovert who likes to be part of a team? Is professional challenge more important to you than money? Are you eager to be part of a get-up-and-go company populated with inexperienced, but energetic people, or are you looking for a more mature and/or predictable environment?

You won't be happy in one type of company when you're really suited for another. As you do your research, be sure to look for clues that will help you assess your fit within an organization. Being your own agent means being honest with yourself about what you want, and then looking in the right places to get it.

What does success look like to you?
So, what does success look like to you? Is it money, power, influence, interesting work, a life balance, creativity and inspiration; or a combination of these? Many people define success as money and responsibility. But standards of success can vary significantly - in fact, "failure" is often simply the result of a difference in standards between an individual and a company. To be truly happy, find yourself a work environment where the criteria for success match your own.

What kind of company (or department) do you want to work for?
Maybe you're in the right place, or maybe you're ready for a change. Headhunters can send you on interviews, but they may not screen for a good cultural fit. You-as-agent will have to do some homework to find the right type of company.

Tried-and-true, established companies. They've been around for years, have gone through cycles, but manage to prevail. Maybe they had to dramatically reinvent themselves - and survived. Think major banks. Think AT&T.

Top-echelon companies. If you have one or more of these companies on your resume, you will have a very important punch in your career ticket. Think IBM, Exxon, P&G.

Consulting firms. In some respects you get to be your own boss here, and in some respects you're really at the mercy of the client. But they provide an incredible opportunity to learn. Think Boston Consulting Group, McKinsey, Accenture.

The "we're going to make a difference" companies. They have a vision about making the world a better place. You may not get top salary, but you usually get good benefits and a warm, fuzzy feeling that you're doing the right thing. Think Tom's of Maine, the Body Shop, Ben & Jerry's.

Startup/pre-IPO companies. You may not have much of a life outside the organization, but it's a high-risk/high-reward environment where you get the "building a new business" buzz. So what if you have to bathe at the sink in the unisex bathroom? If that floats your boat, this is where you need to be. Think dot-coms.

Work/life balance companies. More traditional companies that put a premium on enabling you to have a personal life. This might be reflected in flexible working hours, in reduced schedules for working parents, in leaving at 5:00. Think nonprofits. Think Patagonia and Timberland.

Other combinations. Of course, it isn't always cut-and-dry. There are startups that encourage employees to do volunteer work and traditional firms that encourage creativity and entrepreneurship. Most respectable employers want to have a diverse workforce. Don't assume that the tradeoffs are rigid. As they say, "Think different."

An agent does lots of homework
If you are looking for a new job, you can find out about companies that are hiring through recruiters, ads in the paper or online, or through networking. Or, you can conduct a job search in targeted industries and identify companies where your talents could be used.

Technology is on your side - go to your target company's Web site. Learn what it does, what it believes in, how it expresses itself, how it talks to people. Get a sense of the culture, of how your skills could fit in, of what's not being said. Use this information to position yourself in your pitch and to design questions to ask in the interview. Read the company's annual report, its 10K, and proxy statements. If you can read the benefits book before the interview, all the better.

Then, find people who have worked at the company and talk to them. Ask past employees about their experiences. If a company claims that "we are family-friendly" but you've talked to three people who say they work 60 hours a week, there might be a disconnect.

Trade associations and industry news can help you see how the company is positioned in its industry. And, of course, there's always the media. Read the papers and visit the news sites every day. But don't forget, the agent who is best equipped to look out for your best interests through transitions and negotiations is you.

Article by Linda Jenkins and courtesy of Salary.com®

Posted by Sarah Ennenga on August 23, 2007 at 1:34 PM | Leave a Comment (0)

Dear Sue:

The answer to your question- "Why do companies eliminate good managers with no apparent regard for loyalty," is directly related to today's "shareholder value" focus in running publicly held businesses.

Our society has become fixated on the wealth of CEO's of major companies who become superstars if they can produce profit growth at a faster rate than their peer group of companies. This drives many changes in management behavior, including the way managers are treated when something doesn't go right.

In large businesses today, the sequence of events may go something like this:

The CEO promises the stock analysts high growth, so the CEO puts tremendous pressure on the operating managers to deliver the promised results. The managers must demonstrate that they are tough enough to deliver the results. If anything goes wrong, they must demonstrate that they are committed to fixing it.

The result; when things go wrong someone has to pay, so that the general manager and his or her team can show the CEO how committed they are to getting the desired results. Out goes loyalty ... or any other consideration.

The unfortunate truth is that the manager who takes the fall rarely is the manager at fault. He or she is more likely to be the unlucky person in the wrong place at the wrong time.

Problems such as major product problems, negative financial trends and negative customer perceptions often are traceable to bad decision making that occurred years earlier. However, since the manager who is at fault is long gone, or still there, but at a very senior level, the "fall guy" gets the ax.

As long as a CEO can stand up at the next analyst meeting and convince everyone that the problem has been resolved, then the analysts are happy and the stock goes up. The personal loss of employees is irrelevant. John S.

Sue Says:

You portray a rather interesting, but sad scenario of business today. I received a number of other explanations -- read on for more:

Dear Sue:

From my own experience starting and growing a medium sized company, I can tell you it is very difficult to find level headed proven leaders who have the respect of all of their coworkers. When I do find such a staff member, I sure don't fire them. When I do fire a staff member I always have a very good reason.

There are three main reasons a company would throw out a strong leader without any consideration for loyalty:

1. The strong leader is leading in a direction away from the company's goals.
2. The strong leader has other faults that affect performance.
3. The decision-maker who fired the person made a poor decision due to panic or inexperience.

Although the reason why this strong leader was fired wasn't clear to "Disillusioned", in today's tight labor market good companies do not fire people without good reasons.

- Dan

Dear Sue:

I highly regard the people I work for. However, I am well aware of the fact that there are people who will do anything to get ahead. Too many times I've seen people fall out of favor with their boss because they weren't willing to do any and everything to get ahead. Those who acted as "gophers" for the executive branch were the ones moved into executive positions.

When you look beyond the scope of the job and see what is going on behind the scenes, you will soon know who does the best job of catering to the bosses. This often is the way some selected people make it to the top. In almost all of the cases I am aware of, the skills and experience necessary to hold a management position ended up being irrelevant.

- Dave

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 23, 2007 at 12:00 PM | Leave a Comment (0)

Dear Sue:

I have been a health teacher and a coach for 20 years. The team I am a part of is very successful and we are all close, but I'm thinking of taking a job as a librarian at another school. I feel as though it's time to get out of coaching so that I can finally "get a life." However, I am torn because I know I will miss my athletes, students and teacher friends. Tell it to me straight - what do you think I should do?

- Looking for a life

Sue Says:

If the only way for you to "get a life" is to take another position and quit coaching, then take the other position. But first make sure that you have evaluated all other possible options, including making a few changes while staying where you are.

When your athletes and students finish school they will move on in their lives. The teachers who have become your friends will remain your friends if you make the effort to stay in touch.

Don't be afraid to make a change. Chances are there will be a new group of teachers and students you will be able to connect with at the new school.

If you stay where you are because you are afraid to leave, ultimately you might find yourself resenting the school, teachers and students where you are. If you're sure you're ready to give up coaching, then take a risk and "get a life"!

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 23, 2007 at 11:54 AM | Leave a Comment (0)

Dear Sue:

I am 32 years old. Over the last 10 years, I have had a number of short-term jobs. Due to an abusive marriage, I worked sporadically, whenever my husband allowed me to. Because of this, I was forced to quit some of my jobs, and ended up being fired from others.

I am out of that marriage now and am concerned about finding a company that will be interested in me. When I get an interview I find it difficult to explain why I changed jobs so frequently, and I usually do not get a job offer or a second interview.

I would love to have a chance to work and provide for my son, but I do not know how to get past this hurdle. Any suggestions would be greatly appreciated.

- Deborah

Sue Says:

Sometimes addressing an issue up front and honestly, can work in your favor. When in an interview, instead of dodging the issue of your employment history, or trying to explain it in too much detail, come up with something acceptable to say as an explanation for your sporadic work history.

Without going into too much detail, you could cite some "personal issues" you've had that made it difficult to focus on your career at that time. Then let the interviewer know that those issues are behind you now, you are a stronger person as a result, and that you are thrilled to be in a position to make a long-term commitment at this time.

Keep in mind that it is not always necessary to list every short-term job you have held on your resume.

Don't assume that people won't hire you -- give yourself a chance. Congratulations on getting out of an abusive marriage and moving your life forward. I wish you the best.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 23, 2007 at 11:52 AM | Leave a Comment (0)

Q. I'm happy with my current job, but out of the blue I received an "opportunity of a lifetime" for a new job.

What percentage salary increase should I expect in taking the new job? In other words, once all other points are negotiated, what percentage increase should I expect in salary alone? Ten percent, 15, 20? Is there a norm for folks changing jobs?

A. Your level of satisfaction with your current employment does not really dictate your worth in the marketplace. As always, go to the Salary Wizard to find out how much your job is currently worth or get a Personal Salary Report to fine-tune the data and calculate the value of your skills and experience. If these sources say your job, or the job you are being offered, is 50 percent above what you are making, then that’s what you should ask for.

There is really no rule of thumb when expecting an increase from your new employer; ultimately you want your pay to be competitive with the marketplace. So if that means demanding a 50 percent increase to your current base salary, then go for it.

Good luck.

Article by Erisa Ojimba, certified compensation consultant and courtesy of Salary.com®

Posted by Sarah Ennenga on August 23, 2007 at 10:04 AM | Leave a Comment (0)

A Sixth Sense about How Things are Run

Brenda Hendron spends her days coordinating meetings, making travel arrangements, and managing schedules. In between, she answers telephones, emails, and faxes at Broadbase Software in Natick, Mass. Hendron's an executive assistant, but don't think she pours coffee and files reports all day. You're more likely to find her in the boardroom preparing a presentation than in the kitchen preparing a morning latte.

"I love the organizational work with managing calendars, planning offsite meetings, attending meetings with executive staff," said Hendron. Although an executive assistant technically is in a support function, Hendron often takes part in executive discussions concerning business operations and future strategic initiatives of her company.

Office manager, accountant, and secretary rolled into one
As long as there has been a Big Cheese, there have been assistants to the Big Cheese. Top executives need support to do their jobs effectively, and their assistants are considered an indispensable part of a well-run office. Executive assistants combine the organizational talents of an office manager, the recordkeeping savvy of a financial whiz, and the professional foundation of a committed secretary, in one flexible role. It's a demanding job, not one for the easily frazzled.

Financial executives are paid to find investment capital and create strategic plans, not to coordinate staff meetings or prepare PowerPoint presentations - although those things are fundamental to doing their job well. Degree-laden technology executives may be able to handle a supercomputer, but they may know nothing about replacing the toner in the copy machine down the hall. So, it's a given that behind every effective boss is a detail-oriented and on-the-ball assistant. By supporting the executive with administrative and organizational duties, assistants free executives to focus on their core responsibilities while relying on someone else to follow through on the details.

Most executives appreciate these keystone employees. After all, assistants are there to make their lives easier - who wouldn't be grateful? "There is a deep respect for this position with top executive staff," said Hendron. For example, after working on a particularly long project she's usually rewarded with compensatory time, not to mention plenty of thank-yous.

David Kirchner, a principal with the benefits consulting division of Boston-based law firm Ropes & Gray, relies heavily on the discretion and judgment of his administrative assistant, Marge Newberry. "I travel 30 to 40 percent of the time. When I'm out of the office, hardly anyone knows, because Marge takes care of everything. When clients call needing or wanting something, she has a sixth sense about when it's urgent and when I need to get involved."

Newberry said, "I can tell when someone is crying wolf and when someone really needs to get in touch with him. When necessary, I leave no stone unturned to find him."

Such dedication and professionalism is good for business. "I constantly have unsolicited comments from clients telling me how wonderful Marge is," Kirchner said.

An assistant at the top of her game
Administrative assistants aren't like personal assistants - they don't follow professionals from one job to the next. Administrative assistants are employed by a company and then assigned to a particular position. In the past two years Hendron has been through two CEOs and two mergers. "It's interesting to witness the changing of the guard," she said.

Newberry, 59, has been with Ropes & Gray for 21 years and expects to stay with the firm until retirement, citing flexibility and exposure to many fields as reasons for staying. She's also happy with the compensation and benefits. After so many years, why go the extra mile? "I feel really good. Doing a good job makes me feel good. I know it's old-school, but I take a great deal of pride in what I do."

"Because of the type of work we do and the demands our clients put on us, our administrative staff has to be first-rate," said Kirchner. "We have pretty good retention thanks to the caliber of people we attract and the competitive pay we offer." A referral bonus program helps the law firm draw in strong talent from the personal networks of highly regarded employees.

Some administrative assistants take their dedication to the profession one step further. Outside the office, Hendron participates in numerous professional organizations, including the National Association of Female Executives (NAFE), the National Association of Executive Secretaries (NAES), and the International Association of Administrative Professionals, where she is president of the South Middlesex, Mass. Chapter. "The associations are great for networking, gaining information, and trading skills," said Hendron, who has been a professional secretary for more than 15 years.

Hendron has served a multitude of top executives in a number of companies since graduating with her associate's degree in secretarial sciences from Dean College in Franklin, Mass. She excelled in her coursework and graduated at the top of her class. No wonder Hendron's so successful - she had a great professional role model: her mother, who was also an executive secretary for more than 20 years. "I followed in her footsteps," she said.

When a top executive leaves or a merger occurs, someone needs to keep the ship afloat. Working in such a transitory environment takes patience and leadership skills. "As an executive assistant, you need to be flexible and supportive during severe change, and act as a secondary leader for the employee population during the transition," said Hendron.

Newberry said of herself and her profession, "I like to think I'm Superwoman, but we just do our job."

So, if you have a broad range of office skills, thrive on multitasking, stay calm under pressure, and enjoy making your boss and your company look good, then put down the coffee pot, pick up the phone...and dream on!

Article by Regina M. Robo and courtesy of Salary.com®

Posted by Sarah Ennenga on August 22, 2007 at 8:36 PM | Leave a Comment (0)

Networking has been the number-one way to find jobs – and good ones – for years. In fact, for the past 20-some years I’ve been in the careers industry as a career counselor/coach and outplacement specialist, it has been the first strategy I’ve recommended to my job-search clients. With the advent of Web 2.0 and social networking, this strategy now makes it possible to connect with vast networks of professionals and peers for information interviewing, job leads, company information, and more.

But this globalization of networking has also led to dilemmas like what social networks to choose, the netiquette of social networking, and how to optimize networking time and tools. The following list should help:

1."The 15 Top Social Networking Sites" as compiled by Selfgrowth.com contains what it describes as the 15 most important websites primarily for people running self-improvement, business or health-related sites…I would expand that statement to include job seekers and career changers, career professionals seeking promotion and career development, recruiters, and HR folks too. The bonus here is that even more sites are listed beyond the top 15; check them out as they may be just the “niche” where you want to stand out with your personal brand.

2."LinkedIn Tricks for Networkers, Job Hunters and Hirers" by Lisa Takeuchi Cullen of Time Magazine offers tips anyone on LinkedIn can use for research, connecting with those in the network, getting answers to specific questions, people and company background info, and raising your search-engine ranking if you have a website (such as a website portfolio) or personal blog.

Lisa’s blog contains links to more postings:
"Ten Ways Journalists Can Use LinkedIn"by Penelope Trunk – again all of the tips could easily apply to job seekers, hirers, and anyone interested in developing and managing their career.

"Ten Ways to Use LinkedIn" by Guy Kawasaki – which contains some fascinating statistics like “people with more than twenty (LinkedIn) connections are thirty-four times more likely to be approached with a job opportunity than people with less than five”.

For job-seekers, I’d also like to add "Join a Social Network Before You Need a Job" (again by Penelope Trunk), which reveals how gung-ho recruiters are about social networking candidates.

3."I’m on LinkedIn – Now What?"book preview by author Jason Alba which shares his rationale, chapter content and structure, and timeline for the upcoming book. Judging from the thoroughness of the book’s content and knowing Jason’s penchant for meticulous detail and strategic thinking – this should be a bestseller!

All in all, the tools are out there to make social networking work for you. Don’t let the number-one way to find jobs go unused in your toolbox of job-search tactics. BTW, remember face-to-face networking as well, with everyone you meet…you just don’t know who others may know and what referrals they might have for you. Have you got your personal branding 30-second statement (elevator pitch) ready?

By Susan Guarneri and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Sarah Ennenga on August 22, 2007 at 5:18 PM | Leave a Comment (0)

Pay Yourself Right When Being Your Own Boss

The dream of working independently is a reality for almost 10 million people in the United States, or roughly 10 percent of the workforce, according to the Bureau of Labor Statistics. The rewards of self-employment include independence from supervision, the ability to set your own hours, and the satisfaction of knowing you are writing your own ticket. And yes, if you want, you can often work in your bathrobe.

Technology makes it easy to work wherever you go. With an up-front investment of a few thousand dollars in a computer, bandwidth (telephone, fax, Internet), and possibly a wireless device, many people who work with information are in a position to strike out on their own.

However, despite the freedom and opportunity, self-employed people, like all businesspeople, still must answer to a customer or a client. Moreover, self-employed people bear all of the responsibilities for their success, including doing all the work that can't be billed to a client or charged to a customer. To get paid, you have to do it all.

• Office management - time management, client collections, and supply purchases.
  
• Administration and accounting - records, invoices, bill payment, and taxes.
  
• Finance - cash management, accounting, financing, and pricing.
  
• Marketing - advertising, networking, developing marketing materials, and building relationships.
  
• Technology - hardware and software purchasing and maintenance.
  
• Training -trends in the industry, conferences, new skills to keep pace with the market.

There are several ways to work independently, including some that shift these responsibilities to others. If you work on a temporary basis, possibly as an employee of an agency, you can avoid some of the expenses and responsibilities of self-employment yet retain some of the independence. If you work as an independent contractor, you will receive a 1099 from the client and may earn slightly more than if the work came through an agency, because you will find the work yourself. And if you work as a sole proprietor, your work will be considered a business service, for which you will be able to charge fees comparable to those of other professional services firms. Some self-employed people combine these types of relationships, which complicates taxes but can help manage financial risk.

Set fees that make you competitive, yet profitable
When you are self-employed, you are responsible for your own compensation and benefits. The good news is, you get to decide how much to charge for your work. The reality is, there is a market rate for professionals of every kind. Unless you're a household name within your industry, or outstandingly well qualified and a great salesperson, you will have to charge somewhere near market for your services.

Temp agency fees. If you work for a temporary agency, you will be paid a rate set by the agency. There may be some room to negotiate; for example, you may be able to refuse assignments that pay less than your desired minimum. Temporary agencies charge their clients fees that allow them to pay their workers a competitive market rate, plus a margin for business expenses and profit.

Independent contractor fees. If you work as an independent contractor without going through an agency, you have some leeway in establishing your professional fees, but you should charge close to market. To calculate this rate, start with the prevailing full-time salary for that job. Then divide by 2080, the number of work hours in a year (2080 = 52 X 40). This is the hourly rate for your job if benefits are being paid for by the employer.

But as a contractor, you need to pay for your own benefits, as well as additional Social Security contributions, so the number needs to be higher. Salary.com uses an adjustment factor of 30 percent to convert an hourly wage for a salaried employee to an hourly wage for a contract employee. Multiply your unadjusted hourly rate by (1 + 0.3) to get your adjusted hourly rate. For example, if your unadjusted hourly rate comes out to $20 per hour, your contract rate should be $20 * (1.3) = $26.

An example shows how this works for a senior-level web designer in Kansas City. A Web designer III working in Kansas City makes $66,244. The unadjusted hourly rate for this position is $66,244/2,080, or $31.85. Adjusted by 30 percent, the contract rate comes to $41.40.

Contract fee for a Web designer III in Kansas City

Source: Salary.com, May 2002.

Sole proprietor. An agency might pay a contract Web designer $45.20 per hour, but charge the client considerably more - well over $100 - to cover business expenses and make a profit. When you're self-employed, you assume both the responsibilities and the rewards of being an agency. If an agency charges $125 per hour and you want to do the same, you should be able to offer your clients a comparable level of service. You might have to work 50 hours a week to do 20 or 30 hours of work you can bill to a client. Shorter projects tend to be less profitable than longer ones, because it still takes just as long to find them. When setting fees as a sole proprietor, research the prevailing rates in your industry as well as your reasonable costs of doing business.

Sometimes, as a sole proprietor, you can work on retainer, for a guaranteed minimum number of hours or days. In exchange for the reduced administrative responsibilities, you can lower your rate somewhat. The risk of working on retainer is that you will become too dependent on one source of income. If you lose the client, it could take a while to find other revenue. For a sole practitioner, networking for new customers is critical and it is more effective if you have more clients to pass on the favorable recommendations for your good work. Working on retainer can also create problematic tax consequences if the relationship begins to resemble part-time work or independent contracting. Ask your accountant for advice about working on retainer.

Pay yourself generous benefits, as any good employer would do
Many self-employed people make the mistake of paying themselves less than they deserve by underpaying in benefits. One of the goals of self-employment should be to earn an amount comparable to what you would earn if you worked for someone else. You could keep all the fees you earn in cash, but then you wouldn't have some important protections and benefits.

Sick leave, holidays, and vacation time. Paid time off is a price of freedom. When you don't work, you don't get paid. You can build paid time off into your professional fees if the market will allow. Instead of dividing by 2,080, divide by another amount - 2,000 (two weeks of paid time off), 1,960 (three weeks), or 1,920 (four weeks), for example.

Healthcare. Medical insurance can be very expensive, especially if you are accustomed to getting it for little or nothing each month. Employers typically pay at least two-thirds of the cost of medical insurance. On your own, you not only must buy your own insurance, but you must also pay individual rates that are much higher than the group rates most employers receive. Obtaining insurance for yourself and your family will be more complicated if you or one of your family members has a preexisting medical condition.

Even if you work for yourself, you may still be able to purchase medical insurance at group rates through a professional association. Or, if you have an employed spouse who can extend this benefit to you, you can focus on bringing in cash. Having two medical benefit policies is expensive and unnecessarily redundant; cash is never redundant.

Retirement plans. There are many options: a simple IRA, a Simplified Employee Pension Plan (SEPP), a simple 401(k), a profit-sharing plan, a Money Purchase Plan. A common approach for self-employed people is to use a combination of a profit-sharing and money purchase plans that allows you to contribute 20 percent of your earnings, up to $30,000, toward your retirement each year. The combination plan does not lock you into making the mandatory contributions. This is a useful feature as business conditions can fluctuate and personal circumstances can change.

Life and long-term disability insurance. Life insurance is very important if you have a mortgage and children. These responsibilities need to be met even in death, so you need to estimate the cost of your remaining obligations and buy insurance to cover it. For most people, term insurance is enough. Whole life typically makes sense only if you have a large estate. Term is cheap and you can purchase considerable protection for your family. Another advantage to term insurance is that you can terminate it or scale it down when your house is paid for and your children grown and on their own. At that point most of the rationale for having insurance is gone.

Long term disability insurance is extremely important. If you become unable to work, regardless of the reason, the combination of your living expenses and your lack of income can bring extreme financial hardship to your family. Disability insurance provides replacement income in the event that you can no longer work. Buy it-it's cheap.

Social Security and Medicare. These are not benefits, but taxes. When you work for a company, the employer pays half the Social Security (FICA and FUTA) deduction; the other half is taken out of your paycheck. When you become self-employed, you are both employer and employee, so you pay the full Social Security taxes, double what you pay as an employee.

Office expenses are a cost of doing business
In addition to benefits, you will need to purchase office equipment, office supplies, computer hardware and software (and upgrades), and other essential items. You may also need to hire other people as vendors to do some of the work. These expenses, though tax-deductible, can add up. In addition to office furniture and supplies, a Web designer III in Kansas City needs, at minimum, a state-of-the-art computer, laser printer, scanner, high-speed Internet connection, telephone, fax machine, and thousands of dollars' worth of software, all of which must be kept current. The designer probably also needs a good accountant. These expenses should be factored into a sole proprietor's professional fees.

Expenses associated with a project can be billed directly to the client. For the Web designer in Kansas City, these include typefaces, photography, illustration, third-party images, high-resolution scans, presentation materials, long-distance telephone charges, and other costs associated with getting the work done.

Temporary workers and independent contractors are usually able to work in the client's office using the client's equipment, administrative resources, etc. If you work as a temp or a contractor and the client expects you to provide your own computer or other services, you should raise your rates accordingly.

Cash may not always come in when you expect it
In addition to deciding how much you should get paid, you also need to determine when you will get paid. If you wait until the end of a job to submit an invoice, you may need to wait another 30 days - or longer, if the client is slow to pay - before you see any money. This lag between when you get the job and when you get paid can be difficult to manage, especially if you incur expenses during the project. When an employee starts a full-time job, it typically takes two weeks to a month until the first paycheck. But when you work for yourself, it can take much longer.

One way around this cashflow problem is to charge a certain percentage of your fee up front, a certain percentage when you reach a major milestone, and the balance when the project is over. You can establish these terms in your original proposal so that the client is not surprised later. In addition, self-employed people commonly add language to their invoices to the effect of "Terms: net 30 days" to show they expect to be paid promptly. Many clients pay on time, some within 10 days of the date of the invoice. Find out the typical arrangements in your field, and discuss payment terms with each new client.

Occasionally a client will just not pay at all. It may happen once every several years, usually because the client is having problems with its business. Although the client is contractually obligated to pay, it may be unable to pay, or it may refuse for another reason. Sometimes you can renegotiate with a client to make partial payments over an extended period. A collection agency or a lawsuit is a last resort: the effort may or may not be successful, it will cost you more money before you get paid, and by then the business relationship is likely to be destroyed. Most business owners understand that they may not be able to collect 100 percent of their fees, so as long as bad accounts represent only a small fraction of total revenue, they are seen as a cost of doing business. Businesses fail, but failed entrepreneurs usually begin again.

Article by Johanna Schlegel and courtesy of Salary.com®

Posted by Sarah Ennenga on August 22, 2007 at 4:48 PM | Leave a Comment (0)

For many students of all ages, today marks the start of a new school year. Back to the classroom. Back to the books. I vividly recall my return to graduate school as an adult-learner. Excited. Scared. Anxious. Eager. Energized. Freaked out!

Could I do it? Would I make it? Could I write well enough? Could I keep up? What about testing? Maybe essays? I love essays! Did I have enough smarts? After all, the consulting psychologist advised me that I wasn't graduate school material. Doubts. More questions. What about running my fledgling business? And when would I ever get to see my husband and little girl? Sleep? Did I need any? Plus, was it really worth the $25,000 to get that Master's?

Walking into the classroom for the first time -- front row, middle section, or back of the room -- is a big deal whether you're 5, 35, or 55. Choices. Consequences. Maybe today is your first day back at school? Maybe you're starting a degree or finishing one? Or pursuing that MBA? Or maybe you're a job seeker retraining for a new line of work?

Here I am, some 20 years later writing this blog post, thinking about my son, in particular, this day; today is his first day of school as a OneL. Wonder how it will go for him? Learning. Such a powerful thing; such an amazing gift is this eight-letter word called...

Life-changing lessons

Enriching experiences

Acquisition of education

Root of

Never-ending knowledge

Immeasurable investment

Now and for a lifetime of

Gaining, giving, growing.

Here's to a great school year and to a passion for lifelong learning!

By Billie Sucher and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Sarah Ennenga on August 22, 2007 at 3:48 PM | Leave a Comment (0)

The best places to find a job is where employment growth exceeds the workforce growth rate. When this happens, there is less competition for jobs ... and that creates opportunities higher salaries and a faster job search.

Here are the fastest-growing metropolitan areas for Construction as of August 2007. Compare these to the United States workforce growth of 1.3% in the last 12 months, 6% in the last 5 years and 12% in the last 10 years. Each has grown faster than the workforce based on all three.

1. Tacoma, WA 8.5% 50% 88%
2. Houston-Sugar Land-Baytown, TX 6.3% 6% 33%
3. Jackson, MS 6.0% 16% 21%
4. Bangor, ME 5.9% 24% 57%
5. Seattle-Bellevue-Everett, WA 5.7% 28% 45%
6. Providence-Fall River-Warwick, RI-MA 5.3% 29% 58%
7. Oklahoma City, OK 4.9% 24% 46%
8. Santa Rosa-Petaluma, CA 4.5% 17% 59%
9. Portland-Vancouver-Beaverton, OR-WA 4.4% 28% 21%
10. Salinas, CA 4.2% 12% 63%
11. Salem, OR 4.1% 44% 34%
12. Coeur d'Alene, ID 3.2% 68% 83%
13. Atlanta-Sandy Springs-Marietta, GA 2.1% 15% 40%
14. San Jose-Sunnyvale-Santa Clara, CA 1.9% 7% 22%
15. Santa Barbara-Santa Maria-Goleta, CA 1.9% 36% 51%
16. Tulsa, OK 1.8% 6% 41%
17. Birmingham-Hoover, AL 1.4% 12% 13%

These data were compiled by Mark Hovind of www.JobBait.com using Bureau of Labor Statistics through July 2007. The original data sources are available at www.bls.gov.

By Mark Hovind and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Sarah Ennenga on August 22, 2007 at 3:12 PM | Leave a Comment (0)

You've posted your resume to Monster.com, Careerbuilder.com, YahooHotJobs.com, etc., and begin monitoring your inbox eagerly for responses from recruiters with that dream opportunity. You respond quickly to any and all inquiries, some of which request that you to go to the company or recruiting firm's website to submit further information. You have now entered the Internet Danger Zone.

Here is a possible scenario: You've received an e-mail indicating the sender has seen your resume online and has a potential opportunity that seems to be an excellent match for your qualifications. The e-mail has a form for you to fill out and submit, or contains a link to a website where you are asked to provide further information for your "application."

Detailed personal information is requested, sometimes including social security number, driver's license, etc. You dutifully complete the forms, and look forward to the next step in the recruiting process. But you never hear from these folks again, and when you try to visit the website 2 weeks later, it has disappeared. Your inbox is suddenly filled with mountains of spam, or your computer comes to a screeching halt due to viruses, adware, or malicious "bots" (software robots that run automated tasks over the Internet using your computer, such as denial-of-service attacks, spamming, or click fraud schemes). Worse yet, your identity may have been stolen, your bank account emptied, or your credit ruined.

Here are a few suggestions to help ensure that what you find on the Web is a lead to a wonderful new job, not a nightmare as was described above:

1. Type any URL in an e-mail you receive directly into your browser, rather than clicking on a link in the e-mail.
   • Roll your mouse over the link to reveal the underlying URL and verify that it matches what shows on your screen. In some cases you can right-click on it and then "View Properties" to see the actual URL.
     
   • For greater safety, type only the main URL into your browser, and then locate the particular page in question by using the site's navigation buttons.
   
   
2. Make it a policy that you do not provide sensitive information to anyone via web (or phone), such as social security number, driver's license number, bank account, credit card etc. Keep these things in mind:
   • When the appropriate time comes to fill out a job application that includes social security # or other private information, it is best to do it in person at the company's or recruiter's office.
     
   • Most legitimate companies will delay a background check until the interview process is well underway and an employment offer is about to be made.
     
   • There is NO reason that a recruiter, job board, or employer site should ever ask for your credit card number, bank account number, PIN, or password!
   
   
3. Do not share personal information with anyone unless you have verified that they are who they claim to be. Some of the many ways to do this are:
   • Google the company and verify that they are legitimate.
     
   • Check the Better Business Bureau for any negative information.
     
   • Visit the company or recruiting firm's website (accessing it via a link you find yourself via Googling, NOT one contained in their e-mail), and
     
   • Verify that the website URL you are being asked to visit is the same as the one you found independently.
     
   • See if the opportunity mentioned is listed there. The fact that it is not listed does not necessarily mean the opportunity is not real, but finding it there adds to your assurance.
     
   • Visit their "Contact Us" page and see if the e-mail addresses given there are structured similarly to the one on the e-mail you received, e.g., "nameofperson@nameofcompany.com." You may even be able to verify that the person who e-mailed you is indeed a member of the firm as they represented.

     (There is a side benefit to doing this due diligence work: You will learn more about the company, the recruiting firm, or the specific person contacting you--intelligence that can be used to advantage in preliminary communications with your contact.)

   
   
4. If you absolutely feel you must provide personal information online:
   • Be sure that you have properly verified the site and that once you have proceeded to the page requiring personal information, the URL begins with "https" (not just http). "Pharmers" can actually hijack domain name servers (DNS) and take you to a fake site, even when you type in the URL (such as "www.paypal.com"). The "https" ensures that an SSL-enabled (secure) version of the website is displayed, or if not, your browser should alert you via a pop-up that the site has been hijacked, saying that the site's "SSL certificate" does not match the URL you accessed. (Be sure that IE is set to verify and notify you on certificate authenticity.)
     
   • Once on a site, do not fill out anything on a "pop-up" screen that appears while you are filling out the form. The scammer could have taken you to a legitimate site, and still hijack your information using a pop-up.
   
   
5. Be wary of anyone asking for money in exchange for "representing" you or "marketing" you. A legitimate recruiter is paid by the company, not by the candidate.

Note that even your name, address, phone number, and e-mail address (contained in most posted resumes) can be of potential value to scammers. This information can be compiled for sale to spammers or junk mailers for use in their campaigns, or more ominously, used by those engaged in something called "synthetic identity theft" (a fake identity is created by assembling bits and pieces of real people's personal information).

Posting your resume online has inherent risks that must be weighed against potential benefits. To completely avoid risk, don't use the job boards. To dramatically limit your risk, post providing only an e-mail address and/or cell phone number obtained specifically for the job search, or use only those sites where you can post a "confidential" resume. If you do opt to post a complete resume with full contact information and specifics of your employment and academic history, be prepared for spam e-mails, and carefully evaluate any e-mail inquiries before responding. (The same caution should be exercised in dealing with telephone responses to your resume.)

Scammers, phishers, and spoofers are, of course, nothing new to online job search, and I have covered the topic briefly in some of my executive career transition blog posts. Prompting me to write another article now were FOUR prospective clients in recent weeks who related tales of woe regarding identity theft that had made them reluctant to ever use the Web again for employment search. One unfortunate individual had a very substantial bank account emptied, and another had elements of his professional knowledge and writings plagiarized.

The following links provide further information about Phishing and Spoofing to help you protect yourself against fraud and identity theft:

National Consumers League
Stay Safe Online
Career Builder Job Seeker Info
Washington Post Blog

Remember that identity thieves and scammers are experts at their craft, counterfeiting legitimate sites to fool job seekers into becoming victims. If you plan to use the Internet in conducting your job search, be sure to keep your Scam Radar set on high!

By Laurie Smith and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Sarah Ennenga on August 22, 2007 at 2:01 PM | Leave a Comment (0)

A recent survey of 10,000 employees in the US by Kenexa Research Institute has found that employees allowed to telecommute one day per week were 9% more satisfied with their employers that those made to come to the office everyday. This also directly reflected in the employees perceptions and reactions to their boss as telecommuters found their boss did a better job of people management and that senior managers valued them more.

Tim Ferriss in his book "The 4 Hour Workweek"advocates that employees looking to follow his mantra look to get agreement on telecommuting as soon as possible and once increases in productivity are demonstrated to ask for an increase in the number of telecommuting days.

One area that is explored in personal branding is to define what your ideal job environment and content will look like. This goes beyond looking at the corporation and who you might be working with to include such things as flexible work schedules and telecommuting or even remote working.

But whilst telecommuting may seem attractive to many job seekers and employees there are obvious downsides and if it is a direction you want to take then you need to be sure that you have the disciplines, skills and strengths to make it work for you and your employer.

The indications are that the introduction of telecommuting is plateauing, perhaps for the employer there are not enough reasons or benefits yet to take this all the way, so you might want to take a look at Ferriss' tips on getting started.

In the current job market where your talents might well be in demand it is a great time for you to be able to negotiate above and beyond the 'normal package' , so if that includes telecommuting make sure you ask for an extra pyjama allowance!

By Paul Copcutt and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Sarah Ennenga on August 22, 2007 at 12:40 PM | Leave a Comment (0)

Dear Sue:

I was motivated to respond to "Disillusioned," the reader who questioned why businesses choose to give the axe to strong leaders admired by others within the organization. Not knowing all of the details, I have two possible perspectives on this issue:

One is that there are incompetent individuals in high places within an under performing organization who will try to rationalize their own incompetence by transferring blame to others they perceive as more competent and better liked. A subordinate who is not afraid to ask challenging questions is viewed as a significant threat by an insecure, incompetent manager and is a perfect target for extermination. The ultimate outcome to this unfortunate but predictable scenario is that the highly valued, well-liked individual gets dusted or leaves prior to the execution -- typically, for a better situation.

The other possibility can be due to a strong leader who has values that may be contrary to the organization's values. This person often is perceived as a threat to those in superior positions. Paranoia and extreme consternation over this perceived threat usually supercedes good business judgment and the threatening employee either leaves or is forced to leave.

The best path for strong leaders who encounter nonnegotiable cultural differences in the workplace is to recognize that no one can change a culture unless you are the boss, CEO or president.

"Keeping the culture" is an irrevocable rule of business and yet not one that I have seen used to explain situations similar to the one encountered by the person in your column. Devastating personal stress characterized by anxiety, anger and depression will occur if one tries to fight or change this fundamental rule of business. Changing the culture to suit ones own liking is simply not possible.

Usually, once a strong employee-leader leaves an organization, others like "Disillusioned" will follow because they, too, believe that the leader who departed aspired to a better culture.

The people who don't try to escape either have realigned their values to be in synch with the status quo or have already resigned themselves to leading lives of quiet desperation.

- Jim C.

Sue Says:

The letter from "Disillusioned" prompted a number of responses. Read on for more on the subject:

Dear Sue:

I felt somewhat the same as "Disillusioned" when I decided to leave a career after 18 years. I found that supervisors tend to focus on doing things right and by the book. Leaders tend to be more concerned with doing the right thing.

Doing something right or by the book is great for the day to day operations of a business or department. It's when things happen out of the little box in the supervisor's manual that problems occur. Supervisors are not used to making decisions. They always rely on "the book," which often leads them to the wrong decision.

When making a decision, a leader will focus on doing the right thing. Employees know who the leaders are. When a company needs to pull together, a leader already has the respect of his or her employees and is able to lead through tough times. When a policy is bad, a leader will say so and work within the system to make things right. A supervisor won't stand up for his/her employees or do anything but follow the manual for fear of rocking the boat.

So why would a company or agency choose not to develop leadership ability along with supervisory skills? It's because of the same desire to "do the right thing." Unfortunately, what happened to the boss of "Disillusioned" is typical in every workplace.

- Disillusioned too

Sue Says:

I was fascinated by the letters I received, and the reasons you gave as to why companies have no loyalty and eliminate good managers.

Unfortunately I've run out of space, but will be back next week with more of your comments on the subject.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 22, 2007 at 11:57 AM | Leave a Comment (0)

Dear Sue:

I've held low paying job for many years and finally decided to return to school to help me get a better job. I've always known I could do better than what I have settled for in the past, and I am ready to put the past behind me.

I am preparing to take my Microsoft Certified Systems Engineer exams, and will be getting a diploma from a trade school. However, as I make the transition from my current type of job to a professional career, I need as much advice as possible for this dramatic switch. I would like to make the most of myself, and want to look my best. My trade school does have a career class, which is a great start, but I could use all the advice I can get.

- Joanne

Sue Says:

Congratulations! Letters such as yours are so uplifting! Not only have you taken steps to further your skills, but you've also recognized that you need to do more than simply acquire more knowledge.

Many people believe that the image they project shouldn't matter. However, the way you present yourself does matter, especially when you are out interviewing.

In fact there are many myths when it comes to image and professionalism. It seems timely to be addressing this issue, as many students will be graduating soon and looking for employment.

The following true/false questions are taken from the book I wrote, How to Gain the Professional Edge. Take this short quiz and see what your professional quotient is:

1. We draw long lasting conclusions about people within the first few seconds of meeting them. True or False?
2. You can tell a lot about a person by the condition of his or her shoes. True or False?
3. The longer you are at a job, the less important your appearance becomes. True or False?
4. Body language often tells the truth, despite what you communicate verbally. True or False?

And now the answers:

1. True. If you fail to make a positive first impression, you might never get the chance to connect with someone. Within 5-10 seconds of meeting someone, we make long lasting judgments and conclusions about that person. Within seconds we determine whether or not someone is intelligent, credible, successful or trustworthy. We all make first impressions and we all have them made about us. The good news is that we have the ability to decide and determine the type of impression we want to make by thinking about it and planning it.
2. True. You can try to dress appropriately, but if it's not "head to toe", you reveal a lack of attention to detail. You may think no one will notice the run-down heel or unpolished shoes, but it will be noticed. Attention to detail is crucial, down to the pen you use, because it too will be noticed. A chewed up 19-cent pen does nothing to enhance your appearance!
3. False. Your appearance always is important. You might think about it more when you dress for an interview, but once you have the job, the way you appear affects how others perceive you and opportunities for advancement. In a casual environment, it's equally and sometimes more important. Dress for the job you want rather than the one you have.
4. A study by Dr. Albert Mehrabian at UCLA showed that 93 percent of what is believed about people is based on visual messages, not on credentials or the content of conversation. This means that the way you handle yourself and others, and the people skills, enthusiasm and leadership qualities you convey are every bit as critical to your success (if not more so) than technical or professional expertise. Be aware of the way you carry yourself, making eye contact, and especially your facial expressions. Even your handshake can be revealing.
Continue to evaluate how you want to come across. Take classes offered to you, seek the advice of others and continue to focus both on your credentials and your business image and you will be well on your way! I wish you the best. Good luck!

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 22, 2007 at 11:01 AM | Leave a Comment (0)

Dear Readers:

You may recall the letter from "Helpless and Overwhelmed," who was working overtime, dealing with financial problems, in an unstable marriage and feeling out of control at work and at home.

Your letters, suggestions and concern for this woman have been inspiring. I am devoting today's column to some of your responses.

-- I can relate with "Helpless and Overwhelmed" because I've been there and am still working at getting out of a rut that I helped dig over the years. It takes a great deal of time to rearrange one's life.

My first observation is that her marriage could be suffering because of the overtime she says she is working. She may not even realize that she is avoiding her husband, so a good place to start might be by assessing her priorities.

Second, she sounds as though her identity comes from her work. So many of us believe we are what we do, and this leads to all kinds of trouble with our lives. Work, properly viewed, is nothing but a means to financial independence.

Furthermore, "hard work" will not necessarily lead to financial independence. This is erroneous thinking. We need to be rewarded monetarily for our work as well as satisfied in other respects. For years I made sacrifices and worked overtime which only made other people rich, not me.

I'm not sure that going back to school is her answer. The answer is recognizing where the growth industries in America are and making a job change.

- An opinion.

--Dear Helpless and Overwhelmed,

1. Talk to your husband and tell him how you feel. If he doesn't give you the answers you need, give him an ultimatum -- marriage counseling or out. If he loves you enough he'll stay and go to counseling.

2. Dump all of the problems from the 60 coworkers. If they can't do their job without your help, then they won't have jobs soon. Has it ever occurred to you that you probably wouldn't have so many overtime hours if you only had to do your work? Think back to when you first started your job. You probably worked normal business hours.

3. Seriously consider bankruptcy. An attorney can explain the different types of bankruptcy. It will affect your credit and it will be difficult to buy a house or get credit cards for a while, but you will be amazed at how much stress will be gone from your life.

4. After you have done all of the above, then you can start thinking about school, switching jobs or starting a new career. Good luck!

- Been there

-- Helpless and Overwhelmed: I know your story. I was in a similar 'beckon call' position, and what I did was try to think back to what I was hired for. What department? What person? And how did I get to be everyone's assistant?

Ask your managers where they want your focus to be. Then let the other departments know what your main focus is, and let them fend for themselves.

It was hard for me to make the necessary changes because I really did want to help everyone, but needed to realize I couldn't because it was hurting me in the process.

- Doing better

Please tell "Helpless and Overwhelmed" that there have been wonderful advances in the medical field that can help battle anxiety and stress.

Finding the right medication helped reduce my anxiety, enable me to focus on work and family, and reduce worries, all without becoming a "drugged out zombie"!

"Hopeless and overwhelmed" should speak to her physician. I was afraid to talk to my doctor because I didn't want him to think I was nuts! But he was understood, and worked with me to find the right medication. Not hopeless anymore.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 22, 2007 at 10:57 AM | Leave a Comment (0)

Q. I have been working for a company as a cooperative learning experience for eight months, even though I'm not a student but a recent graduate. (I needed the experience.) Now I am being offered a one-year contract, and have learned I am grossly underpaid. Can you give me some resources to justify not only my market value salary, but also what percentage health, 401(k), and vacation time adds to my base cash value? Since I will be a contractor, which adds risk, I feel this should be calculated into my total value as well as the out-of-pocket expenses I will pay without benefits. I feel I can negotiate with the proper resources.

A. You pose an interesting question. Contract rates are typically based on work conducted by seasoned employees. As an entry-level employee, you presumably lack the necessary skills to warrant a professional rate. I'm surprised that the company has made you this offer.

You're probably correct that you're not getting a competitive rate, but remember, you've only been on the job for eight months. Typically, a company would pay someone with less than a year's experience less than the market rate.

Ask the company if you could move to an entry-level position within the next year. More importantly, think about, and ask them about, your future with the company.

In the interim, you still need to pay for health insurance and take some time off. Ask the company if it would consider bringing you on as a regular employee or paying for your health insurance and other indirect compensation, which is about one-third of your current base pay.

When you talk to your HR representative, remember the company gave you an opportunity in the form of solid work experience. Remind the company that you appreciate the support it has given you in the past, but say you have worked hard enough to warrant a change in your classification from contract employee to regular employee.

Of course, now that you have some work experience behind you, you can start looking at other opportunities outside you current employer.

Good luck.

Article by Erisa Ojimba, certified compensation consultant and courtesy of Salary.com®

Posted by Sarah Ennenga on August 22, 2007 at 10:26 AM | Leave a Comment (0)

Productivity bonuses have their roots in the days when manufacturers rewarded hourly workers for speeding up their work pace. For instance, a worker who finished rolling 100 packages of shrink-wrap would earn a productivity bonus because an increase in personal efficacy meant a greater rate of output - and more profit - for the company.

No longer confined to hourly workers, productivity bonuses are now being used throughout the payscale as rewards for performance and efficiency.

In a survey of 783 employees across diverse companies, 20 percent of executives said they are seeing productivity rewards, and 27 percent of managment-level employees said they get similar bonuses. Roughly 29 percent of exempt/professional employees said they receive productivity pay. This compares to the 36 percent of hourly workers who said they receive similar pay bonuses. The survey was published in 2000 by the Society for Human Resource Management and Arthur Andersen Consulting.

Linking efficiency to compensation
Bonuses are still mostly used as recruting and retention tools, but there is a "growing interest in providing incentive pay for production or services," said Jerry Mattern, chairman of the compensation and benefits committee at the Society for Human Resource Management.

Productivity is important to both production- and service-based businesses. As the economy has shifted more heavily toward services, productivity measures evolved to encompass the work of professionals and executives whose work does not result in the production of tangible or measurable goods. But although productivity bonuses can be good for both employers and employees, productivity and efficiency are not the same thing.

In a manufacturing business, where workers are likely to be eligible for overtime, productivity bonuses rewarded those who accomplished more during a regular shift. But today's productivity bonuses sometimes reward workers for putting in more hours, not for accomplishing more in the same amount of time.

Lawyers, doctors find pay tied to productivity
Those in finance, law, medicine, and other white-collar professions are receiving productivity bonuses linked to the rate their services are used as well as the number of hours worked each day, instead of their output.

Some privately held physicians' groups have pay structures fundamentally based on workers' productivity. A doctor may receive productivity pay based on his or her net billings, which is then measured against the group's total adjusted billings. Other physicians' groups use net professional charges to determine productivity pay by deducting the group's expenses from their revenues.

Others consider the specific physician's share, such as the number of clients he or she personally tended, against the group's production. The effect of this pay structure is that a physician may work longer hours at a faster rate, which could cause a decline in the quality of care and the level of service.

In the legal profession, a similar transformation has taken place. Productivity bonuses are common in law firms and often are based on the number of hours an attorney bills. A bonus can add $15,000 to $25,000 to the attorney's salary. Critics say that such incentives can decrease the quality of legal work. In addition, attorneys are trying to reach or exceed their firms' quotas, which has resulted in a decline in hours spent on pro bono cases, according to the Legal Times.

Ted Allen, author of the 2000 Legal Times article, "Who wants to earn $160,000 a Year?" wrote that lawyers are working so many hours that they are not earning much more than babysitters. At Orrick, Herrington & Sutcliffe, an internationally renowned law firm based in San Francisco, the firm's productivity pay program results in attorneys being paid no more than $31 an hour, which includes their bonuses, Allen wrote.

Glowing results for pay-for-performance
But the concept of productivity pay seems to be working at all job levels. The survey found that executives respond positively to such incentives 15 percent more than hourly employees. Managers will respond 13 percent more than hourly employees.

Productivity pay helps the employee and the company perform better, according to the survey. Close to 80 percent of respondents said their companies offer these types of bonuses to link individual goals to business goals, and 63 percent said productivity pay is a reward for superior performance. More than 50 percent of the respondents said incentive pay is used to boost workers' salaries, improve productivity, and retain employees.

Gain-sharing bonuses empower workers
Employers who want to improve overall performance and profits may offer gain-sharing bonuses, a bonus program by which employees or groups of employees are rewarded for determining and implementing ways to save the company money that are consistent with the company’s business objectives. Gain-sharing can include profit-sharing plans, restricted stock plans, or management-by-objective programs, all of which tie personal growth to company growth.

More than 70 percent of the survey respondents said gain-sharing, or aligning individual compensation with organizational performance, is an effective tool for accomplishing corporate objectives. According to the SHRM survey, it is effective for 79 percent of executives, 73 percent of managers, and 60 percent of exempt personnel and professionals. In the survey, 50 percent said gain-sharing also worked for administrative and hourly employees, a slightly smaller number that still shows the effectiveness of rewarding workers for their dedication to improving their jobs and their company.

"There is more productivity to be gained by positively motivating people, than by simple pay-for-performance," said an executive at Sealed Air Corp., a worldwide packaging firm headquartered in New Jersey. He supports the practice of moving some of the decision-making way down into the workforce.

"If a group of workers on line get together to discuss and decide their own solutions to problems, the company will often see a resultant increase in productivity," due to the workers' investment in the larger operations of their company, he said.

Article by Leslie Tebbe and courtesy of Salary.com®

Posted by Sarah Ennenga on August 21, 2007 at 7:39 PM | Leave a Comment (0)

Dear Sue:

I am going through a major crisis at home and work. I've been at my current job for 13 years and I have great company benefits, a retirement fund and an okay salary. I have two adolescent kids, am in a very unstable marriage with little support from my husband and have financial problems.
I am working so many hours overtime that I am miserable. Even though I work for a good organization and know that in the long run the projects I am working on will mean something, right now they don't mean anything to me. In addition, I feel like I'm a mom for 60 employees at work too, even though I'm the youngest one there, because everyone comes to me when they need something done.

What bothers me the most is that I haven't been able to finish school because I'm struggling to handle my workload and the responsibilities of being a good mom.

I called in sick today because I didn't want to hear all of the wining of my coworkers. And lately, all I can think about is filing for bankruptcy, buying a recreational vehicle and taking off with the kids so that we can start some kind of adventure. Of course, that lasts about 15 minutes until I come back to reality. I really hate to be at work and hate being away from my kids so much just to fulfill my responsibilities of a good worker.

Should I leave my job? Should I start a business at home? Should I go back to school? What can I do?

- Helpless and overwhelmed

Sue Says:

I'm not sure if this is any consolation, but you can be bet that there will be many people reading this who are relating all too well to your situation and comparing it to their own. Thank you on their behalf, for putting into words what so many people feel and struggle with every day.

Unfortunately there are no simple answers to the questions you are asking and the problems you are facing. And as you undoubtedly know, running away from everything is only a temporary solution -- eventually your problems will catch up with you wherever you are.

Try to take control of what you can. Start by accepting the fact that you need to work right now in order to survive, not just to fulfill your responsibilities of a good worker. Rather than viewing your work as taking something away from your children, try to see it as giving them something instead. You can be a positive role model for your children by making it through this difficult time and by not giving up. Make the most of the time you have with them and try not to bring your stress home to them. And don't be so hard on yourself -- you are doing the best you can under the circumstances you are in.

There is no reason you should be at the whim of 60 other people at work. If everyone is coming to you with questions or problems, then you need to find a way either to help them help themselves or find someone to help you. You need to begin to establish some boundaries at work.

Talk with your supervisor or someone at work, and let them know that the responsibilities you have and the overtime you are working is affecting your health and your personal life. Discuss ways in which you can adapt your work schedule to fit in with your other needs and obligations. I think you will find that when you declare your limitations, although some people will challenge you, many more will respect you and try to work with you, rather than against you.

You may think you are being a loyal and dedicated worker by working yourself the way you are, but as you can see, you only end up hurting yourself. Eventually, your work will suffer, so take action now.

Perhaps you ultimately will decide to work from home or go back to school -- who knows, maybe it can happen while you still work where you are now. But for now, work at managing what you have to do now, before adding new stresses to your life. When you begin to take control of what you can and make changes, hopefully, it will have a positive affect on your life at home as well.

I am sure your letter will generate a number of responses from other readers, who also have felt helpless and overwhelmed. I encourage anyone who has been there who has advice to offer to respond, and I will print the responses in a future column. I wish you the best. Please let me hear from you again.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 21, 2007 at 10:55 AM | Leave a Comment (0)

Dear Sue:

Have you ever noticed that the people who are "good" workers never get any recognition? I've noticed that all of the attention goes to the people who are problem employees or those who make mistakes.

I am a dedicated worker and follow the rules, which is more than I can say for some of my coworkers, yet no one acknowledges me. How can I feel empowered or motivated when working in a situation like this?

- Unmotivated

Sue Says:

First of all, give yourself credit for being honorable and making an effort to make your workplace a better place. I can understand how frustrating it must be for you if you feel your efforts aren't acknowledged.

Some managers realize the importance of positive reinforcement, but others simply expect a person to perform well. You probably need to rely more on yourself, rather than looking to others for reinforcement.

If you need feedback, you may have to ask for it. Do your best, put more of your time and energy into your work and spend less time fretting over your coworkers?

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 21, 2007 at 10:52 AM | Leave a Comment (0)

Dear Sue:

Four months ago I made a bold move to leave a dead end job after working there for 18 years. I decided to start a new career in the medical field, and am working part time to allow myself time to do independent study.

I am starting to wonder if I might have moved a little too quickly. The classes I am taking are more difficult than I expected. I am having some anxiety and beginning to doubt my future.

Do you think this is a normal reaction to change? Should I keep pushing forward or go back to what I know I can do?

- Anxious

Sue Says:

I am fairly certain that this is a normal reaction. When you quit your job you were probably so excited to get out, that the thought of doing anything different was enticing. Now the reality has hit. You are working hard and thinking about how much easier it would be to go back to the kind of work that is effortless.

Remind yourself of the reasons you left, and how excited you were at the thought of getting out of a dead end job. Then keep in mind that it will take time to see the results of the work you are doing now.

If you quit now you will always wonder what might have been had you pursued your dreams. Push forward and stick with it - I know you will be glad you did.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 21, 2007 at 10:50 AM | Leave a Comment (0)

Bonus programs reflect a company's definition of success, how that definition is measured, and the extent to which that measure is met.

Bonuses are similar from company to company. The reason is that most companies subscribe to a pay-for-performance philosophy whereby bonuses are tied to two important measures: how well you are doing with respect to your manager's expectations; and how well your company is doing with respect to its expectations.

Individual and group performance goals are hard to set, because they should be neither too ambitious nor too easy to achieve. It is best for employees to set next year's performance goals once current year results are known. However, the manager should resist the temptation to base an employee's performance goals on an outstanding year. When that happens, both employee and manager can become disappointed. In these instances, managers often give their employees discretionary bonuses at the end of the year to make up for the loss of performance-based bonuses.

Managers also give out discretionary bonuses - bonuses that are not tied to a formal performance target - when it is too difficult to establish formal performance goals.

Depending on the bonus program and your level within the organization, your bonus may be determined not only by your own performance, but also by the performance of your team or work group. Some companies use a 2 X 2 payout grid with individual objectives on one axis and a corporate goal on the other. Under these types of bonus programs, your actual bonus can range anywhere from half your target bonus to double your target - or nothing.

In some bonus programs, the company may have to meet targets of its own for anyone in the company to receive a bonus. For example, the company may need to meet a certain minimum in net income; or a certain level of customer satisfaction; or a certain competitive position in the market. This minimum is usually 80 to 85 percent of what is required for the bonus target to be met.

Inclusion of nonfinancial goals such as market share or customer satisfaction is relatively new, reflecting a deepening understanding of operational measures that indicate the economic health of the company. When the number of goals includes many variables reflecting not only your primary responsibility, but also how you manage your relationships throughout the organization, your bonus grid becomes what is known as a "balanced scorecard." This approach is becoming popular because companies recognize the complexity of a position's contribution to the company and want to evaluate its performance holistically.

Range of bonus payouts
Annual incentive bonuses are meant to be motivational. They are designed to reward employees for fulfilling their responsibilities and for delivering superior results. Bonus targets and their associated payouts reflect a range of expected levels of performance.

Just think of a star baseball pitcher who has an incentive clause in his contract based on the number of games he wins. For winning 15 games, he will get $1 million; for 20 games he will get $3 million; and for 23 games he will get $7 million. This is what an annual incentive bonus plan looks like.

As a bonus plan participant, you are that star athlete who is rewarded for performing at a level appropriate to your ability. You are also rewarded for having a great year.

If the goals given to you are unrealistic, you and your boss can be in for disappointment and trouble. Annual incentive programs are built around the expectations that the company has of itself and of you. Bonus plan participants can expect to achieve minimum acceptable performance (i.e., for their boss to remain happy with it) and receive a bonus payment 90 percent of the time and achieve target level of performance or better at least 60 percent of the time.

Source: Salary.com.

In most industries, the target bonus percentages are similar, and depend on salary. Exceptions include the high-technology and investment banking industries. In nonprofit organizations and healthcare, bonuses remain rare.

Typical bonus levels as a percentage of salary

Article by Dwight Ueda and courtesy of Salary.com®

Posted by Sarah Ennenga on August 21, 2007 at 6:20 AM | Leave a Comment (0)

Let's say your resume is current, and you are beginning to speak to a few companies about a potential move. Here are some things to think about regarding your bonuses as you consider offers.

Pay mix varies by industry
Let's say you are contemplating joining a company in a different industry, although you intend to continue doing what you're doing now. The company you are joining is offering a much larger bonus than you are currently earning, but is ruling out that larger salary you were hoping for. That is, it has a different pay mix. Pay mix varies from industry to industry.

Certain industries pay comparably smaller salaries than others, but may emphasize bonuses to a much greater extent. The reason is that incentive pay is intended to reward those who directly affect the top line (revenues) or the bottom line (profit). Some industries rely heavily on the contributions of individuals to revenue- or profit-generating activity.

Investment banking is a well-known, extreme example. In fiscal year 2000, the CEO of Goldman Sachs - a large and profitable investment bank - earned a base salary of $600,000 and a bonus of more than $14 million. This industry customarily pays millions in bonuses to employees several rungs below the CEO. Investment banking, even in the age of stock options, is still known to be one of the best-paying industries of all.

Traditional manufacturing companies, on the other hand, do not pay large bonuses. Instead, employee compensation is largely in salary; bonuses make up a small portion of total pay. For example, in fiscal year 2000, the CEO of Dupont made more than $1 million in base pay and $1.7 million in bonus. The more traditional and older the industry, the more likely it is that bonuses will be small relative to salaries. Steel, paper, and oil are examples. Newer and often riskier industries are likely to pay larger bonuses. Among these include high-technology companies and professional services companies engaged in activities such as consulting, advertising, and investment banking. In the middle are consumer goods and pharmaceutical companies.

The way bonuses are presented also differs from industry to industry. In most industries, they are presented as a target bonus with an upside equal to some multiple of the target (often 150 to 200 percent). In professional services companies, the maximum is presented. In this case, bonuses are usually adjusted downward, not upward. In investment banking, the likely bonus payout is presented with the understanding that there is unlimited upside.

Don't leave money on the table
Sign-on bonuses are given to employees to establish goodwill and to buy out any compensation left on the table from a previous employer.

Before joining a new employer, be sure to account for every kind of compensation program in which you participate. Your sign-on bonus should pay for the loss of your unpaid bonus; any kind of profit-sharing bonuses or defined contribution (for example, a 401(k) match or an Employee Stock Options Program (ESOP)) made to your retirement account that is expected to be paid within two to three months; and unvested stock options that are in the money. Senior-level people may also include the value of supplemental benefits such as nonqualified deferred compensation and certain perks.

The value of your unpaid bonuses and defined contributions should be based on what you expect to earn. Unvested in-the-money stock options should be valued based on what you would get from them if they could be exercised now. The resulting total provides a starting point for what your signing bonus should look like.

For those stock options that won't vest for at least another year, calculate their current exercise value and think about how much you want to be paid for walking away from it. But remember, your new company can justify saying no because you will be earning options on your new company instead.

Understand the expectations
Let's say you are considering a job offer that makes you eligible for the company's annual incentive plan. Before saying yes or no, make sure you understand the annual incentive plan targets, including both company goals and individual objectives.

You should also think about how you will meet the expectations laid out in the bonus plan and what resources you will need for meeting them. Without the resources to achieve your bonus target, you may be setting yourself up for frustration or even failure. Think twice before accepting a job offer that makes you accountable without creating the conditions for success.

If you are convinced that an offer is a good opportunity, negotiate not only for the resources but also for a guaranteed minimum of at least half your target bonus. If no objectives are given to you, again, ask for a guaranteed minimum.

Understand the bonus season
Ask how your eligibility for the bonus plan is affected by your start date. For example, some companies won't pay a bonus if you start working in the last three months of the fiscal year.

Article by Dwight Ueda and courtesy of Salary.com®

Posted by Sarah Ennenga on August 20, 2007 at 7:17 PM | Leave a Comment (0)

The follow-up – it's one of the most touchy and subjective areas of your job hunt. Everyone has a different opinion on the best way for a job seeker to show enthusiasm about a job without being overbearing – just as every person has a different threshold for annoying behavior. I happen to have a very low tolerance for dealing with annoying or overbearing people, so keep that in mind when reading this brief timeline for following up before and after an interview:

1. After you submit your resume online, wait at least one week before your initial follow-up. That first follow-up should be in the form of a brief and polite email. Simply state when you submitted your resume and for what position.

2. If you get an interview, listen to what they tell you about the hiring timeline. An interviewer will often tell you when to call. If they do tell you, WRITE IT DOWN and follow their instructions exactly.

If they DON'T give you a timeline, again wait one week, then make a phone call.
TIP: You'll most likely be a little nervous when you call, if you write down what you want to say first, you'll sound well prepared and professional.

No matter what, you must send a brief thank you email or letter to each member of the interview panel immediately after the interview. Thank them for their time and emphasize your interest and excitement about the position.

3. If you receive no reply to your after-the-interview follow-up call or thank you note, send an email approximately three days later and politely ask where they are in the hiring timeline.

If you DO receive a reply to your after-the-interview follow-up call, pay attention to subtle hints like tone of voice. If the interviewer sounds annoyed – she probably is, so lay off!

Then, you should probably cool it for a while and wait to hear back from the company before intializing contact again. There's a large difference between being resourceful and being annoying. Resourceful means doing some digging and getting the name of a company's hiring manager. Annoying is calling the company's president and falsely using that hiring manager's name as a referral. Read this great article by Joan Lloyd about this exact sitution and learn the unspoken rules of getting your foot in the door.

If you have a more specific question about how or when to follow up on an interview, ask the jobhelper.

By Brian Weis and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on August 20, 2007 at 3:18 PM | Leave a Comment (0)

There are several types of bonus programs. Some plans simply give employees a certain share of the company profits (current profit sharing), regardless of the performance of individuals or teams or perhaps a bonus to the entire company based on the company's performance (organization-wide bonus). Other programs give incentives to individuals (individual incentive) or teams (team incentive/small group incentive) to perform at or above certain thresholds. In some companies, manufacturing teams are able to share in the gains from improvements in production and quality (gain sharing). And a variety of cash and noncash awards are possible for certain types of achievements in some companies (spot bonus awards, noncash rewards). You can also earn bonuses for being hired or getting your friend a job at your company.

Current profit sharing
One very basic type of bonus program is current profit sharing. A company sets aside a predetermined amount, usually between 2.5 and 7.5 percent of payroll but sometimes as high as 15 percent, as a bonus on top of base salary. Such bonuses depend on company profits, either the entire company's profitability or from a given line of business. Sometimes the bonuses are given across the board, and sometimes they are given in larger percentages of compensation the more someone makes.

The purpose of profit sharing bonuses is to encourage employees to understand how their work affects the company's performance and to improve the company's profitability. Learn how your company makes money and how your position can help it make more. The annual report and other statements will give you an idea of how the company is performing. It will also make you look good to your manager if you show an interest in the company's performance.

Gain sharing
This type of bonus program is most common in manufacturing plants and is designed to reward productivity and improved product quality. Gain sharing works best when employees become responsible for production quantity and quality and are encouraged to improve the way the product is made. This program reflects a philosophy that employees know their job best.

Gain sharing programs pay out bonuses for statistical improvements in production and quality on a quarterly or sometimes monthly basis, providing a sense of excitement for participants. These programs are often very successful, transforming the manufacturing plant into a center of employee commitment.

Spot bonus award
Some companies reward employees on the spot for achievements that deserve special recognition. Spot bonus awards are typically $50 and up and can be made by your immediate supervisor and any higher-level person or peer in your company. You can get these for just being extra helpful. The math is in employees' favor: companies with spot bonus programs offer approximately 1 percent of payroll and expect to give out such bonuses to 25 percent of the employees eligible for them, allowing them to earn more than one instant bonus in a year.

Noncash bonus
Although the wrong kind of "employee of the month" concept can be cheesy, smarmy, and condescending, it's all in the execution. A well designed noncash bonus program can instill pride and improve employee morale. Employees who have done a great job should have to come to the front of a crowded room at a special ceremony, as if they are receiving an Academy Award. The certificate or trophy should be thoughtfully and cleverly designed, and appropriate to the occasion. These awards are sometimes coupled with a token tangible award, such as a gift certificate, a bonus day off, or a great parking space.

You know your company has a good noncash bonus program if these awards are coveted, and if people who receive them display them proudly at their desks or in their homes. Moreover, this type of award may help you get a promotion or a new job, so include it on your resume.

Sign-on bonus
No longer just for star athletes, sign-on bonuses have become commonplace. Their usage now extends to nearly all level of employees in all walks of life, especially when unemployment is low and top talent is hard to find.

Given to new employees who have just joined the company, this award serves two purposes: to establish goodwill and to buy out any compensation "left on the table" from a previous employer.

The second purpose is important to remember. Before joining a new company, be sure to account for every kind of compensation program in which you participate. If you are expecting a bonus in a few months, ask your new employer to buy you out of it. If you have any stock options, particularly options that are in the money, ask the employer to buy them out (either in cash or new stock options).

Don't forget to include profit-sharing bonuses or defined contributions (for example, a 401(k) match or an Employee Stock Options Program (ESOP)) made to your retirement account. Remember, a sign-on bonus, at a minimum, is to keep you whole as you trade one set of compensation programs for a new one.

Medium to large signing bonuses may be paid over a period up to a year to protect the company's interests.

Mission bonus (also known as a task bonus or a milestone bonus)
Task bonuses are given to a team of employees for achieving a milestone or for completing an important project. Usually these bonuses are offered sparingly, but they have been used more frequently in software and hardware development to encourage meeting tight deadlines. Sometimes these programs incorporate a quality measure to guard against too much focus on speed.

Mission bonuses are in addition to any other compensation program in which you participate and can be significant (one month's salary is not uncommon, and certainly no less than one week). Again, this award is for the kind of achievement that deserves mention in your resume.

Referral bonus
In hot job markets, it can be difficult for employers to find qualified personnel. When talent is scarce, many employers retain recruiters to find candidates, typically paying the recruiter 20 to 30 percent of the new hire's first-year pay. Many employers would rather not pay this fee, and instead offer referral bonuses to employees for recommending friends and acquaintances. Employers are comfortable in hiring friends of employees because employees are unlikely to recommend people who will make them look bad. So don't be afraid to invite your friend to work at your company.

Referral bonuses are typically hundreds to thousands of dollars and normally depend on the level of the new hire. Some firms pay as much as $10,000 to $20,000 if you introduce a new senior person to the firm. So if your former boss is a good fit for an opening, it might be worthwhile to let your new company know.

Retention bonus
Retention bonuses are given to employees in unusual circumstances, such as a merger or acquisition, or when an important project needs to be completed. These bonuses are designed to provide continuity when there is potential uncertainty about an employee's continued employment at the company. The bonus lets employees know their employer wants them to complete the project or, in the case of a merger, to stay until a specified date so that critical activities can continue without disruption. Retention bonuses are usually about 10 to 15 percent of salary.

Holiday bonus
Holiday bonuses range from small gifts (for example, cash or the ubiquitous holiday turkey) to one month's salary. The amount is usually dictated by the company's practices. If you do receive one month's salary, count it as part of your salary if you look for work elsewhere. This practice is usually referred to as a "13-month salary," and is not a true bonus since no performance is required to receive it.

Sales commission
Sales commissions are awarded to salespeople for selling. Usually these awards are paid out as a percentage of sales volume. In some cases, commission percentages can increase with higher sales volume. In fewer cases, the percentage can decrease. It all depends on the scheme. Sales commissions are supposed to be a significant source of income for sales employees, making up at least 50 percent of total cash compensation.

If you are accepting a new job or sales territory, ask for the previous salesperson's sales performance to determine how likely you are to achieve your quota and sales target for you to meet your personal income goals. Also, construct a business plan based on your understanding of your sales territory. This is key to understanding how easy or difficult hitting your goals will be.

Article by Dwight Ueda and courtesy of Salary.com®

Posted by Sarah Ennenga on August 20, 2007 at 3:11 PM | Leave a Comment (0)

This coming weekend in my home town of Dundas is Buskerfest. Its a 2 and a half day street entertainment event that sees the main street closed and various international street performers plying their trade up and down the town - it is one of the best small town events I have been to.

Street entertaining is all about personal branding - knowing what your unique value is and communicating it effectively - standing or falling (and getting directly rewarded) on being your very best - you are truly on stage to perform your very best - EVERY TIME.

I have just returned from a three day trip to Montreal for a Mastermind Group meeting, 10 coaches from the UK and North America coaching each other on the development and direction of our businesses.

Chris Barrow is one of the coaches and he wrote some great blog articles about the three days - including this one about a street performer called Raphael - a pure an example as you will find of a street performer who gets personal branding - see the post by clicking here.

Chris rightly points out the following about Raphael:

• Proud of himself
  
• Good at what he does
  
• Knows he makes a difference
  
• Knows what he expects
  
• Not afraid to ask
  
• "Over it” if you don’t pay
  
• Doesn’t suffer time-wasters
  
• Doesn’t give discounts
  
• Perhaps Raphael's 8 steps should be a new personal brand mantra!

By Paul Copcutt and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on August 20, 2007 at 2:51 PM | Leave a Comment (0)

You've invested $400 for a new suit; $130 for a new pair of shoes; $25.00 for a hair trim, and now you're ready to deliver the interview performance of your life, right?

But wait, you start the interview by telling the hiring manager how "flustrated" you are in finding her office. Then you tell her that you finally "figgered" it out. And lo and behold, you start talking about the big "pitcher." Whoa! Does this sound familiar? Has someone ever corrected your pronunciation of a word or words? Do your mispronunciations get you ruled out before you even get started? I will always remember the day when one of the judges at a speaking competition pulled me aside and said "Ms. Sucher, irregardless is not a word, so don't use it, OK?" I wanted to fall through the floor; I was so embarrassed (and so disqualified). I can assure you I've not said that word in about 15 years...even though it does appear in the dictionary.

The finest attire in the world will not outperform poor speaking abilities. The words you choose can (and will) make or break your candidacy for a position, be it entry-level, senior-level, or someplace in-between. In short, sound as good as you look! Don't invent words and do pronounce words correctly.

Mispronunciations can be avoided by making a list of words that are difficult for you to say. Practice saying them correctly. Or, look up words in the dictionary, online or hard copy, to determine correct pronunciations. Do you sound as good as you look?

By Billie Sucher and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on August 20, 2007 at 2:45 PM | Leave a Comment (0)

Do you have any questions? When asked this question in a job interview, the worst answer you could possibly give is, "no." If that is your answer, you'll look unprepared, uninterested and uneducated. So how do you know what questions to ask? The best questions to ask usually stem from dialogue exchanged during the interview process, but in case this doesn't happen, come prepared with general business and/or position related inquiries.

To avoid sounding as though you did no previous research on the company, don't ask overly broad questions about the company's products, mission statement, etc. These types of questions should be easily answered through the company's website or a simple Google search. So instead fo adking generalalities, ask specific position and or business related questions.

Here's a short list of position related question you could consider taking with you to a job interview:

• What is the hiring process at your organization?
  
• With whom and how many would I be working in ______ department?
  
• Who would I report to and what would be my general duties?
  
• What are the opportunities for growth within the organization?
  
• What do you like best about your job?
  
• Describe a typical day for you.
  
• Does your organization offer any opportunties for professional development?
  
• In what way, if any, is the organization involved in the community?
  
• What are the projections for future change within the position and its department?

By Brian Weis and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on August 20, 2007 at 2:31 PM | Leave a Comment (0)

Last Saturday, once again I went to Wrigley Field with the baseball fanatic duo in my family. I tag along simply because I want to be where they are and on that day, it was somewhere around baseball. I don’t know a lot about the sport…just a little. As we paused for a bit at Murphy’s Bleachers to discuss guess what – baseball, it occurred to me how much interviewing is like the game of baseball. Here’s my take:

1. Home Run - As a job candidate, you are trying to convince a team to
hire you. Hopefully, you will hit a homer and get hired; otherwise, you may…

Strike Out and when that particular game’s over, you must then get ready for the next interview where they may throw you a…

Curve Ball just when you think you’re scoring some runs – and bam, you can’t think fast enough, and after the interview, you may want to…

Call time and take a step back to review your responses and assess your presentation, because if it’s not working for you, you will want to…

Change-up your strategy to produce more successful results.

Bottom line…the next time you go to an interview, mentally prepare yourself to win, get on base, and bring it on home.

By Billie Sucher and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on August 20, 2007 at 1:50 PM | Leave a Comment (0)

The crux of any successful career move, whether a promotion, new project assignment, job search, business start-up, or retirement career, is standing out from your competition in a positive and memorable way. Career Distinction: Stand Out By Building Your Brand, a remarkable field guide to maximizing your individuality and value by William Arruda and Kirsten Dixson, is being released to the public today (June 12, 2007). It provides the easy 1-2-3 Success! Personal branding strategy and tools to make the seemingly mysterious process of leveraging your authentic assets and career karma quite do-able.

As a professional career counselor, career coach, and resume writer, Arruda and Dixson’s core message of authencity to build your brand is critical to career success. Self-efficacy in career choice and career management assumes self-awareness of strengths, interests and passions, personal style, preferred work environment, values, and goals, as well as the tactical skills to advance your career based on that knowledge. In reality, this level of self-perception is often missing, which helps to explain the overwhelming discontent of many American workers.

Career assessments fascinate me, whether formal, objective career assessments or subjective coaching assessments. The 360Reach personal branding assessment, included with this book and taken by thousands of career professionals, goes beyond self-assessment. It surveys what others believe your unique skills, strengths, and attributes are to give you a real-time “litmus test” of your personal brand.

This 360-degree feedback instrument, which is obtained guaranteeing confidentiality to respondents, ensures honest responses that you can build on to make your brand the preeminent one in employers’ and/or customers’ eyes.

Career Distinction is your road map to building an outstanding brand. It supplies the who, what, where, when, why, and how of the personal branding discovery process (called Extract by Arruda and Dixson). But it does not stop there – it goes on to provide in-depth communications and marketing strategies and tactics both online and offline (Express), as well as tips on how to live on-brand and enhance your career karma every day (Exude).

In this global and highly competitive career world, using your personal brand to increase your visibility and credibility just makes sense. This book and its companion workbook are a must-read / must-do for anyone who understands and values the importance of proactive career management. Get it, use it diligently, and watch as your career takes off!

By Susan Guarneri and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on August 20, 2007 at 1:44 PM | Leave a Comment (0)

Although I've been a Certified Personal Brand Strategist for a number of years, I'm still starry-eyed about branding. I love it. I never lose the joy and amazement I feel when a client experiences the power of personal branding with a fabulous job offer.

One of my favorite clients sent me a joyful e-mail today, and I couldn't be happier for him. He's just landed his dream job.

My client is a Canadian national successfully working in Singapore. He had what sales coach and fellow CareerHub blogger Pat Schuler calls a "champagne goal." A goal most people would say was a pretty tough objective.

His objective was to transition to a multi-national finance firm -- and in doing so he wanted to up his responsibilities, up his income, negotiate a better ex-pat package, continue to live in Singapore, and have a lot more fun at work.

Problem was he had NO finance experience. Yet he went from successfully working as an executive for a global logistics company, to quickly landing a dream job in one of the world's largest and most respected financial firms.

A career transition is always difficult, and usually has a long 'sales cycle' to bring in a job offer. In this case my client found his position in just a few months. In fact, the company wanted him on-board ASAP, and told him they didn't care about his lack of finance experience. He was told that they could easily teach him what he needed to know about finance, but they'd have a hard time teaching anyone else to do what he did so well, and so intuitively.

This company was hungry for him. Big time. That allowed him to negotiate a stellar package and he's now their VP of Sales for Asia Pacific and Australia.

Here's the cool thing -- he got the job because his branded value proposition (how his brand translates to marketable value) is clear, compelling, portable, and he can back it up with numerous case studies of successes.

So what is his branded value proposition?

He's "the 10% solution." He is a tinkerer who can't help but tweak processes. He layers just 10% innovation over already successful products and processes to deliver new customer segments and/or 25% to 90% revenue/margin lift at virtually no cost.

This value prop would make any company in any industry salivate. It sure made this company desperate to sign him.

Yet before we worked on branding he had no clue about what made him happy and successful -- and he kept insisting that he wasn't creative because he "only revved up other people's ideas." We worked on that misconception mighty quickly!

But don't take my word for it -- here's what he told me in his e-mail today:

...I gained two critical capabilities: 1) a confidence in my ability to sell myself as THE man for the job; 2) a strong sense of clarity in the value I can bring to an organization. I have not once regretted the time or the money I invested...Through the re-branding process, I gained the ability to focus on the exact career opportunities in which I was interested and turn down offers that don't match my skill set.

Two months after finishing...I was able to switch industries, land a job at a multinational financial firm, and watch my salary increase by more than 60%. More than that, though, I firmly believe that the confidence and clarity in my abilities will carry through to any new career opportunity.

As a career and brand strategist, joy in a job well done doesn't get better than this. I've been grinning all day.

What brand is hiding within you, just waiting to pop the cork on your champagne goal?

By Deb Dib and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on August 20, 2007 at 1:17 PM | Leave a Comment (0)

"Greatness is not a function of circumstance. Greatness, it turns out, is largely a matter of conscious choice and discipline." Powerful words from Jim Collins in his best-selling Good to Great: Why Some Companies Make the Leap ... and Others Don't. Can this not also be applied to personal career paths and advancement trajectories?

How do you define yourself? Perhaps more importantly, how do others describe your managerial style, leadership efficacy, and success? Would great be a word selected by those who know you to describe the legacy you leave behind in your career? What steps are you taking to consciously move your performance (and that of your organization) from very, very good to truly exceptional? Are you disciplined and focused in taking the right steps? How consistent are you?

Whether it is preparing for a 90-day review ... putting in place key tenets to review in a 360 evaluation ... or merely updating your resume and other career documents to a state of "readiness" (you never know when the next recruiter may be contacting you with a stellar opportunity), thinking about making the leap from good to great can be inspirational and rewarding. Give it a try.

By Jan Melnik and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on August 20, 2007 at 1:06 PM | Leave a Comment (0)

Kelly Clarkson is without a doubt the most successful pop star of the last few years. She's sold over 15 million albums worldwide and won a slew of awards including several Grammys.

Her success to date has been a fairy story, but recently things have been going wrong for Kelly. A highly publicized fight with her record label and tepid reviews for her soon-to-be-released album were the start. More recently she fired her manager and canceled all of her summer tour dates due to poor ticket sales.

The story of how Kelly got from there to here is a manual of career 'dont's.'

It all started with Kelly wanting more autonomy. So far so good.Many of us know the feeling of wanting to be stretched at work, wanting to push for more challenging goals, so we can empathize.

To this end, Kelly decided she wanted to write all her own music for her third album . But here's where she broke my first rule of career management...

Rule #1 - Know Your Limitations.

It isn't enough to just say you want to write your own album (or get a promotion to Manager or take on a challenging new project) if your skills are not up to par. The smart move is to seek help from people who can help you get where you want to go. Having sold millions of copies of her last CD, Kelly could surely have called on any number of wonderful songwriters to help her polish her material, but she chose not to. The result is a sub-par album and a cancelled tour.

Don't make this mistake in your own career. Don't push for promotion past the point of your current abilities. Instead, define your goals, and then identify who can help you learn the skills you need to get there. Set a realistic time frame and work towards your goal a little every day. In no time at all, you'll be where you wanted to go, and you'll have the skills necessary to succeed.

Rule #2 - Listen to feedback - both good and bad.

Kelly's label didn't like the new music and asked her to reconsider some of the song choices. They offered to bring in professionals to help her tweak her songs. But she resisted, saying "I’ve sold more than 15 million records worldwide, and still nobody listens to what I have to say. Because I’m 25 and a woman."

It would have been one thing if that was the reason - but it's not. Most of the songs really are objectively not very good. Listening instead of resisting might have enabled Kelly to find a compromise that would have kept her bosses happy and advanced her own skills, ultimately giving her more power over her career in the long run.

Keep this in mind: You will have much more power to determine your future success if you listen to criticism and learn from it. One day, having developed your skills and minimized your weaknesses, you will be in a position to walk away from the people who may have been keeping you down. But if you refuse to listen to those who point out your flaws, you will never be ready for the step you so badly want to take.

Rule #3 - Never let a disagreement with your boss escalate into a full-blown fight.

In several interviews, Kelly made it clear that she refused to compromise. It seems that neither she nor the label looked for a middle ground where both could feel they had won. This puts her label just as much at fault as she is, but the reality is that they are in charge so they get to make the rules.

The same applies to any of us. Our bosses can always overrule us. Or they can humiliate us in public. Or they can demote us. Or worst case, they can fire us. If you disagree with your boss, be smart about what you try to get from the situation. Accept that you are not in a position of power, and then see if a compromise can be reached - a compromise that brings you closer to your ultimate goal.

Rule #4: Don't air your dirty laundry in public.

As the disagreement escalated, Kelly told Elle magazine that she hated the idea of singing her new single on the American Idol charity show designed to raise money for African AIDS victims:

"My label wanted me to sing 'Never Again' and I was like, to promote yourself on a charity event is beyond crass," Clarkson said [...] "And believe me, everyone wanted me to sing it. Because they are jaded and they have no soul."

Her disagreement was certainly more than valid and she won the argument, but what good can come from publicly embarrassing people who will presumably be working to make her CD a success?

The takeaway? If you disagree with your boss, your co-workers or your company, never say things which may humiliate them. Argue and discuss and negotiate in private, but once you step out into the outside world, you must never express your true feelings. Because you will always diminish yourself in the process.

I like Kelly Clarkson very much, so I hope she comes out of all this in a better place than she is right now. But in the meantime, she's providing a step-by-step guide in how NOT to advance your career.

By Louise Fletcher and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on August 20, 2007 at 12:54 PM | Leave a Comment (0)

In my office, I have a candy dish. Presently, it is filled with a blend of red-colored Cinnamon Disks (Fat Free 0g Trans Fat) - Refreshing Flavor and yellow-colored Butterscotch Disks (Fat Free 0g Trans Fat) - Long-Lasting Flavor. Clients help themselves to the sweets.

The other day, as per usual when a new client arrives for a session, the customary chitty-chat occurs and then we get to business. Well, it didn't work that way, that day, as the first thing the client asked was "are you a Hawk?" and I, not being in high gear (or any gear at that moment), quizzically responded "A Hawk?" "Or, are you a Clone?" Then I got it! Duh! And I said "neither, I am a Bulldog -- as in Drake Bulldogs." A conversation went on for 15 or so more minutes about the Hawks, the Clones, this year's rivalry and it had absolutely nothing to do with our work at hand.

So what exactly, then, did the candy dish have to do with the Hawks and the Clones? At the end of our session, I found out by asking: "You know when you first came in today for our meeting and the first thing you asked was 'are you a Hawk' -- how is it you happened to ask that question?" And he replied "the candy dish -- the colors in your candy dish -- red and yellow -- you need to take out the red and add some black for Hawk colors."

By now, surely you must think this post is a waste of your time? Sort of like the time wasted while my client and I talked about the Hawks and the Clones. Or the time you may waste in a very important interview. Suppose you've been told that you have one hour for your interview and you spend the first 10 or 15 minutes talking about something irrelevant, only to be interrupted by a knock on the hiring manager's door announcing "something's come up" and your interview abruptly ends.

Protect your precious interview time and make sure you don't tarry too much on irrelevant topics...not that the Hawks and the Clones are irrelevant. Icebreakers are good, but try to keep your responses short, sweet, and to the point. Stick to the subject. Stay on task. You are there to speak about your credentials, your value, and your brand. Gently steer the conversation back on track. Do not veer off the path. Focus on your agenda. And do not get derailed by the candy dish.

By Billie Sucher and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on August 20, 2007 at 12:26 PM | Leave a Comment (0)

How well do you know your strengths?

How are you using them to become happier in your career?

Kathryn Britton has written a fascinating post on the Positive Psychology Daily blog, about how to use your knowledge of your strengths to make changes in your job that are going to feel good.

She cites Marcus Buckingham's new book, Go, Put Your Strengths to Work and his summer teleclass series as inspirations.

My favorite tidbits and suggestions:

• Observe yourself for one week, writing down the specifics periodically of what you loved doing and what you loathed.
  
• Translate this knowledge into several strength and weakness statements and post them.
  
• Each week plan to spend more time using your strengths and less time in your areas of weakness.
  
• Swap tasks with someone else if you can so that both of you end up using your strengths more.

I love that this process is incremental and that it acknowledges that what is one person's hateful task may be another person's joy.

Before you decide that you absolutely must leave your current job or career, be sure you've got a crystal clear idea of your strengths and that you've done all you can to create opportunities to use them.

If you're searching for a new job and thoroughly understand your strengths, your resume and job interviews will be the better for it. And you'll be in a good position to select the job that will be a great fit.

By Heather Mundell and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on August 20, 2007 at 12:17 PM | Leave a Comment (0)

From time to time, I have clients inquire about who pays for what during the interview process, particularly when out-of-town or overnight travel is involved. In today's cost-conscious workplace, don't be surprised if you come across an employer who won't pay your interview expenses. On the other hand, there are employers who will! Bottom line, don't assume anything, as you will discover that reimbursement practices vary widely from employer to employer and when you don't know, ask.

Simple as that...ask the employer about their policy on covering interview expenses. That way, there will be no misunderstanding by either party. Once you discover the employer's specific reimbursement policy, then it's up to you to accept, or decline, the invitation to interview.

Do not assume that the employer will pick up the tab just because they invited you to interview with them. Clarify the employer's reimbursement policy before you book that flight from LA to DC, assuming that you'll get your 1200 bucks back.

Browse through the list below to review potential interview expenses, understanding that the expenditure may (or may not) be reimbursable, dependent upon the organization's guidelines for reimbursement of interview expenses:

• Airline Ticket
  
• Auto Rental
  
• Fuel (for rental vehicle or your own personal auto)
  
• Gratuities
  
• Lodging (hotel / motel)
  
• Meals (food / beverage)
  
• Mileage
  
• Parking Fees
  
• Taxi Fares
  
• Transportation Passes

Based upon your own interview experiences, feel free to add to this list by posting a comment. Reimbursed or not, you will want to keep track of your interview and job search expenses; receipts rock! Check with your accountant to determine what expenses can (and can't) be deducted from your taxes.

By Billie Sucher and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Posted by Candice Arnold on August 20, 2007 at 11:45 AM | Leave a Comment (0)

Dear Sue:

Last week I had an interview at a company I would love to work for. I interviewed with a would-be direct supervisor, as well as two people higher in the department hierarchy. They told me that they wanted me to meet with another person who wasn't available that day.

I was told I didn't need to call, and that they would take care of the arrangements. It has been a week now and I haven't heard from them. Should I call them? If I do what should I say? I really want this job.

- Waiting

Sue Says:

Yes, call them. Tell them that you are following up from the meeting last week. Explain that you were told someone would call to schedule a meeting, but no one has called, so you wanted to do what you could to get the meeting scheduled. Tell them that while you don't want to seem pushy, you also don't want to appear uninterested.

After you call, see what happens. If you don't hear from them then you can assume that they failed to call because they changed their mind. I hope it works out for you.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 20, 2007 at 10:46 AM | Leave a Comment (0)

Dear Sue:

I am the Director of a small community center and I work under challenging circumstances. I don't get any support from anyone, and I don't have the proper office equipment. The computer we use was donated and it has very little memory and no printer. I have to put every thing on a disk and then run up stairs if I want to print anything.
I finally had to purchase a computer for my home so I could do my job. It is difficult to accomplish much without the proper tools.

I've become so frustrated that I decided to look for another job. I found an ideal position with outstanding benefits and salary. I've had two interviews and felt that everything went well until I was asked why I was leaving my present job. I said it was because I didn't have any support to do my job well and I was not provided with the proper tools.

I know it's a rule of thumb to never criticize your present or past employer no matter what. I left the interview feeling like I should have just kept my mouth shut and focused on the great opportunity with the new center. Do you think I blew it by sharing my frustrations?

- Worried

Sue Says:

No, I don't think you blew it, You gave an honest and direct answer, which was probably refreshing to the interviewer. You didn't criticize anyone in particular, but rather spoke of the frustrations you've encountered due to circumstances out of your control.

Try not to second guess yourself -- you did your best and need to believe that if this really is the right job for you that you'll get an offer.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 20, 2007 at 10:43 AM | Leave a Comment (0)

Dear Sue:

I work in a small office. I am female and most of the women I work with are older than I am. In the five years I've worked here I've moved up within the company rather quickly. Although the promotions have been good for my career, it has created problems with my coworkers.

A number of women have created and spread rumors about me. They think that I've slept my way up the ladder of success.

When I was their customer service supervisor, they went to my boss to complain about me. None of their complaints were anything about me professionally, just personally.

Fortunately I am out of that position, but the gossip still continues. I don't know how to change their opinion of me. What do you suggest?

- Hurt

Sue Says:

Based on the information you've given me, these women sound petty and jealous. Perhaps they are disappointed with their own careers and aren't able to be happy for anyone who may be achieving more than they have. I can only assume that it's much easier for them to focus on you than it is to focus on their own shortcomings.

Who is telling you about the things being said? If the comments are destructive and serve no purpose, there is no reason they should be repeated to you. Consider telling your source that you are open to constructive criticism, but see no reason to be informed about the destructive comments and rumors that are being circulated.

Although it may be futile, you might try talking to these women directly. Perhaps when they are aware that you know what they are saying and are hurt by it, they will stop.

If not, these women can talk all they want, but it doesn't seem to be getting in your way, so work on ignoring the comments and continue to be the professional person you say you are.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 20, 2007 at 10:41 AM | Leave a Comment (0)

Employees in approximately one-third of all companies are eligible for bonuses of some kind. Bonuses are given to employees to serve the following purposes: to create incentives to reduce costs; to pay people for doing a good job; and to encourage employees to think like shareholders.

Bonuses reflect your level of responsibility in the organization, making up a larger portion of your total compensation as you take on more responsibility. To ensure accountability and to reward you for your responsibilities, companies tie portions of employees' pay to both individual and company successes. Corporate triumphs take on greater importance in your bonus as you climb the corporate ladder. This is because at higher levels of the organization, you are more accountable for the success of the company.

It was only recently that only managers were eligible for variable compensation and stock options. But by the late 1990s all that had changed. As America woke from its recessionary slumber and entered into the 20th century's longest and most powerful economic expansion, shareholders and executives began to make unprecedented wealth.

This newly created wealth followed closely on the heels of the slash-and-burn employee policies of the early 1990s that created much unemployment and loss of benefits for many workers. Company loyalty was damaged irreparably as employees watched their companies' executives make more and more money while their own employment and benefits were being taken away. This was to change, however, as the strong economy began to benefit all employees.

Today, despite the current economic slump, there is a shortage of qualified employees in certain jobs. Companies have to work hard to attract and retain their workforces. Last year, companies were including more of their workforces in their annual incentive plans and, in some cases, even including nonexempt hourly workers. The rationale was that not only did it place the company in a better position to keep the employee, but it also allowed employees to share in the "wealth" created by their activities.

Of course, if the company doesn't create much wealth, there isn't much to share. In contrast to base salary, bonuses are usually not guaranteed from year to year, so they can be an effective way for an employer to have a lower fixed component of its personnel budget, said Bill Coleman, Senior Vice President of Compensation at Salary.com. In the current environment, he said, performance-based bonuses are almost certain to go down.

"If your company is struggling to meet its earnings targets this year, you'll probably find that your bonus will be smaller, if you get a bonus at all," Coleman said. "In today's economic climate, some employees whose companies paid generous bonuses will be tempted to leave in favor of situations with a higher base pay," he said.

Still, bonus plans can be invaluable to employees who want to know what they need to do to succeed in a company. Bonus plans communicate the values the company stands for and the behaviors it celebrates. The people who get promoted at a company also get the biggest bonuses and the most recognition.

A good way to be successful at a company is to get noticed. And the best way to get noticed is to do the things that will earn you a good bonus. So when you start a new job, learn what plans your company offers; read the company newsletter and the bulletin board; and learn the unwritten rules about what gets rewarded. Pay close attention to the employees who get recognized and promoted. Notice what they do and how they do it to get clues as to what actions and cultural behaviors are prized. And organize your work around meeting the criteria for bonuses. Also, volunteer for special projects since those will often get you visibility and a bonus.

Article by Dwight Ueda and courtesy of Salary.com®

Posted by Sarah Ennenga on August 20, 2007 at 6:08 AM | Leave a Comment (0)

Salespeople are a company's ambassadors to the world. They actively promote the company and its products and services. They are the front line between the company and its customers, and are typically the driving force of revenues - top-line company growth. These employees have a direct impact on how the marketplace perceives their employer and its products.

The way salespeople conduct themselves is often a reflection of the company's sales compensation program; and how well the company does is often a reflection of the effectiveness of its commission program. A well designed sales compensation program focuses salespeople on activities that support the company's business objectives, and, in turn, rewards those salespeople for their contributions.

Base salary, commissions, and sales prizes make up the bulk of a typical salesperson's compensation package, but the specifics vary by industry. Stock options grants to salespeople are becoming more widespread too.

A salesperson's commission is typically based on either a percentage of sold revenues or profit margins. Commissions usually account for 30 to 50 percent of a salesperson's cash compensation package, which means that commissions routinely run between 43 and 100 percent of base pay. The percentage that commissions contribute to a salesperson's compensation depends on factors such as required technical knowledge, sales cycle time, product profitability, and whether the sale is dependent on the skill of the salesperson.

Commissions will account for a larger portion of pay when the sales cycle is short, the sales highly profitable, and sales dependent on the skills of the sales person. Commissions play a smaller role when the sale requires greater technical knowledge and when the sales cycle is long.

This is not to say that total compensation is necessarily lower for salespeople with greater technical knowledge or those selling products with slower sales cycles, rather, the mix of pay is weighted more toward base pay and less toward commissions so that the total cash pay earned is reasonable. Companies don't want to penalize salespeople for selling products with less commission potential if those products are an important part of the corporate strategy. Similarly, if a salesperson is responsible for a product that's an easy sell, the company wants to make sure there is the maximum incentive to sell as much as possible - therefore, less emphasis on base pay and more emphasis on commissions.

Commissions can vary within a commission plan, reflecting the priorities of the company. If the company wants to build market share, it may pay larger commissions for selling products to new clients. Commissions are also higher when new products are introduced., especially if they are more profitable. Clearly, commission plans are constructed with great care. A poorly designed plan can have unintended results such as rewarding employees for the sale of new products that cannibalize more profitable ones.

Most commission plans place no limits on what a salesperson can earn. In some instances, if a certain sales threshold has been met, the commission percentage can increase. Regardless, commissions are one of the simplest and most direct forms of pay-for-performance. Underlying the commission plan is one of the appeals of a sales position: unlimited income potential.

Article by Dwight Ueda and courtesy of Salary.com®

Posted by Sarah Ennenga on August 19, 2007 at 8:05 PM | Leave a Comment (0)

Q. When accepting a part-time position in an office and asked about salary requirements, what is the appropriate thing to say? How can you compare a part-time to a full-time salary?

A. In any negotiation, always try to get the other party to say a number first. That's as true for part-time work as for salary work.

Part-time salaries are typically based on full-time salaries divided by the number of hours worked. Some companies pay part-time employees a discounted rate, that is, less than the equivalent full-time salary. Also, benefits are typically lower for part-time employees.

Research the full-time salary for this position, either on Salary.com or through the human resources office at the company. Divide the full-time salary by the number of work-hours in the year, then multiply by the number of hours you will be working.

For instance, let's assume a job pays a salary of $40,000 (based on a 40-hour workweek - all Salary.com salaries are based on a 40-hour workweek). To get the hourly equivalent rate for the job, divide $40,000 by 2,080 hours (2,080 equals 40 hours per week times 52 weeks in a year). That equals $19.23 per hour.

Now, let's assume you're going to work 32 hours per week.

To get weekly earnings, multiply $19.23 by 32, which equals $615.38.

To get annual earnings, multiply $19.23 by 1,664 (32 times 52), or $32,000.

Article by Erisa Ojimba, certified compensation consultant and courtesy of Salary.com®

Posted by Sarah Ennenga on August 19, 2007 at 5:08 PM | Leave a Comment (0)

Job description
The majority of teachers are primary and secondary school teachers. They generally choose a specific grade level or area of specialty in which to teach. Teachers are responsible for planning and then evaluating student performance. They are then responsible for promoting growth through providing additional assistance and meeting with parents and school staff to discuss student development and ways to improve current teaching methods to better suit students.

It is a teacher's daunting task to add life to their student's school day by generating interest in all subject areas, even those that can be tedious for most students. They work to create lesson plans tailored to their students' level of cognitive ability and interests. Nowadays, teachers are working to move away from traditional methods of teaching and using more creative and abstract ways of presenting topics to their classes.

It is important that they have a good sense of humor and the ability to think like their students. They must also be comfortable dealing with a wide variety of personality types and ability levels, while still treating all their students equally.

A day in the life…

It is most rewarding for teachers when they really make a difference in a child's life, when they are able to ignite curiosity and growth in their students. But as much as teaching can be rewarding, it can also be frustrating and stressful when dealing with unmotivated students, large classes, and heavy workloads. Most significantly, teachers will sometimes have to deal with unruly behavior and violence from students. In addition, schools in inner cities and poor communities are often run down and lack much needed resources.

Despite the seemingly short workday teachers put in, they tend to work longer than the average 40 hours a week clocked for most occupations. This is due to the preparation, paperwork, and grading that must occur outside of normal school hours. Many teachers work part-time, especially teachers for preschool and kindergarten. While most teachers work a 10-month school year with two months vacation in the summer, some work summer programs or at other jobs. Preschool teachers working in day care settings will often work year round. Most states have tenure laws regarding the termination of teacher jobs. This means that teachers are provided some job security in that they cannot be fired without just cause and due process. Teachers that have successfully completed a probationary period of about three years are qualified for tenure.

Education and training
All 50 states and the District of Columbia require public school teachers to be licensed, whereas licensure is not required for private school teachers. Teaching licenses are given by the State board of education or an advisory committee. Requirements vary depending on the state, but all states require candidates to have a bachelor's degree and to have completed an approved training program. It normally takes about 5 years to receive your bachelor's degree in elementary or secondary education. Approximately one third of all states require that teachers complete training in technology as part of their certification process. In addition, some states have strict minimum grade point averages for teaching licensure, and others even require teachers to have a master's degree in education, which takes at least one year longer to obtain than the bachelor's degree. The majority of states require candidates be tested for basic skills such as reading, writing, teaching, and subject matter of choice.

States have requirements for teachers concerning continuing education and renewal of licensure. In addition, many states offer alternative teacher licensure programs for people who have bachelor's degrees in the subject they wish to teach, but do not have the coursework required for a teaching license. The programs are meant to attract recent
grads and career changing individuals
into the profession of teaching.

Pay
Following are national median salaries for teachers at various primary and secondary school levels, based on 15 years of experience.

According to TeacherLinkUSA, New Jersey currently pays its public schoolteachers the highest average salary in the nation, $53,280, with South Dakota coming in last at $30,260.

Job outlook
According to the Bureau of Labor Statistics, job prospects for the teaching profession are expected to be above average and excellent due mainly to the large amount of teachers retiring in the coming years. There will be increased competition for teachers with impressive backgrounds, with some states attempting to lure teachers from other locations with bonuses and higher pay. States seeing the highest enrollment increases in teacher programs are the south and west, while the northeast and midwest may experience declines. Enrollments will rise in grades nine through twelve and remain steady for all other grades through the year 2010. School location of course plays a role as well, with the lowest enrollments existing in inner cities and rural areas, and a shortage of jobs existing in suburban areas.

Related occupations
With additional education or training, teachers often move into such positions as librarians, reading and curriculum specialists, and guidance counselors. In some school systems, teachers can become senior or mentor teachers that hold additional responsibilities in guiding other teachers, and enjoy higher pay. Other related occupations, requiring similar skills and aptitudes, include school administrators, adult educators and trainers, college and university faculty, childcare workers, social workers, and coaches.

Article courtesy of Salary.com®

Posted by Sarah Ennenga on August 19, 2007 at 2:11 PM | Leave a Comment (0)

Job description
Nurses provide a variety of services to their patients. In general, they help to prevent injury and disease, promote healthy living, and care for the sick. They provide direct care for their patients through administering medications, and assisting with convalescence and rehabilitation. Nurses help people improve and maintain health by creating and managing care plans for their patients. Nurses can either choose to specialize in an area or many are general nurses that perform a variety of duties as needed for the physician. Areas of specialty include surgical, neonatal, anesthetist, gynecological, and many others. Nurses often advance to become department heads and supervisors, managing over other nurses, setting standards of patient care, and even composing the department's budget.

A day in the life…

Nurses work in many different settings, including hospitals, clinics, nursing homes, schools, corporations and even patient homes. Home health and public health nurses travel more than other nurses, to patients' homes, schools, and other sites.

Nurses generally work eight hour shifts, but some hospitals have nurses work ten and twelve hour shifts for three or four days a week. Nurses in hospitals, and nursing and residential homes tend to work weekends, nights, and even holidays, and are often on-call.

Nurses are on their feet a lot at work and therefore must be in relatively good physical shape. They must also have good communication skills in order to deal effectively with patients by practicing good listening and giving clear directions to both patients and aides. A positive disposition and mental strength is essential to this position as it can be stressful and emotionally challenging to deal with human suffering and emergency situations on a day-to-day basis. A nurse should have a caring and sensitive nature in order to best care for patients.

Education and training
There are four main educational programs available for nursing. To become a licensed practical nurse you must complete a state-approved practical nursing program, which are usually offered through community and technical colleges, and last between one and two years. There are three programs available for registered nurses, including the A.D.N, the B.S.N. and the diploma program. The associate degree in nursing (A.D.N.) program is a two to three year program offered at junior and community colleges and combined with hospital training. The Bachelor of Science degree in nursing (B.S.N.) program is offered at colleges and universities, and normally takes four to five years to complete. And lastly, diploma programs are offered at hospitals, and typically last from two to three years.

Students are required to graduate from an approved nursing program and pass a national licensing examination to practice nursing. Periodic licensing renewal is required, and usually involves continuing education and additional training. It is important that nurses pursue higher education in order to be eligible for promotions to supervisory and higher paying roles. Also, a bachelor's degree is required to pursue a career as an advanced practice nurse such as a nurse practitioner or certified nurse anesthetist.

Pay
The following chart shows national salaries for selected nursing positions.

Job outlook
Nursing is the largest healthcare occupation, with more than 2.2 million jobs. It is projected to grow faster than the average occupation through the year 2010. There are several reasons for this growth, but the main causes are the aging population of registered nurses and recent declines in nursing school enrollment. This demand will prompt changes in the industry to try and attract more nurses in the form of pay increases, improved working conditions and subsidized training and education.

Employment in hospitals, the largest in nursing with about 60 percent of total jobs in the profession, is expected to grow slower than other areas. However, rapid growth is expected in outpatient facilities, such as same-day surgery, rehabilitation, and chemotherapy. Employment in home healthcare, clinics, doctor's offices, and nursing homes is expected to grow faster than average as well. In addition, opportunities are expected to be even greater for those nurses with advanced education and training.

Nursing careers
There are many different types of nurses, with hospital nurses representing the largest number. There are also office nurses, nursing home nurses, home health nurses, public health nurses, occupational health or industrial nurses, and head nurses or supervisor nurses.

Those in the nursing profession with advanced degrees can become nurse practitioners. They diagnose and treat common sicknesses and injuries like colds and fractures and give out prescriptions to their patients. Other advanced practice nurses include clinical nurse specialists, certified registered nurse anesthetists, and certified nurse-midwives. Advanced practice nurses such as these must meet higher educational and clinical practice requirements than registered nurses.

Nurses can also advance to higher managerial roles, taking on more responsibility as head nurses, director, and even vice presidents. These types of management roles generally require a graduate degree in nursing or health services administration.

In addition, nurses will sometimes go on to become instructors at hospitals and schools. They also move into business positions in the healthcare industry, using their expertise to help manage healthcare services, and assist with development, marketing and quality assurance for corporations. A recent comeback for nursing related professions has been midwifery.

Article courtesy of Salary.com®

Posted by Sarah Ennenga on August 19, 2007 at 7:48 AM | Leave a Comment (1)

Q. I've recently been offered a position in another company making $6,000 more than I earn now. When I gave notice, my current employer came back the next day and matched the prospective employer's offer. I called the prospective employer and said, "My current employer offered me more money to stay. Would you consider upping the pay a little to get me?" Now, I've already accepted the prospective employer's first offer. Did I do the right thing?

A. The trick with counteroffers is that nagging sensation that if they could afford to pay you more, why didn't they?

But even if you're satisfied with your company's reasons for extending the counteroffer, you have to ask yourself why you're leaving. If it's because of money, then go with the company that is willing to pay you more. However, if you're looking for other benefits - vacation time, incentive pay, health benefits, career development - think about whether your potential employer can offer you those things. List all the cash and noncash compensation you currently receive, and compare it with what your potential employer is offering you.

If the entire compensation package your potential employer is offering you outweighs what you receive from your current employer, then I probably would accept their offer. On the other hand, if your current employer offers a number of compensation programs that your potential employer can't offer, then I would think twice about leaving your current employer.

Remember, there is more to your salary than base pay, so think about your entire compensation package.

Good luck.

Article by Erisa Ojimba, certified compensation consultant and courtesy of Salary.com®

Posted by Sarah Ennenga on August 19, 2007 at 7:04 AM | Leave a Comment (0)

Job description
Paralegals are responsible for handling a variety of tasks and providing support for the lawyers they work for. Under the direction of an attorney, they work to resolve routine legal issues. They help lawyers to research laws, judicial decisions, articles, treaties, and other legal documents that can be applied to cases. They may also be responsible for preparing written reports to assist lawyers in handling cases. Paralegals hold an organizational role in coordinating the activities of the law office and its employees, and also in the filing of financial records and case documents.

Paralegals work mainly in law firms, legal departments within corporations, and government offices. Their job duties and responsibilities will depend mainly on the type of organization they work for. Paralegals working in the government or for larger corporations will tend to have a specialization, while those working in smaller firms will perform a variety of tasks.

A day in the life…

The majority of paralegals work in law firms, followed by corporate legal departments, and government offices. Paralegals working in corporations and for the government tend to work the standard 40-hour week, while those who work for law firms will likely work longer
hours. While most work in permanent positions, some work as temps during the busy seasons. Paralegals work mostly in offices and law libraries, and although rare, they will travel to gather information for cases.

Education and training
Paralegal training is usually required in the form of either an associate, bachelor's degree, or certification program. Employers usually prefer that candidates have a degree from a 4-year paralegal program, or a bachelor's degree with paralegal certification. Some employers prefer to train paralegals on the job or promote legal assistants to the position within the firm.

While there are over 800 paralegal programs offered nationwide, only about 250 of these are approved by the American Bar Association. And graduates of these approved programs will fare better in the job market. There are three main paralegal programs. Associate's degree programs last 2 years, bachelor's programs typically take 4 years, and certification programs will take around three months to complete. Paralegal programs include law courses and legal research training, along with coursework in specialized areas of law, as employers tend to prefer candidates with specilized training. The better programs will also include an internship in a law firm, organization, or government office in order to gain real-world experience and provide an edge when entering the job market.

Much like lawyers, paralegals are required to keep up with the latest laws and legal standards that may affect their area of practice through participation in continuing legal education (CLE). This is typically accomplished through legal education seminars and courses designed for paralegals to maintain and expand their legal knowledge.

Pay
The following chart shows national salaries for paralegals at varying levels.

However, there will still be a high degree of competition present in this field, as the number of paralegal program graduates and individuals entering the field will grow significantly. Growth may also be slowed by future recessions, with those paralegals providing similar services as lawyers at an advantage during these times

Related occupations
Occupations that require similar skills and knowledge in law and legal procedures include law clerks, legal assistants, lawyers, examiners, abstractors, claims adjustors, appraisers, and investigators.

Article courtesy of Salary.com®

Posted by Sarah Ennenga on August 18, 2007 at 7:37 PM | Leave a Comment (0)

Job description
Psychologists and counselors study the human mind and behavior. Generally, they also make a living trying to help people understand and overcome their troublesome emotions and behaviors. Psychologists apply their knowledge in many different areas, including health, management, education, law, and sports.

Psychologists and counselors must have strong communication skills and be able to quickly assess emotionally charged situations. They must be able to learn new methods and skills on an ongoing basis. They also need to be interested in people and the functioning of the human mind.

A day in the life…

Area of specialty and place of employment will have a lot of bearing on the working conditions in this field. Those specializing in school and clinical areas, and counselors with their own private practices will generally set their own hours, but will often see their patients in the evening and on weekends. Those working in hospitals and other health facilities will usually be required to work shifts that include weekend and evening hours. School psychologists tend to work normal daytime hours.

While most psychologists work directly with patients on a day-to-day basis, some are being hired by organizations, including the government and educational institutions. They use their knowledge in organizations to help design better products and improve services. They also may work to analyze marketing efforts to explain why some projects succeed and some fail.

Education and training
Simply having a degree in psychology is not sufficient education to practice, although it is the first step. Both psychologists and counselors must have graduate degrees and applicable work experience to be eligible for a professional license. And most states require that individuals be fully licensed before they can legally practice as psychologists. And all states require full licensure before a psychologist can operate a private practice.

While counselors must have at least a master's degree in psychology or a related field, clinical psychologists need a PhD or doctor of psychology (PsyD) degree. School psychologists will therefore have their PhD or a doctorate of education (EdD) degree. Each of these programs requires four to seven years of graduate work.

Aspiring counselors and psychologists must also undergo an extensive internship program. The process, which can last for two years or more, starts while the applicant is still in graduate school. After graduation, there is usually another one to two years of supervised postdoctoral work.

Applicants must also pass the national Examination for Professional Practice in Psychology (EPPP). Each state has its own requirements for passing the exam and some may even administer additional tests. Roughly half the states allow those who have completed a master's degree in psychology to take the EPPP. In those states, master's level candidates who pass the EPPP can assess and meet with patients in almost the same capacity as fully licensed psychologists. For the exact requirements in your state, you can contact the Association of State and Provincial Psychology Boards (ASPPB).

Due to the ever increasing similarities between counselors and psychologists, the requirements necessary to become a counselor are becoming more difficult. Currently, 45 states require counselors to pass a professional certification exam. Most use the National Counselor Examination for Licensure and Certification (NCE), administered by the National Board for Certified Counselors Inc. (NBCC). Applicants must already have a master's degree in a field where at least half of the course work relates to counseling.

Pay
The following chart shows national salaries for counselors and psychologists.

Companies and organizations will increasingly use psychologists and those with psychology backgrounds to assist them in the research and design of products, services, and marketing activities. This is because businesses are using more sophisticated techniques to conduct their marketing campaigns, causing them to rely more on psychologists to help conduct marketing research and lead advertising campaigns. An increase in employee assistance programs in most companies will bring on job growth for industrial psychologists.

Candidates with doctorates and psychology degrees in areas such as counseling and health will enjoy high levels of employment in the coming years, as will those individuals with quantitative research methods and computer science training. However, few good opportunities will arise for those with only bachelor's degrees. Those with master's degrees in psychology will qualify for positions in the fields of school and industrial-organizational psychology.

Managed care has had an effect on employment in this field because the majority of these professionals work in the health care industry. Managed health care organizations (HMOs) typically pay for only about 20 hours of psychotherapy treatment per year. Therefore, many psychologists are finding it difficult to make a living, and are forced to offer services at reduced rates or seek employment in other fields. But many have actually found opportunities in managed health care, especially counselors and psychologists with master's degrees. Group healthcare has seen a boost as well, as managed health care supports this type of treatment, in which one counselor is responsible for treating a group of patients.

Related occupations
Positions that involve heavy research and advising include licensed psychological practitioner (LPP), psychological associate, psychological examiner, clergy, physicians and surgeons, social workers, sociologists, and special education teachers.

Article courtesy of Salary.com®

Posted by Sarah Ennenga on August 18, 2007 at 12:51 PM | Leave a Comment (0)

Job description
Physicians serve an essential role in our society. They diagnose and treat sick and injured people through examinations and tests. They also advise their patients on such matters as preventative care and personal hygiene.

Doctors can be general practitioners or choose a specialty, such as internal medicine, cardiology, endocrinology, neurology, oncology, obstetrics, gynecology, or sports medicine. Primary care physicians tend to see the same patients on a regular basis for preventive care and to treat a variety of ailments. General and family practitioners emphasize comprehensive healthcare for patients of all ages and for the family as a group.

People who wish to become physicians must have a desire to help people, be self-motivated, and be able to withstand the pressures and long hours of medical education and practice. Physicians must also be emotionally strong and have good people and communication skills. They must also be able to relate to their patients as people and work to cure not only the illness but the person as whole. In general, doctors should have a high degree of patience and great compassion for human beings.

A day in the life…

Many physicians work in small private offices or clinics, with assistance from a staff of nurses and administrative personnel. Many physicians work long, irregular hours, and must travel frequently between their offices and hospitals to care for their patients. Many physicians are on call, and must therefore deal with patient concerns either over the phone or at their patients' homes, and make emergency visits to hospitals or nursing homes. Being a doctor can be a very physically and mentally trying occupation, as they must often be the bearers of bad news, breaking painful news to patients and their families. But it can also be very rewarding to heal people and continuously improve human lives.

Education and training
It takes many years of education and training to become a physician. Typically, three to four years of undergraduate school and four years of medical school are required, with three to eight years of internships and residency, depending on the area of specialty. But there are a few medical schools that offer combined undergraduate and medical school programs that last for six years.

Premedical students must complete undergraduate work in courses such as physics, biology, mathematics, and chemistry. Medical students spend most of their first two years in laboratories and classrooms taking courses in anatomy, biochemistry, physiology, pharmacology, psychology, microbiology, pathology, medical ethics and law. They also learn to take medical histories, examine patients, and diagnose illnesses.

During the last two years of medical school, students work with patients under the supervision of licensed physicians in hospitals and clinics to learn about acute, chronic, preventive, and rehabilitative care. They make rotations within internal medicine, family practice, obstetrics and gynecology, pediatrics, psychiatry, and surgery in order to gain experience in various areas and to help determine their interests and skills.

All medical students must be licensed in order to begin practicing medicine. Physicians must graduate from an accredited medical school, pass a licensing examination, and complete one to seven years of graduate medical education to obtain licensure. Physicians licensed in one State can usually get a license to practice in other states with relative ease. Physicians must be involved in continuous career education to keep up with medical advances and to best serve their patients. This will help them respond to the changing demands of today's rapidly developing health care environment.

Pay
Physicians have among the highest earnings of any occupation. Following are national salaries for various physician specialties based on at least two to four years of experience.

Job outlook
According to the Bureau of Labor Statistics, employment of physicians will grow about as fast as the average for all occupations through the year 2010. Most employment will be due to the expansion of the health care industry as a whole. And the growing and aging population will also cause growth in the demand for physicians. While job prospects may be better for primary care physicians such as general and family practitioners and pediatricians, a substantial number of jobs for specialists will also be created because of the growing demand for specialty care.

The number of physicians entering the field has begun to slow, and will likely decline over the next few years. Opportunities are expected to be best in rural and low-income areas, because many physicians find these areas unattractive due to such factors as lower income potential and isolation from the medical society.

Related occupations
Nursing is the clearest related profession to physicians. Although the educational demands are less rigorous, the responsibilities and work duties can be just as demanding. Nurse practitioners in particular hold related responsibilities, as they prescribe medicines and play a key role in patient care. Other related careers include lab technicians, pharmacology, biology, biochemistry, biophysics, chiropractor, dentistry, optometrists, physician assistants, podiatrists, speech-language pathologists and audiologists, and veterinarians.

Article courtesy of Salary.com®

Posted by Sarah Ennenga on August 18, 2007 at 5:12 AM | Leave a Comment (0)

Q. I have been running a small startup company for almost four years. Four of us are consulting to the company in various executive roles. I'm the founder and president, handling a wide range of duties, but mostly in business development. I have the skill set and experience of most directors of business development or higher positions. My role has also exposed me to areas in which business development professionals are not typically involved.

In considering other employment opportunities, how do I know which executive level I qualify for given my diverse background? Will companies discount my startup experience in the belief that it is not equivalent to experience with a national firm or a Fortune 500-type company? How does that influence what executive level I qualify for? Does the success of my business venture play a role in determining this?

A. Whether the company is a Fortune 500 company or a medium-sized company, try to understand the job and the expectations associated with it. The actual content, scope, and responsibility of the job should dictate the value of the job.

You seem to have lots of experience, which can translate into a number of opportunities. However, it's never a good idea to pigeonhole yourself into a certain level in an organization based on your experience. Instead, focus on what a company can offer you in terms of career opportunities and a competitive compensation package.

If you headed a business development group at a startup company, chances are you had limited resources. A large organization may offer you more resources and opportunities. So it's important to focus on other aspects of the company, rather than on where you fall within the organizational hierarchy.

Remember, most companies will pay you for your level of proficiency and skill sets you bring to the job. In some cases, you could earn more money as a manager or director in a large company than as an executive in a medium-sized company.

Good luck.

Article by Erisa Ojimba, certified compensation consultant and courtesy of Salary.com®

Posted by Sarah Ennenga on August 17, 2007 at 5:33 PM | Leave a Comment (0)

Any way you measure it, a college degree is the best investment of your life. In today's dollars, a bachelor's degree is worth more than $2.1 million over 40 years. "Having that post-secondary diploma can make such a difference in lifetime earnings," said Washington, D.C.-based Employment Policy Foundation President Ed Potter.

During a recession, obtaining a college degree becomes even more crucial. According to the U.S. Department of Labor, all seven of the job categories that are predicted to grow faster than average during the next decade require a college diploma. These careers, which include teaching, healthcare and technology, will account for 42 percent of the nation's projected job growth by 2013.

Conversely, men and women without a post-secondary degree are losing ground. The Department of Labor reports that employments for those with bachelor's degrees grew by 1.8 million during the past 10 years compared to a loss of nearly 700,000 jobs for those armed with a high school diploma.

But earnings are only part of the benefits. A college education enriches your life in ways that cannot be measured by dollars. "Education is power," Frederick Douglass observed nearly 150 years ago. Today, education remains the path out of poverty toward opportunity. It is also the route to achievement, enrichment, knowledge and success. Most important of all, education makes dreams come true.

Whether personal or practical, the college experience can be both life affirming and career enhancing. The classroom and the coursework expose you to diverse people and ideas. They open up a world that challenges and stimulates you in ways both big and small. You'll discover new interests or pursue familiar subjects with passion and depth. Business, history, literature, teaching, medicine, technology, the arts -- the list is endless. Along the way, your knowledge base expands, your critical-thinking skills become sharper and your confidence grows.

And once earned, a college degree is forever, as the payoff from higher education can never be erased, broken or laid off. Here are a few examples of that payoff:

• A career that is professionally satisfying and intellectually stimulating; one that taps into your potential and challenges you to perform at your peak.
  
• A profession that is in demand with upwardly mobile opportunities.
  
• An arsenal of skills that empower you to control the pace and direction of your career.
  
• A secure future that comes with a steady profession that can ride out any economic rollercoaster.

Even during a recession, the U.S. Bureau of Labor projects that 23 million jobs will be created in the next decade. Management-related occupations will account for nearly a third of the total, according to the Employment Policy Foundation, a non-profit, non-partisan research and educational foundation focusing on workplace trends and policies.

In addition, a just-completed survey conducted for the Chronicle of Higher Education shows that despite unease with the economy, Americans faith in higher education is unwavering. The nation continues to have confidence in the value of a college degree, with more than half of respondents saying it is "essential for success." Your future depends on it.

Article courtesy of Salary.com®

Posted by Sarah Ennenga on August 17, 2007 at 2:40 PM | Leave a Comment (0)

Job description
Computer Programmers are responsible for creating code that essentially tells a computer how to operate. They write, test, and maintain these coded instructions, also referred to as programs. The work of programmers has been expanded in today's world, due to the innovative and advanced technologies that now exist. Programmers are now heavily involved in all aspects of technical problem solving for companies. Common computer languages that programmers use include COBOL, C++, BASIC, Java, and HTML. Most programmers know several computer languages because they tend to be similar, making them relatively easy to learn.

Programmers are usually referred to by the language or function they specialize in, for example Java programmers, or Internet programmers. They are also usually separated into two main types, applications and systems programmers. Applications programmers write code to handle a specific function within a company, for example, order tracking. Or they may update and change a company's current computer programs or purchased software.

Rather than focusing on individual programs, systems programmers are involved in creating code for entire computer, network, and database systems. Because of their involvement in the system as a whole, they are often able to assist programmers in troubleshooting errors in various programs. It is common in smaller companies for a combination of these two types of programmers to exist; this position is commonly referred to as programmer-analyst. These individuals are responsible for both the programming work and systems maintenance within a company.

Characteristics of programmers have changed in recent years, with more emphasis being placed on communication and people skills, as today's business world tends to focus more and more on teamwork. Candidates will also need to be analytical and detail-oriented thinkers who possess a great deal of patience.

A day in the life…
Programmers generally work in offices, but tend to work longer hours and weekends in order to meet deadlines or fix serious errors that may occur in programs at all hours of the day. Telecommuting is common in this field, as remote connection has become more common within organizations. Programmers will often work on teams with various types of professionals to solve complicated problems within companies.

Education and training
A bachelor's degree is typically required for entry-level programming jobs, although those with an associate's degree or certain certificates may qualify as well. About 50 percent of computer programmers hold a bachelor's degree, and another 20 percent have taken some college courses. While most computer programmers have a four-year degree in computer science, others hold degrees in related technical fields such as mathematics, information systems, or engineering. Around 20 percent of individuals in this field have an advanced degree in computer science or engineering.

While degrees are important in this field, employers tend to place more emphasis on work experience. This means that recent college graduates with good GPAs are having a hard time finding work because of their lack of practical experience. In general, those individuals with less education but strong knowledge and experience in several programming languages will have a better chance of finding employment than recent graduates. Therefore, students should try to take advantage of available work opportunities, including internships and work co-ops, while attending school.

Continuing education is extremely important for programmers, as software and technologies are constantly changing and advancing. Programmers seek out trade shows, seminars, periodicals, and professional education classes to keep their skills up-to-date and remain competitive in their field.

Pay
The following chart shows national salaries for computer programmers at various levels.

Job outlook
While the job outlook for programmers has changed radically over the past couple of years, due mainly to the practice of outsourcing overseas, programmers are still in demand, especially those who are skilled in integrating business and technical needs. According to the Bureau of Labor Statistics, employment for programmer positions is expected to grow at an average rate, with most job growth within data processing firms, software houses, and computer consulting businesses. This is because these types of organizations are involved in computer and data processing services, which is anticipated to be the fastest growing industry in our economy through the year 2010. But most of the job openings during this period will be triggered by programmers retiring or moving into other positions.

Job prospects will be best for those applicants with college degrees and experience in different languages and tools like C++ and Java. Those with vendor or language certifications will also have an edge in the job market, as well as those with up-to-date skill sets and practical work experience.

Related occupations
A number of programmers take on additional duties to become systems architects, software producers, or technical writers. Others move into related professions, such as graphic design and animation or into the government as computer security consultants, encryption specialists, or federal agents specializing in computer science. Finally, there are those that transition into the business world and become Management Information Systems Specialists (MISS).

Professionals with similar skill sets as computer programmers include computer software engineers, systems analysts, computer scientists, database administrators, statisticians, mathematics, engineers, financial analysts and personal financial advisors, accountants and auditors, actuaries, and operations research analysts.

Article courtesy of Salary.com®

Posted by Sarah Ennenga on August 17, 2007 at 12:07 PM | Leave a Comment (0)

Q. I just made a huge mistake in a salary negotiation and am wondering if there is something I can do to fix it.

This was the first interview and I was not prepared to discuss salary, as I know it is a huge no-no. Unfortunately, the interviewer's second question was, "What is your salary expectation?" Instead of answering with the question, "Well, what is the range for the job?" I said, "Between $55,000 and 60,000, but it is negotiable." I said this before I even knew what my duties would be. I don't know what I was thinking! That is well below the average for the position in my area; the range is $60,000 to $87,000 with a median of $72,000.

Do I have to stick with what I said at the job offer, or can I begin negotiating at a higher level?

A. It is never too late to back out of an interview response. The next time you meet with the company, ask the interviewer exactly what the company is looking for. Ask about the expectations of the job, the qualifications of the ideal candidate, how many people the person will be responsible for, and the scope of responsibility.

Then, after the company has told you about the job, ask about the salary range for the position. Now that you have played your hand, try to take the offensive. Keep in mind that you also have to interview the company, so turn the tables and ask your own questions. This is the courting period in your employer and employee relationship. If you don't raise the issues now, you may never be able to reverse the outcome once you are offered the job.

Good luck with your job offer!

Also check out our job offer assessing tool, The Job Assessor, in order to compare job offers.

Article by Erisa Ojimba, certified compensation consultant and courtesy of Salary.com®

Posted by Sarah Ennenga on August 17, 2007 at 11:52 AM | Leave a Comment (0)

Dear Sue:

My husband is an engineer for a fairly conservative company that recently allowed casual dress in the office. This may have been a welcome announcement for most of the employees, but my husband is not very happy with the change in dress code.

He has always worn a tie to work and prefers to continue to do so. I told him that I was sure the new policy didn't infer that he had to change his dress for work, but apparently I was wrong. The other day his boss came up to him, pulled on his tie and told him he better not come to work again with a tie on or he will be sorry -- and he wasn't joking around.

This has upset my husband, and he isn't sure what to do. Is it right for his boss to insist he dress casually? I would like your opinion on this matter.

--Baffled.

Sue Says:

Although many companies allow casual dress as a perk to employees or with the hope it will lesson the pressure of deciding what to wear to work, in many cases, it merely complicates the issue and creates more stress when deciding what to wear.

Some people think that clothing has become a non-issue in the workplace since so many companies have gone "casual," but the reality is that it can create a set of new problems. The majority of the problems I hear about have to do with employees that dress too casually.

My stand has always been that a person is better off being slightly overdressed than underdressed, and the stories I've heard from people who are promoted or rewarded for "looking good" support my stance.

When a company moves to a "casual" atmosphere, it generally means that employees have more choices when deciding what to wear. Rarely, if ever, have I heard of a policy that bans traditional business attire altogether.

Creating a casual work wardrobe can be a hardship for some people when casual is not defined or when it creates a void in their wardrobe. It takes time and money to create a new wardrobe.

Personally, I think your husbands boss is out of line, and that your husband should approach his boss and ask him how and why dressing "up" can be harmful. Companies struggle with employees who dress inappropriately, and worry about their rights when it comes to telling an employee what to wear. It would be a bigger challenge to find fault with someone who looks good and dresses nicely for work. Unless your husband is dressed inappropriately or there is a policy banning ties in his company, his boss probably won't be able to do anything about the fact that your husband chooses wears a tie to work.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 17, 2007 at 10:38 AM | Leave a Comment (0)

Dear Sue:

I've am good friends with another manager at my office and have been for over 20 years. I've just been informed that he will be terminated. Although he has a lot of experience, he is a big worrier and a complainer and hasn't made a very good impression on the new management.

I was told of his termination in advance because I am going to take over his position. I don't have the experience he has, but this is the decision management has made, and I don't have a choice in the matter.

How should I handle this situation with him once he gets this news?

--Nervous about promotion

Sue Says:

Handle the situation as delicately as you can. There isn't going to be an easy way for you to tell him that you will be taking over his position, but let him hear it from you rather than someone else. Let him know how you feel, and that you will do anything to help him, but that this was out of your control. Other than declining the position or leaving the company, neither of which is in your best interest, you really weren't left with any other options.

Be as supportive as you can, but be prepared for a strain on your friendship, at least for awhile.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 17, 2007 at 10:35 AM | Leave a Comment (0)

Dear Sue:

I've just started selling for a direct sales company. I am happy to be out of the corporate world, but I am wondering how I can stay focused now that I am on my own.

How do I get people excited about what I am doing? And how do I get people to respect what I do and stop comparing it to the way direct sales used to be?

- On my own.

Sue Says:

The best way to get other people excited about your products is to be excited about them yourself. When you are confident and respect what you are doing, others will too. Don't expect people to come knocking on your door. You are the one who will have to reach out to people and generate excitement about the products you are selling.

You can stay focused by setting goals for yourself and by using the products so you can speak from personal experience.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 17, 2007 at 10:33 AM | Leave a Comment (0)

Job description
Accountants and auditors ensure that firms are run efficiently by providing them with valuable financial information and accurate record keeping. Accountants on a day-to-day basis are responsible for bookkeeping, including the tracking of expenses and revenue, payroll, and paying bills. Accountants are also responsible for preparing balance sheets, profit and loss statements, and other financial reports, and may also analyze trends, costs, revenues, financial commitments, and obligations to predict future revenues and expenses.

Accountants are increasingly becoming an important part of successful business teams. This is because they understand the language of money and a company's complex financial situation better than any other employees in the company. Therefore, they are not only responsible for reporting finances to management; they offer suggestions regarding resource utilization, tax strategies, and assumptions underlying budget forecasts. Auditors examine this accounting and financial data and procedures to ensure accuracy and compliance with government guidelines and laws. They work to identify improper accounting or documentation and research issues in order to make recommendations to improve policies or procedures accordingly.

Auditors and accountants need to be critical and detail-oriented thinkers. Individuals should have an aptitude for math and an understanding of patterns that influence financial performance. Those individuals that don't enjoy solving detailed problems and performing analyses should not enter either of these professions. In addition, strong written and verbal communication skills are becoming increasingly important for both professions as they often interact and work with a variety of other departments and professionals.

A day in the life…
Although most accountants and auditors work a standard 40 to 45 hour week, many work longer hours, particularly those that are self-employed and those involved in tax matters will of course work particularly long hours during the tax season. While accountants spend most of their time working in the office, auditors find they spend the majority of their time on the phone, traveling, or meeting with clients and other business partners.

An unexpected downside to these professions is that oftentimes they find themselves the bearers of bad news when it comes to companies or individuals who have run into financial troubles or mishandled their finances. In general though, the level of satisfaction in these professions is relatively high.

Accountants and auditors work in many different areas throughout private and government industries. But, about a fourth of accountants work for accounting, auditing, and bookkeeping firms and approximately 3 out of 25 accountants and auditors are self-employed. Some individuals with accounting and auditing backgrounds will work as full-time faculty at colleges and universities or part-time while still working professionally. While many are unlicensed, a large number are Certified Public Accountants (CPAs). Most work in urban areas where public accounting firms and corporate headquarters tend to be located.

Education and training
Most accounting and auditing positions require at least a bachelor's degree in accounting, finance, or a related discipline. Entry-level positions in the federal government require four years of college that includes 24 semester hours in accounting or auditing, or an equivalent amount of experience. Some employers even prefer a master's degree in accounting, business administration, or finance. Soon after being hired, the most common designation required is the Certified Public Accountant (CPA). But different states have different requirements; contact the National Association of State Boards of Accountancy to obtain information on licensing requirements and standards in your state.

Auditors who have graduated from an accredited college or university and who have worked for 2 years as internal auditors and passed the four-part auditor examination may earn a Certified Internal Auditor (CIA) designation from The Institute of Internal Auditors. In addition, those with 5 years of experience in auditing electronic data processing systems can earn the designation of Certified Information Systems Auditor (CISA) after passing the required examinations.

Continuing professional education is required for CPAs to renew their licenses. CPE requirements vary by state, but always involve completion of a certain amount of credit hours in applicable continuing education courses. There are many professional associations that offer continuing education for accountants in the form of courses, seminars, and programs.

Pay
The following chart shows national salaries for accountants at various levels

Job outlook
According to the Bureau of Labor Statistics, employment of accountants and auditors is expected to grow at about the same rate as other occupations through the year 2010. Those individuals that have earned professional recognition through certification or licensure should have the best job prospects. For example, CPAs should continue to enjoy a wide range of job opportunities, especially as more states require candidates to have 150 hours of college coursework. Those with management accounting certifications and graduate degrees will be heavily sought after as well.

Associated careers
Accountants and auditors will often have additional degrees so as to specialize in different areas, such as marketing, advertising, and law. They will also move into related areas such as management analysis, consulting, financial analysis, banking, brokerage, and even the FBI, where they mostly work in hidden asset recovery. Accountants will often start their own businesses, using their expertise in finances to manage the start up. Occupations for which accounting and auditing backgrounds are helpful, and in some cases required, include budget analysts, collectors, cost estimators, loan officers, personal financial advisors, revenue agents, and tax examiners.

Article courtesy of Salary.com®

Posted by Sarah Ennenga on August 17, 2007 at 6:18 AM | Leave a Comment (0)

Job description
Law enforcement officers, including both state officers, federal agents and detectives, protect our lives and personal property from harm. There are many different areas of law enforcement, and duties performed by officers and detectives will depend upon their area of focus and the size and type of organization for which they work.

The majority of law enforcement officials, about 65 percent according to the bureau of labor statistics, are uniformed personnel. These officers work for police departments in towns and cities across the country or for the State as State troopers and highway patrol officers. Local police officer duties generally include patrolling neighborhoods and responding to emergency calls, they also give out traffic and other violation tickets, investigate small crimes, and assist with accidents and crime scenes. State officers patrol highways to enforce motor vehicle laws and regulations and are frequently called upon to render assistance to other law enforcement agencies. They also assist with accidents by either directing traffic, giving first aid, and calling for the necessary emergency equipment. Both local and state police officers are responsible for keeping detailed records and providing reports of accidents and crimes that may be needed for submission in court cases.

Detectives are plainclothes investigators who gather facts and collect evidence for criminal cases. Some are assigned to task forces that focus on solving specific types of crimes. They are responsible for conducting interviews, examining records, observing and tracking suspects, and often participate in raids and arrests. Detectives and State and Federal agents will usually specialize in a certain area of crime, such as homicide.

A day in the life…
Police and detectives will often find themselves in dangerous or stressful situations. This is because they are involved with criminals and risky situations on a day-to-day basis, and often bear witness to human suffering and even death through accidents and criminal behavior.

While they are only required to work a 40-hour week, police tend to work overtime. They often work nights and weekends, as shifts are necessary in order to maintain 24-hour protection. During large investigations, detectives and police officers are usually required to work longer hours. At all times, whether on or off duty, they are expected to be armed and ready to provide protection to civilians.

Education and training
There are certain regulations concerning the candidacy of applicants for police and detective work. In all cases, individuals must be 21 years of age but no older than 37 at the time of their job assignment. They must pass physical and written tests and many are subject to lie detector tests and drug testing. Personal characteristics such as integrity and honesty are highly regarded in the field of law enforcement, therefore current officers interview each candidate and their background is investigated. In some cases, candidates are reviewed by a psychologist and given a personality test.

Police officers in state and local departments go through a training period that usually lasts between 12 and 14 weeks. They usually attend a regional or State academy where training will include classroom instruction and experience areas such as firearms, self-defense, traffic control, and emergency response.

Continuing education and training helps officers and detectives perform better at their jobs, and both are essential to job promotion. In addition, most agencies will pay the tuition costs for those working towards their degree in criminal justice, police science, administration justice, public administration or any other applicable degree. And higher salaries are almost always awarded to those with higher degrees.

Pay
The following charts show national salaries for selected law enforcement positions.

Job outlook
There are currently about 1.5 million engineers in the United States. The number of jobs in engineering fields is expected to increase more slowly than the average. Prospects will however be relatively good through the year 2010. This is because, although there will not be a huge demand for engineers, the number of people entering engineering school is not expected to see a significant increase.

Hot job areas for engineers are in the environmental, electrical, biomedical, and computer hardware engineering specialties, with software engineering expected to see the fastest growth in the entire economy. Continuing education is extremely important in engineering, as engineers must stay up to date on the latest technology and tools in their field. Engineers risk losing their job or missing out on opportunities if they do not participate in continual learning throughout their career.

Related occupations
Police officers and detectives can be elected into supervisor roles as sheriff and deputy sheriffs. Positions requiring similar skill sets as police officers and detectives include private detectives and investigators, correctional officers, security guards, and surveillance officers.

Article courtesy of Salary.com®

Posted by Sarah Ennenga on August 16, 2007 at 8:46 PM | Leave a Comment (0)

Job description
Project management is the process of planning, organizing, staffing, and guiding the process of creating a solution or system. Project managers are responsible for providing a plan and the means on which to base management decisions throughout the life of a project. There are many scheduling software tools available to help project managers perform their job, including PERT, Microsoft Project, Scitor Project Scheduler, and many others. While such applications are usually designed for certain industries or projects, they all use Critical Path Methodology, or CPM. CPM plays a large role in a PM's day-to-day life as they plan and schedule projects, as it determines the order and steps required for completion of a project.

PMs ensure that projects are completed on time and on budget. The position requires multitasking and organizational skills, along with a wide-range of knowledge and exceptional communication skills. Facilitating cross-functional communication across teams can be one of the biggest challenges in managing a project, as it is the responsibility of the PM to keep all lines of communication open between teams and keep conflict to a minimum by aligning the goals of everyone involved.

PMs must also learn to adapt their managing style to meet the needs of the team at each stage in the lifecycle of a project, and to meet the individual needs of team members. Some of the leadership duties they will be required to perform include team assembly, duty assignment, employee motivation, and standard setting.

Large corporations and banks will hire PMs to manage the implementation of new systems, head up restructuring efforts, and outlay standard procedures in the form of company wide project methodologies and project processes. Internet and technology companies depend on project managers to adapt systems, oversee site and product launches, and for the outlining and development of new applications. And in construction companies, PMs help deal with balancing employee schedules and machine use, limited resources and strict budgets.

A day in the life…
Stress can be extremely high in this job, as PMs are responsible for the success of projects, which can often have an affect on their pay and career. It can also be a rewarding position when you are able to deliver a project on time and on budget. PMs should be good analytical thinkers, possess excellent communication and people skills, and have the ability to deal with the rise and fall of project successes and failures.

Education and training
Educational requirements for project managers will vary according to area of specialty. For construction project managers, a degree in civil engineering is typically required. PMs in high tech areas should have more technical degrees such as computer or electrical engineering, information systems, or computer science. In addition, the most successful PMs will also have formal business training, usually in the form of an MBA. It is important that PMs also have some financial background or knowledge so that they are able to understand and plan for project budgeting.

Project management certification is available through the Project Management Institute. Their certification is the profession's most recognized and respected. And many corporations are now starting to require the PMP certification for employment or advancement as a PM.

Pay
The following chart shows national salaries for various project management positions.

Related occupations
Project coordinator is an entry-level position that offers exposure to the work responsibilities of PMs.
Project schedulers take on more technical rather than managerial roles, in the form of running software, inputting information, and updating files.
Assistant Project managers are assigned specific tasks within a project to manage, and meet frequently with the PM to report on progress and any issues that may arise.
Senior Project Managers are common in construction and engineering companies, and responsible for managing all of a company's project managers, and organizing the resource allocation, budget, and priorities across all projects.

Article courtesy of Salary.com®

Posted by Sarah Ennenga on August 16, 2007 at 4:28 PM | Leave a Comment (0)

Vacationing for a Living

When you're lying on the white sands of the Mexican Riviera, the stresses of the world seem a million miles away. Hey, snap out of it! This is no vacation - you have a deadline to meet!

Therein lies the dilemma for travel writer and food critic Edie Jarolim. "I always loved traveling and always like to eat, but it never occurred to me that I could make money doing both of those things," Jarolim said. Now you can read her travel advice everywhere - in Arts and Antiques, in Brides, or in one of her three published books, including The Complete Idiot's Travel Guide to Mexico's Beach Resorts.

Her career in tourism writing began accidentally. After getting a Ph.D in English, she took an editor's test through an agency which, unbeknownst to her, was testing for Frommer's travel guides. She got the job. After working at Frommer's, Jarolim did stints at Rough Guides in London, then Fodor's, where she fell so in love with one of her writer's descriptions of America's Southwest that she moved there.

Now as a freelancer, she spends one-third of her year on the road. The rest of the time is spent completing her assignments and writing reviews of restaurants in her hometown of Tucson, Ariz. And what criteria does Edie apply to her meals and accommodations? "Basically there's a correlation between the price and what I expect. In a high-priced restaurant, the service had better be really good and the food should transcend the ordinary," Jarolim said.

As adventurous as the job sounds, the tough part is fact-checking all the details. Sure, it's great to write about a fabulous resort, but you'd better get the local museum hours correct or you could really mess up someone's vacation.

On being uncooperative
Like everyone, Edie has had mishaps - even when proprietors know she is there to review them. Once when Jarolim was dining alone at a bed and breakfast, a waitress asked her to join a group at another table. Jarolim declined, and the waitress yelled at her. When the inn's owner called to inquire why his establishment wasn't included in Jarolim's guide book, she told him why. The owner's response was, "Most of my guests cooperate."

Jarolim offered this advice for those who think they can advise others on travel and dining. "Start on a small scale," she said. That could include doing a few pieces for your local newspaper for free, which would provide you with "clips," every writer's calling card.

But remember this, Edie said: "The emphasis should be on the writing. Never tell people you love to travel; you have to be a good writer." And although you may dine and vacation like royalty, don't expect to receive a paycheck fit for a king or queen. "Money is not the priority here, but you're going to get to travel to a lot of good places and see a lot of interesting things," Jarolim said.

If you're hungry for a job as a professional vacationer, pack your bags and…dream on!

Article by Theresa Shaw and courtesy of Salary.com®

Posted by Sarah Ennenga on August 16, 2007 at 10:39 AM | Leave a Comment (0)

Dear Sue:

After losing my job several months ago I decided to pursue my dreams and start my own business. I never realized how challenging it would be. I cannot hang on much longer to my dream because of my responsibility to my family.

Now I am wondering if all the talk about doing what you love is realistic. I am trying to be successful by doing what I love, but I don't love it when I can't make ends meet.

How long should it take to see the fruits of my labor? And at what point do I give up on my dreams to face reality?

-- Dreamer

Sue Says:

I wish I could provide you with a formula, but I don't know of one. The challenges you are facing are not uncommon. It takes time to build a business and make it profitable and there is a fine line between some dreams and reality.

Are you realistic about the amount of time it will take to make your business a success? Most companies do not achieve success overnight -- it can take years for some to see a profit.

Try not to think in terms of either having your dream or giving it up. There are ways you can achieve what you want without suffering during the process.

Consider all of your options. Rather than focusing solely on your new business, perhaps you need to work at an outside job for awhile until your business has time to develop and grow. In addition, think about seeking the advice of others who may have gone through what you are right now.

Do what it takes to support yourself and your family. Realize it may take some time, but don't give up on your dreams. If you are determined, I am sure you can find a way to build your business slowly without suffering in the process. Good luck.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

Posted by Candice Arnold on August 16, 2007 at 10:30 AM | Leave a Comment (0)

Dear Sue:

I read with interest the letter from the corporate executive who was struggling with his job search. I can tell you with confidence that he is simply over selling himself.

As a corporate recruiter, I work with executive level positions on a daily basis. A senior level job interview should be viewed as a discovery opportunity. I've seen too many candidates tell you what they think you want to hear without ever identifying the pains or needs of the organization. The person who wrote to you has probably been on so many interviews that he assumes he has heard it all and thinks that he has a perfect answer for every question. In reality, he may be shooting himself in the foot by coming off as too slick and a "know it all."

What he needs to do is bite his tongue even when he thinks he has the perfect response and quietly listen and learn. Once everyone is finished with the interview dialog, then he can eloquently present his qualifications based on the companies needs. It reminds me of the saying, "think twice, talk once."

-- Recruiter

Sue Says:

I receive more questions surrounding the issue of interviews and job-hunting than any other topic. Your comments make sense and you've provided valuable advice for anyone interviewing at any level. Another saying comes to mind -- "You've got two ears and one mouth, use them proportionately."

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

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Posted by Candice Arnold on August 16, 2007 at 10:26 AM | Leave a Comment (0)

Dear Sue:

I am an executive secretary and have worked for the same person for 15 years. He is the CEO of the company, and I truly enjoy working for him.

About a year ago I moved into a management position and now I supervise 20 clerical employees. Unfortunately, I've had nothing but problems with my staff. They can't seem to get along, they frequently call in sick, there is excessive tardiness, and I am amazed at the things they do and say. They act as though we owe them something.

I've been told that I will need to let a few of the clerical staff go by the end of the year. I have at least five people in mind, but I'm not sure if I'm able to be objective because the people who come to my mind are the ones who have given me the hardest time.

I really don't think I am a good fit for management, and for the first time in 15 years I've been thinking about leaving the company. I believe I'd rather leave the company than tell my boss I don't want to supervise anymore.

At this point in time, I know I wouldn't regret leaving due to the management headache, but the part that will hurt the most is leaving my boss. At times I wonder if I care too much. Do you have any suggestions for me?

- Loyal Employee

Sue Says:

I am trying to figure out why you would rather leave the company than tell your boss that you are unhappy in your current position. After all, you've had 15 good years with this company, and have a great relationship with your boss. Unless you want to want to leave and feel you can use this problem as an excuse, you do have other options.

If it's the supervisory role you dislike, be honest about it. Not everyone is cut out for management nor would most people acknowledge their own shortcomings. I commend you for being honest with yourself.

It is possible that your boss will offer to move you into a position that suits you better or he may offer you some help or offer additional training to make your job easier.

I suggest you have an honest talk with your boss and tell him how you feel. It is a compliment to him that you value him as you do, and I am sure he would hate to see you go. By being honest with him, the two of you will have a better chance of finding the right solution. Don't make any decisions until you have talked with your boss. In your case, honesty is the best policy.

-- Sue Morem is a professional speaker, best-selling author and syndicated columnist. Her books include How to Gain the Professional Edge, 101 Tips for Graduates, and the just released How to Get a Job and Keep It, Second Edition. You can send questions to her by email at asksue@suemorem.com or visit her web site at http://www.suemorem.com.

Read more of Sue’s articles by clicking here: Ask Sue

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Posted by Candice Arnold on August 16, 2007 at 10:23 AM | Leave a Comment (0)

Q. I work for a company that pays me $72,000 a year with no bonus. However, they match 50 cents to the dollar on my 401(k) plan. The company I'm interviewing with has no matching contributions, but they have averaged bonuses of 11 percent over the past five years and 20 percent over the past three years. How should I calculate a base salary with bonus vs. my current base with no bonus?

A. Companies have a certain amount of money to spend on variable pay and/or benefits. The senior management of a company may value long-term investment higher than short-term incentives. And companies are more likely to invest in something they believe in. So it seems as though your current employers value long-term incentives over short-term ones. That's why they match 50 cents to every dollar you contribute to your 401(k) plan.

There really isn't a standard answer to your question. You have to decide what is more important to you: receiving a 401(k) match - which is like receiving free money - or an incentive payout that may or may not get paid out, particularly in a down market. The answer depends in part on how much you've been paying into your 401(k).

Let's use a table to think it through. First, we assume your base pay is the same with either company. Then we compare your expected total cash compensation if you receive the even the lower five-year historical average bonus and put the maximum allowable $2,000 into an IRA. Then we watch what happens to your current cash compensation if you contribute 5 percent or 10 percent to your current employer's 401(k) plan. Even without calculating account performance or taxes, it's easy to see that an expected bonus of 11 percent or more leaves you better off than you are now.

Of course, the table does not take into account the tax consequences of contributing to a 401(k), nor the vesting period. And the numbers will be different if your new base pay is different, or if your bonus is different.

As you can see, the numbers can be run in a variety of ways. At a certain point, different compensation philosophies are a matter of values - the company's and yours.

Good luck.

Article by Erisa Ojimba, certified compensation consultant and courtesy of Salary.com®

Posted by Sarah Ennenga on August 16, 2007 at 9:41 AM | Leave a Comment (0)

Q. I just earned a bachelor's degree in human resources management and I have three years of experience. Based on Salary.com's results, if I am a qualified applicant I should be getting a median income in the mid-40s per year. During interviews, when asked, "What is your salary requirement?" I don't know what to say. Based on my experience as a recruiter, I hated when I asked the same question and didn't get a concrete response. I was taught to start low and work my way up with the salary until the other person "gives in." What's the best way to answer this question?