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Here's how the story usually goes:

"I HAD to leave. My boss was determined to make my life miserable."

In my experience, both personal and secondary, I have discovered that in the majority of cases, the failure of the relationship lies on the employee, not the boss or the organization.

People who tend to get 'unlucky' and experience this misfortune over and over again, usually can use a little self-reflection. Start with these questions:

- Have you had more than one 'horrific' boss who 'drove you crazy?'

- Do you find yourself thinking very bad thoughts (not in a good way) about a current or former boss?

- Do you feel these 'evil' bosses not only held you back but went out of their way to keep you down or make you miserable?

- Were you or are you so desperate to find a new job that you're willing to work anywhere, earning just about anything?

If you answer 'yes' to most of these questions for more than one job, there is a good chance that you will need to adjust your mindset in order to achieve career success. As someone who once suffered from this dreadful illness, I'll let you know what worked for me.

BE HONEST WITH YOURSELF. Like any addiction, the first step to recovery is admitting you have a problem.

THEY ARE HUMAN. It's important to remember that your boss does not transcend humanity. They breathe the same air and have plenty of their own problems to deal with. So don't be sensitive.

YOU'RE NOT A VICTIM. When you feel yourself falling into a 'Negative Boss Pattern' (NBP) remind yourself that you've had this problem before and that the issue might be with you.

ARE YOU SURE? I keep these three words taped on my computer monitor. Every time I feel myself reacting strongly towards a boss's action, I ask myself, 'Am I sure?' More often that not, I am NOT sure. So I take a deep breath, regain my clarity and try to take things in stride.

I'M IN CONTROL. You might feel overwhelmed with a feeling or a sentiment towards your boss - but you have the power to change. It'll be difficult at first because there's a good chance you've been repeating this thought over and over in your head. But with enough practice you can stop that negative thought and replace it with something positive - or at least neutral. You can't control your boss, but you can control your thoughts and the way you react.

The boss from hell DOES exist. I'm not implying that the onus for a sour work experience is all on you. I'm merely suggesting you look inward and identify a pattern before you find yourself making the same work mistake again and again.

It's also important to spot subordinates and colleagues who suffer from NBP. It'll help you carve out an approach to deal with them, keeping in mind, of course, that they probably don't know they have a problem. Unless they read this blog.

Take out that mirror, take a good hard look and share the blame - I'm willing to bet there's enough to go around.


Article by Andrew G.R. and courtesy of jobacle.com - your cure for carbon copy career advice!


Morgan Technical Ceramics is "one of the world's leading advanced materials companies, specializing in the design, manufacture, and marketing of ceramic and carbon products," with plant locations around the world.

According to their Web site, they "stand alone as the most strategically placed company to meet the demands of industry today and on into the future." Morgan Technical Ceramics offers a unique product that's obviously in demand, so if you're a recent college graduate looking for an entry-level job in process engineering, you'll want to give Morgan Technical Ceramics a try. Chances are your job will be secure for at least the next five years, though nothing is guaranteed. What's more, if you're someone who enjoys travel, Morgan is the place to be. During your training process, you could find yourself not only going to other parts of the United States, but to other parts of the world.

Morgan Technical Ceramics is a customer oriented company with long-term relationships already established with many of their customers, which contributes to their continued success. Naturally, they are looking for highly motivated people who share their passion for customer satisfaction and high quality job performance.

Are you a wall flower? A shrinking violet? Or have you been told you're one of those people who monopolizes every conversation with tales of your accomplishments - ad nauseum? If you answered yes to any one of those descriptions, you need Peggy Klaus' book, "BRAG! The Art of Tooting Your Own Horn Without Blowing It." Most people could benefit from Klaus' advice, since most of us, she says, have been taught that it's not polite to brag.

When I first started reading BRAG!, I thought, I don't have this particular problem. And I don't. I can easily tell someone how I got my job and what I have accomplished over the past few years. But I do have a problem with public speaking and schmoozing at parties, so Klaus' book really enlightened me. For example, the word schmooze has a negative connotation - people who schmooze are viewed as being phony - when it actually means "a friendly, heart-to-heart talk," according to Joys of Yiddish. So, don't be afraid to schmooze at parties ... it's a good thing.

BRAG! even tells you how to be a roaring success on your next job interview. It's about knowing how to sell yourself to any audience, including a potential employer. It's a must-have for recent college graduates looking for entry-level employment and college students looking for internships.

You start by doing the "Take 12" Self-evaluation at the beginning of chapter 2. Once you've answered those twelve questions, the core ingredients of your "bragalogue," you're ready to go on with your reading and learn how to weave your accomplishments into any conversation without coming across as either arrogant or boring. Klaus advises regularly updating your bragalogue so your stories are always fresh and current.

BRAG! is an easy read because of Klaus' conversational tone and her great sense of humor. I would recommend it to anyone, especially those who need help learning how to "toot their own horns without blowing it."


Every time the economy expands or dips, executives who are tired, bored, displaced, or in search of above-market earnings come out of the barn in droves looking for "greener pastures". They frequently assume that their experiences running a "real" company qualify them to provide insight and expertise as a consultant to other companies.
Meanwhile, consultants looking for financial stability have thoughts of going corporate. Consultants are often confident of their abilities to lead organizations. Who could be better qualified than them to run a company from the inside? After all, they have been the guiding hand for many companies strategic, financial and technology direction. They have been trusted counsel for their top executives.

Unfortunately, grazing in the other "greener" pasture is more complicated that it seems on the surface.

What Life as a Consultant is Like

The defining characteristics of the consulting environment are remarkably similar from firm to firm, regardless of whether it is a large global firm or a small local firm. First and foremost, at a senior level, success is based on the generation of sales revenue. Dollars equal power.

As a consultant, engagements are driven by thought leadership and strategy. Your clients typically have a list of problems that need to be solved -- and the list changes frequently. Corporate decision-makers assure that consultants have special access to people and resources. After all, they have already or will shortly write a very large check for their services.

From a delivery perspective, work is often standardized and methodology-based. Engagements have a beginning, an end, and a defined scope. Often little or no responsibility for implementation or outcomes is specified.

But, there are some exceptions. Certain contractual arrangements have shared responsibility for results and that is reflected in the fee. Secondly, the consultant handles implementation of a system or process. However, once it is "done," the consultant still leaves and doesn't have to live with the consequences. Supervision and personnel responsibility is usually limited to performance on the project by the team members.

Should You Be a Consultant?

  • Are you energized by smart people doing interesting work?
  • Do you enjoy a continuously shifting landscape of new problems to solve?
  • Are you easily bored?
  • Do you like providing "advice and counsel" with little responsibility for operational activities or outcomes?
  • Is selling fun? Do you like the thrill of the chase?
  • Do you enjoy socializing and building a network of contacts?
  • What Life as a Corporate Executive is Like

In corporations, whether public or private, profitability and shareholder value are the bottom line. For most executives, success is based on contribution to operating results.

Organizational leadership, from vision to planning through execution, drives performance. Decision-making and risk taking, with accountability for choices, is fundamental. Outcomes are everything. Activities are heavily implementation and results driven. Few projects are intellectually stimulating.

Most of the work of the organization is continuous and predominantly operational. Much is policy and procedurally based. There is a broad distribution of people in a corporation, with a tendency to gather around the mean in intelligence, motivation and interest in their work. Comprehensive personnel management is required by line and most staff executives to maximize the contribution of all employees in the company.

Should You Become a Corporate Executive?

  • Do you like being on the front lines, directing others, making choices?
  • Do you like to see things through to the end?
  • Do you gain personal satisfaction from positive, measurable results that you had a significant role in delivering?
  • Can you keep focus on the long-term while dealing with tactical and operational concerns?
  • Are you willing to stand behind your decisions and be accountable for and part of outcomes with continuing consequences?
  • As an insider, can you gain the respect of others for your business acumen?
  • Are you energized by motivating and leading groups of people to successful achievement of common goals?
  • Do others follow you and support you?
  • How to Align Yourself with the Career Choice You Make

If you are a consultant and still think you are a candidate for a change to a corporation, consider whether you are most suited for a consulting-like role or for an operating leadership position. Your business acumen, facilitation ability, and communication skills are key skills that will be valuable in a corporate role.

If you are an executive and still want to try your hand at consulting, consider whether you are most suited for a partner (translate that sales) role or for delivery management (translate that project or multiple projects). Your experience of making things work in the real world and your ability to negotiate complex organizations will be helpful in a consulting role.

Remember, both consulting and executive roles have challenges and rewards. Neither is as easy as it looks from the outside, looking in. As long as you find the one that works for you, you will be where the grass is greenest.

Article by, Paula Asinof, Career Management Expert and Founder of Yellow Brick Path,accelerates the careers of successful executives and professionals who wantto move up or move on to their next career opportunities. Throughout hercareer, she has helped clients, subordinates, and peers recognize theirunique capabilities and position themselves as "A" players.

Article courtesy of WorkBloom, an employment blog incorporating a comprehensive career resources section, including the largest database of professionally written resume and cover letter samples on the Web.


I love this post from Michael McKinney at Leading Blog. It's based on a new book from Alvin Felzenberg, The Leaders We Deserved (and a Few We Didn't): Rethinking the Presidential Rating Game. Felzenberg devised six criteria to best describe various U.S. presidents' contribution to history. Based on this exercise, he presents a list of what we should look for in presidential candidates.

Sense of Purpose. Nearly all presidents who earned a rating of great or near great articulated specific goals that they wanted to achieve as president.

Adversity. All of the great and near great presidents emerged from conflicts and disappointments they encountered stronger and more resilient than they had been before. This is what made their previous ordeals transformative. All regarded these adversities as learning experiences, however painful. None emerged from such setbacks regarding themselves as victims. None were known to complain or whine--at least out loud or in public--about their private misfortunes.

Broad Life Experiences. Most great and near great presidents had multiple occupations, not all of them in politics, before becoming president. Through the depth and breadth of their experiences, successful presidents learned how to relate to people in all walks of life.

Natural Curiosity. Great of near great presidents remained curious all their lives about the world around them and about the cause of the problems they were called upon to solve.

Well-Developed Sense of Integrity. Look for honesty (doing what one said he would do, or explaining why unforeseen circumstances necessitated a different course), courage (meeting adversity head-on, often at political or personal risk), and integrity (placing the interests of one's office and one's country ahead of personal convenience or interests, or those of one's associates).

Humility. Although confident in their abilities, successful presidents held their egos in check. All great and near great presidents understood that they would receive the credit for the achievements of their subordinates. For this reason they strove to find outstanding ones...including on occasion, former rivals and members of the opposition party.

I'm including this on Water Cooler Wisdom because I think these characteristics are appropriate for good leaders in all types of organizations, and, for that matter, employees at all levels.

alexandra levit.jpgArticle by Alexandra Levit and courtesy of Water Cooler Wisdom blog.

Equal Pay!


The Equal Pay Act was passed in 1963 -- 45 years ago! So I'm disappointed, but not surprised that we're still writing about the fact that women consistently earn less than men -- for the same work.

The Business Journal did some research and reported the results in a recent article Pay gap between men, women varies strikingly by occupation. Take a look at the article and let me know if it is as frustrating for you as it is for me to read.

According to the research, gaps exist in virtually all occupations but they vary considerably. The top twenty occupations that have the smallest gaps are listed -- I'll give you the top five:

  • Dining room, cafeteria attendants and bartender helpers
  • Food preparation workers
  • Secondary school teachers
  • Cooks
  • Stock clerks and order fillers

Those occupations with the widest gap include jobs such as bus and truck mechanics, diesel-engine specialists, auto mechanics, operating engineers, plumbers and electricians. Women account for a small percent of the employees in these occupations, but that shouldn't be an excuse for paying us less.

What do you think?

Melanie HolmesArticle by Melanie Holmes, Vice President of World of Work Solutions for Manpower, and courtesy of Manpower's Contemporary Working blog. Melanie shares Manpower's extensive knowledge while building strategic partnerships with government, universities and other leadership organizations across the country. She is also responsible for social responsibility at Manpower, which includes diversity, volunteerism, community involvement, community relations, philanthropy and workforce development.



Hi All,

Well I just had an exhaustive 3 days! I spent it with 12 amazing people (all consultants, scholars, speakers, etc.) and we went through the AiA Classic Workshop on "empowerment" together (8 hours each day for 3 days). A mutual friend, and consulting company from Japan, arranged for us to attend this (and paid our fee!) so I figured why not check it out?? I'll explain how the Japanese consulting company fits into this in a minute.

At first we were all pretty disgruntled as the content is very "Self-help 101″ and many of my co-attendees are people who coach/train at the senior executive level and go WAY deeper into this stuff than this program does. But we all decided to "change our attitudes" (which is one of the main points of the workshop!!) and make of it what we wanted. Pretty smart, huh?

The whole experience created some amazing conversations, awareness, and bonds between many people. I only knew 2 other people going into this. After the first day I really thought this was a waste of time (as did most everyone), but I decided to continue the other 2 days for (if nothing else) to really get to know the other people and network.

But by the time I left last night, I knew it had not been a waste of time. However, I wouldn't necessarily say this is THE program you should use at your company for empowering and building self awareness among your employees.

A few things I learned was that: Most of all of us share the same insecurities; I need to work on reducing the amount of negative "self talk" I allow to run around my head; there are great people with great insights that want to help me so I need to be better about asking for it; and one "ah-a" I came up with while I was there (we all had to write "a-has" to share) is: "It's Not Failure; It's Feedback from the Universe". Take the feedback and use it to do better next time! So, it was THAT kind of workshop. It was pretty cool. But I KNOW, FOR SURE, it was only good because of the group who was there with me.

The other reason I attended was to meet a senior exec from ALC, a consulting firm in Japan who helps Japanese corporations grow and expand. BUT, they use American, English speaking consultants to conduct the programs for their Japanese-based clients and I am considering joining their team to (several times a year) go to Japan and work on a client's "program" (where our team will teach each client best practices in leadership, management, marketing, sales, finance, etc.).

That explains the Japanese tie-in to this 3-day workshop.

Well, I'm pretty spent after that workshop, so I'll write more later. I have lots more to share and new generation relations news to tell you about!

Bye for now.

Article by Lisa Orrell, Millennial & Generation Relations Expert and courtesy of Lisa's Generation Relations Blog

With all the talk about needed 21st century job skills, who is on cutting edge of helping people get them - and doing it in a cost effective way? Community colleges. If the idea of community college does not fire you up, consider your opinion outdated (and elitist) as the cost of 4 year colleges skyrocket and financial aid programs tighten. Consider these statistics from the American Association of Community Colleges:



  • Health care: 59% of new nurses and the majority of other new health-care workers are educated at community colleges.

  • Homeland security: Close to 80% of firefighters, law enforcement officers, and EMTs are credentialed at community colleges.

  • Average Annual Tuition and Fees:

  • Community colleges (public): $2,361
  • 4-year colleges (public): $6,185

  • Nearly 12 million students (half of all U.S. undergraduates) attend community colleges.


Ben Bernanke, chief of the Federal Reserve who plays perhaps the biggest role in managing the U.S. economy, observed in a November 2007 speech in North Carolina:

"...improving the skills of local workers--especially those displaced by industries in decline--remains critical for both urban and rural areas in the state. Four-year institutions play an important role in meeting that challenge, but they are not the sole means for developing workforce skills. For example, in the 2004-05 school year, the North Carolina Community College System served nearly 780,000 students in fifty-eight institutions. The average community college student in the state is thirty years old and likely working while attending school (North Carolina Community College System, 2006). Because they offer education closely tailored to employer demands in the local workplace, community colleges in North Carolina, as elsewhere, play an essential role in training and retraining workers. Moreover, they do so at a relatively low cost. In general, we must move beyond the view that education is something that takes place only in K-through-12 schools and four-year colleges, as important as those are. Education and skills must be provided flexibly and to people of any age." [emphasis added]

The Career Key's author, Dr. Lawrence K. Jones, was the first person in his family to go to college and he began his education path at a community college; as you talk to people, their connections to these colleges appear. Consider how you can build new job skills using this resource. We offer tips on how to find the right college.

If you're worried about prestige, an Ivy League degree certainly helps but for the vast majority of people, their networking, informational interviewing, and acquired job skills get them the best job, not the name on the diploma. If you don't believe me, just talk to the people you consider successful.


Article by, Juliet Wehr Jones, M.D. and courtesy of Career Key, striving to help all people make the best career choices, worldwide.

Accounts Payable Clerk Sample Job Description - Entertainment

The following is a sample job description for an accounts payable clerk in the entertainment industry:


Accounts Payable Clerk

Toys and entertainment company is seeking a Sr. Accounts Payable Clerk. This position compiles and maintains accounts payable records by performing the following:

  • Prepares analysis of accounts as required
  • Prepares accounts payable checks, wire transfers and ACH payments
  • Verifies and Approves Expense Reports
  • Corresponds with vendors and answers their inquiries
  • Prepares the monthly accrue list for financial preparation
  • Must have good communication skills and attention to detail. Good knowledge of Microsoft Excel and Word required. Associates Degree in any related field and 2 years of Accounts Payable experience required.

Article courtesy of Accounting Jobs Todaya place where accounting and finance professionals come together to share ideas, get the latest career tips, information and resources all in one place.

Billing Manager Sample Job Description

Below is an example of a job description you might find while searching for a billing manager position.

Billing Manager

SUMMARY Supervise the billing coordinators; coordinate all the financial information involved in the sale or production of jobs.

ESSENTIAL DUTIES AND RESPONSIBILITIES The following describes the general nature and level of work, but it is not intended to be a comprehensive list of all activities, duties and responsibilities required of the job incumbent. Consequently, job incumbents may be asked to perform other duties as required.

Coordinates the billing functions of each geographic location by communicating regularly with each sites' sales, management and billing coordinators, if present at that location.

Resolves issues arising from actions or events involving administrative functions throughout the progress of a job from sale to billing of the customer.

Coordinates and resolves sales tax issues.

Approve tax credit requests from customers.

Create monthly and quarterly commission reports.

Conducts training, as needed, on use of the Hagen OA system.

Supervise central billing staff located at the Los Angeles Billing Center and any other locations.

Train new employees on standard Company policies and procedures that related to billing

Other duties and responsibilities as assigned.

EMPOWERMENT Empowered with the responsibility for taking action regarding his/her own success within this position. Responsible for understanding and supporting all company policies and procedures and applicable laws, including employment and environmental regulations.

SUPERVISORY RESPONSIBILITIES Is responsible for the overall direction, coordination, and evaluation of department employees. Carries out supervisory responsibilities in accordance with the Company policies and applicable state and federal laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EDUCATION and/or EXPERIENCE
Four year college or university degree; 4 to 10 years experience in the printing industry.

LANGUAGE SKILLS
Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.

MATHEMATICAL SKILLS
Ability to work with mathematical concepts such as probability and statistical inference. Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.

REASONING ABILITY
Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.

PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee frequently is required to use hands to finger, handle, or feel. The employee is occasionally required to stand; walk; reach with hands and arms; and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, and ability to adjust focus.

WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate.


Article courtesy of Accounting Jobs Todaya place where accounting and finance professionals come together to share ideas, get the latest career tips, information and resources all in one place.

While many people want professional growth, it does not necessarily mean that you want to change jobs. You may be happy in your current position, but still have the desire to do more, be challenged and grow professionally. There are several tips that can help you to improve your skills without changing jobs.

By setting aside time for learning you can really improve your skills on your own. Reading professional journals, books, websites or blogs are excellent ways to help you think differently about the problems you face in your current position and open you up to new ideas. If you have time and classes or seminars are offered in your area, they can also be a great way to help improve your skills at work and network with others outside of your job where you can share ideas. The key to this tip is to dedicate the time for learning regularly, be it 30 minutes a day or a couple of hours a week.

Another tip to help improve your skills within your current position is to make yourself available to others in your office to assist with their projects or tasks. It is important to think outside your original job description and find out how you can be a team player at work. Putting yourself out there to try new things will help improve your skills and be seen as valuable contributor to your employer.

Outside the office is a great place to improve your skills often in a non-threatening environment. There are many volunteer positions where you can pursue new skills. If you need help on your leadership skills, see if you can find a volunteer position where you could work on these skills. Think about getting involved with clubs, religious or non-profit organizations, schools or sports teams. Sometimes the skills you learn in a context completely different from your career can fuel your creative energy to look at the issues you face at work in a new way.

Pay attention to what you are doing at work and think creatively about each task or skill. The monotony of your daily tasks is likely leaving you feeling less than fulfilled, but what if you could come up with a way to improve the outcomes of these tasks or to make them more meaningful? Pay attention to each task individually, concentrating on whether this is creating the best outcome. Things do not have to be broken to get better, focus in on each skill with an eye for improvement.

Article by, Teena Rose of Resume to Referral


Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

So Bill Gates is preparing to retire as CEO of Microsoft. Gates and his childhood friend Paul Allen founded Microsoft on April 4, 1975, in Albuquerque, New Mexico, to make and sell BASIC interpreters for the Altair 8800, an early computer that was sold to hobbyists. Gates dropped out of Harvard University in his third year to focus on Microsoft, and the rest, as they say, his history. For an upcoming Forbes article, I was asked to consider lessons that can be learned from Gates' amazing career, and here are a few I came up with:

Gates had a vision of the future that he genuinely believed in (i.e. the potential of computers) and was prepared to take major personal and professional risks to pursue that vision. He is a man who has never particularly cared what people thought, and so he was able to do things that went against the grain, such as dropping out of Harvard and alienating those who cried antitrust. We can note, looking at Gates, that those who aren't overly concerned with society's expectations actually have a better shot of transforming that society for the better.

Even though he was successful at a young age, Gates never sat back and reveled in it. He continually strove for higher levels of achievement. His management style was hands-on so that he could firmly control the direction of Microsoft and its products. He is not a leader who has relied on others to make important decisions on product strategy and other facets of the business, which cuts both ways. On the one hand, he can count himself personally responsible for Microsoft's many successes, but on the other, he likely suffered a great deal of burnout, which may be part of the reason he's retiring so early. We should ultimately strive for a working life that allows for some measure of control while leveraging the contributions and talents their of team members.

Gates was not afraid of failure. He was never apposed to without trying various tactics to see what would work for Microsoft - and what wouldn't. In his speeches and articles, he has been known to tell of the significant investment in time and dollars that went into failed projects like the Omega database and a joint operating system with IBM. But if it weren't for Omega, we wouldn't have Microsoft Access, and if it weren't for the discontinued IBM effort, Windows would not have progressed to its current super-product status. We can learn from Gates that temporary setbacks do not equal total failure but are rather a means to an end.

Whether through a natural ability or one he honed over time, Gates knows himself and what's meaningful to him. He let Ballmer take over in 2000 so that he could focus on the areas of the business that intrigued him most, and it's widely recognized how much time and money he devotes to his philanthropic endeavors of global health and education. It's even said that he's an excellent father. We should look at Gates as someone who has been successful as a total human being, not just as a businessman. This is, admittedly, a new definition for success, but one that's becoming increasingly important as the boundaries between the personal and the professional continue to blur.


alexandra levit.jpgArticle by Alexandra Levit and courtesy of Water Cooler Wisdom blog.

I find that most people hate searching for a job, and especially hate writing their own resume. Even writers, marketers, and journalists who write for a living...hate writing a resume.

I think it's because the process is so foreign. All the rules have changed, so resume writing is a different skill with different strategies than just a few years ago. Add to that all of the conflicting advice a job seeker gets - no wonder it's more painful than a root canal without Novocain.

So job seekers have a task that they rarely do, feel they're not very good at, the rules have dramatically changed in the past few years, everyone has a different opinion (usually conflicting), and it's a task you feel guilty about not being comfortable with - because it's writing about yourself!

So what do you do? Of course you could hire someone to write it for you, but you'll still need something to start with. Here's some help:

1) Schedule a day to write. Plan nothing else that day, so you'll have time to procrastinate, and still get the job done. Choose someplace quiet - get a babysitter if you have to and go someplace else. Exercise first, to get the blood flowing, and the endorphins humming. And have a fresh pot of coffee. If you don't have a laptop, arrange out of house activities for the kids, so you'll have the house to yourself.

2) Use a template to start. There are resume templates everywhere, from the major job boards to alumni sites, or just Google resume template. Don't sweat it which template to use. This will be a draft, and you'll change it many times.

3) Don't try to write a final copy when you are starting. Your resume is an iterative process. Even for a draft, you'll want to have a process of writing then reviewing....a few times. You're bound to find things to change for at least 3 review, minimum.

4) Take a break. After you've done a first draft, take a break. Go for a walk, or a run, or just get away from your resume. Take an hour, clear your head, and come back fresh to do a critical read and edit.

5) Have others review. It's next to impossible to write a good resume without a third party reviewer. The reviewer will read it from a readers' perspective, a difficult viewpoint for the subject of the resume...you.

6) Don't worry about conflicting information. Plan on it, you'll get conflicting advice - it's going to happen. When you get conflicting information on your resume, I suggest you thank the person for their input, and make your choice of who's advice makes sense for you. After all, it's your resume at the end of the day.

7) Spelling, grammar, format, tabs, margins, fonts all matter. You only get two chances to be perfect in your life - when you're born, and on your resume. You'll be competing with hundreds, or thousands of other applicants for a single opening. Why would a HR reviewer or hiring manager choose an imperfect resume, when they see almost limitless numbers of perfect ones?

8) Don't settle. Don't settle for ok, good, or good enough for your resume. With the amount of competition you'll face, your resume has to be stellar, exemplary....because your competition is. Hiring managers see only the top 2-3 % of resumes. So good enough just isn't good enough anymore.

9) Stop procrastinating. I know you dread this...everyone does. I feel your pain. Now gut up and start.

So...what are you waiting for? Get typing!

Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.



Normally I don't post exceptionally long articles but this one is special so I thought I would include the entire speech. JK Rowling, author of the Harry Potter series, gave the commencement address at Harvard University earlier this month and it was really extraordinary. Her advice and insights are relevant to recent college grads and not-so-recent grads as well. So if you have a few minutes to read her entire address please do so...I think you will enjoy it.

The Fringe Benefits of Failure, and the Importance of Imagination JUNE 5, 2008

President Faust, members of the Harvard Corporation and the Board of Overseers, members of the faculty, proud parents, and, above all, graduates.

The first thing I would like to say is 'thank you.' Not only has Harvard given me an
extraordinary honour, but the weeks of fear and nausea I've experienced at the thought of giving this commencement address have made me lose weight. A win-win situation! Now all I have to do is take deep breaths, squint at the red banners and fool myself into believing I am at the world's best-educated Harry Potter convention.
Delivering a commencement address is a great responsibility; or so I thought until I cast my mind back to my own graduation. The commencement speaker that day was the distinguished British philosopher Baroness Mary Warnock. Reflecting on her speech has helped me enormously in writing this one, because it turns out that I can't remember a single word she said. This liberating discovery enables me to proceed without any fear that I might inadvertently influence you to abandon promising careers in business, law or politics for the giddy delights of becoming a gay wizard.

You see? If all you remember in years to come is the 'gay wizard' joke, I've still come out ahead of Baroness Mary Warnock. Achievable goals: the first step towards personal improvement.

Actually, I have wracked my mind and heart for what I ought to say to you today. I have asked myself what I wish I had known at my own graduation, and what important lessons I have learned in the 21 years that has expired between that day and this.
I have come up with two answers. On this wonderful day when we are gathered together to celebrate your academic success, I have decided to talk to you about the benefits of failure. And as you stand on the threshold of what is sometimes called 'real life', I want to extol the crucial importance of imagination.

These might seem quixotic or paradoxical choices, but please bear with me.
Looking back at the 21-year-old that I was at graduation, is a slightly uncomfortable experience for the 42-year-old that she has become. Half my lifetime ago, I was striking an uneasy balance between the ambition I had for myself, and what those closest to me expected of me.

I was convinced that the only thing I wanted to do, ever, was to write novels. However, my parents, both of whom came from impoverished backgrounds and neither of whom had been to college, took the view that my overactive imagination was an amusing personal quirk that could never pay a mortgage, or secure a pension.

They had hoped that I would take a vocational degree; I wanted to study English Literature. A compromise was reached that in retrospect satisfied nobody, and I went up to study Modern Languages. Hardly had my parents' car rounded the corner at the end of the road than I ditched German and scuttled off down the Classics corridor.

I cannot remember telling my parents that I was studying Classics; they might well have found out for the first time on graduation day. Of all subjects on this planet, I think they would have been hard put to name one less useful than Greek mythology when it came to securing the keys to an executive bathroom.

I would like to make it clear, in parenthesis, that I do not blame my parents for their point of view. There is an expiry date on blaming your parents for steering you in the wrong direction; the moment you are old enough to take the wheel, responsibility lies with you. What is more, I cannot criticise my parents for hoping that I would never experience poverty. They had been poor themselves, and I have since been poor, and I quite agree with them that it is not an ennobling experience. Poverty entails fear, and stress, and sometimes depression; it means a thousand petty humiliations and hardships. Climbing out of poverty by your own efforts, that is indeed something on which to pride yourself, but poverty itself is romanticised only by fools.

What I feared most for myself at your age was not poverty, but failure.
At your age, in spite of a distinct lack of motivation at university, where I had spent far too long in the coffee bar writing stories, and far too little time at lectures, I had a knack for passing examinations, and that, for years, had been the measure of success in my life and that of my peers.

I am not dull enough to suppose that because you are young, gifted and well-educated, you have never known hardship or heartbreak. Talent and intelligence never yet inoculated anyone against the caprice of the Fates, and I do not for a moment suppose that everyone here has enjoyed an existence of unruffled privilege and contentment.
However, the fact that you are graduating from Harvard suggests that you are not very well-acquainted with failure. You might be driven by a fear of failure quite as much as a desire for success. Indeed, your conception of failure might not be too far from the average person's idea of success, so high have you already flown academically.

Ultimately, we all have to decide for ourselves what constitutes failure, but the world is quite eager to give you a set of criteria if you let it. So I think it fair to say that by any conventional measure, a mere seven years after my graduation day, I had failed on an epic scale. An exceptionally short-lived marriage had imploded, and I was jobless, a lone parent, and as poor as it is possible to be in modern Britain, without being homeless. The fears my parents had had for me, and that I had had for myself, had both come to pass, and by every usual standard, I was the biggest failure I knew.

Now, I am not going to stand here and tell you that failure is fun. That period of my life was a dark one, and I had no idea that there was going to be what the press has since represented as a kind of fairy tale resolution. I had no idea how far the tunnel extended, and for a long time, any light at the end of it was a hope rather than a reality.

So why do I talk about the benefits of failure? Simply because failure meant a stripping away of the inessential. I stopped pretending to myself that I was anything other than what I was, and began to direct all my energy into finishing the only work that mattered to me. Had I really succeeded at anything else, I might never have found the determination to succeed in the one arena I believed I truly belonged. I was set free, because my greatest fear had already been realised, and I was still alive, and I still had a daughter whom I adored, and I had an old typewriter and a big idea. And so rock bottom became the solid foundation on which I rebuilt my life.

You might never fail on the scale I did, but some failure in life is inevitable. It is impossible to live without failing at something, unless you live so cautiously that you might as well not have lived at all - in which case, you fail by default.
Failure gave me an inner security that I had never attained by passing examinations. Failure taught me things about myself that I could have learned no other way. I discovered that I had a strong will, and more discipline than I had suspected; I also found out that I had friends whose value was truly above rubies.

The knowledge that you have emerged wiser and stronger from setbacks means that you are, ever after, secure in your ability to survive. You will never truly know yourself, or the strength of your relationships, until both have been tested by adversity. Such knowledge is a true gift, for all that it is painfully won, and it has been worth more to me than any qualification I ever earned.

Given a time machine or a Time Turner, I would tell my 21-year-old self that personal happiness lies in knowing that life is not a check-list of acquisition or achievement. Your qualifications, your CV, are not your life, though you will meet many people of my age and older who confuse the two. Life is difficult, and complicated, and beyond anyone's total control, and the humility to know that will enable you to survive its vicissitudes.

You might think that I chose my second theme, the importance of imagination, because of the part it played in rebuilding my life, but that is not wholly so. Though I will defend the value of bedtime stories to my last gasp, I have learned to value imagination in a much broader sense. Imagination is not only the uniquely human capacity to envision that which is not, and therefore the fount of all invention and innovation. In its arguably most transformative and revelatory capacity, it is the power that enables us to empathise with humans whose experiences we have never shared.

One of the greatest formative experiences of my life preceded Harry Potter, though it informed much of what I subsequently wrote in those books. This revelation came in the form of one of my earliest day jobs. Though I was sloping off to write stories during my lunch hours, I paid the rent in my early 20s by working in the research department at Amnesty International's headquarters in London.

There in my little office I read hastily scribbled letters smuggled out of totalitarian regimes by men and women who were risking imprisonment to inform the outside world of what was happening to them. I saw photographs of those who had disappeared without trace, sent to Amnesty by their desperate families and friends. I read the testimony of torture victims and saw pictures of their injuries. I opened handwritten, eye-witness accounts of summary trials and executions, of kidnappings and rapes.

Many of my co-workers were ex-political prisoners, people who had been displaced from their homes, or fled into exile, because they had the temerity to think independently of their government. Visitors to our office included those who had come to give information, or to try and find out what had happened to those they had been forced to leave behind.

I shall never forget the African torture victim, a young man no older than I was at the time, who had become mentally ill after all he had endured in his homeland. He trembled uncontrollably as he spoke into a video camera about the brutality inflicted upon him. He was a foot taller than I was, and seemed as fragile as a child. I was given the job of escorting him to the Underground Station afterwards, and this man whose life had been shattered by cruelty took my hand with exquisite courtesy, and wished me future happiness.

And as long as I live I shall remember walking along an empty corridor and suddenly hearing, from behind a closed door, a scream of pain and horror such as I have never heard since. The door opened, and the researcher poked out her head and told me to run and make a hot drink for the young man sitting with her. She had just given him the news that in retaliation for his own outspokenness against his country's regime, his mother had been seized and executed.

Every day of my working week in my early 20s I was reminded how incredibly fortunate I was, to live in a country with a democratically elected government, where legal representation and a public trial were the rights of everyone.

Every day, I saw more evidence about the evils humankind will inflict on their fellow humans, to gain or maintain power. I began to have nightmares, literal nightmares, about some of the things I saw, heard and read.

And yet I also learned more about human goodness at Amnesty International than I had ever known before.

Amnesty mobilises thousands of people who have never been tortured or imprisoned for their beliefs to act on behalf of those who have. The power of human empathy, leading to collective action, saves lives, and frees prisoners. Ordinary people, whose personal well-being and security are assured, join together in huge numbers to save people they do not know, and will never meet. My small participation in that process was one of the most humbling and inspiring experiences of my life.

Unlike any other creature on this planet, humans can learn and understand, without having experienced. They can think themselves into other people's minds, imagine themselves into other people's places.

Of course, this is a power, like my brand of fictional magic, that is morally neutral. One might use such an ability to manipulate, or control, just as much as to understand or sympathise.

And many prefer not to exercise their imaginations at all. They choose to remain comfortably within the bounds of their own experience, never troubling to wonder how it would feel to have been born other than they are. They can refuse to hear screams or to peer inside cages; they can close their minds and hearts to any suffering that does not touch them personally; they can refuse to know.

I might be tempted to envy people who can live that way, except that I do not think they have any fewer nightmares than I do. Choosing to live in narrow spaces can lead to a form of mental agoraphobia, and that brings its own terrors. I think the wilfully unimaginative see more monsters. They are often more afraid.
What is more, those who choose not to empathise may enable real monsters. For without ever committing an act of outright evil ourselves, we collude with it, through our own apathy.

One of the many things I learned at the end of that Classics corridor down which I ventured at the age of 18, in search of something I could not then define, was this, written by the Greek author Plutarch: What we achieve inwardly will change outer reality.

That is an astonishing statement and yet proven a thousand times every day of our lives. It expresses, in part, our inescapable connection with the outside world, the fact that we touch other people's lives simply by existing.

But how much more are you, Harvard graduates of 2008, likely to touch other people's lives? Your intelligence, your capacity for hard work, the education you have earned and received, give you unique status, and unique responsibilities. Even your nationality sets you apart. The great majority of you belong to the world's only remaining superpower. The way you vote, the way you live, the way you protest, the pressure you bring to bear on your government, has an impact way beyond your borders. That is your privilege, and your burden.

If you choose to use your status and influence to raise your voice on behalf of those who have no voice; if you choose to identify not only with the powerful, but with the powerless; if you retain the ability to imagine yourself into the lives of those who do not have your advantages, then it will not only be your proud families who celebrate your existence, but thousands and millions of people whose reality you have helped transform for the better. We do not need magic to change the world, we carry all the power we need inside ourselves already: we have the power to imagine better.

I am nearly finished. I have one last hope for you, which is something that I already had at 21. The friends with whom I sat on graduation day have been my friends for life. They are my children's godparents, the people to whom I've been able to turn in times of trouble, friends who have been kind enough not to sue me when I've used their names for Death Eaters. At our graduation we were bound by enormous affection, by our shared experience of a time that could never come again, and, of course, by the knowledge that we held certain photographic evidence that would be exceptionally valuable if any of us ran for Prime Minister.

So today, I can wish you nothing better than similar friendships. And tomorrow, I hope that even if you remember not a single word of mine, you remember those of Seneca, another of those old Romans I met when I fled down the Classics corridor, in retreat from career ladders, in search of ancient wisdom:

As is a tale, so is life: not how long it is, but how good it is, is what matters.
I wish you all very good lives.

Thank you very much.

Liz Handlin.jpg Article by Liz Handlin and courtesy of Ultimate Resumes


If you haven't heard by now, building a strong professional network is a key element in proactive career management. Actively participating in virtual networking sites such as LinkedIn as well as specialty sites that focus on your area of expertise or industry is a strategy many savvy professionals and executives are using today to dramatically expand their networks. But what if you are currently in or looking to establish a foothold in the international job market, or do a lot of business internationally?

In researching business networking sites recently, I have found that an international business networking site called "Xing" seems to be getting a considerable amount of buzz. Wikipedia's entry on Xing describes it as a social software platform providing a "small-world network" which the company says is used by professionals from more than 190 countries.

The majority of Xing's users appear to be Germans and people from German-speaking countries, although it has expanded its membership into many other countries including China and Japan and is steadily growing organically and also by acquisition. Available languages include English, German, Spanish, Portuguese, Italian, French, Dutch, Chinese, Finnish, Swedish, Japanese, Russian, Polish, Turkish and Hungarian. Xing's "About Us" page says "Around the world every day, over 5.7 million business professionals use XING - the global business network - in 16 languages to do business and promote their career."

Both Xing and LinkedIn were founded in 2003, but XING beat LinkedIn and all others to the punch by going public in 2006, the first Web 2.0 company to do so.

A reviewer at starreviews.com raves about the site, saying "The 6Star team was really impressed with XING's user forums. Can you believe there are more than 25,000 of them? Wow - talk about active networking at work. Honestly, you can spend days going through that treasure trove of useful information and, better yet, you can get to know other XING members while you do it."

Here's SEO blogger Dave Pye's assessment: "Xing: The "first Web 2.0 site to go public" definitely looks the part. The clean design, mobile capabilities, and numerous mentions in top trade publications make it 2.0 all the way. Purporting to transcend all countries, languages and industries - Xing is definitely a must for professionals who do a lot of business internationally. HQ: Hamburg, GER."

Xing is free to join, but there are also premium memberships available at a reasonable price. If you are looking to expand your horizons globally, you may want to check it out.

Article 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.


One of the most famous mottos in this country comes from the Boy Scouts: Be Prepared. The Boy Scouts knew the value of preparation whether it be preparing for a camping trip or planning for the Pinewood Derby. Any respectable Pinewood Derby competitor would go online to make sure he knew the weight rules, the height requirements and would weigh and measure the car well ahead of time. You always walked into the race with extra coins to weigh the car down to get the fastest speed.

This same theory applies to job interviews. It always amazes me how few people adequately prepare for a job interview. My husband recently interviewed a young professional for a marketing position. He asked the candidate an open end question: "what do you think of our funds?". The response was "I don't know anything about them." Not a good sign for that candidate. As I recall, the candidate was given the 30 minute courtesy interview and never seen again.

Here are some things to keep in mind when you are preparing for a job interview.

First, know yourself--who you are, why you want this job and be prepared to answer the question "Tell me about yourself". This should be a 2 to 3 minute narrative that summarizes your background and what brought you to the interview.

Second, know the skills required for the job and make sure you can articulate how your background and experiences make you the best candidate for the job. For example, if you are interviewing for a research position that requires you to obtain information and determine what's pertinent, be prepared with a story about when you have had to do that.

Know the company before the interview. Check out the company's website for basic facts like size, locations and products. Be sure to google the company to see if there has been any recent press about them.

Finally, be prepared with a closing statement that gives you the opportunity to sell yourself one more time. Something like: "I am very interested in this opportunity and believe that my summer internships in the accounting department have given me the skills to transition into this position with ease."

Just like with the Pinewood Derby, the more research you do before the interview, the faster the job process will be.

Article by, Susan Kennedy, career counselor for college graduates and young professionals


When you work as a freelance writer, you are self-employed, a true do-it-yourself person. But most freelancers can't support themsleves (or their families) on their freelance earnings alone. That means they have to have day jobs that are often completely unrelated to writing. Because they have to work full-time day jobs, freelance writers have to make the most of every minute they can in order to be successful. In his article "5 Ways to Maximize Your Freelance Potential," Ty Treadwell offers some guidance.

1. Be choosy. choose the assignments that pay the best rather than those that pay the most. What Treadwell means is to choose an assignment that will pay more overall than you spent in time and labor.

2. Aim for a target, then shoot past it. He advises setting realistic goals for yourself when you begin to work, then try to go beyond them.

3. Think - and work - outside the box. he suggests working in places other than your home office, to break up the monotony like proofreading while at the playground with your children or editing while waiting for pasta to boil on the stove.

4. Use every part of the buffalo. Keep research materials that didn't get used for one writing project because they could be called into use for future ones, Treadwell advises. All those future writing projects equal potential earnings.

5. Go green and recycle. Treadwell recommends trying to get repeat assignmments form the same source(s) whenever possible. He also advises marketing yourself as a specialist, if you've already published several articles on the same topic, and pitching "similar work to other publications."

Treadwell realizes being a freelance writer is tough. Following his five tips may be all you need to feel like your hard work and dedication are truly paying off.


This week, I was the SHRMinator, running all around McCormick Place in Chicago getting great interviews, which I'll publish over the coming weeks.

I learned SHRM is a big deal and big money. 15K attendees were there, over 700 vendors, and some massive parties. Vendors were throwing a lot of money around, with prizes giveaways, stuffed animals, food, and of course lots of writing instruments.

While I didn't win an iPod, I did learn a lot of details about job boards, from interviewing CEOs, VPs, and Directors from 9 of the top 10 job boards. I interviewed CareerBuilder, Monster, Dice, Beyond, SimplyHired, TheLadders, Indeed, Jobing, and Jobfox. The only top job board not in attendance was Jobster.

The most important thing I learned, was something I already knew, but was surprised to hear from the job boards. Nearly every top job board admitted that cover letters are not searchable by the job board databases. So to all you who still try to tailor your experience through the cover letter....you strategy doesn't work well.

Every job board said the best thing you can do to get your resume seen is to customize it to fir the job description.

What's interesting is that each approaches the job seeker in a different way. From Careerbuilder that uses its massive size, Beyond produces 15K niche sites, SimplyHired that has great analytics and search filters, Jobing that specializes in local search in 18 markets, Monster has great content and user experience, and Jobfox has a matching survey that's like the eHarmony of job boards.

Over the next few weeks I'll give the details when I publish the actual interviews I had with the Execs and managers of these top job boards. I'll also try to get a meaningful comparison between each, but most aren't true head to head competitors. For instance Jobing is the best for local search, but they can't list all jobs within a local marketplace. SimplyHired covers 5K job boards and websites, but they might not have many jobs dealing with your profession or industry. If you're looking for job content, there are sites that have a great many articles on career search.

There's no one size fits all in the job board biz.

I'll also review Payscale.com a great salary tool, will publish an interview with USIS about the prevalence of lying on resumes (and how easily you'll be caught), a cool way to use printed materials to stand out, and the .jobs domain name and why you may not have heard much about it.

Finally, I learned that the worst job on the planet is owned by the hairy guy who dressed in the pink fairy suit to be a booth babe for PeopleClick. They can't pay this poor guy enough....


Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.

Yesterday, I was reading the book, "Make Success Measurable," by Douglas K. Smith, and it reminded me of a management mantra they have at FedEx (and other innovative companies): You can't improve what you don't measure.

Which got me thinking about job hunting ...

Here's the thought: What parts of your job search do you measure?

If you're thinking, "Huh?" or "I don't measure anything," you are like a dieter who doesn't own a scale -- how can you know if you're succeeding?

The answer lies in questions. Specifically, if you ask the right questions, you'll get the right answers needed to measure -- and improve -- your job search.

So, to get you started, here are three questions to ask yourself at the end of each day ...

Question 1: How many networking phone calls did I make today?

Write the number down. Are you happy with it? Did you make 15 phone calls, for example? Good. Reward yourself appropriately, write down what you did to achieve that goal, then repeat it tomorrow.

Not happy with the number of calls you made? Think back to a day when you were happy, when you were "hot" on the phone, and talked to a lot of people. How did you do it? Whatever you did that worked before, repeat it tomorrow.

What if you've NEVER had a good day making networking calls? I would suggest that this is impossible -- and I can prove it to you.

Think about a time when you made a lot of phone calls to ask an important question. Maybe it was to confirm the guest list for a party, or to find a babysitter, or to get a sub at work. If you can do that -- pick up the phone and ask a question of people you know -- you can make networking
calls about your job search. Because it's pretty much the same thing.

In this case, the question you are asking is not, Do you know anyone who's hiring? Instead, first tell others what kind of company and job you're looking for, then ask, Who do you know that I should be talking to?

Regardless of whom you call and what you ask, the goal of each networking phone call is simple: To schedule an in-person meeting.

Question 2: How many in-person meetings did I set up today?

Ideally, you'll schedule 1-2 meetings per day and meet 5-10 people every week.

You'll likely set up meetings with two types of people:

a) First-level connections -- people you know already.
These are your friends, family, neighbors, co-workers, et al. In my experience, however, most job leads will NOT come from these people. Rather, you will get them from ...

b) Second-level connections -- people you meet through people you know.These are also known as "weak connections," and there is great power here, because there are great numbers here. Example: If you know 250 people and they know 250 people, you have access to 62,500 second-level connections.

The goal of each meeting is to get the name of someone who can either hire you, or refer you to a hiring authority. And the goal of meeting those hiring authorities is, of course, to set up job interviews.

Which brings us to ...

Question 3: How many job interviews did I set up today?

This is the crucial question.

Never lose sight of the fact that all your phone calls and in-person meetings have the same ultimate goal: To get you face to face with an employer, discussing why hiring you would be the ideal solution to their problems.

Fact: In many cases, your next job may be at a company you don't know about yet. Which is why you must put the numbers in your favor and talk to as many people as possible.

And ... your next job may not even exist yet. Which is why you must research the background of every employer you meet, so you can propose solutions and ideas that prompt them to hire you before the competition does -- even if they have to create a new job to do it.

To recap, here are the three vital questions:

* How many networking phone calls did I make today?
* How many in-person meetings did I set up today?
* How many job interviews did I set up today?

Take a moment tonight to answer them. When you do, you will start measuring your success, one day at a time, and you can't help but get hired faster as a result.

Kevin Donlin is President of Guaranteed Resumes and the creator of GetHiredNow.TV. Since 1996, he has provided job search assistance to nearly 10,000 people. Author of "51 Ways to Find a Job Fast -- Guaranteed," Kevin has been interviewed by USA Today, The Wall Street Journal, CBS Radio and others.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.


During my senior year of college, I took a technical writing course that turned out to be a public speaking class as well. I got a B in that class because I'm a lousy public speaker. I didn't lament the grade too much because I was a journalism major and didn't think public speaking would figure much into my future. John K. Borchardt begs to differ.

Freelance writers often have to market themselves in person and by telephone, Borchardt says in his article, "What Toastmasters CAN DO for Writers," and developing good oral communication skills can help. He recommends Toastmasters International because it's inexpensive - which is very important to freelance writers - and because it has 11,300 clubs in 90 countries. You may have a club in your city.

Toastmasters teaches members how to "organize and deliver presentations" by having them speak in front of other members then receive critiques back in a warm, supportive atmosphere.

Three lessons for freelance writers pitching their ideas to editors:

"Prepare your oral pitch" - consider your target audience
"Grab 'em at the start - begin any pitch with a 'hook,'" Borchardt, says.
"Get to the point" - make any answers to an editor's question concise and simple.

Toastmasters can serve a dual purpose for freelancers. Not only can a writer learn valuable presentation skills, she can also make some great professional contacts, too.


Once you've written a dynamite resume and been invited for an interview, it's time to start preparing. If you've been following the advice of career coaches and other experts, you've researched the company and the position your applying to. Still, it doesn't hurt to go over the information one more time. According to recruiter and career coach, Joe Turner, in his article, "The 10 Biggest Minutes in Your Interview," you're going to want to know as much as you can about the company and the position being offered so you can make that all-important good first impression.

Employers today have four questions that they want answered during a job interview, Turner says:

Why are you here?
What can you do for us?
Will you fit in? (Will you get a long with our values and our culture?)
What makes you different from everyone else that we may have talked with? (Will you go that extra mile?)

In addition to being able to answer those four questions, Turner advises going into the interview with the idea that you're there as a "problem solver" and not as an interviewee. If you master the role of problem solver, know how to answer the four key questions, and go in with a positive, I really want to be here attitude, you're more likely to get the job, he says.


A lack of respect in the workplace is prevalent enough for there to be a Web site devoted to reversing the trend. but what about intolerance? Or are intolerance and disrespect the same thing? Dr. Steve L. Robbins, president of Steve L. Robbins & Associates, has a list of "Seven Signs of Unintentional Intolerance" that you can review and decide for yourself how these behaviors compare to general acts of disrespect.

1. Extracurricular D&I programs. When diversity and inclusion workshops are presented as extracurricular activities, a company's commitment to cultural competency is merely lip service. A serious D&I program is just that -- not some "extra" that's subject to cost cutting down the road.

2. High turnover. Do certain groups of people seem to come and go? If the turnover rate is significantly higher for women or particular ethnic groups -- Hispanics, Asians, African-Americans, and others -- a red flag is in tall order.

3. Poor performance. It's people -- not systems or structures -- who are blamed for performance problems. Yet, poor performance and productivity often results from other factors -- workplace stressors, lack of opportunity, and flat-out exclusion, among them.

4. Heavy-handed decisions. Discouraged from taking risks or trying something new? Is "my way or the highway" the edict from on high? While a single method for getting things done may seem efficient, it discourages new and different perspectives and virtually ignores diverse talent and ideas.

5. Homogenous leaders. Is management -- from department heads to C-level execs -- an all-white boys' club? Companies that truly value diversity and inclusion practice what they preach -- and have a full range of people in leadership roles.

6. Water-cooler slights. All those "innocent" jokes -- mocking age, gender, race, religion, body size, and more -- speak volumes about a company's culture and its tolerance of disrespectful actions and behaviors. The use of mascots or symbols, as well as the celebration of "exclusive" holidays, can also spell trouble.

7. Same ol' suppliers. Companies that are fully committed to building an inclusive organization also seek out new and diverse suppliers. As a result, they not only honor their commitment, but often become more competitive as well.


It would seem that Robbins' list is just another way of pointing out that America really isn't a melting pot after all, but is rather - as someone else once said - more like a salad bowl. And "unintentional intolerance" is synonymous with disrespect.


I was recently interviewed for Yahoo! Hot Jobs for a story on how the continuing upward pressure on gas prices is forcing many workers to change how they get to their jobs and to seek added benefits that offset commuting costs. In a recent survey by the staffing firm Robert Half International (RHI), almost half of U.S. professionals (44%) said higher gas prices are affecting their commutes, up from 34% two years ago. The top three changes cited by the group are increased carpooling, driving a more fuel-efficient car, and telecommuting more frequently. Three in 10 respondents said they are looking for a new job closer to home. Some advice for commuters that I and other experts offered included:

Check with Human Resources. Ask your HR rep if there are existing [commuter assistance] policies, because there may well be, even if they aren't widely recognized," I said. "Your request may also prompt HR to take action, as the business case for such incentives is strong.

Highlight the upside for the company. "You should put a positive spin on your request to the boss or to HR," said Liz Bywater, president of the Bywater Consulting Group, which helps improve organizational performance. "Companies that offer such incentives may be seen as environmentally conscious and employee-friendly."

Check with your city. Local agencies may offer transportation incentive programs that employers can tap, according to Terry Pile, president of Career Advisors and author of Working in Your Slippers: Is Telecommuting Right for You? "Some cities require large employers to reduce the number of cars on their campuses by a certain percentage and provide them with assistance in putting together an alternative commuting program," she says.

Make a proposal. "You could put together a cost analysis in support of telecommuting one or two days a week," Pile said, adding that studies have shown that telecommuting saves employers on parking and office space, productivity, and absentee costs. "If the employer can see a positive impact on the bottom line, you'll get better reception for a telecommuting program."

Control what you can. Even if your employer is not receptive to changing, find ways to increase your savings and efficiency. "Look at how you might save on gas outside of work by planning your errands efficiently, and walking or taking public transit when you can," said Pile. "You must find a way to live with the situation without anxiety," I added. "If you're strapped for cash, balance things out by taking away one expense you can tolerate -- such as dining out one meal per week. The increase in fuel costs is a hardship, no doubt, but it's not the same dire scenario as being unemployed or facing bankruptcy."

alexandra levit.jpgArticle by Alexandra Levit and courtesy of Water Cooler Wisdom blog.

As a political junkie, I've been watching the Presidential primaries, and now the general election campaign, with interest. I've said before that elections are like really long (REALLY long!) job interviews and I always enjoy seeing how the different candidates approach the process. (And no, I'm not going to tell you which one I'd choose if I were hiring - that's not the point of this post).

This year I've been interested in Barack Obama's proactive approach to negative issues, because it mirrors the advice I give my clients about addressing potential negatives upfront. With various rumors swirling about his background and religion, Obama has started the general election campaign with a TV ad in which he talks about his all-American background. His team have also established a website that is used to counteract email rumors about him.

The website has caused a lot of discussion among political pundits, since in order to fight a rumor, you have to first restate it. People have wondered whether the website does more harm than good by repeating the rumors.

Personally, I don't think so. And this is where we get back to your job search. I think that if there are potential "negatives" in your background, it is better to face them head on, address them, show why they're actually NOT negative and then move on.

For example, if you have diverse experience across a wide range of positions, you might worry that employers will see you as "a jack of all trades, master of none." Well, they might! So you have to take that and address it head on. You might start your resume introduction with something like this:

"'Jack of all trades' who has consistently excelled in every position, no matter how diverse and how little training is provided."


Or start your resume with a direct quote from yourself:

"No matter what the assignment, you can trust me to succeed. I've done it time and time again in a variety of industries and functions."

Or find the common thread that runs through your experience and highlight that:

"Whether working in IT, Marketing or Sales, I have always been able to quickly assess the situation, develop a workable action plan and motivate others to succeed. I've never missed a deadline and every one of my employers have grown in revenue during my tenure."

You can also address perceived weaknesses in your cover letter and by raising them during an interview. Say something like "many people have wondered about the fact that ..." or 'Maybe you're wondering..." and then take the opportunity to address that issue.

There are many other ways to address potential negatives and how you address them is less important than making sure you do address them. Just don't let them sit there like the elephant in the room because if there is a concern, you may never be told about it and you may well lose out on the opportunity without ever understanding why.

Article 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.

Therapists are always trying to come up with new and exciting ways to engage patients in therapy. Here is a great example of one therapist, Jacqueline Thrash OTR, bringing her patients "purposeful, client-centered and culturally appropriate occupation-based treatment".

While working in a SNF rehab setting Jacqueline began treating Japanese and Japanese-American patients. In order to bring their cultural background into their rehabilitation she came up with the idea of integrating SUSHI into their therapy sessions.

"We all had a turn to make our own sushi rolls, and I helped Kay-san(the patient) learn to manage what are normally two-handed tasks with one hand. She was able to open the soy sauce bottle, manipulate the prepared sushi with chop sticks, and instruct Mila (the SLP) how to make her sushi. Mila worked on chewing and swallowing with Kay-san, as well as memory skills to remember the process of sushi making and communication in being able to give instructions."

Click here and read the full article posted on ADVANCE for Occupational Therapy Practitioners. Do you have a creative way of engaging patients in their process of rehab? Leave a comment.


Article courtesy of RehabCare Student blog. RehabCare provides college recruiting for Physical Therapists, Physical Therapy Assistants, Occupational Therapists, Occupational Therapy Assistants and Speech Language Pathologists.


The SHRM (Society for Human Resource Management) Conference in Chicago, Illinois is the country's largest HR conference, with over 700 exhibitors, 15,000 attendees, and hundreds of classes for HR professionals.

So why should job seekers care about a room full of headhunters?

I'm attending Sunday - Tuesday to get the inside scoop on candidate job boards strategies and new tools for candidates.

I'm finding some incredible information that I'll be passing to you over the coming days that will give great inside tips on your career search. I've got some overall demographic information, new tools for job seekers, and interviews with representatives from all the major job boards about how to use their boards more effectively.

Yesterday was the kickoff, led by a talk by SHRM's management. SHRM has some great research for job seekers, and is doing some interesting things in the HR marketplace.

Sue Meisinger, outgoing CEO of SHRM talked about SHRM's lobbying efforts to make discrimination against sexual orientation illegal, researching the state of diversity, and the best small companies to work for in America.

Steve Williams, Director of Research of SHRM, discussed that people are leaving jobs due to long commutes and gas prices. SHRM finds that companies are reacting by offering 4 day work weeks (40%), flexible schedules (25%), and telecommuting options (20%). 1/3 of the companies surveyed offered part time telecommuting options. Steve also shared that relocation fees & benefits were among the most popular job benefits offered today, as the mortgage crisis has made relocating more difficult for families.

Stay tuned for live updates as I interview USIS about prevalence of lying on resumes, Payscale.com about their new tools to compare salaries to the marketplace, Careerbuilder about how cover letters are not included in search databases, Monster & Yahoo Hotjobs about inside tips on getting your resume noticed, Dice about their new format and new ways to use their service, all the cool new tools from SimplyHired, and many other vendors from SHRM this week.

Stay tuned!


Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.


You always hear about how over 50% of marriages are doomed to fail from the start. To anyone who is happily married, the statistic sounds grossly exaggerated. With several friends and acquaintances on the brink of the big 'D-word,' I've been thinking about the parallels and differences between the relationship we have with our significant other and the relationship we have with our jobs. Each couple seems to head for Splitsville for different reasons, yet there is a consistent theme: they all try to force it to work for too long.

We human beings seem to have a very difficult time 'quitting while we're ahead.'

Win $200 at the roulette table? Give it all back.

Talk about selling your home? While you were talking, prices have dropped.

Get laid off after years of ignoring signals? Exactly.

Your relationship with your employer isn't all that different than a marriage (with less sex). You'll have butterflies in your stomach as you court one another; times when you take each other for granted; and occasional flare up; and lots and lots of ups and downs.

There's one major difference: You are NEVER married to your job. EVER.

You're just long-term dating, just like Goldie Hawn and Kurt Russell.

One of the reasons a lifelong commitment rarely works is that, like many spouses, you employer can never truly be trusted. Just look at their track record. Layoffs, reorganizations, shakeups, threats, and more. And let's be honest, you've been known to call in sick when you're not, swipe supplies and use the Internet on company time. Where's the trust? Where's the love? No wonder the divorce rate is so high,

Since you are NOT married to your employer...

IT'S OK TO LOOK. Unfortunately, it's impossible to have a solid relationship while holding a solid backup in reserve. When it comes to work, you should regularly be looking for a fall back. May it be by establishing a connection or sending out your resume, you should regularly scout out a new partner and keep them under wraps.

IT'S OK TO FIGHT BACK. Voicing your opinion and speaking your mind helps you maintain your individuality. Perhaps you're known that couple where one person was so 'shipped,' that you had zero respect for them. If you disagree with your employer on a work issue, it's important to say your piece. First, you wouldn't want to be a passive push over. Second, addressing an issue immediately will help eliminate the risk that you will beat yourself up at a later date.

IT'S OK TO HOLD BACK. We're trained to 'share everything' with our significant other - emotions, finances, etc. When it comes to your relationship with your employer, it's OK to keep some stuff under wraps. Going backwards in relationships is much more difficult than moving forward. If you give it all up, it can be used against you in the future.

Just like a real marriage:

IT'S NOT OK TO CHEAT. You probably won't give your boss an STD, but it's still not fair to double dip. Your employer deserves all of your time and attention - that's why they decided to 'date' you. Using company time for anything other than what you were hired to do is a 'no no.'

IT'S NOT OK TO TAKE YOURSELF TOO SERIOUSLY.

IT'S NOT OK TO SHUT DOWN EMOTIONALLY.

IT'S NOT OK TO BE IRREGULAR. Everyone is entitled to their feelings, regardless of what they are. It's unfair to your partner if your moods swing wildly. Relationships often fail when one (or more) partner(s) is wildly unpredictable. No one wants a box of chocolates. We all want to know what we're going to get.

When you accept a job, there is no ring, only a few vows. Respect them. Live them. And the day you no longer can - move on. Bailing out of any relationship gracefully takes work, but it's something that's worth the work.

Article by Andrew G.R. and courtesy of jobacle.com - your cure for carbon copy career advice!

Did you know that the most accurate predictor of earning power is literacy? Literacy does not just mean being able to read, but also refers to your command of written language. I recently read an article by Steve Kaufmann at LingQ, a company that provides web-based language tutoring, you can improve your skills by copying a sample page from a source or article that interests you and pasting it into Google Documents. You can find several readability indicators under File/Word Count, including the Automated Reader Index, which indicates the number of years of schooling required to understand a text. Keep challenging yourself with harder and harder material until you are comfortable with content that is at an index of 12 or 15 or higher.

You should also measure the richness of your vocabulary. Cut and paste a sample article into a web-based Vocabulary Profiler. Using such a tool, you can see how many of the piece's words are within the first 1000 most frequent words, how many are "academic" (AWL), and how many are "off-list." Kaufmann recommends getting to the point where you are comfortable reading material that has 10 percent or more words in the AWL and the off-list categories. And don't forget that you can use online dictionaries and word learning programs to increase your vocabulary. When you come across a word that you don't know, get into the habit of looking it up immediately. I was doing this for a while, but then I got lazy. Thanks to Kaufman's article, though, I think I'll try to pick it up again!


alexandra levit.jpgArticle by Alexandra Levit and courtesy of Water Cooler Wisdom blog.


So you want a professional Facebook profile, but you don't want it to be boring. After all, this IS Facebook, not LinkedIN, and Facebook is supposed to be fun.

Great! While LinkedIN is all business, your Facebook profile is a great way to show your personality.

Just remember that employers look at your Facebook profile to get a glimpse of who you are, while they find what you can do from LinkedIN. So it's ok to keep it a little light, just avoid making yourself look bad in the process.

Here's some tips to bring out your personality in Facebook:

1. Use a funny picture....but not too goofy. Some people use creative cropping or photo editing, to make a professional looking photo look more interesting. Some will only display half their face (consider displaying the left half if you're a left brainer, right half if you are creative) while some like Seth Godin just display his head from the eyes up. I've seen great uses of pics that are sideways or upside down. I saw a great one with a globe morphed into a woman's face - if you're in global business, what a great visual.

Don't put a picture of your kids or your pets on your profile. Make it about you. If you want to include family members or pets, great! Just make sure you're the main part of the picture.

2. Include a summary of your resume. Keep it less detailed than LinkedIN.

3. Your ResuBlog - If you're ResuBlogging, or have a blog, include it. Facebook has apps (My Blogs) that will automatically post your blog entries to your profile.

4. Include pictures of your family, or of your vacation. Show who you are in your non-work hours. Include hobbies, musical tastes, books you like, things you like to do. You never know what kind of common interests your hiring manager might share with you.

5. Use Facebook for networking. There are plenty of Facebook apps to help you network. Make sure to add them to your profile.

6. Recommendations Facebook App - include it so people can recommend you. Why not start by recommending others?

7. Video - Include your favorite (clean) YouTube videos, especially if they have something to do with your work. I include Monty Python interviewing sketch videos.

8. Twitter - Include the twitter application, that shows your tweets. It shows you're a thought leader because you're a twit, and it shows your Facebook visitors what you're saying.

9. Your Online Profile - Facebook can be your online portfolio, showing not just photos, video and audio, but you can also post reports, PowerPoints, spreadsheets, and documents using the share button.

10. FriendFeed - Sign up for FriendFeed, and share what your other social networking activity with your visitors. Show what you're tagging on Del.icio.us, Diggin' on Digg, and Stumbling. Again, you never know what common interests might trigger a bong with a hiring manager.

11. Join groups around your hobbies as well as your business interests. Let your audience see what you like to do in your free time. Just keep them clean hobbies, ok?

For what NOT to put on your Facebook profile, see my earlier article, Online Reputation Management.

Wow....Looks like I should lighten up my Facebook profile!

Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.


Are you curious about the company culture of a prospective employer? Do you wonder what their internship program is like? When you visit their Web site, check to see if they have followed in the footsteps of companies like RSM McGladrey, Ernst & Young and others that feature professionally produced videos of their employees describing who they are and what they do.

"Employee testimonials are the latest online recruiting craze businesses are using to offer you a peek into their world," writes Eve Tahmincioglu in her article for MSNBC.com.

This trend is great for recent college graduates looking for entry-level jobs, students looking internships and for employers, too. While students and recent grads are getting an insider's view of where they might one day work, companies like McGladrey and Ernst & Young have a unique opportunity to dispel the myths that surround jobs in the accounting and finance industry. Another myth - that of the boring world of insurance agents - is dispelled by an employee for MassMutual Financial Group on their site.

Job seekers are warned not to base their decisions solely on what they see in the videos. Let's face it, they're trying to get you to come work for them. No matter how unscripted, the employees are still delivering a sales pitch; however, that doesn't mean they don't have great jobs with a great company. Do more research, try to arrange an informational interview, and, Tahmincioglu advises, check out social networking sites like Facebook and MySpace to get an even better idea of what the companies are like.

Finally, Tahmincioglu mentions the site, Brazen Careerist that posts employee blogs, making it easier for Gen Y job seekers to learn more about a potential employer. Competition is stiff on both sides and transparency is a good idea for all to embrace.


It's not just horror movies that give folks the willies. From natural disasters to a floundering economy, there's no shortage of workplace fears. Since going to the office is such an integral part of our lives, and an anxiety-provoking one at that, I think it would be interesting to discuss common work terrors.

Here are a few common ones that have hit the Jobacle inbox over the years. Check them out and please tell the U.S. News community what freaks you out in the comments section below.

GETTING FIRED: The economic downturn has certainly added fuel to the fire. How will you break the news to your family? Pay the mortgage? Find another job? This is the powder keg of panic, potentially leading to a bevy of unpleasant, catastrophic thoughts.

PUBLIC HUMILIATION: Whether you stumble during a presentation, spill coffee on your pants, or drop an F-bomb within earshot of your boss, no one wants to be embarrassed--especially in front of people you are forced to see on a daily basis.

GETTING STUCK: Feeling trapped is a state of mind. From never-ending meetings to jammed elevators to extreme weather, the thought of having to spend an extra minute in that dimly lit office, against your will, is nauseating.

BEING ATTACKED: The terror attacks of 9/11 changed the way the world thinks. Even though the office is generally a "safe" place, it's hard not to think about all of those disgruntled workers who are even less balanced than you are. Sitting in a cube--without any sense of who, or what, is coming up behind you--can be a scary proposition.

FALLING ILL: Hopefully you're not a magnet for people who faint. Feeling that you're at your most vulnerable in front of Valerie from the accounting department is not a bonus for most people. Plus, that whole ambulance thing leads back to the public humiliation.

GETTING REPRIMANDED: From the time we're little children, we are scolded by our parents. By the ripe old age of 2, we learn to resent the feeling of a "correctional lecture." When you add to that the fact that many bosses reprimand just because they can, you're looking at enough psychological issues to keep your local mental health professional quite busy.

FIGHTING: One minute you're typing, the next you're slugging it out Fight Club style. This fear belongs mostly to males, worried they'll lose their temper, lose control, and spend the night in the clink.

Perhaps you obsess over one of the aforementioned workplace fears. Or maybe you cycle through each one on any given day. Get over your fear of commenting on blogs and tell us what workplace apprehension keeps you awake at night.


Article by Andrew G.R. and courtesy of jobacle.com - your cure for carbon copy career advice! and U.S. News and World Report


Let's be straight; most people do not like meetings. When asked why meetings are so distasteful, the typical worker's response often goes like this, "Don't get me started with meetings. Our company's meetings are a complete waste of time." Indeed Roger Mosvick and Robert Nelson (1987) found that employees commonly dislike meetings for a variety of reasons; these reasons include the leader was not prepared, the meeting was irrelevant, and a certain group of people kept getting off the subject.

Since meetings are a must for successful companies, it is helpful to periodically review the principles of high-quality meetings. These principles include: First, the effective manager masters time. John Cragan, David Wright, and Chris Kasch (2004) recommend that meetings are purposeful and take no more time than necessary. To ensure this, a manager should distribute an agenda in advance so that employees know what to anticipate in the meeting and can prepare to participate in it.

Second, the effective manager gives attention to employee satisfaction. Meetings are excellent opportunities to boost morale. Managers should take the time to recognize employee accomplishments and seek feedback. Once a meeting has finished, a manager should send a short email reiterating what was accomplished in the meeting to reinforce its value. This is especially important for groups that meet once a week or less.

Third, the effective manager seeks consensus. Consensus occurs when employees arrive at a decision that everyone can support. Research indicates that employees are more productive when they've been a part of the decision making process (Keyton, 2002). Consensus works best when it develops from group interaction and is not forced by a manager. Moreover, consensus tends to encourage future collaboration. Keep these principles in mind, and your employees will benefit from, and recognize the importance of, company meetings.

By: Dr. Philip Aust, a professor at Kennesaw State University (KSU). He teaches Organizational Communication Audits, Leadership, Training and Development, and Research Methods in the Department of Communication at KSU.

Dr. Aust's research focuses on leadership in organizational, group, and interpersonal contexts. He examines emerging leadership perspectives, messages associated with productivity and task quality, and leader performance. He has authored and co-authored book chapters and articles published in such journals as Communication Studies, Basic Communication Course Annual, and Communication Teacher.

Dr. Aust regularly conducts communication consultations for profit and non-profit Atlanta-based companies. He has worked with over 25 companies in the last three years.

www.searchlogixgroup.com
Email Philip: philipaustpr@searchlogixgroup.com

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.


It's summer internship season again, and, according to an article on CNN.com, companies are hiring plenty of interns this year, despite-or perhaps because of-the downtown in the economy.

During my colleges years in the mid-1990s, internships were more of a "nice-to-have" rather than a "must-have" credential. I spent two summers working as a camp counselor in Los Angeles and plenty of my friends worked as lifeguards and waitresses. I don't think it ever hurt us in the job search department.

Today, however, it's not uncommon for college students to spend every summer in a different internship. While I hope that today's students are still having plenty of fun in the summer sun, it's a fact that in today's competitive work world, internships have become essential.

One of the reasons internships are so important is because more and more companies are using their intern programs to replace on-campus recruiting. An internship is now a thinly disguised audition-for both the student and the employer-rather than a charitable learning opportunity. This makes sense: what better way for both sides to find out if a relationship is a good fit than to test it out for a few months before fully committing?

If you're working as an intern this summer, here are some tips to ace your audition and earn a future offer if you'd like one:

  1. Be proactive. Leadership is one of the key skills employers look for in entry-level employees, so find ways to be a leader and take on extra responsibility in your internship. Try asking your manager this smart question: "What is a good thing for me to work on when you're busy and I have completed the work I've been assigned?" This question shows that you're a go-getter who wants to contribute as much as possible. And you may get assigned a cool project that no one else was smart enough to ask for. Remember, raising an internship from the "busy work/no experience" level to the "real experience" level is in your hands.


  2. Set up informational interviews. Networking and making a good impression are not just about who you know; they're about who knows you. While you're at an organization in the role of intern, you have a rare opportunity for face-time with people you otherwise might not be able to meet. Check with your internship coordinator to make sure it's appropriate, then pinpoint a few people in the organization whose jobs interest you and ask them to meet with you. If you can, you should also set up a meeting with someone in the human resources department to talk about future full-time job opportunities. Use this opportunity to find out whether the company is looking to hire interns into permanent positions and learn exactly what they're looking for so you can accomplish it in your internship.


  3. Keep in touch when your internship ends. Keep yourself top-of-mind with the company, even when you return to school in the fall. Supervisors, employees, fellow interns -- everyone you meet through your internship -- are now relationships and should be added to your contact database. Here's my recommended way of adding people you meet during your internship to your network: ask them! Simply say towards the end of your stint, "I've really enjoyed meeting you and working with you during my internship. May I keep in touch with you in the future and check in with you once in a while?" Most likely people will say yes, and they'll appreciate the respectfulness of your asking. Then, send each person a hello note or email within a month of ending your internship (just to say hello and prove you really do want to keep in contact).

Good luck!

By: Lindsey Pollak, a college campus speaker and author of "Getting from College to Career: 90 Things to Do Before You Join the Real World" (HarperCollins, 2007) http://www.lindseypollak.com/blog

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

How many of you have a digital portfolio?

Online Portfolios are a great way to bring your background to life. You can build a portfolio no matter what job you have, whether you're an Accountant or Artist, a Programmer or Pie Maker, a mathematician or a musician.

When you send a resume, you're one of thousands who send the same resume in....same style, same words. To the reviewer and even the hiring manager they all look the same. Yawn!!!!!

Resumes are flat, one dimentional pieces that at their best, are shameless self promotion. Resume readers know that they are full of self aggrandizing language , and even lies. Resume readers know they'll have to guess what the candidates work product will be like, but it's at best a wild guess.

What if you could show a hiring manager what great work you do? Would that help you get your next job?

Pictures are worth 1,000 words. That must make audio worth at least 10,000 words, and video worth 100,000.

I'm an Accountant - I don't make videos, or record audio. I'm not an artist. What kind of portfolio could I build?

Here's a great story from back in my recruiting days. I was in an interview with a Financial Analyst candidate who was bombing. The candidate was an older gentleman who spoke slowly and softly, and the interviewer was a young hard charging in-your-face kind of guy. It was late in the day, and the candidate was literally putting the interviewer to sleep. Then magic happened.

The candidate pulled out a manila folder and opened his portfolio. The interviewer leaned forward to look. The candidate had these amazing charts! His written reports described monthly variations brilliantly and clearly! The interviewer was asking "How did you do that?" All of a sudden, the candidate started speaking a little faster, and some emotion crept into his voice and he leaned forward. Magic was happening - the portfolio saved the interview, and the company offered a second interview to learn more about the dashboard reports the candidate created.

This candidate was clearly wrong for the environment and for the hiring manager's personality. But the hiring manager didn't want to hire the candidate, he wanted to hire the portfolio - if this slower older guy had to come along with the portfolio, then so be it. These reports obviously solved a problem that was bothering the hiring manager.

Want to stand out from the thousands of other applicants? An online portfolio shows why you're special, and clearly demonstrates that you've gone the extra mile. So few people prepare digital portfolios, and if done professionally, they're insanely impressive to hiring managers - it blows them away.

This strategy works for C-Level Managers, Middle management, Accountants, Financial Managers, Sales professionals, Marketers, Lawyers, Engineers, Scientists, Programmers, Inventory Managers, Procurement professionals, Office Managers, HR Professionals, just as well as portfolios work for the creative professions.

Artists, Musicians, Writers, Photographers, Advertising creative directors, Video producers, models, Actors/Actresses, Cameramen all have portfolios....why not you?

I've listed 7 ways you can easily create your own online portfolio:

Personal Website: Today's technology makes building a portfolio easy. In the past, your only choice was to build your own website. Today, you can still build your own site, with web design tools that are given by your hosting company (recommendation: GoDaddy has design tools that make this easy). But you have many other choices.

MySpace: MySpace is made for hosting portfolios of content. You can attach video introductions, audio introductions, files like your resume, sample reports, power point presentations, Photos, videos of projects you've worked on, writing samples, and blog posts on MySpace.

Facebook: Facebook allows you to share content, by posting it on your main page, and allowing you to manipulate it.

Blogs: Blogs allow you to attach files, links, embed photos, video, audio into blog posts. You can host a blog for free at Blogger.com or Wordpress.com.

Ning.com: Ning combines a personal webpage, places to attach content, blogs and social networks. You may need to know some rudimentary HTML, so it's a little more technical than other options.

Interview on Demand: I reviewed this online service in April. Interview on Demand allows you present your resume, a video introduction, plus an online portfolio...all for free.

Netvibes.com: Netvibes has an easy way to create your own free webpage and attach content. I'm sort of surprised that I haven't seen this capability with Google, Yahoo, or MSN yet.

With all these options, when are you going to create a portfolio to show how you make spreadsheets sing? And then attach a audio file, so employers can hear YOU sing "Stairway to Heaven"?


Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.

What's in a Name?

If you've been reading my posts [lately], you've seen Fortune's "3 Skills You Can Improve Right Now." We covered public speaking and negotiation skills. The final skill you can improve is (and I quote Fortune)...

Memory Skills: Never confuse Don with John again

  • Introduce yourself first so you can focus on the other person
  • Connect the name to your brain. When you meet a guy named Bill, think of other Bills you know.
  • Use the name three times. Once to confirm you have the name right, then in mid-conversation, and again when you say good-bye.

Good advice -- this is a skill that I won't claim to have mastered. Even so, I have a few other tips:

  • If you're not sure how to pronounce a name -- even though you've heard it once -- don't be afraid to ask for clarification. You don't want to spend the rest of the conversation messing up a name.
  • If you're in a meeting use business cards to help you keep the names straight. Arrange them on the table in front of you like the meeting attendees are sitting. If no cards have been exchanged, draw a table diagram as people are being introduced.
  • And finally, if you forget a name, ask for it again. We've all been there many times. So bite the bullet and tell the person you've forgotten. Then promise never to forget their name again!

Thanks, Fortune. And I promise to renew my subscription to discover more secrets!

Melanie HolmesArticle by Melanie Holmes, Vice President of World of Work Solutions for Manpower, and courtesy of Manpower's Contemporary Working blog. Melanie shares Manpower's extensive knowledge while building strategic partnerships with government, universities and other leadership organizations across the country. She is also responsible for social responsibility at Manpower, which includes diversity, volunteerism, community involvement, community relations, philanthropy and workforce development.


I once temped for a company where one of the employees had worked there since graduating from college. That job had been her only job in - I'm guessing - at least 20 years. She may have been a little younger than my guestimate, but, still, she had been working for the same company for more than ten years. That was in 2004. Although there are still plenty of companies where it's possible to work for ten years or more, the growing trend seems to be for employees to stay for maybe a few years, then move on to greener pastures.

According to Anthony Balderrama in his article on the subject, Gen Y started the trend, but their nomadic quest for just the right job isn't the only reason employees find themselves moving form job to job.

Tina Hamilton, founder and CEO of HireVision Group told Balderrama, "Layoffs are commonplace, 'change management' is a job title, and loyalty means being honest and working with integrity - not staying at a company until retirement."

Although Gen Xers tend to stay longer than the Gen Y set, they, too, are moving about like Bedouins across the desert. Even Boomers are beginning to adapt to this new professional reality. This job hopping trend may be why employers now take such a hard line when considering candidates for job openings. The cost of posting jobs, interviewing and then training new hires has caused employers to be much more selective. Of course, once they do hire someone, they strive to retain that person for as long as possible. Bearing that in mind, it's possible the wind could change again, in time, and having the same job from graduation to retirement will be the "new norm."

It could happen.


Plenty of articles have been written about the need for college students seeking internships and recent college graduates looking for entry-level jobs to be careful about what they put on their MySpace and Facebook pages.

Selena Dehne revealed in her article that "83.2 percent of recruiters admitted to using online search engines in 2007 to uncover information about candidates, according to Execunet." And of that 83.2 percent, 43 percent confessed to rejecting candidates because of the negative content they discovered.

As a result of this rapidly growing trend, authors, Ellen Sauter and Diane Crompton, compiled a list of "strategies to clean up digital dirt:"

  • Wash over it - accentuate the positive to "eliminate" the negative
  • Wash it out - delete it, if possible
  • Wait it out - not highly recommended unless you "write, blog or speak often"
  • Call in the professionals - pay a professional company like ReputationDefender to "search and destroy" all your bad Internet press

Taking into consideration the fact that there are employers who will reject job seekers who have negative information either by them or about them on the Internet, I think it would behoove all students and recent graduates to think carefully before posting photos of themselves in compromising situations or going off on rants about professors, classmates or colleagues. You never know when or where your negative content might show up or who might be reading it.

It's possible that new legislation will one day put paid to what seems like an unscrupulous practice on the part of employers, but until it does, cover your rump.

Of all the temp assignments I had from 2003 to 2007, I can only recall one where I witnessed people listening to a CD player or iPod while working. This new trend for getting through the work day is the subject of an article by Mary Fons. In her article, Fons cites a survey conducted by Harris Interactive for Spherion Workplace Snapshot. According to the survey, 32 percent of workers listen to music on their iPod, mp3 player or other music device while at work. Over 79 percent of those people feel that "rocking out while they work improves their job satisfaction, productivity or both, Fons reports.

She goes on to point out the controversy surrounding such a practice. Some people view listening to music through headphones while at work is anti-social. I disagree. What's anti-social is listening to music through headphones at a volume so loud the people around you can hear it, too.

Naturally, listening to music through headphones isn't approriate for in all workplaces. Customer service venues are obviously not appropriate. But neigher are workplaces that require employees to communicate and interact with one another on a regular basis.

Most of the advocates for "tuning in" at work are in the Geny Y and Gen X demographic. Boomers don't care for it. managers and employers are still contemplating the value and validity of allowing their employees to "tune in."

The only way to really know how it will work out is to have a trial run. What are some things one should try to avoid doing while tuning in?

  1. Tapping or snapping your fingers to the music as this could be disruptive to others.
  2. Singing or rapping along out loud for the same reason as above.
  3. Playing the music loud enough for the people closest to you to hear it, too.

Personally, I think "tuning in" at work is a great idea, provided that those "tuning in" do so respectfully and follow the office policies established to accomodate it.


The most common problem with most young professionals or yuppies I know, and those that I counseled, is the lack of career goals and objectives. The result, they jump on the first job offer that comes their way.

While it is true that we work for money as our primary objective, but this should not be the end. Career counselors and Industrial psychologists agree that money is not an excellent career motivator. You should be able to wade through this stage as early as possible. Planning your career path is imperative if you want to succeed in the long haul and earn your mark on top of the corporate ladder.

So, how do you plan your career? How do you proceed?

Here are 3 surefire steps to take in career planning:

  1. Project where you want to be 10 years from now. Set SMART (Specific, Measurable, Attainable, Realistic, and Time-Bound) career goals. If you are currently a Marketing Staff now, you might want to consider becoming a Marketing Manager 10 years from now. Then start setting, and writing, those career goals and objectives.


  2. Build your core competencies. Your core competencies are special job skills and knowledge that make you effective and efficient in your job. Develop them. Learn new things about them. Learn new technologies that will make you more competitive. If you are aiming at climbing the corporate ladder, then better start acquiring those core competencies required to be successful in your chosen expertise.


  3. Expand your influence. Develop your leadership and people skills because top jobs required these skills.

Plan your career, don't just take another job! Take heed to what Lawrence J. Peter has to say:

"If you don't know where you are going, you will probably end up somewhere else!"

By: Ronnie Ferez is a Freelance HRM Practitoner and Management Systems Consultant. Visit Ronnie's blog at youngurbanprofessionals.net.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.


Lately, I've been thinking a lot about success at work, and how it means different things to different people. When I first graduated college, I thought success was setting and then achieving a goal to reach a certain level. But for someone who is naturally ambitious, this doesn't really work. Because once you reach that level, you want to go higher. Eventually, you will rise as high as it's reasonable to expect, and then what? Do you feel like a failure because you aren't at the tippy, tippy top? Making success about being the best in your field is bound to lead to disappointment, because even if you're the president of your country, there will be another world leader who is more accomplished and more popular with the people.

Another definition says that you are successful if lots of other people think and/or tell you that you are. Except how do you decide whose opinion counts, and whose doesn't? Are the people in your life really equipped to make an objective judgment about such things? Plus, it's always dangerous to base your self-esteem on what other people think. Then there's the people who say that you're successful if you've gotten rich doing what you do. This makes a degree of sense, although if your windfall was mostly luck or being in the right place at the right time, of if your wealthy in laws loaned you the money to get a leg up, how successful are you really?

For me, I think success is enjoying your work enough so that you're energized at the start of each business day. It's having the respect and admiration of your colleagues. It's earning enough so that you're in a position to pursue the lifestyle you want, with enough time to spend with the people who are most important to you. It's making a contribution to society so that you know in your heart that the world is a better place with you in it.

What do you think?

alexandra levit.jpgArticle by Alexandra Levit and courtesy of Water Cooler Wisdom blog.

I was pleased to see a prolific Blogger, Mike Pegg who incidentally just wrote his 1500th on Google Maps Mania yesterday, by announcing his hard work and passion has resulted in landing his dream job at Google. He couldn't have put it better as in his quote below.

This will be my last post on Google Maps Mania, but as far as the Google Maps API is concerned, I'm going far. In fact, I'll be closer to it. I have accepted a (dream) position on the Geo-Marketing team at Google as a product marketing manager for the Google Maps API. This is obviously very, very exciting for me. It's not very often that you are given the opportunity to take the personal passion you have for something and turn it into a full time job. I'm fortunate enough to be doing this now, and it feels like a chance of a lifetime.

Still I can relate to this with my Recruitment Views blog, which certainly helped me land my perfect job at Arithon two years ago. Still about then I remember writing about another A list Blogger Robert Scoble, who left Microsoft, which I am sure had a lot to do with his blog. I am pleased to see that it proved to be a good move as after 2 years he has now gone solo with FastCompany.tv. It just shows there is no better medium than blogging to get you noticed and show your passion about what you love doing.

Best of luck Mike.

Article by Stephen Fowler and courtesy of Recruitment Views blog.


Where do you look for jobs?

Are the coolest jobs on the largest job boards with their masses of jobs? On niche job boards, segmented by geography, function, industry, or level? How about on one of the job board aggregators?

Are the coolest jobs even online at all? Are the coolest jobs controlled by headhunters? Are they not even released yet? Are they only reachable through networking?

Yes....

Yes to each and every one of those possibilities of where cool jobs are. Sure, some jobs are hidden (esp at small companies), but most are out there. Cool jobs are everywhere, and take different strategies to find them, depending on where they are found.

The first question to consider is what's a cool job? Is it cutting edge, flexible, telecommuting, career enhancing, educational opportunities, feel good, close to home, great benefits, great pay, great boss, socially conscious, environmentally conscious, stable, executive?

Everyone has a different definition on what a cool job is, because different employees have different needs. So before you can find a cool job, you have to define what your personal cool job looks like.

After you define it, recognize that your cool job could be found most anywhere. A balanced approach to find your cool job works best.

1. Job Boards: Consider using up to 5 job boards. SimplyHired is a terrific aggregator of job boards, scraping information from 5K boards, company websites, and submissions. SimplyHired will include jobs found on Careerbuilder, Monster, Dice, and Craigslist among many others. Regional job boards are a good place to focus in on only local jobs. Job boards from your industry association are more likely to have needs that your specific subject matter expertise can solve. Job boards covering your job function are other places that seek your expertise, and a good way to change industries.

2. Social Networks: Network, Network, Network. Update your network that you're in active networking mode, and offer to help connect others. Don't blast spam just to ask everyone for a job. Instead, pay it forward and offer to help. You'll be amazed how many offer to help in return.

3. In person networking: Work these, and not just the industry events. Most large cities have general networking events. Again, use the approach to find ways to help others to build Emotional Equity. You'll get many times the results over the way most people selfishly just ask "You know anyone who's hiring?".

4. Alumni networks: Call or email your alumni office. Get lists, get listed on job boards. Call and invite everyone for coffee. You/ll have a caffeine buzz for weeks. Don't ask for a job, ask to learn more about what made someone a success at their company - people love to brag about themselves. Talk about how you are in networking mode, and ask how you can help...paying it forward works with alumni also.

5. Recruiters: Work with the right recruiters. Work with a recruiter that is honest, who's company has lots of listings in your field. Work with senior recruiters who know their stuff. Offer help to the recruiter, with the best recruiter currency you have. Knowledge, leads, jobs, networking, other candidates....these are all recruiter currency.

Cool jobs lie everywhere....where will you look for yours?


Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.

Two of Three


[Recently] I told you about a renewal-notice stuffer I got from Fortune that listed "3 Skills You Can Improve Right Now." The first was public speaking -- and we already covered that one. Next on the list (and I quote Fortune) is...

Negotiating Skills: Using the right phrases matters

  • How did you come up with that number? Opens a window into the other side's thoughts.
  • Let me check with my wife. Or husband, or boss. Stops you from saying yes prematurely.
  • If things change, give me a call. Put the burden on them.

I will not describe myself as a negotiation expert -- in fact I'd guess I'm a push-over. But I do know one important piece of advice that Fortune didn't mention: Don't talk too much. If we're uncomfortable we tend to babble (I do!) and give up too much information. Keep your mouth shut and the tables might turn.

Stay tuned for Fortune's final bit of Skills advice.


Melanie HolmesArticle by Melanie Holmes, Vice President of World of Work Solutions for Manpower, and courtesy of Manpower's Contemporary Working blog. Melanie shares Manpower's extensive knowledge while building strategic partnerships with government, universities and other leadership organizations across the country. She is also responsible for social responsibility at Manpower, which includes diversity, volunteerism, community involvement, community relations, philanthropy and workforce development.


Career assessments are a hot-hot topic for job search and career development; in fact, a Google search of the term "career assessments" yields close to 60,000 hits! But, are all career assessments equally good? And are they really the "magic bullet" that assessment vendors would have us believe?

Plan on attending the webinar "Career Assessments and the 360Reach" on Wednesday, June 18 at 3PM EST to:

  • learn the top 7 reasons to use career assessments
  • understand the different types of available assessments
  • identify 7 career assessments to use
  • learn about the 360Reach tool that gives you external feedback
  • and much more.

Presented by the Career Assessment Goddess (that's me Susan Guarneri!), this webinar is designed for both individuals, as well as career coaches, to introduce career assessment best practices and potential pitfalls to avoid. Explore some career assessment websites that are accessible online and, in several cases, without any charge.

If you have ever wondered how career assessments could help you, or perhaps had poor experiences with career tests in the past, this webinar could be your "light bulb moment" to understanding the real value and cautions involved.

You will also learn about the popular 360Reach personal branding assessment AND receive a complimentary password for this external feedback tool that gives you insights into what makes you unique. Personal branding really can have a significant impact on your career and job search - don't you owe yourself the chance to find out? Bernadette and I are both Certified Personal Branding Strategists and can assist you with unearthing your brand!

Sponsored by Visibility Branding and my good friend and colleague Bernadette Martin in Paris, France, your first webinar is complimentary. All you need is a telephone and to be online. Email Bernadette Martin to register and receive call-in information.


Remember the line in Ocean's 11 when Danny quips "You're either in, or you're out. Right now!" Have you ever thought about how that line applies to today's interview process? You know, when you're in the interview and feel under such pressure to deliver an all-star performance? No time for wishy-washy responses, for sure; you have one chance to hit a home run with solid answers. No matter how many people you get a chance to perform before, in the end, just like in the movie, you're either in, or you're out, and the lines you deliver as you play your part will ultimately land you the role, or not.

Since January of this year, I have been collecting tough interview questions from clients -- questions they have been asked in an interview (or have asked candidates) beyond the typical tell me about yourself and why should we hire you? Here are a few of the questions:

  • If we hire you, will we be taking a risk, or earning a reward, and why? (Commercial Loan Officer - Banking)
  • Please tell us how you're an asset or a liability to an organization and defend your answer. (General Manager - Automotive Industry)
  • In what ways do you support a company's vision and values and in what ways do you sabotage it? (Engineer - Manufacturing)
  • In general, would your colleagues describe you as a giver, or a taker, and share some examples? (Project Coordinator - Non-Profit)
  • By your very nature, do you act or react and give us specific examples of your choice. (Customer Service - Telecommunications)
  • Please describe three strategies you will use to contribute to our bottom line, and how long will it take for you to achieve same? (Account Executive - Medical Sales)
  • Will you lead or will you follow and which do you think is more important in today's volatile climate? (Administrator - Health care)
  • Do you inspire, or do you despair, in the face of change and adversity and tell us something about that. (Branch Manager - Tech-related service)
  • What can we expect from you as an employee and what do you expect from us an an employer? (Uncategorized)
  • What is the number one reason for us to not hire you? (Manager - Hospitality)
  • If we bring you on board, how will you earn your keep? (Project Manager - Construction)
  • Tell us something about you that only your mother would know. (Senior level executive - Insurance Industry)
  • Are we better off with you, or without you, and how so? (Sales Manager - Graphic Design Firm)
  • If you were a member of this Selection Committee, what is the single-most important question that we should be asking you, that we haven't? (Vice President - Human Resources)
  • As a manager, do you implode or explode when things don't go your way and what happens after that? (Manager - Retail Chain)

What is the toughest question you have ever been asked during an interview?


Article 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.

The following is a guest post by Susan DiTullio, manager of college recruiting for VistaPrint.


Heading into the final year of your college career can be both exciting and frightening at the same time. On one hand, receiving your diploma means no more classes, research papers or exams, which is truly a welcome sight. However the trade off of leaving academia is entering the real world.

Although leaving campus life for the corporate world may be something that can seem stressful after graduation, a lot of the groundwork for landing that first 'real' job can be done while enjoying the benefits of your last year of school .

The following 10 tips will help prepare you for landing a perfect job and beginning the next exciting chapter of your life.

1.) Plan Ahead - Looking for your first job after school is very similar to the college search process. Before the recruiting season starts in the fall make a list of the criteria that are important to you. Your list should include things like: positions that interest you, where you want to live after school, company size, company culture and work environment. By identifying these factors early on in the process you will be able to do better research and find that perfect fit.

2.) Draw from past experiences - Through experiences in the classroom and internships you've had an opportunity to test your skill set. When deciding the types of positions you are interested in think back to what excited you about a project you worked on and how you can transition that experience to your first job. Remember that internships and class projects give you exposure to things you may not have thought of as a career option. Be open to taking on new challenges and responsibilities. Most importantly, be honest with yourself when identifying what you enjoyed doing and what you didn't find to be exciting. This will keep you focused on searching for the career that is right for you.

3.) Career Services is your advocate - utilize their resources.
Career Services counselors serve as liaisons between you and potential employers. They are knowledgeable about the companies recruiting on campus and provide valuable resources to help you throughout the process (i.e. resume writing workshops, mock interview sessions and researching tips). Visit your Career Services on-line career sites to learn about job opportunities, key dates for career fairs, when companies are hosting presentations and resume deadlines. Employers utilize career services career sites to post their positions making it easy or candidates to check out opportunities and submit their resume for recruiters to see. Take advantage of these resources early in the recruiting process to ensure that there will be more time to explore all of your options without feeling rushed.

4.) Keep your resume current - Your resume is often the first thing about you an employer sees. Make sure it reflects who you are, what you've accomplished and what you have to offer. This is your opportunity to let an employer know what makes you special. List all honors and awards you've received. Detail leadership roles you've taken both in and out of school and the skills you've developed. Concisely state all work and project experience that demonstrates what you can offer an employer. A resume should be easy to read and professional in content. Don't use cutesy sounding e-mail addresses on your resume. E-mail addresses like lilsquirt@aol.com are fine for family and friends but may be a turn off to an employer. Make sure that you are diligently proofreading your resume - you want to put your best foot forward with an employer and typos reflect poorly upon you. Finally, ask for feedback and input from your career services counselor, friends and family before handing out or posting or sending out your resume.

5.) Network, Network, Network - Thought the old adage goes, "It's not what you know, but who you know." In actuality it's who knows what you know and can contribute that will help you down the line. Utilize your school's alumni office. Setup informational interviews to learn more about companies and make connections with alumni . If you have secured an interview with a company, contact any alumni from your school who are working there to learn more about their experience. Alumni love helping out students from their schools and talking about what they do. Even if the connection doesn't result in an immediate job offer alumni may be able to refer you to other people who are hiring and will think of you when future opportunities come up. When looking for a job, you never know who can help in the future, so being professional and making a good impression during all meetings with alumni and other contacts is key. Many schools and universities are now sponsoring networking and career nights. Attend these events and talk to as many people as possible. Make sure to pass out your resume and/or personal business cards. Also ask for business cards from the people who you speak with and make sure to send them a follow up e-mail thanking them for their time.

6.) Attend Career Fairs - Career fairs are a great opportunity to meet multiple employers in one setting, most colleges and universities host career fairs in the fall and spring to help students learn about job opportunities. Research the companies that are planning to attend the career fair ahead of time and be prepared to talk about your skills and experiences, also ask questions. Remember that list you prepared in the summer? Career fairs ensure a captive audience and is your opportunity to learn first hand about a company and make that first great impression.

7.) Do your research - Search the internet for any press on companies you would be interested in working for. Read the articles written about them to learn the new things happening. If you are hoping to work in a particular city research "the best places to work lists" for that area. Also, take a look at the company's web site. They provide a wealth of insight to a company's culture and vision. Research job listings to get a sense of career opportunities and contact recruiter directly to express your interest. Doing this research will not only help you decide if you want to work for a particular company but will also help you prepare for future interviews.

8.) Dress for success - When heading out on an interview, make sure that you dress appropriately. In your conversations with a recruiter or interviewer, ask what the appropriate dress code is. In today's business world, companies' opinions of proper workplace attire vary. If you are unsure of what to wear after speaking with a person from the company, err to conservative dress. That being said, a suit is always a safe bet. You would rather be over dressed than underdressed.

9.) Working inside the process - Work closely with company recruiters. Recruiters are rooting for candidates to succeed. Partner with them to get an understanding of their recruiting process. Knowing key information like recruiting timelines and the type of interviews conducted will help you prepare better and set yourself up for success. Also, don't be afraid to ask for feedback. If you make it to the final round interviews ask what you can do to position yourself to get an offer. If you don't get that coveted position, ask what you could have done differently so you can prepare for future interviews with other companies.

10.) Don't be afraid to ask for help - The process of looking for a job isn't easy so it is OK to ask for help and/or advice. Talk to your parents, brothers, sisters, relatives or friends that are in the corporate world for advice. They have all been through the process and they know what worked for them. They can also tell you some of their missteps so that you can look to avoid taking the same route. They are also a good sounding board for any ideas on career planning that you may have.

The process of looking for your first job should be fun. It is a lot of work and can be stressful at times, but it is the first step in becoming your own person. At times it will seem as if landing that job is taking a long time, don't worry - you will land a great job, just be patient and keep your cool.


We've already learned that most employers and recruiters want to see a cover letter with a candidate's resume. We also learned that they want an original, attention-grabbing introduction to the recent college graduate looking who's looking for an entry-level job.

So, what stands out for them, you'd like to know? When I posed that question to my eclectic group of career experts, here's what they had to say:

"Accomplishments using quantitative and qualitative information stand out to me," says Carly Drum, managing director for Drum Associates. "It draws the reader's eye to those areas and sells the candidate."

"The opening line," says Michelle Tillis Lederman, founder of Executive Essentials. "How are they grabbing my attention? Those that indicate a true passion, personality, or connection often are the most memorable. I also notice the quality of the writing."

Tom Ruff, founder of the Tom Ruff Company, wants to see "uniqueness, creativity, and someone that is truly different than everyone else. I love renegades." Note: Ruff doesn't read cover letters as a rule, so if he takes the time to read yours, you'll want to make sure it's a good read.

Spherion branch manager, Carol McLaughlin looks for "informational statements which are short, clear and to-the-point."

"The more closely candidates can identify and address the needs of the 'target audience' (the hiring company)," says HR expert, Linda Pophal, "and write a 'cover letter' and resume to specifically address those needs, the more they'll stand out as a viable candidate."

What stands out for WAVES for Success creator, Ken Whiting? Besides the usual interest in practical experience gained through work, internships and extracurricular activities like clubs and volunteer work, Whiting also looks for evidence of the candidates "leadership skills and increased responsibility within these activities. So many yourng people do not have practical work experience or understand work ethics," Whiting laments.

For Susan Peppercorn, founder and CEO of Inspiring Career, a cover letter that conveys "how the applicant can contribute to the company/position they are applying for," really stands out in a positive way.

Steven Himmelrich of Himmelrich Public Relations, who "won't even consider a candidate who does not include a cover letter" with his/her resume, wants to see that the candidate can indicate in the letter that "he/she knows what we do and makes a connection to his/her experience. I am quicker to dismiss a candidate if the letter is clearly 'canned' and sent with every resume."

And finally, Dr. Rachelle Canter, president of RJC Associates offers two tips for job seekers who really want their resumes to get noticed.

"Tip #1: The centerpiece of a strong resume at any age is quantified contributions or results. Since the best predictor of future performance is past performance, accomplishments give a prospective employer a good way to differentiate candidates. For example, I worked with one new college grad who had been a business manager at his fraternity and oversaw a small building project. He'd also worked as a summer camp counselor and had taught classes in sailing to over 100 kids in a summer. Both were rich sources of accomplishment that helped him land his first job.

Tip #2: Specific quantified accomplishments, from part-time jobs to summer jobs to internships -- even club or extracurricular accomplishments -- are the most powerful way to create your first (or any!) resume. For example, internships give college students a rich source of quantified contributions and accomplishments to showcase in their resumes, another way to differentiate themselves from the competition. Workplace experience shows that a college student can work successfully out of the classroom and is a better bet as a new hire."

Again, we have learned that there's some consistency in what recruiters and hiring managers want from the recent college graduates applying for entry-level employment with their companies. For the most part, they want to see cover letters; and they want those letters to say something meaningful about the candidates and what they have to offer the companies and the positions. More than one career expert has said that looking for a job is a job in itself. Well, writing a dynamite resume and cover letter is part of your job description.


It seems writing a resume becomes more and more complicated all the time. But that's only because employers have become more and more demanding in their response to the demands of recent college graduates looking for entry-level jobs with the best companies. There has to be a way "to separate the wheat from the chaff," as the saying goes. And the resume is the best way to do that. So no matter how bright, creative or motivated you are, if you aren't willing to spend a little quality time with your resume, a lot of today's employers will say thanks, but no thanks.

One of the many experts who responded to my query about resumes is Kristen Fischer, author of "Ramen Noodles: An After-College Guide to Life", has this to say about cover letters and the role they play as part of a job seeker's overall resume:

"A cover letter is vital to convey aspects that a resume doesn't. If a candidate is just starting out in the corporate world, or has a career gap to explain, the cover letter can do that in a conversational, yet professional tone. In addition, cover letters are great for reinforcing accomplishments and career goals in the event that the resume can't do that. Due to it's usually short length, a cover letter is a succinct way to wrap up what a candidate has to offer an organization," Fischer says.

Fischer, who has her own copywriting and editing business also feels its time for experienced job seekers to leave objective statements to recent college grads - and possibly college students looking for internships - and follow the latest trend of the professional profile or summary instead.

"Only entry-level candidates with little experience should use objectives," she says, "seasoned and even mid-level professionals have enough experience under their belts to state what they are skilled at,"

Sue Thompson, public speaker, supervisor with twelve years' experience, and author of "The Prodigal Brother," is in agreement with many of the numerous other experts who responded to my query. "A cover letter is important in that it tells me a person can present themselves coherently: 'here's what I can bring to this position you're looking ot fill - not just acquired skills but talent and character.' the standard 'I'm looking for a position with a fast-growing company that can provide me with the opportunity for advancement blah, blah, blah, blah,' is just so templated. Present yourself and your uniqueness. For instance," she continues, "tell me that far more important than mere salary is the thrill of working in a competitive atmosphere, because that's what you thrive on. Or you want to prove you have a work ethic that means business."

Okay, that's what Thompson and Fischer think. But what about those dissenters who follow Phil Rosenberg's philosophy? I'm talking about people like Susan DiTullio, manager of college recruiting for VistaPrint, and Tom Ruff, president and CEO of Tom Ruff Company.

"At VistaPrint, we do not require cover letters," says DiTullio, "so they are not as important in our process as the resume. Cover letters that show a candidate has done their homework about the role and the company and how these things relate to them really stand out!"

Tom Ruff definitely falls into the category of employers Rosenberg talked about in his article. "I don't read cover letters. I receive over 100 to 200 emails a day and don't have time to read cover letters," Ruff says. "I go directly to the resume and within a matter of seconds, can determine if a resume warrants some follow up. That being said," he continues, "the resume better be very good and in the format that works best for the specific industry you are interested in. Bullet pointed resumes work best for pharmaceutical sales and if someone has taken the time to research our industry, they will know this and adjust their resume accordingly."

Author Paul Peixoto falls into a slightly different no-cover-letter category. This twenty-five year veteran speaker and professional/personal develpment skills coach, believes today's job hunters should use a more modern, high-tech approach: "Don't send a resume! I suggest that new grads bypass that outmoded step and instead create a short video no more than three minutes long that highlights their strengths, uniqueness and relevant experience," says the author of "what On Earth Should I Do? Finding passion, purpose, and the life you desire." "This," he explains, "mailed with a cover letter will get noticed long before a standard-format resume. Who can resist a video?"

When one takes into consideration the number of companies that have decided to use video to give candidates an overview of what they have to offer, Peixoto may be on to something. Truthfully, whatever you decide, make sure you research both the position and the company to which you are applying.


As Hallmark so aptly-and annually-reminds us, this coming Sunday is Father's Day. For many families, there'll be the usual barbecue, perhaps a gift or two, and of course a greeting card. More likely than not, the card will depict a Waspish, American-ideal family gathered around 'dear ole' Dad,' as he relaxes in an almost Archie Bunkeresqe easy chair. Though the smoking pipe and hunting rifle are now gone from today's scene, the general idea has remained consistant.

Corny? Sure it is, yet the whole idea of this holiday, and the cultural accoutrements that accompany it, are really pretty damned nice. It is, after all, about love, and the safety and security that a warm, healthy father son/daughter relationship brings to the overall family dynamic. Despite social engineering mantras to the contrary, guess what? Fathers do indeed still count-just ask their children.

It's ironic, if you think about it, that not only are we always told at work how we are really one big happy family, but also how we never, and I mean ever, believe even one single word of it. Yet, the fact remains that the existence of mentors, patrons, sponsors or the like have existed in every workplace for, well, forever. While it may be too much of a stretch to say that a mentor is really a father surrogate, the fact is that there are a number of similarities that may well warrant some thought here. And so, the one big happy work family routine may well be, in part, actually true.

A mentor-student relationship may typically begin as two people, at differing ages and status in an organization, who are most likely a junior-senior mix. They come to know and genuinely like/respect one another. It may be that there's a natural, unspoken need on the part of both for mutual support, so that a kind of symbiotic interaction begins. And, as with almost everything else, there are benefits as well as deficits in such a relationship.


Don't get me wrong-having a mentor at work is generally a great thing, and if you can actively recruit one, so much the better for you. It's even better, though somewhat unlikely, if you can maintain control over the relationship. But here's just a few of the plusses and minuses that you need to watch out for, should you be able or willing to expand your work family to include a mentor:

>Plusses

*Protector; a mentor has both a psychological and practical need to watch your back at work. He/She can sing your praises, defend you against unfair attack and pave your pathway to promotion in a variety of ways.

*Guide; not only can he help you to learn the ropes and negotiate the bureaucratic process, he can also provide you with the 'book' on your peers, bosses and assorted other stakeholders who can have an impact on your career. Guaranted that, armed with such intelligence, you'll become a more powerful player, quicker.

*Advisor; happy to assist you in general decision-making, he is also usually adept at formulating strategies and developing those winning tactics that assure you a place at the table.

>Minuses

*IOU; as the recipient of such largess, it's fully expected, though usually unspoken, that you owe your mentor a debt of, at least, gratitude. And be real wary of any protestations to the contrary-they're likely nothing more than a manipulative technique to reinforce a sense of control over you. If you don't like being in debt, than the patron-student game isn't at all for you.

*Compromisability; this is where the flip side of the loyalty issue comes in. It can come to pass that you may confront ethical, legal or even moral issues, and have make the unenviable choice of personal loyalty or personal honor. Trust me-this can happen more often than you think. And when it does, it's no fun at all.

*Dependence; as great as you may think you are, the reality is that, without the help of your mentor, you would very likely be lower on the organization food chain. And so, as you continue to expect all kinds of assistance, you may just get mentally flabby. You start to lose that edge, that extra bit of creativity or critical thinking, that made you somewhat unique to begin with.

As Fathers' Day approaches, let's give a shout out to that mythical mega-mentor, Gepetto (of Pinocchio fame). If you recall, and after a series of mis-adventures, the wooden Pinocchio fulfills his ambition to become a real boy. Yet, the true hero of this classic story is Gepetto, who was more than happy to surrender the control that being a puppet-master entails, to become a real dad.

Article by, Victor Kipling and courtesy of jobacle.com - your cure for carbon copy career advice!

How to spot a scam artist in your work-at-home job search


For many people, working from the comfort of their own homes would be ideal. As you may have seen in previous blogs, some employers are embracing the telecommute idea. And some companies specialize in work-at-home jobs. Although the majority of the jobs posted on job boards like CollegeRecruiter.com are the real deal, some of them are not. Anthony Balderrama addresses this fact in his article, "Beware of Work-at-Home Scams."

Balderrama shares seven clues that indicate you may be dealing with a scam artist. But first, let's look at three work-at-home ads you should definitely avoid:

Assembling - you're denied payment if they feel you didn't properly complete the task.
Forwarding packages - beware companies requesting your bank account information. Have you even been hired, yet?
Envelope stuffing - all you get for your money is instructions on how to run a scam ad just like the one you answered.


Spotting the scams:

  1. "'Work-from-home' is the name of the job listing.
  2. Experience and resume optional.
  3. You pay them.
  4. Make $3,000 in one day!
  5. The job finds you ... as junk email.
  6. You don't know anything about the job other than the fact that you work from home.
  7. The pictures speak louder than the words."
Finding legitimate work-at-home jobs can be tricky business. But if you do your homework and keep an eye out for those seven telltale signs of a scam, you should do just fine.

The first thing I learned when I started going over the responses I received to my query about resumes is that there is a consensus of what is acceptable and what isn't. Of course, there are exceptions to every rule, but don't count on finding one of them during your job search. If you do, great, but if you don't and you've violated one or more of the cardinal rules of resume writing, you'll have only yourself to blame.

My first question concerned cover letters and their importance. Most of the respondents said they wanted to see a cover letter. The top four reasons they want candidates to include cover letters with their resumes:

  1. to see how the candidate thinks and expresses himself/herself in writing
  2. to determine if the candidate researched the position
  3. to determine if the candidate researched the company
  4. to discover the candidate's reason for applying to the position offered

Carol McLaughlin, branch manager for Spherion in Canton, Ohio, likes to read the cover letter after looking at the resume, "to look for the candidate's professional introduction and the reason why they are sending their resume."

"What I look for," says Linda Pophal, human resource management expert and business journalist, "is an indication of the overall job/professional experience of the candidate and how relevant it is to the position being filled."

Tailoring the cover letter to the company and the position desired ranks high with everyone. Ken Whiting, creator of the WAVES for Success program, Ron Axelrod, vice-president of new business development and recruiting at RTTS, Inc., Dr. Rachelle J. Canter, president of RJC Associates and author of "Make the Right Career Move," Craig Kasco, recruiter for 1-800-GOT-JUNK?, J.P. Lincoln, founding partner of Crier Communications, Steven Himmelrich, of Himmelrich Public Relations, Tina Hamilton, PHR. president, and CEO of hireVision Group, Inc., and Susan Peppercorn, founder and CEO of Inspiring Career, are unanimous on that point.

"There should be some mention of specific facts of the company they are applying to and how they would connect with the company's product, service, location, mission, or values," says Whiting.

Lee Salz, author, speaker, and business consultant, believes that, "while having a boiler-plate cover letter makes sense, it should be customized to match the job you are pursuing. As a manager reviewing that letter, I'm looking to see if this person wants my job, not just a job."

My panel of experts also agree that recent college graduates looking for entry-level employment with dynamic companies should write equally dynamic cover letters. "Avoid cookie-cutter template resumes, cover letters, and thank you notes," Axelrod advises.

Debbie Anglin, principal at Anglin Public Relations, Inc., likes cover letters that showcase candidates' achievements or provide other information that's inappropriate for the resume such as "I paid my own way through college." And Karen Wright, operations director for KMSU 89.7 FM, likes to see cover letters that indicate the candidate has "an understanding of what the job is about."

True, there are some recruiters and hiring managers who don't require a cover letter, but most do. So, in the words of Susan Peppercorn, "When in doubt, it's always better to submit one."


Telecommuting is becoming more and more popular these days. For one thing, it saves money. Whether you drive or use public transportation, traveling back and forth to work is expensive. And if you eat out for lunch rather than bring a bag lunch from home, telecommuting will also save you money on food.

Working from home isn't for everybody though. Some people need, even crave, the human interaction that goes along with trekking to the workplace every day. But for those of you who don't have such cravings, Anthony Balderrama has compiled a list of the 10 "Fastest Growing Work-at-Home Jobs":

  1. Advertising sales agents
  2. Administrative Assistants
  3. Computer software engineers
  4. Court reporters
  5. Customer service representatives
  6. Meeting and convention planners
  7. Market research analysts
  8. Paralegals
  9. Personal financial advisors
  10. Technical writers

If one of those jobs sounds like it could be just the ticket, give it a go. But be careful. Do your homework and make sure you're only applying to reputable, trustworthy companies, not scam artists.


Have you ever wondered how super-successful business owners with millions of customers get started? Surprisingly, many don't spend years toiling in Fortune 500 brand powerhouses, some had no money or no connections going in, and some weren't even trained in marketing. NYU marketing professor David Vinjamuri, in his new book Accidental Branding, set out to explore what makes these founders of "accidental brands" tick and came out with a wonderfully engaging portrait of well-known entrepreneurs like Gary Erickson, creator of the Clif Bar, Craig Newmark of the online classifieds powerhouse Craig's List, Roxanne Quimby, creator of the Burt's Bees product line, and Myriam Zaoui and Eric Malka, founders of The Art of Shaving line.

Vinjamuri illustrates how his accidental branders personally experienced a problem that the new brand in turn solved. For example, long-distance cyclist Erickson was disgusted with foul-tasting energy bars, Newmark needed a way to quickly and easily communicate the latest San Francisco happenings to his friends, and Malka was plagued by terrible razor burn. Vinjamuri, who had the unique opportunity to go into these individuals' homes and places of business and get to know them one-on-one, brings the success stories to life and renders his characters so appealing and believable that you'd want to go out and have a beer with each and every one of them.

While the book readers more like an extended human interest story rather than a nuts and bolts business tutorial, Vinjamuri does offer insights on common characteristics of accidental branders - like obsessive attention to detail, being your own customer, and building a memorable brand myth, and tutors the reader on how his subjects' decisions led to their eventual outcomes. What inspired me the most was the fact that these now-icons were once ordinary people who all experienced setbacks and hardships along the path to their dreams. Because that's what the American dream is all about.

alexandra levit.jpgArticle by Alexandra Levit and courtesy of Water Cooler Wisdom blog.

OK, I admit it. I can be a bit on the frugal side sometimes. In fact, I've gotten pretty good at finding great deals. But sometimes you get what you pay for, too. I check the site FreeAfterRebate.info (which often has some fantastic deals, by the way!) and found a listing they had for free resume templates.

So I clicked through, and it took me to another site where, frankly, I was more than a little disappointed. Of the "10 most popular resume templates" there wasn't a single one I would recommend using. The closest one would be the "Professional Resume" but even that one would have to be modified significantly to pass muster.

The biggest beef I have with those free resumes is that they use too much fancy formatting and colors that distract from the content of the resume. Some of them would be OK if they just removed either the unnecessary colors or the lines or tables.

Why would anyone use purple, green, orange, hot pink, or red on a resume? It's like wearing a clown suit to an interview - you might grab their attention but it's not likely you'll get the job offer.

I was listening to Earl Nightinggale's excellent program "Lead The Field" recently, and one of the things he was talking about was about looking the part. He stated "who you are speaks so loudly that I can't hear what you're saying" - in other words, the person's appearance, dress, etc. so overwhelmed the other person's perception that the true message was lost. The same thing can happen with your resume.

Face it, people make snap judgments all the time, and this is especially true when it comes to sorting through resumes. Your resume might get an 8-20 second scan before being either discarded or kept for closer review later. So do you want the recruiter to actually read through your resume, where your accomplishments and qualifications have a chance to speak for you, or do you want your resume to be thrown away before the recruiter even reads it?

So my advice is to stick with a black & white resume, with little formatting (bullets, bold text, and underlining are all fine). Get rid of the text boxes, tables, borders, lines, and so on. For more you can buy my book, in either the paperback version or the e-book version, and/or get a free special report on the top 7 resume mistakes.

To your success.


Article by, David B. Wright and courtesy of "The Job Search Strategist" providing strategies, tips and tutorials on how to find work and advance your career.


Here's a useful site for those of you looking to work in "The Biz." Variety's The Biz bills itself as the first job and networking site for entertainment professionals.

You don't have to be a star, baby, to be in show business. The current most popular tags on their site are Sales, Marketing, Production, Director, Research, and Writers. And the most popular job searches are (as of this writing) Film Jobs, TV Jobs, Music Jobs, Production Jobs, and Finance Jobs.

Granted, a lot of these jobs are going to be in California and New York, but a quick search for jobs in Alabama yielded 105 results, and Georgia had 368 results. The jobs were across the board, ranging from system analyst positions to assignment editors, from recruiting jobs to associate producers. Companies posting jobs ranged from TV stations and Movie studios to Cable companies and even Google.

To your success.


Article by, David B. Wright and courtesy of "The Job Search Strategist" providing strategies, tips and tutorials on how to find work and advance your career.


I'm sure most of you know that it's important to have good credit, especially when you're planning to take out a loan to buy a house, a car, a boat, etc. Some of you probably know that, when companies are making a hiring decision, many will do a criminal background check in addition to checking your references and past employers. But how do these two tie together? I was talking yesterday with an employee of CCCS, or Consumer Credit Counseling Service, who informed me that overall, 35% of employers are pulling credit reports of job candidates. For jobs in the financial industry or other positions dealing with cash, money, budgets, and so on, that number is much higher.

(On a side note, he also told me that CCCS will be hiring for about 100 positions over the coming months, so if you're interested, check the jobs page of their website.)

If your credit is shaky or worse, there are ways to improve it. The first step is getting copies of your credit report from each of the three major credit reporting agencies. These are Equifax, Experian and TransUnion. Depending on the laws in your state, you may be able to get 1 or 2 free copies of your credit report per year. In Georgia, it's 2 per year. You can pay extra to get your credit score, but for the purposes of a job search it's not necessary. When you get your credit reports, go over them carefully to make sure they are accurate - 20% of all credit reports have mistakes on them.
By the way, if your credit is not so good, do your homework before working with a credit repair or credit counseling company - some (like CCCS, which has Clark Howard's stamp of approval) are good and reputable, while others prey on the uninformed and charge for things that can easily be done for free, or worse - make promises on which they can't deliver.

Even if your credit isn't bad, you can always benefit from having better credit. There is a cost to bad credit, and the better your credit score, the better your ability to negotiate (or even get without negotiating) lower rates on credit cards, lines of credit, mortgages, and other loans.

For example, on a $300,000 house purchase, a difference of just 1% on a 30-year fixed mortgage can make a HUGE difference in the amount you pay. At 6.5% over the life of the loan, making regular monthly payments on time, you'd pay $382,633.47 in interest. At $7.5%, you'd pay $455,151.67, a difference of $72,518.20. That could either fund or go a long way towards funding a child's college education for you parents out there.

I don't know whether anyone has studied the impact of better credit on salaries, but I wouldn't be surprised if better credit could be linked to higher salaries.

To your success.

Article by, David B. Wright and courtesy of "The Job Search Strategist" providing strategies, tips and tutorials on how to find work and advance your career.


Check out the Physical Therapy Channel.

This website, created by Physical Therapists, is a great new resource for those in the PT field. You can view videos and podcasts from all realms of the Physical Therapy world. For instance, you can find:

"demonstrations of treatment techniques, rehabilitation products, software demonstrations, rehabilitation facility tours, interviews with physical therapists and other healthcare related disciplines, online in-services, operating room surgeries, and a host of other unique content from the physical therapy industry."

You can just visit the site and view the featured videos and podcasts, or you can become a member. Members are able to "subscribe, listen, view, upload and share physical therapy videos and podcasts" on the website. All you have to do is register . I just watched the video titled "Newly Injured Paraplegic - Part 1" and found it really interesting. So, check it out by tuning into the Physical Therapy Channel.


Article courtesy of RehabCare Student blog. RehabCare provides college recruiting for Physical Therapists, Physical Therapy Assistants, Occupational Therapists, Occupational Therapy Assistants and Speech Language Pathologists.

You're between jobs, you've told all your friends, and you sent them all resumes - now what?

1. Email your LinkedIN & Facebook network, but do it the right way. Give before you ask....what can you give? Tell your network that you have great news! You are actively networking - Ask your network how you can help each of them....what opportunities you can be on the lookout for them in your networking journeys?

2. Don't ask for a job, instead ask how you can help. But definitely attach your resume - people are pretty intelligent and will figure out if you attach your resume, you might just be looking for a job. Make it personal. Make your email an update like a Holiday Letter, including family details, even pictures.

3. Build your LinkedIN and Facebook networks. These articles can show you how to build broad networks FAST!
Now That I'm LinkedIN, Who Do I Link TO?
Who Else Wants to Add More Facebook Friends?

4. Send your active networking, family introduction letter to all new contacts, and people you meet at networking events, with resume attached. Let your new contacts meet you and your family. People help others that they like...be likable.

5. Revise your LinkedIN profile to reflect highlights of your resume. Include keywords and industry jargon to be searchable. Your LinkedIN profile should reflect your primary Subject Matter Expertise. See Build a LinkedIN Profile You Can Be Proud Of!

6. Revise your Facebook profile to reflect highlights of your resume. Use a similar strategy to LinkedIN, but consider these also:
- Hide or erase all potentially embarrassing Facebook apps
- Review your pictures and videos for potentially embarrassing content
- Change your privacy controls to require approval of any picture or video that tags you to be included on your profile

7. If you're on MySpace, you'll probably have LOTS of work to do to clean up your profile and main page. Assume an employer will look up your MySpace page. Make sure there's nothing that would prevent you from being hired. You'll likely have to be more careful if you're going or a job in banking, and less careful if you're looking for a bartender gig.

8. Google yourself. Search until you find yourself. Write the page number where you're first displayed. Do the same with a Yahoo search. Make sure you identify if there are any results that you don't want employers to see that are revealed in your search.

9. Investigate Networking events and groups. Many job seekers just look at one or two industry groups and thing they're hard-core networkers. There are general networking breakfasts, lunches, and events in most cities. In large urban markets there are networking events most every weeknight, that can give you the opportunity to meet the person who can will connect you to your next job.

10. Contact your Alumni organization. List your resume with them. Find out about networking events your Alumni office or Alumni club sponsors. Get a list of Alumni in your town (Inviting them to LinkedIN and Facebook would be nice!). Inquire about job postings your Alumni office has, and get a login to their job board.


Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.

Don't Wait to Improve

I learned a lesson today: Open all the mail you get because it could be something worth reading -- even if you think it's junk mail. I wouldn't necessarily categorize mail from Fortune as junk, but in a subscription renewal notice today I got a small card that lists "3 Skills You Can Improve Right Now." Over the next three days, I'll tell you what those skills are starting with (and I quote) ...

Public Speaking: Conquer fear with a game plan

  • Podiums disconnect you from the audience. Grab the mic and wander the stage.
  • Eye contact is your friend. Looking at people one by one shrinks the room.
  • Questions. If you're stumped, talk about your team. "We're lucky to have an expert on that, I'll get you in touch with him later."

Excellent advice from Fortune. I have a few things to add:

  • I agree with the podium advice, but be sure you've either memorized your presentation or are comfortable holding your notes since you won't have anything to set them on. Of the two, I vote memorize your presentation or be comfortable speaking from your slides without notes.
  • Eye contact is very important and you'll make friends with the audience if you connect with them throughout your presentation. But my best advice is to plant a few friendly faces in the audience and ask them to smile and nod as you're speaking. Even though you know you asked them to do it, it's amazing how much confidence this will build.
  • And finally, questions. If you're afraid of getting a question that will stump you or a question that will start a controversial conversation, don't take questions at all. That is an option and it's your choice. You can always invite the audience to email questions to you following your presentation.

It's easy for me to tell people not to be nervous on the stage -- because I LOVE giving presentations. I've got 'spotlight fever.' But if you take Fortune's advice and add mine to the mix, your presentations should be a bit easier to face.


Melanie HolmesArticle by Melanie Holmes, Vice President of World of Work Solutions for Manpower, and courtesy of Manpower's Contemporary Working blog. Melanie shares Manpower's extensive knowledge while building strategic partnerships with government, universities and other leadership organizations across the country. She is also responsible for social responsibility at Manpower, which includes diversity, volunteerism, community involvement, community relations, philanthropy and workforce development.

I read a short article today which confirms something I have been saying for a long time: you must send thank you notes after you interview for a job. Apparently 82% of employers and recruiters expect thank you notes after they interview candidates for a job. One interesting tidbit from the article is that they prefer email thank yous over those written on paper.

To make it easier for all of you I have written a free sample thank you note ebook that you can download from my website by clicking here.

Say Thank You: Employers and Recruiters Still Expect Thanks After Interviews

Many of today's job seekers have great resumes, ace interviews, provide stellar recommendations and still don't get the coveted job offer. According to a recent poll with leading employers and recruiters, conducted by The Career Exposure Network™, the reason could lie in the right follow-up.

82% of employers and recruiters told The Career Exposure Network™ that a Thank You note is a critical follow up after the job interview. Hiring managers report that the Thank You note demonstrates that the applicant is serious about the opportunity and indicates a level of professionalism - a primary characteristic that employers seek in job candidates.

"Your Thank You letter provides a tremendous opportunity to summarize the interview and tell me again how you can contribute," commented an MBACareers.com employer. "I always expect to see a note - it shows courtesy and demonstrates that you are interested." 81% of employers and recruiters also told The Career Exposure Network that email is their preferred method of receiving a follow up. According to a DiversitySearch.com recruiter, "I prefer email because it arrives much faster than regular mail, and it can be in the hands of decision makers BEFORE a final selection decision is made."

"The rules around saying thank you after a job interview have remained the same," said Jillan Donnelly, president of The Career Exposure Network™. "Even in today's fast-paced business environment, a Thank You letter is essential. Remember, common courtesies matter and can provide you the edge in your job search."


Liz Handlin.jpg Article by Liz Handlin and courtesy of Ultimate Resumes


This is a guest post by Lauren Kleinman.

On the first day of my very first job out of college, my new boss offered a piece of advice: "Be careful of making any personal relationships with your co-workers." She was telling me this for good reason; the program I had joined was a fast-track to management, and she didn't want me to have to manage my friends once the program had finished. However, the finality of her words stuck through me for that first year at the job, and I slowly evolved into a robot at work. I was functioning at maximum speed, obliging the polite "hellos" and "how was your weekend," but always keeping my colleagues at arm's length.

When promotion time rolled around and I moved up to supervisor, I immediately relaxed. It became easier to befriend some of my fellow supervisors, and I quickly learned the line between boss and friend with my employees. To my surprise, the more engaged and involved I became with my co-workers, the quicker my career accelerated. Within a year of becoming supervisor, I had the #1 rated team in the department. I don't want to give the wrong impression; I'm not attributing my success to having friends in high places, or being friends with my employees. What I am talking about here is something referred to as emotional intelligence (a term often times overused in the working world). I chose my friends carefully, confided in only a handful, and still then didn't bring all my real world drama to the workplace. But by having a support system at work, I didn't dread going in as much, and at times, I daresay, enjoyed being at work because of these people.

In terms of my employees, I think that I was able to motivate them in part by showing my human side. Often times, as we have experienced with our own managers, a new boss thinks that by showing his/her authority (i.e. bossing around, not listening to employee input, etc), this will establish the best environment. By listening to my employees input, doing something with their suggestions, rewarding them for their good performance, and showing them I cared, I was able to win the battle.

In my opinion, employees able to show their human side will always triumph over the robotic employees.


Article by Andrew G.R. and courtesy of jobacle.com - your cure for carbon copy career advice!


If you use a tight networking strategy in LinkedIN or Facebook, you want strong links. But even in a broad networking strategy you'll want a subset of your links to be strong....someone who will do you a favor if you ask, give you their time and help.

So how can you make your networking links "Srtong Like Bull?" That doesn't come easily, nor does it come cheaply. By not cheaply, I mean it takes time and effort.

So often, when we meet someone at a networking event, we collect a business card, and maybe follow up with a WWD email - What We Do. We email back, in an attempt to strengthen a connection, but end up just talking about ourselves. Compare that to dating...ever been on a first date when the other person spends the whole night talking about themselves? Did you enjoy yourself?

Most do the same online...just take a look at my Facebook wall and you'll see lots people who send WWD.

How often do you follow up from a networking event, or a Social Networking connection by asking someone what you can do ... FOR THEM? How often do you offer to give first, without asking for anything in return? We're not used to it, because it feels like giving money to a sales clerk, without taking our merchandise...and who does THAT?

Is there a different analogy when you pay money, but get no hard goods in return? Could you think of networking as making a deposit in a bank - only it's not money that's building up in your account, it's goodwill, or Business Karma.

The more Business Karma you build with someone, the more of a fan they become. If you've offered to give help to your in person network, as well as your online social network, just think of how big of a fan base you've built!

Personally, I try to build Business Karma daily, to a large extent through this blog, by letting "people crawl around inside my brain for awhile" as one very nice email response described. Before I wrote this blog, many of my readers who met me in person or through social networking heard me ask "How can I help you?", or describing my job as "helping people, but my hobby is helping people find jobs". But this blog isn't about me...it's about helping you.

I can tell you from personal experience that this kind of follow up isn't easy. It takes time and effort to keep track of what others in your network need and can offer others, so that you can easily offer to help people. It takes patience not to talk about yourself and what you do, but to ask how you can help others. It takes a very broad view to be willing to give without expectation of return. I've found, however that this networking method provides returns many times greater than asking for business.

How can you strengthen your network in your job search? It goes against the common advice (seems like lots of things I say goes against common advice, doesn't it?  ) of telling everyone you're looking for a job. Instead of telling the world about yourself, why not try asking about what's important to the person you're talking to?

It might just make you a more interesting and memorable conversation, and should serve to build Business Karma. Then after you've found a way to help someone and have offered help - then answer the other person's question. Offer help first before you divulge that you're looking for a job.

Do you think you're more likely or less likely to find help and build a network that's "Strong Like Bull"?


Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.


Not long ago, I posed a question to hiring managers, employers, and other experts to find out what they like or don't like about resumes and cover letters. One of my responses came from Barry Lawrence of Jobfox. Jobfox recently conducted a survey of recruiters to discover what they look for when considering recent college graduates for entry-level jobs with their companies. The following statistics are based on what Lawrence got back in response to his query:


Question: When hiring a graduate, which are the most important indicators of future success at your organization?

Answers:



  • 24.6 percent - Degrees

  • 22.3 percent - Grade Point Average

  • 21.7 percent - Major

  • 19.4 percent - Relevant internships

  • 17.7 percent - School

  • 13.1 percent - Preferred profession

  • 08.0 percent - Foreign language

  • 07.4 percent - Preferred industry


Interestingly, nine percent of the more than 100 respondents to Jobfox's online poll said that they don't hire college graduates. Hidden within the "other" category, Lawrence believes those pesky little soft skills like communications skills and professionalism, in addition to passion, flexibility, clear career path, and a positive attitude were some of many "intagibles that go into hiring decisions."

Graduates have made it known what they're looking for in future employers and recruiters continue to make it known what they're looking for in potential new hires. I just hope everybody's listening.


"You Never Get a Third Chance to Make a Second Impression." I love this quote from Seth Godin (Free Prize Inside, pg. 217), as a humorous take on how important first impressions are.

First impressions are especially critical in an interview. Why do so few people do anything to manage the first impression they give, when research shows that most hiring decisions are made based on first impressions in the first 2-30 seconds (see Interview in a Snap for details). Most people treat the most important part of an interview as a random event, when it can be planned and managed to give the candidate a high chance of success.

Most candidates just make sure they are completely undistinguishable - their clothes are clean, hair is brushed, and their shoes are shined. If you want the job, wouldn't you want to stand out?

A few people can pull this off naturally, and are great in interviews. Often, these naturals are very attractive, great at putting other people at ease immediately, instantly likable, or really naturally funny.

What about the rest of us?

You don't have to be America's Top Model or a standup comedian. First impressions can be managed. Managing and carefully creating a first impression takes research, planning and practice.

Act & communicate like you already work at the company. Use their style, speak their language, and look like employees at your target company look. If hiring managers make their decisions in the first 2 - 30 seconds of the interview, the decision is made just before or just after the initial handshake. There's no way you can communicate detail in that timeframe, only impressions to influence "gut feel".

Research: In 4 Killer Ways to Use Research, I describe great places to look for company research, and how to use it on your resume. Of course it's great to use research to understand challenges, goals, and to develop questions. But you can use research to understand culture also.

Understanding culture is a crucial piece of creating a winning first impression. Hiring managers hire others like themselves...it's described as being a "good team member", or "someone who fits in". First, you've got to understand what that means, specifically. Research company websites, annual reports, and articles paying attention to jargon, word choices, and tone. Look at the list of research resources in the 4 killer ways article for more content.

Look for the following to understand culture:

- Pictures - What do employees look like? What do they wear? Does the company have a formal or informal atmosphere?
- Tone - How do employees communicate? Formally or informally?
- Jargon, Keywords, and Mottos - These will be sprinkled all over marketing literature, websites, and company blogs. Find words you can use in your own conversation

Go stealth - Part of your research is talking to employees first hand. Hang out where they eat lunch or go to happy hour and listen in. Better yet, introduce yourself and ask questions about the company. Use your Face-to-face, LinkedIN, or Facebook networks to find others at your target company. Talk to company contacts on the phone, or if you have time meet them for coffee. It doesn't matter what you ask about the company, because you'll want to listen to HOW they answer, the tone and speed of their speech, and the words they choose. In person, look at how they stand and sit - are they straight or relaxed, formal or informal, expressive or flat, do they gesture or keep their hands unused? Finally, ask about the hiring manager, to see if they are like everyone else, or a rebel.

Plan your attack: Most people "wing it" to prepare for an interview, and end up randomizing their chances of success. Plan your first 2-30 seconds. Determine how you will stand and walk when you first meet the interviewer, how you will shake hands, how close you will be to them, the gestures you will use, and the first words you will say, and the tone and speed you'll use when you say them.

It's dangerous to just assume a suit interview these days. If you wear a suit to an informal company, you'll look like you're from the FBI, and find it difficult to establish trust and rapport. Ask HR or your phone interviewer what is the normal dress at the office.

If you learn the hiring manager is a rebel, someone who's really changing things, or someone described as "different", you'll want to ask a little detail. Try to get a contact who knows them, and discover how the hiring manager dresses, how they communicate, etc. If you can't get details, then change something in your dress - if everyone else is wearing white shirts, wear a blue one. If everyone else wears maroon striped ties, wear a wild tie.

Practice: Have you heard that it makes perfect? Practice in front of a mirror, in front of a video camera, in front of friends. If you can video, and then email the first 30 seconds of the video to close online networking contacts (who have never met you in person, but who you've communicated with extensively), ask them for their gut reactions. Ask them what they think of the person in the video. Is the person trustworthy, hardworking, intelligent, personable, dedicated, savvy, insightful, or empathetic? Look for the key words that the company uses to describe successful employees, and see if your networking contract interprets that from your 30 second video.

How will you manage your first impression, so you'll get a second or even a third chance?


Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.


I heard a preposterous story about a CEO who arrived at his new company - a medium-sized business with about 100 people in his location - and proceeded to order all of the employees into the parking lot.

"You all are to stay out here until further notice," he said. "If I or senior management needs you for something, we will summon you inside. A few weeks may go by, and if you're still out here, it means your contribution to the organization is not readily apparent, and you should go elsewhere."

This is no doubt harsh, and yes, I doubt its truthfulness. But if looked at as a metaphor, it emphasizes a point that I like to reiterate in all of my university, corporate, and conference talks. Your career will not go anywhere if the powers that be don't understand what you bring to the table. This means, especially if you're at the junior level, that you must always keep your bosses informed about what you're working on, and subtly assert your achievements and the hard-core business results that go along with them.

At least one senior manager should have you on speed dial because she knows you can be counted on to provide specialized expertise or knowledge, and are someone who gets things done. While it's true that no one is irreplaceable, you want them to think that life would be uncomfortable for a few weeks or months if you didn't show up for work one day. That's how you know that you're truly adding value.

alexandra levit.jpgArticle by Alexandra Levit and courtesy of Water Cooler Wisdom blog.


Sometimes finding just the right job can be like finding a needle in a hay stack. In his article, "25 Ways to Sabotage Your Job Search," Anthony Balderrama breaks down where and how you might be the biggest obstacle you have to overcome in your job search.


"The first steps:

  1. Not keeping track of your accomplishments
  2. Leaving on a bad note
  3. Not networking
  4. Only using the Internet
  5. Searching for the perfect job

  6. "The resume and cover letter:


  7. Writing a generic cover letter

  8. Typos

  9. Including your current work information as the best place to contact you

  10. Focusing on yourself and not on the company in your cover letter

  11. Not targeting your resume to the position

  12. "The interview:

  13. Showing up late

  14. Dressing for the wrong job

  15. Not asking questions

  16. Badmouthing a former boss

  17. Not paying attention

  18. Not researching the position

  19. Not researching the company

  20. Forgetting common etiquette

  21. Forgetting you're being interviewed from the moment you walk in

  22. Bringing up salary too soon

  23. "After the interview:

  24. Not sending a thank you note

  25. Being over-aggressive in follow up

  26. Not learning from your mistakes

  27. Forgetting where you've applied and interviewed

  28. Stopping your job search while you wait for a response"

There's a lot to think about when you decide to go out job hunting. Balderrama has broken it down into a four-step process. By following his advice, you may just land the entry-level job - or internship - that you were hoping for.


Returning to the workforce after being out of it for a long time is never easy. Harder still, is returning in a position that is far below the one you held before you left. Bummer. But it's not the end of the world. In fact, according to writer Jeff Schmitt, in his article "Excelling in a Transition Job," you can actually use the time you spend in what is essentially an entry-level job as an opportunity to "correct flaws, build skills, network, and forge an unshakably positive outlook."

Schmitt provides a list of things you can work on while in a transition job:

  • Good habits
  • Positive attitude
  • Can-do mentality
  • Transferable skills
  • Humility
  • Self-knowledge
  • Hunger
  • Establish a plan
  • Don't give up

Naturally, Schmitt expands on each point, giving great advice that can serve you well in any job setting, not just in a transition job. I personally plan to keep his article handy.

Rumor has it there are more recent college graduates looking for entry-level employment than there are companies to accomodate them. I beg to differ. Some companies like AXA Group fly under the radar - as the saying goes - because their name is not as widely known as JPMorgan Chase. But that doesn't mean they don't offer a quality product or are unable to provide challenging work and a competitive salary.

AXA was founded in 1980, and for the last 28 years, this "financial protection" agency has become a global contender.

They offer services to individuals and businesses alike, providing "a wide range of products and services that meet their insurance, protection, savings, retirement, and financial planning needs throughout their lives."

If you're a recent college graduate looking for an entry-level job in accounting, finance, sales, or marketing, then AXA may just be the place for you. If you share any or all of their values,

  • Team spirit
  • Integrity
  • Innovation
  • Pragmatism
  • Professionalism

then AXA definitely wants you to be a part of the Group. But be forewarned, they have high standards of excellence that they strive to meet every day in

  • Product innovation
  • Core business expertise (underwriting, claims management, pricing, investment performance)
  • Distribution
  • Quality of service
  • Productivity


AXA Group isn't as widely known as Merrill Lynch or Vanguard, but they are a professional force to be reckoned with nonetheless, and if you crave an environment that will challenge your intellect and creativity, AXA appears to be one more company to add to your list of potential employers.

A recent Robert Half International survey found that the number of Washington, DC jobs in the information technology industry is expected to increase next quarter. For years, this sector has remained relatively strong in the area, but the results of the survey are especially comforting at a time when thoughts of an economic recession are slowing down the growth of jobs in Washington, DC and elsewhere.

The survey found that 15 percent of Chief Information Officers are planning on creating Washington DC jobs in this sector sometime during the next quarter. Only 2 percent of the CIO's who participated reported that they will be cutting jobs. The result is a net 13 percent gain in IT jobs in DC. Last quarter, Robert Half found that only 12 percent of employers in this sector had plans of increasing their payrolls.

Data shows that Washington DC job growth in the information technology sector is expected to fair better than the rest of the nation. The survey found that, nationally, only 10 percent of employers anticipated creating new job listings in the third quarter.

Executive director of Robert Half Technology Katherine Spencer Lee says that "Employers are hiring full-time staff to support business demands, as well as bringing in project professionals for shorter-term initiatives." Larger companies, those with 1,000 or more employees, are expecting to create the most Washington DC jobs. The survey also found that networking remains the hottest IT job for the fourth quarter in a row.

The Washington DC job outlook was reached by compiling the responses of 200 CIO's from companies that have more than 100 employees. For the national results, Robert Half Technology received responses from 1,400 executives. The survey was conducted by an independent research firm and results were weighted to give a more accurate reflection of hiring expectations in each region.

True indeed, Freedom of Speech comes to the US citizens as a right, but it may not be so at the workplace. There have been a few instances of employees being fired from a workplace as they expressed "views" on a blog. Interestingly there is even a website with the list of fired bloggers.

With YouTube and the social networking websites infiltrating the websites and luring employees to quickly "check-in" while at the workplace, it is easy to vent emotions on the internet. An advice which probably should be added to all the new employees orientation and of course communicated to existing employees must be on corporate blogging policies.


Sample Corporate Blogging policy

  1. Make it clear that the views expressed in the blog are yours alone and do not necessarily represent the views of your employer.
  2. Respect the company's confidentiality and proprietary information.
  3. Ask your manager if you have any questions about what is appropriate to include in your blog.
  4. Be respectful to the company, employees, customers, partners, and competitors.
  5. Understand when the company asks that topics not be discussed for confidentiality or legal compliance reasons.
  6. Ensure that your blogging activity does not interfere with your work commitments.
(The above policies are taken from Blogging Policies Examples)

Of course freedom of speech is very much welcome everywhere and comes as a right to all US residents but there are a few points to note before you start firing unpleasant comments about your company or employees. For a good example see IBM's blogging policy: http://www.snellspace.com/IBM_Blogging_Policy_and_Guidelines.pdf.


Article by Shweta L. Khare, founder and president of Careerbright and Speakbright and courtesy of Careerbright blogspot

Did you realize that nearly all hiring managers pre-rank candidates before they've interviewed even one? If you're the top candidate before interviews, then it's basically your job to lose.

So how can you position yourself as the top candidate?

It takes a lot of planning, and takes into account all 4 audiences of your resume. Check out the post on 4 audiences to see how to write for all your audiences. Why? If you don't write for the database or HR, then your resume won't get seen by the hiring manager. That makes it pretty tough to be the top candidate.

But let's imagine you've successfully written for the Database and for HR, and your resume is in the pile for review on the Hiring Manager's desk. How do you get to the #1 spot on that pile, before they've talked to you?

Here are 6 Tactics:

1. Demonstrate achievements not management: Many senior level managers forget that they hire people to solve specific problems, rarely based on the number of people they've managed. Use active bulletpoints to demonstrate how you Created Employer Value. State that you increased profits by X% by doing Y, Increased sales by X% by doing Y, Cut costs by X% by doing Y.

If your major bulletpoints have verbs like "Managed", "Led", "Coordinated", "Liased" you are shortchanging yourself, because you've probably done much more exciting things in your career. Sure, many people haven't gotten a position because they hadn't managed a large enough staff - that's often a nice way of saying "We found someone we liked better".

2. Determine Target Company Problems and Goals: If you can demonstrate that you've already solved the problems that the company or manager has, you're an early favorite candidate. Research everything about the company, but don't focus on what happened in past company financials (unless you're a CFO candidate). Focus on finding the problems that exist right now, or will occur in the next quarter. Draw inferences to guess how your target department and potential manager will be affected.

3. Network to a problem. Here's a fantastic way to use your personal network, LinkedIN network, Facebook network, etc. Most people network to find someone to ask for a job, and it's often a low return activity. You can make much better use of your network by finding out what's going on inside the company, and insight about the people you'll interview with.

4. Club your reader over the head: Once you've found out what's important from research and networking, construct bulletpoints to address those issues - and put them at the top of your resume. Bold specific individual words to address job description keywords. Don't bold phrases - instead make a greater visual impact by just bolding words.

5. Be the unique solution to the problem: Demonstrate how you have already solved the problems the company or manager has. Show how you are a Subject Matter Expert in solving their specific problem. Be the right person at the right time and right place.

6. Communicate in their language: Use keywords from the job description - the EXACT words. Don't rephrase, because databases don't understand rephrasing. More importantly, the job description along with research, conversations, and networking can tell you how the company communicates. Pay attention to your research and conversations to pick up more key words, and to note the communications style. Mirror the style in your resume and include liberal servings of keywords, and you've got a recipe for being the top candidate before you ever step foot into an interview room.

So look at your resume....does it make you the top candidate?

Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.

Selection and recruitment its very important task of organisations ,and include all the considerations and activities involved in sequence of attracting ,selecting, starting new employees and retaining the best. The process of selection is perhaps the most important of activities in managing human resources .First of all we should give a definition of recruitment and selection Dowling and Shuler said that recruitment is Searching for and obtaining potential job candidates in sufficient numbers and quality so that the organisation can select the most appropriate people to fill its jobs needs . Selection Lewis can be defined as The activity in which the organisation uses one or more methods to assets individuals with a view to making a decision concerning their suitability to join that organisation.

Recruitment is often distinguished from selection by the claim that recruitment it a positive act ,that is it is attempting to attract a pool of suitable candidates for a position ,whilst selection is a negative process ,that is reducing the likely candidates down to the number that are to be successful.

The aim of policy on recruitment should be to locate and attract good quality applicants and tom make valid ,reliable and cost effective decision about whom to select. The first consideration is the best way to attract good quality applicants. Whether good quality applicants apply for vacant position depends on a number of factors. Among the most significant are the following a the reputation of the company as a good employer b how well the vacancy has been advertised c the attractiveness of the salary and conditions of service d whether potential applicants think they can do the job e whether the jobs looks interesting and satisfying.

The key elements in resourcing expressed similarly in marketing are:

a To find the right person

b To find at the right time

c To find at the right price

d To find at the right place

When we say to find the right person, we mean that as suggested earlier ,selection is two way process: the candidates will have expectation of the employer just as much as the employer about the candidate .most job candidates would find it unusual if a job interview did not form at least some part of the selection process despite its lack of reliability and validity. At the right time we mean that the process of recruitment and selection can be quite long and drawn out. The period of time that may elapse between permissions being grated for position to be filed and final selection and the successful candidate taking up the job might quite easily run to several months. The priority should be to select the right person for the job rather than merely to fill the vacancy. Mistakes in selection can be expensive and rued over a number of years. At the right price is the more complex the selection process. If a number of techniques are used in series it is probable that not only will the time taken increase but also it is likely that a larger number of staff will need to be involved. The amount to be spent on selection will depend on a number of factors ,among which will be a the relative importance of the position b how crucial the appointment of the right person is c if the job requires the performance of a critical skills eg airline pilot then more time and effort may need to be developed to selection. Finally when we said at the right place we mean that many jobs will require the holder to have particular attributes, skill or qualities. These might include physical fitness ,the possession of Heavy Goods Vehicle HGV licence, programming skills in various computer languages. If such qualities are essential then it is the best to test them yourself rather than rely on either the word of the candidate or some ancient certificate. There are remain like retention , development ,succession , rejection.

The most times the employer try to find new employees .employer wants the employee to have some typical things. Employer must be able to demonstrate that the employee was selected for redundancy on a basis that is fair and for which evidence is available for years a common basis for selection for redundancy was last in first out . This is clear and simple way. Using such a method is too crude and simplistic. Many organisation redundcy. Employer make redundant those member of staff whose contribution are seethe benefits of using more complex methods for selection for least valuable. They will apply such criteria as the standard of performance and levels of skills as the basic of selection. This criteria may be are: knowledge s kills, personal characteristics , successful performance of the job, flexibility ,age, profitability health, strength, personal appearance, speech and manner ,emotional stability ,ability to stand up to strees and ability to get on with people, energy, educational, qualification, vocational, training and experience. Also thinking and mental skills, the particular skills needed for this job, the personal interests that could be relevant to the performance of the job, the personality type that is most suitable for the position.

But there is a lot methods of selection apart from levels skills and standard of performance. Few of these methods are , applications forms ,interview ,taking up references ,test, unsoiled application ,agency. But its good to analyse this methods one to one. Firstly application forms .the most organisation require the candidate to completing CV which the most times is standard. The style of the forms should be consistent with what is expected of the job holders. Then with interview . There is a lot of types of interview like individual and panel interviews. With the interviews have the opportunity for the applicant to find about the employer as the employer to find out about the applicant for example to meet their future supervisor . The judgement is how and what the person answer. With the reference the people answer about themselves. Also there are a lot of types of tests like personality tests , intelligent tests , proficiency tests, aptitude tests. The justify for test are the position is comparatively senior, the cost can be reabsorbed easily , the degree of predictive validity that they are able to offer is sufficiently high. Assessment centre s help a lot of times the employers because the assessment try to find for them good new employees.

There are some of the techniques tht manager should be used if they don t want to makes fails. Because the organisation should employ a lot of money to the new employee. This money are for the training , advertising, sickness rates, agency. First of all we should mention some thing about training. There are a lot of types of training. Few of them selection learning ,coaching, computer based learning, developing team training room instruction. The training cost a lot of money to employer and to organisation . because with the training cost include the direct cost plus the work lost. Also when one employee take the basic train ask for more money because have higher level. than before. Some employee need train to know how to use computer and web ,machines, work roles ,healthy and safety arrangements.

With the advertising the employer cost allot of money. That s why they must be careful and clear about what new employees want for this job.

If employee take time of sick this will have a consequent effect on, and cost for employees. The higher the level of sickness ,the greater the cost, particularly if temporary or overtime must be used to complete a work. That s why the employer its good to know personal details about the employee.

The employer and the organisation give money to agency carees office, job centres ,commercial recruitment agencies universities existing employee contacts to find the most appropriate new employee

To sum up we include that all the consequences have relationship with the cost at the time. The organisation want to not spend money and time. It is always better not to employ someone in the first place rather than to have to dismiss the once the have commenced work and been found to be unsatisfactory.


Article by Nick Roy and courtesy of Workplace Management Strategies blog.


Last week, I gave a talk on twenty-first century recruitment and retention at the American Society of Training and Development's annual conference in San Diego. While I was there, I attended a few "train the trainer" sessions on improving your technique for delivering educational content in the workplace. The guys (they were all men) have been doing this for more years than many of you have been alive, and they've accumulated some noteworthy wisdom. For example, in order to get participants engaged immediately, you should open with an activity that gets them talking to each other AND is relevant to the session. You should organize your content into easily digestible, 20 minute chunks, and have them celebrate their own learning at the end.

I did take issue, however, with the advice that corporate training is "theater" and that every facilitator must act accordingly. It's not in every person's nature to run back and forth from the front of the room to the back, waving your arms as you keep the audience on edge with a dramatic story that may or may not have actually happened to you. This entertainment-driven approach obviously works for these guys - they all performed to standing-room only crowds. But I think that no matter what job you have, in communicating with others you have to play to your strengths. I, for example, relate to my twenty-something audiences by talking to them as if they were my friends. I give them honest examples of my failures and my successes, and I don't knock them over the head with my delivery. If I did this, given my naturally low-key demeanor, I would look foolish.

A theatrical style may motivate people to listen to you, but sincerity and relatability motivates them to take what you say to heart.


alexandra levit.jpgArticle by Alexandra Levit and courtesy of Water Cooler Wisdom blog.

My Sendouts database is live, and I'm now accepting resumes for St Louis searches. I'm focused on social media, which includes SEO, SEM, social media, Web Analytics, e-commerce, and related fields like graphic design and UI design, but I do take the occasional search from friends and former colleagues?

How does this benefit you the reader? Simply use this link to add yourself to my database and update your profile. Sendouts notifies me each time it happens, and I regularly go through those messages to see who added their name.

I am a recruiter, which means I work for the client (who pays me). I can't be a career counselor, but if your skills match a search I'm working on, I'll be contacting you for sure. To add your name and upload a word or text resume, follow this link to the Social Media Headhunter database, and be sure to follow the Social Media Headhunter blog or the Twitter feed.


Article by Jim Durbin and courtesy of StlRecruiting.com



All of us professionals can learn a lot from watching how Barak Obama is running his campaign. You don't necessarily have to agree with his views or plan to vote for him in order to appreciate the way he conducts himself. I was talking to a friend of mine yesterday who has known Barak and Michelle socially for 20 years - since before they were involved in politics and way before the name Obama became a household name. My friend, who is now a volunteer for his campaign, was telling me that Barak has always behaved with class and grace and ever since he started his campaign he has told all volunteers and staffers that they are not to speak ill of anyone. And apparently he doesn't bad mouth the other candidates even behind closed doors.

I am sure that most of us have heard the saying, "if you can't say anything nice about other people then don't say anything at all". But the truth is that no one really sticks to that rule. We just don't. When we get tired, frustrated, angry, annoyed, or impatient our verbal restraint can fly out the window.

As I was thinking about how well Barak's behavior and restraint are serving him in this campaign I was also thinking of other professionals I have known who were equally loathe to share their negative feelings about other people. You know what? Every person whom I have known who kept any negative thoughts about other people (co-workers, bosses, colleagues, loved ones) to him/herself is a very successful and well-liked person. I wonder if that's a coincidence? Probably not. I think it's safe to say that if we can start mirroring Mr. Obama's behavior we may improve our chances professional success.

It's not easy. I have a tendency to blurt out whatever I am thinking or feeling at the moment even though as I have gotten older I have learned to temper my language. Certainly I try to only share my negative thoughts with close trusted friends and/or my husband but I am not always successful. I think that for the next month I am going to try an experiment in which I do my best not to say anything negative about anything or anyone (no matter how minor a comment it might be) to anyone. If I can manage to do it I'll do a follow up post to let you know if it seems to have improved my life at all. But, don't hold your breath...I do my best to be a good person but I am not sure I can live up to the Obama example.


Liz Handlin.jpg Article by Liz Handlin and courtesy of Ultimate Resumes

Way way back in the year 2000, things changed.

They changed for the better for employers, but worse for most job seekers. Only the fortunate few who learned how to make these changes were able to make these changes work for them - and it gave them an Unfair Advantage. Sad thing is, this is still the state of today's job markets.

What happened in 2000? 2000 was the first year that the majority of resumes were delivered digitally. And the whole game changed, but it was silent. Most job seekers still don't understand the profound changes that occurred when hiring markets reacted to digital resumes, that affect today's candidates.

Ever have a recruiter ask you to add something to your resume in order to better qualify for a job? Recruiters knew what was happening, because they saw it from the inside. But it didn't benefit recruiters to train candidates to be successful in this new paradigm, as the recruiter would lose their knowledge advantage and have diminished value. Besides, recruiters work for the hiring manager, not as a career coach.

When resumes went digital, they had a major effect on employers - employers were flooded. In a growing wave in the late 1990's and into 2000, employers started getting crushed as 3-10 times the number of resumes had to be processed for each job advertised. Worse yet, most of these additional resumes were from under or mis-qualified applicants who found it easy to just press send.

So how did employers react? They became incredibly efficient in finding applicants who met the minimum requirements.

One positive aspect of digital resumes is that they are searchable. Another positive is they can be digitally filed in a database. As employers experimented with resume databases, they found they could micro-target skill sets by doing keyword searches...just like a Google search. Employers now had thousands of applicants to choose from and could search for 10, 15, maybe 20 criteria and find 20-30 applicants with those words on their resume...just by dumb luck and sheer volume.

And what happened to the job seekers who didn't include those words on their resume? Their resumes stayed in the black hole, never to be seen by human eyes. Ever feel like you were perfect for a job, but didn't get the call?

So when I talk to job seekers who tell me they've sent 150 resumes over 6 months, and only generated 3 interviews, I ask if it feels like no one is even looking at their resume - Because with those odds, no one is looking at their resume the majority of the time.

While choosing to interview only based on meeting minimum qualifications is dysfunctional, it's also efficient. Hiring managers figure that if they can have HR pull 20-30 resumes, and visually screen out ½ of them, the remaining 10-15 resumes should produce a good employee.

While this is an efficient process for employers, is it also efficient for applicants? Usually not - because most candidates haven't changed their methods to react to changed employer methods.

However, for those applicants who figured out how to game this system, it's INCREDIBLY efficient, and can get savvy job seekers interviews from 25-50% of the resumes they send.

How can you be efficient as a candidate? Here's 6 ways:

1) Be specific in your resume, not a generalist. HR databases punish generalists, because they search for specific terms. Even managers need to stay away from describing general and leadership skills to be successful in the new paradigm.

2) Throw out cover letters. If the employer demands it, use a standard cover letter. They aren't included in the search...employers strip them and don't include cover letters in their database. It's easy to customize your resume, so employers expect it, and HR databases reward it. So why would you spend any time on a cover letter, when you could be customizing your resume?

3) Heavily customize your resume. Employers reward resume customization. I don't men just add a word or two. Write your resume specifically to show how your subject matter expertise solves the target company's or hiring manager's problems, and helps the target company/manager meet goals.

4) Use the target company's own language. Don't think that just because you've described your experience that it's a match. The ACTUAL WORDS need to match to count in your favor. Cut and paste the actual words from the job description to use in your resume.

5) Make it perfect. Reviewers have a zero tolerance policy for resumes, because there are thousands of other applicants. Spelling and grammar count. Formatting, fonts, and lined up tabs and columns count.

6) There are only two times in your life when you are perfect....when you are born, and on your resume. The hiring manager expects and rewards a perfect resume, and throws out imperfection. Have 2-3 friends proofread. Have it read on screen, and have it read on paper.

Sounds like a lot of work? Sure, but you won't have to waste your time sending so many resumes.

You won't have time....you'll be too busy interviewing.

Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.

Want to make a difference in your community? Become a volunteer. According to an article by Patricia Rivera, "Join the Service: Volunteering can be a geat way to not only contribute to the community, but network as well," that's what career coach, Andrea Kay, did in her hometown of Cincinnati. Not only did Kay get the emotional benefits that come from devoting your time and energy to something you care about, she also expanded her coaching business.

A lot of people duck out of doing volunteer work by saying that they "don't have enough time." Rivera thinks is a mistake because "volunteers gain visibility throughout the community, not just in their individual industries. Many men and women have seen their careers boosted because they took the time to lend a helping hand. Although they didn't sign up for projects to further their careers, the simple fact that they were working with a broad spectrum of people gave them the chance to network, gain new skills, and discover new career opportunities."

Rivera went on to explain that volunteering can bring you into contact with executives and other corporate big wigs who you might not otherwise be able to reach. By sharing a common goal, you can make an impression that you wouldn't be able to make in a job interview or board meeting.

Volunteering can also help you learn new skills and put you in a position to safely explore a variety of possible career choices if you're considering making a change. Since there are a lot of "short-term, episodic volunteering opportunities," that allow more flexibility than traditional volunteering opportunities of the past, you can actually work volunteering into your busy schedule and still have time for leisure activities.

Volunteering for the sake of helping others is what it's all about; however, if through the course of volunteering you also make professional contacts and learn new skills and discover different careers, well, that's just icing on the cake.

Summer is here with a vengeance. The temperature is expected to hit 96 today in the northeast.

The heat is also on for those of you who have recently graduated and people are beginning to ask, "So, what are your plans?" When I graduated, I had no plans, much to my family's dismay. I remember my father setting me up on an interview with a financial services firm. I also remember thinking: did anyone ask me what I wanted to do? What interested me? What I was especially good at? Let me give you a hint: they did not.

So, how can you avoid being pushed into something that may not be your first choice? Stay ahead of the curve and set your goals before they are set for you.

First, think about your past experiences- part time jobs, internships, volunteer opportunities. Which ones did you like the best? Why? What skills were required for success? Did your favorite experiences require you to research and solve a problem? Did they require creativity and thinking outside the box? Think about which ones you excelled at--this is different from the ones you like. You can be good at something but not be especially interested in it.

Next, think about what you need from a job. Do you need to work independently or do you prefer structure? Do you enjoy solving a problem or do you prefer to help others?

The answers to these questions will tell you who YOU are: what you like, what you're good at and what you need from a job. Whatever path you pursue should include all of these skills, interests and needs.

Finally, go online to see what types of jobs and companies will meet your needs. Job boards such as CollegeRecruiter.com can be a huge help to see the types of jobs that are available as well as who the hiring companies are.

Now you can set your goals so that every time someone asks you what your plans are, you can answer the question as well as ask them for help.

BTW... I did get the job at the financial services firm and I ended up loving it. But, most people are not that lucky. Make sure you're one of the lucky ones.


Article by, Susan Kennedy and courtesy of Kennedy Baker Associates, job coaching for young professionals.

Summer is a time that we all look forward to, for a variety of reasons. This anticipation starts with childhood, when, after a school year that we never thought would end, we finally got a free pass from the confines of the stuffy classroom. Even if it was only for two months, we felt free.

"No more school, no more books, no more teacher's dirty looks"

We now carry on in our careers, feeling almost confined in our cubes, basking in light at best florescent. Yet, the sheer physicality of summer; its sunshine, warmth and the almost endless possibilities for all sorts of pleasures, never really leaves us. Nor should it. For those of us who pretty much work through most of the summer, there is, I have to admit, a lot of wistful gazing out the window. And a lot of restless energy, while wishing that we were biking, swimming, golfing, playing softball, tennis, golf, or indulging in the not so simple task of trying lazily to do absolutely nothing.

If you're stuck at work during the summer season, do not fret! The coming months are rife with opportunity. Consider these possibilities:

>Because things tend to generally slow down at most offices in the summer, it's really a great time to...

*Catch up on the professional reading that you steadfastly neglected all year long. Who knows, but you might even gleen a few useful nuggets from this stuff

*Re-organize your cube, your files, e-mails and the like, so as to reduce both physical and mental clutter. It's almost akin to a spring cleaning of your mind

*Plan for the next phase of your career, using critical thinking skills to assess where you are and where you (realistically) want - no, need to be, in both the long and short term

*Develop the strategies and tactics that you'll need to use to best meet these objectives

>Since a lot of people at work, especially head honchos, are on vacation during the summer season, this is great time to strut your stuff. Leadership is, except for the most highly (and rigidly) structured organizations, in short supply during the summer. What an opportunity to become the 'go to guy' for a now needy organization. You can get the chance to demonstrate loyalty, commitment and a level of skill that otherwise gets submerged-and unnoticed-when the place is popping with the suits

>Another key benefit of working while others are playing, is that you may get the chance to learn different skills, apply new abilities, and take on challenges that would otherwise not present themselves. Every boss and organization appreciates, sooner or later, staff who possess a wide range of capabilities. Also, while people are distracted by the surf and the sand of summer, why not look for a new job? Don't be fooled: the summer is a great time to find a new job.

>Expanding your network, which, though we all realize how important this can be, is unfortunately easier said than done. Often, we get pigeon-holed, so that our entire work life revolves around a very small circle of people. And, while familiarity doesn't necessarily breed contempt, it does cause boredom and a suffocating sameness to the work day. But, during the summer, you may well get a chance to meet, and work with, a whole new set of players, and possibly from departments you barely knew existed. It's axiomatic, the more contacts you have, the better connected you become

Still sour about having to work this summer? It's time you took them lemons and, you guessed it, made some lemonade for yourself.

Article by Victor Kipling and courtesy of jobacle.com - your cure for carbon copy career advice!


Although it's highly recomm ended, you don't have to get an internship during the summer break, especially if you just completed your freshman year of college. You still have a year before it becomes imperative for you to begin gaining real-world experience in your chosen field of study. Another good reason to take a regular job during the summer is because it will put you in a position to learn some of those soft skills employers so desire in their new hires. And depending on you career field, you may even gain som industry-related skills that will look great on your resume when you do start applying for internships and, later, entry-level jobs.

The following are ten summer jobs that you can find in your own home town, courtesy of MSN Careers:

  1. Child care worker
  2. Restaurant server
  3. Sales associate
  4. Lifeguard
  5. Office assistant
  6. Hotel and resort staff
  7. Amusement park attendant
  8. Home improvement worker
  9. Landscaper
  10. Camp worker


Some of the jobs listed, lifeguard, camp counselor, and amusement park attendant, are traditional summer jobs. Jobs like office assistant and child care worker come as a surprise, and I would recommend either applying for them well in advance of your summer break or going through a temporary agency like Manpower or Office Team so that it's understood before you start that you'll be working only for the summer.

It's hard enough getting back to work after a two-week vacation, so just imagine doing it after ten years or more. Career consultant, Andrea Kay, has some advice for how to re-enter the workforce after a long hiatus.

Kay's article, "Re-entering career field will take preparation," is addressed to people who quit their jobs after 15 or more years becaus they were miserable, but her advice has relevance even for people who choose to leave the workforce behind and raise their children (yes, I include men in this group).

Certain questions and concerns will be present in hiring managers' minds, so prepare yourself in advance:

  • "Anticipate employers objections." You shuld expect questions like why are you coming back after so long, why did you leave and why would you be willing to accept a position lower than the management or supervisory position you held before leaving. kay further advises that you take the initiative and bring up your long absence before the employers have a chance to ask.
  • "Explain how you're up to speed and will keep up to date." Don't forget that the industry has changed a lot over the years that you were away, and the recent college graduates you'll be competing against have spent the last four years gaining knowledge and experience in the industry. In order to be considered equally, you must be able to show what training and/or education you've received in prepartion for your return to the workforce.
  • "Explain what has reignited your interest and why you're excited about the work." Kay advises being ready to explain your renewed interest (this is key if you left because your job made you miserable), what excites you about the work you'll be doing, what experiences have you had while you were away that will make you more marketable, and where do you see yourself in the industry in the next several years?

These are important issues to consider for anyone who has been out of work for several years, but they are especially crucial for someone who's re-entering the same industry because it's familiar. Beware of making impulse decisions based on desperation. They could lead down the path to misery once more. Think carefully about why you want to return to the same career field you left. If it wasn't the work itself that made you unhappy, you'll probably do just fine. But if it did, you might want to consider other options, like consulting someone like Andrea Kay.

Two years ago, when I first started as an intern with CollegeRecruiter.com, I posted two lists regarding transferable skills. One list was to help candidates recognize transferable skills, and the other list was to help candidates know what skills were most desired by employers. Not surprisingly, the some of the skills most desired by employers are also soft skills.

Transferable skills are defined in the Johnson Community College Career Links online newsletter as "skills your develop throughout your life and can apply to a variety of situations, like the ability to coordinate multiple tasks."

If you're unsure what your transferable skills are, you might want to consider taking the University of Minnesota Duluth's transferable skills survey. Your skills will be automatically calculated, showing your strengths and weaknesses.

Identifying transferable skills is important for college students who don't have a lot of work experience. They're also important for someone who has been out of the workforce for a while.

I was hardly shocked to discover that my strongest transferable skills are in communication.


For anyone who has read previous blogs of mine, please read this. In the past, I have talked about my job search methods of using the want ads, online job boards and staffing agencies. Well, today I learned that at least two of those methods are no longer as effective as they once were.

David Perry, professional recruiter and author of Guerilla Marketing For Job Hunters, teamed up with Kevin Donlin, president of Guaranteed Resumes in Edina, Minn., to create a bootcamp to help job seekers maximize their job searches.

"Today's job market is going to get worse for most people, because what got them hired by employers just 12 months ago probably won't work today," Perry said in a recently distributed press release.

Perry and Donlin have a list of incorrect job search methods for job hunters to avoid:

  • networking the old way
  • searching on the Big 3 job boards;
  • reading the newspaper want ads - online or off

Ouch!

"To get noticed and get hired, you must learn to market yourself as a product, like a vacuum cleaner or a set of snow tires," said Donlin.


Article courtesy of David Perry and Kevin Donlin, who have combined to offer a free job-search seminar by phone on Wednesday, June 11, 2008 at 7:00 p.m. EST on the most important skill of all in today's economy: How to market yourself to employers. Attendance is free, but limited to the first 97 participants to sign up at www.thesimplejobsearch.com/6



Employee selection is an important activity of HRM. For the small business owner or especially those who are starting-up, getting the right employees to join your venture is imperative. Your employees may break or make your business. The very word selection implies the choice of the one best-qualified individual from among a number of available qualified candidates. Hence, there should be a relatively large number of job applicants from which the final candidates are chosen.

There are several reasons why employees must be well selected. Here are the 7 most important reasons:

  1. Your business goals and objectives are better achieved by the employees you properly selected for a particular job.


  2. An incompetent employee is a liability to your business, an additional expense, or a burden. Proper care should be made in getting the right person with the right competence for the job.


  3. Personnel requirements vary from job to job. Meaning, the right employee for the right job. There can be no general requirements.


  4. People have varying degrees of intelligence, aptitudes and abilities. Hence, fit the square peg on the square hole not on the round one, so to speak.


  5. Labor Laws protect employee, making it difficult to fire incompetent and problem employees. Hiring is always easier than firing because of the laws governing termination of employment. In some states and countries, 'firing-at-will' seems to be a norm, in others, it is illegal.


  6. Individuals have different interests, goals, and objectives in life. Select somebody whose goals closely align to you business goals.


  7. Careless hiring is costly and can cause problems to the company. The hiring process cost you the money for the advertisement, cost for testing, and time for those who made the interviews. More so, in the long run as pointed out earlier, a wrong hire can cost you more in your operations.

By: Ronnie Ferez, Human Resource Management Business Practices and Notes

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.



I saw this article written by Allison Green, author of the Ask a Manager blog the other day and loved it so much I wanted to share it here. I thought this was funny and, let's be honest, who couldn't use a little extra helpful hints on how to get your boss to like you, right? I added my own #11 to Allison's original list of 10 below.

1. Keep track of everything your boss puts on your plate, so she/he learns that she doesn't have to follow up to make sure thing are getting done. Give her the peace of mind of knowing that if she talks to you about it, it's either going to get handled or you'll bring it back up with her for follow-up.

2. Have your act together. Stay on top of things, ensure your boss only has to tell you something once, don't let things fall through the cracks, and generally be someone she can rely on. Often employee complaints of micromanagement can be traced back to problems in this area, and fixing this stuff can fix the micromanagement.

3. Make sure you're on the same page about expectations: your goals for the year and what success would look like for you, as well as what decisions she should be consulted on and what kinds of things you should handle on your own without her input.

4. When you bring problems to her, also suggest solutions. Saying: "What should I do about X?" puts the problem on her plate. You make her job easier if you say, "Here's the deal with X. I've thought about A, B, and C, and I think we should do C because... Does that sound right to you?"

5. Be vigilant about putting all the facts on the table when you're discussing things with him. This means not only being scrupulous about sharing all relevant information and not trying to shape facts one way or another but also divulging your own biases (you're human; you'll have them).

6. When you make a mistake, take responsibility for it. It sounds like this: "I really screwed this up. It happened because ____, and I'm doing ____ to fix it and ____ to make sure it doesn't happen again." Even if something isn't a mistake per se, your boss may love to hear that you're focusing on improving. For instance, you might tell him, "I wasn't thrilled with how the conference went, and next time I think I'll do ____."

7. Pay attention to what kinds of questions your boss asks so you get a better understanding of the types of things he cares about. By paying attention to what he asks, seems worried about, etc., you can often draw larger messages about the sorts of things he will care about in the future. If you learn to anticipate those things in advance and address them before he has to ask, you will be beloved.

8. Listen to feedback with an open mind, and don't get defensive. It's fine to disagree, but do it in a non-defensive way. For instance: "I see what you're saying. The way I was looking at it was...."

9. Speak up when you're unhappy. If you're frustrated about something, raise it. (Of course, be smart about this: Bring it up at a time when your boss isn't swamped or frazzled, and think about your delivery ahead of time, just as you would want her to if she were raising a sensitive issue with you.)

10. If he's a good boss, tell him. Few people think to say it.


Courtesy of Sodexo Careers Blog Making every day a better day.


Before I graduated last May, I spent almost as much time job searching as I did working. This is mainly because I worked as a temp. There's an ebb and flow to job offers through temp agencies so when the well ran dry, I hit the want ads, company Web sites, and job boards like Monster and, of course, CollegeRecruiter.com. I always found something to tide me over until another assignment came through and then the whole process was set to begin all over again in another 1-3 months. Sometimes I would accept a permanent job offer only to find that I would have to sacrifice school in order to meet the demands of my employer. I wasn't willing to do that and I was fortunate enough to have the option to go back to temping. Back to the drawing board.

All the job changing served to make me more flexible and adaptable. I reluctantly accepted that I was leading a life of constant change. Instead of hurting me, it taught me how to hit the ground running every time I started on a new assignment. Many of my most marketable skills were learned while I was working as a temp. My current day job is the only one where I couldn't come in and just know what to do with only a minimum of training. In fact, this job is a neverending learning process for all of us.

What does my little slice of life story have to do with job searching? Easy, I avoided many of the traps the a lot people fall into when conducting their job searches. According to an article published by Robert Half International, there are "Seven Job Search Traps" you need to avoid.



  1. "You put all your eggs in one basket. Consider scanning trade and business publications, nteworking with professional contacts and registering with a staffing firm to broadent your search.

  2. You don't make finding a job a full-time job. Set aside at least a few hours each day to focus solely on your job search.

  3. You're less than perfect. According to a survey by [Robert Half], 47 percent executives polled said a single typo on a resume could eliminate a candidate from consideration for a job opening. Ask another person to review your application materials before you submit them.

  4. You don't follow up. According to a survey by [Robert Half], 86 percent of executives said job seekers should contact a hiring manager within two weeks of sending a resume and cover letter.

  5. You fix too many 'problems.' Diagnose your specific job-search ill and focus on strengthening just that one part. If you lack interview skills, review questions you've been asked by hiring managers and practice your responses with a friend.

  6. You don't network. Talk to friends, family members, former co-workers and supervisors, professionals you meet at industry events - even your doctor and dentist - about your job search. Online networking sites like LinkedIn and Facebook can open up even more potential avenues for referrals.

  7. You haven't registered with a staffing firm. The staffing professional you partner with can handle much of the job-hunting legwork for you by distributing your resume, setting up employment interviews and keeping an eye out for promising opportunities."

Don't let recession rumors get you down. If you avoid the seven traps Robert Half pointed out, and you know your stuff, you should have that dream job landed in no time.


If you are looking for a job, you should count on employers looking for your LinkedIN profile. It's becoming a business standard to check people out online before hiring them, whether doing a Google search or looking them up on LinkedIN or Facebook.

Are you searching for a job with a bland or empty LinkedIN profile? What does that say about you? When employers or people you network with Google you, the first entry they find about you will probably be your LinkedIN or Facebook profile (unless you've already been heavily published, or have already built an online reputation).

Most LinkedIN profiles are very generalist in nature, and do little to help the job seeker truly stand out. As a job seeker, do you want a profile that looks like thousands of others, or a profile that is totally unique, yet professional?

Then again, you can make your LinkedIN profile work FOR you, by writing a profile designed to help employers find you in searches. What are the steps needed to write a killer LinkedIN profile?

1. Develop a very defined Subject Matter Expertise. LinkedIN doesn't help generalists nearly as much as Subject Matter Experts. Throw out the idea of branding yourself as a broad generalist...it doesn't work anymore. See Who Needs Generalists Anymore?

2. Determine the Specific problems where your Subject Matter Expertise can provide the Unique Solution. See Will You Stop Looking for a Job Already?

3. Develop strong bulletpoints of accomplishments, to demonstrate your experience in solving specific problems, to demonstrate you are the Unique Solution. Demonstrate how you have provided employer value - see Do You Create Employer Value?

4. Develop a skills inventory, and match it against what skills you see in demand in the marketplace. This is a great gut check to make sure you are highlighting the skills that are important to employers, not just the skills that make you feel good about yourself.

5. Develop a template resume around your tightly defined Subject Matter Expertise.

6. Use the top 4 bulletpoints from your last or (present) job, 2-3 bulletpoints for relevant jobs with outstanding achievements that add additional proof to your Subject Matter Expertise. Don't bother with bulletpoints for jobs over 10 years ago (unless it contains subject matter expert proof that you can't show elsewhere).

7. For jobs over 10 years, just list without explanation. It was 10 years ago - how much about that job is still relevant to an employer today?

8. Develop a highlight line, absolutely no longer than one typed line on a word document. Make it extremely brief, but extremely targeted.

9. Include your education, including graduate degrees. Include any volunteer activities.

10. Link relevant sites - samples of your work, your online portfolios, blogs, any groups you moderate. List other online profiles (Facebook, Plaxo, Twitter, Spock, Ecademy, Xing, Jigsaw, Zoominfo, etc.).

11. Get the right recommendations. See LinkedIN Strategies - Recommendations.

Your LinkedIN profile is your first step to Online Reputation Management, and building your personal digital brand. So take a look at your LinkedIN profile. Does it paint you as the unique answer to a very specific problem? Or does it paint you as yet another generalist?


Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.


I was in one of my favorite stores, TJ MAXX, yesterday and overheard a woman on her cell phone who was having a meltdown. She was with her daughter doing, what we later learned was, last minute shopping for a cruise she was leaving on today.

She was yelling into the cell phone that she could not come back to the office, she had too much to do and she had to go. Her daughter, clearly upset, took the mother's cell phone, told whoever was on the phone that her mother was not going to be able to come back to the facility now and that someone else will have to do it. We weren't privileged to what "it" was. The daughter put away the phone and helped her mother calm down.

The meltdown was loud enough to draw an audience in the store. General consensus of the crowd? Let it go.

I thought about the situation on my way home and continued to think about that this morning. I wondered how many people experience trauma at work before going away on vacation. How many of us have bosses who call us all the time and want to know every detail of where we will go and when we will be back?

I did a little bit of online research and sure enough CareerBuilder.com had recently published a survey on just that issue.

With cell phones, voicemail, email and mobile computing, going on vacation, for some people, does not really mean going on vacation. Since everyone knows that time away from work can be energizing. What happens when you can't get away from the office?

Based on the survey results, it appears that vacation might actually be adding stress to some people's lives when they feel guilty about being away. In fact, the survey shows that "the stress of taking vacations may lead some to lie about ease of access at their vacation destinations. Seven percent workers said they have lied to their employers, claiming they couldn't be reached on vacation."

Here are some highlights from this Career Builder survey:

- 25% of respondents said they plan to stay in contact with work while on vacation.
- Industries made a difference. 50% of sales professionals work on vacation followed by 37% of both financial workers and IT workers.
- 15 % of employees gave up vacation time in 2007.
- 12% of workers said they feel guilty when they are on vacation.
- 6% felt that it could lead to them losing their jobs.

To reduce your stress at vacation time, set the tone about your availability before you go. Less surprises, less workplace stress.


Article courtesy of WorkBloom, an employment blog incorporating a comprehensive career resources section, including the largest database of professionally written resume and cover letter samples on the Web.

I haven't read Pamela Skillings' book Escape from Corporate America, but I like what I read in an interview over on Guy Kawasaki's blog about finding the right fit. She makes a great point that even the "best companies to work for" might not be best for YOU and that due diligence is essential!


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


With four generations now in the workplace - Baby Boomers, Gen Xers, Gen Yers, and Millenials - an unprecedented paradigm shift of work / time / money attitudes has impacted US workplaces, businesses, and the economy. According to Linda Nazareth, author of The Leisure Economy and Business News Network (BNN) economist, this means our present time-crunch economy will be shifting to more of a leisure economy.

If you are thinking of starting a new business or contemplating a career or job transition, you need to be smart about what to expect and prepare yourself to thrive in the new Leisure Economy. Plan on attending the complimentary Reach Branding Club (RBC) June teleseminar (June 12th at 12 noon EST) to hear about The Leisure Economy: Living, Managing and Growing a Business in a Whole New World. Specifically, you will learn:

  • Why there is a major shift happening and why demographics is only part of the story,
  • What this means for your workplace, whether you are a manager or a worker,
  • How to restructure your business to take advantage of the leisure economy,
  • What businesses the leisure economy will create and which ones it will
  • destroy, and
  • What the leisure economy means for the US economy.

Linda Nazareth is an expert on social and demographic change. The Leisure Economy is her second book on the impact of demographics on economy, work and business - her first book was The Ever After Effect: Waking Up From the "Boom" Years (Winding Stair, 2001).

Register today for the June RBC teleseminar and plan to listen in as Linda will translate the economic implications of the Leisure Economy into the language of career and business planning.


Article 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.

New National Survey: U.S. Workers Are Bitter

Politicians take heed: more than half of US workers say the American Dream is unattainable and nearly half blame the political system for the deterioration in their economic circumstances, according to a new national survey.

The workplace poll, conducted in May 2008 by Zogby International for The Marlin Company, The Workplace Communications Experts, found that nearly three-quarters of US workers (74.7%) say the American dream is not as attainable today was it was eight years ago; 52.4% say it is simply unattainable for the average American (see charts). The survey defines the American dream as "the opportunity to have a nice home, financial security for you and your family, and hope for the future."

The workplace poll also found that nearly half (45.1%) of US workers admit to being "bitter" because "the political system has caused a deterioration of [their] economic circumstances." Nearly half (47.5%) of 30-49 year-olds surveyed report feeling bitter, while only 38.4% of 18-29 year-olds feel bitter

"While Democratic presidential hopeful Barack Obama took a lot of heat for his 'bitter' comment, this poll shows that workers clearly are in fact 'bitter' over the political system and the economy," said Frank Kenna III, president of the Marlin Company, a global workplace communications firm. "It sends a clear message to politicians that the average US worker is in pain. The question is, 'Will our politicians go beyond talk to truly respond to the needs of US workers?'"

More than three-fourths (77.2%) of US workers say they feel unrepresented by the political system on workplace issues. These include health care, retirement, fuel prices and the economy. Women feel even less represented than men with 81.9% of female workers feeling unrepresented, in comparison to 72.5% of male workers.

"The Marlin workplace poll uncovered an attitude shift among US workers who are more disillusioned and fed up than ever," said Kenna. "And who do workers blame? The political system. They feel that politicians aren't speaking to them about important issues. There is clearly massive frustration here and candidates need to address this disconnect.


Freedom is that instant between when someone tells you to do something and when you decide how to respond.
~Jeffrey Borenstein


And that to me is what freelancing is all about.

A freelancer, freelance worker, or freelance is a person who pursues a profession without a long-term commitment to any one employer. (Source: WiKi)

To begin on the freelancing career first specify what you are good at. Are you an expert at something a product expert or a service expert or with proficient knowledge at least? Try to get in the customers shoes to answer this question: Why should I hire this person? If you can give a few solid reasons why the person on the other side hire you, then go ahead and market yourself. Freelancing could be for you.
However not only doing what you are good at makes a good freelancer, you have to be equally good at managing your time and working on your own.
A quick advice: Know your limits and do not over commit on a project or several of them. The internet can be nasty at getting back at you, it is very easy for clients to post negative statements about you and that hurts the reputation and hinders the possibility of landing more projects.

An advantage for a freelancer during the tough recession times is a somewhat cash-flow security even if you are in a layoff from a full-time job. And also even if you are working part-time on your present job you can still find time to some freelance work (to make that extra dough for the rainy days). That also makes the framework of starting your own business somewhere down the road.

Some good tips on how not to make some mistakes on freelancing are on the FreelanceSwitch website at 10 Biggest Mistakes Freelancers Make, and How to Avoid Them.

All ready to begin freelancing? You can access some freelance jobs online through these various freelance specific job boards:


Article by Shweta L. Khare, founder and president of Careerbright and Speakbright and courtesy of Careerbright blogspot

A client asked me if he should fax his resume, in order to get more attention. He was surprised when I said no.

Then I realized that there is still a misconception in the job seeker audience about faxed resumes.

The thought process in faxing resumes is to gain an advantage by delivering in a way that gets noticed. It was a sure fire way to get your resume seen...about 10 years ago. But not so much anymore - here's why.

There are three roadblocks to getting your resume seen via fax: 1) Location of the fax machine; 2) Majority use of the fax machine; 3) Human Resources; 4) Aversion to paper

Location of the fax machine: Your faxed resume is likely to get lost. In the vast majority of companies, fax machines aren't located in executive offices any longer. When fax machines used to be located in the executive suite, faxing your resume could be an effective way to get your background seen. Fax machines are now located in operations departments that send or receive faxes. Worse yet, many larger companies have adopted enterprise fax solutions, printing all faxes in a centralized location.

Majority use of the fax machine: Fax machines are typically used today when a written record is required of a signature, legal documentation/proof, or operational/accounting documents. They are typically used to transmit forms, where for accounting, signature or proof purposes, a paper form is necessary.

Fax machines are typically high volume collection points, wither separated by department or centralized in an enterprise printing operation. Unless you are certain that the decision maker you seek will review all faxes, assume that your fax will be lost. And are you certain that fax number is the machine your decision maker uses?

HR: In all but the smallest companies, Human Resources wants your resume in its database. The Human Resources department keeps statistics for the EEOC and Department of Labor. Since 9/11, Department of Labor audits became much more frequent and detailed and HR needs to get your information digitized, so they can quickly respond to government information requests. Faxes aren't always the easiest to scan - If the print is too light or unclear, you risk having your resume rejected.

Aversion to Paper: Managers don't manage paper well, and they are used to managing electronic documents. Paper risks getting lost or thrown out.

There are some exceptions, mainly clerical roles, where faxed resume can still work. Here are some examples:

- Applying for a job to sell or service fax machines or related supplies
- Applying for a job as a clerk who regularly processes faxes (order entry, accounts receivable, accounts payable, payroll)
- Applying for a job where sales orders are transmitted via fax
- Small very low tech companies
- Clerical or Blue collar jobs

Finally, if you are in technology, and you're not emailing your resume, do you think an employer will take you seriously? Is the IT department typically a big user of faxes?

So...still want to fax your resume? I didn't think so.....


Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.



I got an email from College Recruiter.com today that they have removed the job posting/resume search section of their website. Why? Because the revenue they generate isn't enough to cover the additional costs of securing the site. It turns out that sometimes illegitimate organizations gain access to resume databases on job boards and then download resumes for the purpose of stealing the identities of the candidates.

There's an incredible amount of very private information in most resumes and an amazing amount of candidates include information such as birth date and social security number (don't do that!) even though employers have absolutely no need to see that information until later in the hiring process.

Other job boards may follow College Recruiter's lead unless they can secure the data on their site. Apparently there has been a dramatic increase in the number of legitimate organizations that pay to search resumes but then use your resume data for illegitimate purposes. For example, some financial services companies are purchasing access to resume banks to help them identify potential clients. They search for people who are likely making a lot of money or who are entering professions where they are likely to make a lot of money and the organizations will then call those people to try to get them to buy products or services.

Be careful of where you post your resume and make sure you read the fine print regarding site security. Think defensively about where you post your personal information. And whatever you do, don't include personal information such as birth date or social security number on your resume...employers don't need that kind of information and putting it online puts you at risk for identity theft.


Liz Handlin.jpg Article by Liz Handlin and courtesy of Ultimate Resumes

The number of both total and new jobs listed on company web sites increased in May, according to data provided by LinkUp.com. While the slight increases (10% and 13% respectively) might be explained by the fact that the LinkUp data includes jobs from more companies this month than last, it is somewhat safe to assume that the jobs market did not deteriorate further in May. LinkUp data shows the number of jobs listed directly on corporate web sites and reports both the number of new, unique jobs posted as well as the total number of jobs posted during the month.

In May, company web sites listed a total of 890,211 unique jobs, up 10% from the total in April. Of those listings, 610,390 were new job jobs, up significantly from 542,056 new jobs posted in April. A surprisingly high number of states (44) reported an increase in total jobs listed, while only a few states (6) reported a decrease in total job openings.

LinkUp.com aggregates job listings that employers post on their own corporate web site. These job listings or openings are often not advertised anywhere else on the web or in print. As well, the aggregated data, pulled from 8,485 companies of all sizes and in all industries throughout the U.S., does not include any duplicate job listings. But while the data presents a high-quality, unique, and relevant snapshot of the nation's employment picture, it is not meant to represent the exact number of job openings in any given state. The vast majority of companies in the U.S. do not list their job openings on their company web site, if they even have a corporate web site, and LinkUp is still accumulating data from new companies being included in the data set.

Article by Toby Dayton and courtesy of Diggings, a blog about recruitment advertising, media, publishing, HR, work, & technology, among other things.


The last few weeks, I've had several phone calls from prospective clients advising of a pending job loss in the coming days or weeks. And yet another caller today, announcing that after 20 years of service, I'm losing my job at the end of this month and I am really scared...what's going to happen to me?

If you've been down the job loss road before, you may well remember the drill. Dust yourself off and keep moving. Think smart; be effective; connect. And maybe this time around, it won't take you quite as long to land on your feet. And maybe if you get really lucky, you'll slide right into that next job with minimal downtime, no worries -- a piece of cake.

For some, though, it isn't that easy. Fear sets in, gets a grip, takes control, and leaves the newly transitioned spinning, unable to think straight, and in a state of limbo. So, what can you do to help yourself if you're losing your job?

Find someone to talk with. Not tomorrow, not the next day...today. Speak with someone you trust enough to watch you cry buckets if that's what you feel like doing. Someone who won't judge you and someone who cares about you unconditionally. It doesn't really matter what you talk about...just talk and somehow, almost miraculously, you will feel better. And keep talking; don't shut people out.

Give yourself permission to grieve, be sad and mourn your loss. Acknowledge the ending and what is over as you have known it. Celebrate what was and when the time is right in the future, you can then celebrate what is.

Don't beat yourself up or spend too much time focusing on the what if scenarios. What's done is done. You will need all the positive energies, good vibes, and productive thoughts that you can muster to stay motivated as you move forward.

Reach out to those you love, and those you like. It's a good place to get started and you can nurture your network from there. Advise each and every person in your circle of influence what has happened regarding your job loss and invite their support, encouragement, guidance, and help. Stay in touch.

Seek professional help from a competent career management professional. Ask those in your network for referrals and recommendations. Follow-up sooner than later to begin the next chapter in your career journey.

Bottom line, don't try and go it alone; today's workplace is all about teamwork and going solo is lonely and isolating. Looking for work in today's highly competitive, global marketplace takes a trusted, talented team of advocates who are totally committed to you and your continued career success.

Article 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.


Here in Canada we run an annual awards celebration called the Top 20 Under 20 - which recognises the accomplishments of Canadian youth. Each year I am invited to deliver a personal brand workshop for the award winners - the time flies by and I leave every time amazed and energized by the sheer ability of such young people. I think they are teaching me versus the other way around and I should be paying them!

From an 18 year old who has developed an electric motorcycle that is due on the Jay Leno show any day now, to a 17 year old who has developed a 100% accurate lie detector test (should sell well to the HR community!) to an 11 year old who at the age of 8 raised $50,000 for Tsunami victims and has website raising awareness about children in need.

You can read all about them at the Globe & Mail article here - Top 20 Under 20.

All unique and exceptional individuals that are making a difference. But also great examples of strong personal brands - they all have a vision and purpose to make a difference and are following causes or ideas driven by their values and passions.

Now you know what's possible if you connect your Vision, Purpose, Pasions and Values to your career - ANYTHING!


Article 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.


Do you ever go to work and feel like you're in high school? If you have, you're not alone. According to KDKA radio's lifestyle editor, Shelley Duffy, the same personality types you encountered in high school show up in the workplace. Workplace communication and leadership expert, Peggy Klaus, who was interviewed by Duffy for her morning news broadcast "Now You Know ...," said the office "is like the playground but with bigger people." You still have people jockeying for position in the workplace the same as they did on the playground and, later, in high school.

Take a look around. Do you notice any cliques in the office? Do you recognize certain personality types like the jock - Klaus said Wall Street traders have the same characteristics - the popular girl who's always fussing with her hair and makeup who everyone seems to want to be around? They're probably there whether you've noticed them or not.

Jason Seiden, author of "How to Self-Destruct: Making the Least of What's Left of Your Career," said that the social standing that was so important in high school doesn't matter so much in the workplace. Whether you're liked by your neighbor in the next cubicle is far less important than doing your job to the best of your ability. Seiden advises counteracting immature behavior with mature responses. Easier said than done, but well worth the effort.

You've done the research, you've networked you way in and now you scored the interview. What things should you keep in mind to get ready for the big day?

2 days Before the interview:

1. Make sure you know where the organization and interview are located by driving there. Time your commute and take note of any construction along the way. You don;t want to be late! You also want to notice what people wear and plan to dress one step above the crowd.
2. Plan your outfit accordingly by trying it on, making sure it fits and is clean.
3. Prepare for the interview: research the company, products, people and prepare questions for the interviewr. Nothing will end the intrview process faster than a candidate who is not prepared.
4. Bring extra copies of your resume in your portfolio (with a pen and paper). You may have the opportunity to met with more than one person.

The big day:

1. Arrive at the building 15 minutes before the scheduled time. That way you won't feel rushed. Use the restroom to freshen up. Turn off your cell phone.
2. Let the receptionist or secretary know you are there for a meeting. Be sure to smile at everone and treat them with respect. You never know who knows whom.
3. Wait for the interviewer to come and get you. Don't hover outside their office space.
4. Greet the interviewer with a smile and firm handshake.

During the interview:

1. Use the first 30 seconds to connect with the interviewer. Begin building rapport with small talk: the weather or local sports are always safe topics.
2. Watch your body language. The way you sit conveys your attitude. Yu want to be enthusiastic but not aggressive.
3. Speak professionally; don't be too casual.
4. Be prepared to answer their questions concisely and ask your prepared questions.

At the end of the interview:

1. Thank the person for their time and reiterate your interest.
2. Ask what the hiring process will be and ask if it is Ok to stay in touch.
3. Send a thank you note by the end of that day.
4. Stay in touch appropriately.


Like a lot of us, I too tend to sometimes concentrate on what appears to be an endless array of human failings. Behavior and conduct (not by me of course) that's so disgusting, so enraging, that, paradoxically, I almost feel drawn to. Like picking at a scab, or making a toothache hurt more...I really need (or want) confirmation of the crappy way I view my colleagues and, really, the world. And, where's the best Petri dish to peek at this pathology? You guessed it, at work.

So, the corporate environment becomes almost a biosphere, a colony of cubes, housing our co-workers. Busy and active, they cease being people, and instead are nothing more than a bunch of bacteria. Germs mindlessly swimming through the company agar, looking for that next promotion, raise, or whatever. Worse yet, some even seek to infect your environment with an unhealthy dose of their hypocrisy, deceit or sheer stupidity.

Not to belabor this rather loose medical model, but hey - there has to be a cure for this depressing disease - right? Happily, there is, and you won't even have to see the doctor or gulp some pills loaded with side-effect potential, to get some relief!

The prescription is real simple; mind your own damned business.

Think about how much time, how much psychic energy we waste, by our obsessive need to critique, to judge, to find wanting, our co-workers and colleagues. We all too often seem to thrive on negativity, and revel in describing the shortcomings and weaknesses of others. What makes this fairly common attitude all the worse, is that it mostly isn't even done with a particular goal or objective in mind. That, at least, and irrespective of the moral issues involved, would be understandable. Like, I'm gonna sandbag Suzy Q. so that I get her job. Nope, it's simply indulging, or wallowing, in the petty need to feel better by making others look worse. Even if it's only in our mind's eye.

This isn't at all about some pollyanna-ish vision of a better world. But it is about us; each of us. And how we need to stop squandering our human potential on jealousy and mean-spiritedness. Just imagine all of the energy, both psychic and physical, we can enjoy once we're free from these afflictions. I guess that you can call this, for the sociological-minded among us, becoming more inner-directed, more internalized. Simply put, it's about living YOUR life.

Article by Victory Kipling and courtesy of jobacle.com - your cure for carbon copy career advice!


Is it helpful to your job search to rank highly in a resume search? It should be, since only about 2-3% of resumes sent through job boards are actually read by humans.

It's frustrating, isn't it? Many take it personally, getting angry or depressed.

But it's also your best weapon to landing interviews...

LOVE THE PRE-SCREEN:

Computerized pre-screens are a necessary result of the number of resumes that CareerBuilder and other job sites flood companies with. But pre-screens give you a job seeker a HUGE opportunity to stand out from the crowd, if you know how to "rig" your resume.

So how can you get an Unfair Advantage? Do the same thing that SEO experts do to websites - game your resume to show up near the top of searches. It's a technique called Resume Search Optimization, and the idea is simple.

Use the same words as the job description. Sounds simple, doesn't it? But you'd be amazed at how few job seekers use this simple method. It pretty much like when you figured out in High School that the more of the teachers vocabulary words you used in your papers and essays, the higher your grade was.

Why do so few job seekers use Resume Search Optimization? There's a few reasons:


  • Takes time - To use Resume Search optimization effectively, every resume must be customized

  • Contrary to what you were taught - Still today, colleges, including the nation's top universities, still teach career skills and resume writing the same way they did 30, 40 , 50 years ago (Static resume, general skills, printed on paper, customized cover letter)

  • Misinformation - Many job seekers feel they ARE using Resume Search Optimization, by customizing their cover letters. What these career changers don't realize is that computerized pre-screening strips your cover letter, and discards it. Recruiters rarely see your cover letter, and they aren't included in resume searches.

Try Resume Search Optimization with the next 10 resumes you send. Make your resume detailed, and make sure to use the employer's words.

By: Phil Phil Rosenberg, reCareered. If you'd like more information, a free 30 minute resume consultation, or some advice about your career transition, just email your resume to reCareered at phil.rainmakers@gmail.com, and we'll schedule a time to talk.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Far too often, I see or hear about people jumping into new job situations, either because they're desperate to be employed or because they get overzealous after a really good interview. But rushing into a job is like rushing into a relationship - a lack of knowledge about the other party can lead to disappointment. Over at Employment Digest, Bill reminds us of this and makes some suggestions regarding how to determine if a particular job is really a good fit for you.


  • Assess the company's work environment by searching the web to read what other people are saying about the organization in news articles and blogs.

  • Read what the employer says about itself on its website. Online management bios can be particularly helpful. "If you learn the management of a company is all brand new, what does that tell you about the company?" says Bernadette Kenny of recruitment firm Adecco Group North America.

  • Mine the knowledge of your network, including people you know on online sites like LinkedIn.

  • Ask prospective colleagues why they like working at the company, what makes people succeed and fail, and what the culture is like.

  • Observe the company's workspace. Is it clean and modern? How is the lobby maintained and how were you treated on arrival? Do people look happy to be there?

  • Make sure you meet your prospective boss and ask about his/her working style. Also find out how your performance will be evaluated and how success is defined.

  • Do a chemistry check. If your instincts tell you the job isn't a good fit, listen.

You will inevitably invest a great deal of time and energy in accepting a new position, and job jumping still doesn't look all that good on resumes no matter how fluid the labor market is at the moment. With a little extra forethought, you can ensure that you get the decision right the first time.


alexandra levit.jpgArticle by Alexandra Levit and courtesy of Water Cooler Wisdom blog.

"I hate my job! It's gotten stale and the new boss is awful to work for. How can I get out of here?" asked Kathy, a new career counseling client. I hear that question often. Other times, it's more general -- they just want something better -- a career that is more satisfying. It's really sad that so many people WISH for a new job and a happier life, but don't take the action necessary to make it happen. Do they think the job fairy is going to come down, wave a magic wand, and a terrific new job is theirs? That's not quite how it works.

What are the steps you must take?

Change your thinking.
When you feel stymied and don't know where to go in your next career move, you must change your thinking from the pessimistic, negative self-talk you are playing in your head. Maybe it's because you've got a convenient schedule; or you want to take that long-planned vacation; or the kid's activities are so demanding, that your schedule has to be flexible. You can come-up with a hundred excuses, for not initiating a change, but that won't improve your life. Instead of thinking of reasons why you can't move on, start writing down the action steps you will need to take to change your priorities and LAND that dream position.

Get the know-how.
Kathy, my career client, discovered that she didn't have the right tools, nor could she decide on the best strategy to implement in order for her dreams to come true. She wasn't confident about developing an effective way to job hunt. She admitted she was poor at writing a resume and cover letters. She hadn't interviewed for a job in quite a while and was afraid of failure. Luckily, tools are available and strategies can be learned. In fact you can go to our website and take two quizzes that will get you started. The first is our resume assessment tool; and the second will test your interview savvy. Take them both to see if you will stand out from the competition.

Click here to take our Resume Assessment Quiz

Click here to take our Interactive Interview Readiness Quiz

There are also dozens of helpful articles that will give you insight into improving your resume or mastering the tough interview questions. Go to www.RobinRyan.com and click on Articles.

Now, do some self-assessment and determine the job title you want to purse.

Get moving to get ahead.
Studies have shown that only 3% of the population puts his or her goals in writing. Behavioral psychologists have reported that good outcomes are typically achieved 20% faster with written goals. The most successful people in the world envision their next success. They follow a well-defined plan! They have written goals, along with a list of the action steps necessary to help them achieve the desired outcome.

S.M.A.R.T. Goals is a savvy, but simple tool, for goal-setting, along with an action plan to achieve them. Here's the formula:

Specific -- a written goal with all steps necessary to complete it.
Measurable -- you and others can see how you are progressing.
Achievable -- stretching but doable.
Realistic -- relying only on your own efforts.
Targeted -- a clear objective noting consequences and potential rewards.

Your future is whatever you make it. Review your goals daily, and keep a to-do list with the necessary action steps to get there -- including a timeline.

Once you achieve this goal, don't sit back and say, "Okay, I've arrived!" Replace the previous goal with new dreams to keep your career interesting and yourself energized and happy in your chosen work.

Copyright 2008 Robin Ryan. All rights reserved. Robin Ryan has appeared on Oprah and Dr. Phil is considered America's top career coach. Robin has a busy career counseling practice providing individual career coaching, resume writing services, interview preparation, salary negotiations, and outplacement, to clients nationwide. She is the best-selling author of:60 Seconds & You're Hired!; Soaring On Your Strengths; What to Do with the Rest of Your Life; Winning Resumes ; and Winning Cover Letters . A dynamic national speaker, Robin has spoken to over 1200 audiences sharing her insights on how to improve their lives and obtain greater success. Contact Robin at: 425.226.0414, or email: RobinRyan@aol.com, or visit her website: www.robinryan.com

Have you ever received an email that made you feel insulted, angry, or upset? I'll bet most of us have. How you handled it may have made a big difference in your day, your job, or your relationship with the person who sent the offending email.

According to the April edition of our company newsletter, you should wait before responding to such emails, especially if an immediate response is not required. "Put the message in a text document, save it, let it rest," the newsletter advises.

Time away from the message can help you to not only get a grip on your emothions, but it will also give you time to ruminate on its context. In fact, going back to read the message again after you've calmed down some could reveal that you may have overreacted. So, it's always a good idea to take a deep breath and reread a messge that causes your blood pressure to rise.

The newsletter also advises proofreading your response when you finally decide to send one. You're not proofreading for typos, though, you're proofreading for language. One thing you don't want to do is compound the problem by sending a message that is inappropriate. Should you discover later on that your initial reaction was over-the-top, you won't have to do damage control. And even if you didn't overreact, it still looks better to keep your cool.

Once a month, in addition to my paycheck, I get a copy of the company newsletter. In the May edition, I noticed a piece about going green at work. No, it's not about how to be more eco-friendly. It's about the positive impact plants have on the human psyche. Who would have thought that placing plants around the office would do more than make the place look a little better? Apparently, quite a few.

As far back as 2002, researchers in Amsterdam and England recognized that plants make a difference. The 2002 study, headed by Dr. Tove Fjeld, combined the presence of plants with full-spectrum lighting (FSL). What they discovered is that the lighting alone had little or no effect. The plants alone seemed to be responsible for the improvement in job performance.

Dr. Roger Ulrich, who lead a similar, eight-month study at Texax A & M University, came to the same conclusion. "A change as simple adding flowers and plants can be important in the most meaningful way to businesses in the modern economy," Ulrich said.

I guess that settles it. If you feel like you're in a lackluster office, bring a plant or two to work and see how things perk up. Be careful, though. Some people are allergic to certain types of plants and flowers. You also want to be sure to get a plant that will be able to thrive in your office's general environment. If the office is kept kind of cold, you don't want to bring in a plant that would thrive in a hot house environment.

Still, the effort necessary to bring plants into your workplace is well worth it. Not only will they make the place look better and improve the overall mood and productivity, they'll also improve the air quality. According to those in the know, in addition to giving off oxygen and absorbing carbon monoxide and other pollutants, plants regulate humidity as well.

Go green!

In his book How to Win Friends and Influence People, author and motivational guru Dale Carnegie says that the person who can speak acceptably is usually considered to possess greater ability than he actually has. In my experience, this is true. If you look and act like you know what you're talking about, people will think that you do - regardless of the reality.

When you're interviewing in a new field, you don't have a vast store of knowledge and years of experience to draw from but still need to create the perception of being competent and informed. The key to coming across this way is to prepare, but not too much. You want to do just enough research so that you know what to expect and can speak intelligently on the points related to your job function.

Determine in advance what type of interview you'll be having so you aren't caught off guard. Will the meeting be one-on-one, or will you be sitting in front of a panel of executives? Will you be asked to consider a real-life business problem? Once you have this information, practice giving succinct and articulate responses in front of friends or a mirror. In the actual interview, begin with a strong handshake, speak slowly and confidently, ask thoughtful questions, and listen more than you talk.

Few new college grads have a wealth of experience to boast about, but by yourself in a skillful manner, you'll appear seasoned beyond your experience and will succeed in getting in the door - and making that doorstop hold.


alexandra levit.jpgArticle by Alexandra Levit and courtesy of Water Cooler Wisdom blog.


One type of work that I like better than any other - next to writing, of course - is customer service. Unfortunately, not everyone shares my opinion; or, if they do, they're not showing it. We all have bad days, but if a call center's representatives consistently leave customers feeling abused, there's something wrong.

According to an article at MSN Money, "Customer Service Hall of Shame," by Karen Aho, poor customer service is becoming an epidemic. The reason for this, Aho says, is the economy. When times get tough, companies cut back on what they consider expendable. How good customer service could ever be considered expendable is beyond me. It's the customers who keep the company going - lose them, lose money. Still, there are clearly companies that apparently disagree.

MSN established their Hall of Shame last year, listing the ten companies that have the worst customer service, based on a nationwide survey. The company that ranked highest this year was AOL, with "47[per cent] of people who had an opinion of AOL's customer service [saying] it was poor." This is AOL's first time being ranked, but Time Warner, Sprint Nextel, Bank of America, and Comcast are all repeat offenders.

Sadly, Sprint Nextel was the only one of the four repeats to show even a modicum of improvement over the past year. They were also the only company willing to be accountable for their sub par customer service practices.

The companies listed in MSN's Hall of Shame aren't thriving; and part of the reason might be because they leave their customers feeling dissatisfied. Perhaps they should take a page out of the rule books of companies like Nordstrom, American Express, and Marriott. Instead of cutting back on customer service to save money during lean times, they toughed it out and, as a result, maintained customer loyalty and satisfaction.

"Research has shown," Aho writes, "satisfied customers equate to happy shareholders," and vice versa. Time Warner, Comcast, and Sprint all suffered losses over the past year. Let's hope they take the hint.

So you have been attending a lot of networking events and met plenty of people. How to capitalize on your "networking capital"? Here are some tips on how not to be annoying to people and get a response/help you need:

1. At the initial meeting make sure you ask the permission to contact a person later. Don't just "show up" out of the blue, unsolicited e-mails and phone calls are never welcome.

So you have been attending a lot of networking events and met plenty of people. How to capitalize on your "networking capital"? Here are some tips on how not to be annoying to people and get a response/help you need:

1. At the initial meeting make sure you ask the permission to contact a person later. Don't just "show up" out of the blue, unsolicited e-mails and phone calls are never welcome.

2. When you write to a person after the initial meeting always be polite and brief - respect the recipient of your e-mail.

3. Always be specific: write exactly what help you are looking for (industry, company, position, etc.) - don't waste another person's time and make him/her write back to you with additional questions (if he/she decides to come back to you after having received your unprofessional e-mail)

4. Don't overload a person with e-mails every day asking loads of unrelated questions and never add anybody to your distribution list without permission.

5. Don't share your contact person's details with anybody without permission

6. Offer to help back and if you do always stick to your promise to help.

7. After you received the help you needed and you got that dream job write back to the person who helped you to inform him about this joyful occasion and thank him/her for helping your dream come true.

Tatiana Sorokina is the author of the book "Legal Alien's Guide. Building a Career and Life in Chicago, Illinois" http://www.legalaliensguide.com that guides you through various networking organizations, associations and clubs in Chicago, Illinois and nationwide which help you to find a job, start and grow your own business or just find friends.


In the May edition of our company newsletter, the segment "Bouncing Back With Resiliency," caught my eye because anger is something we all have to cope with when we go to work. Even if it's someone else's anger we have to manage, still we need to know how to cope; however, this particular segment was talking about how to recover from personal bouts of anger, frustration, rage, or disappointment.

"Resiliency," it says, "means that you have developed the ability to temporarily put aside these emotional events so you can apply yourself to the problem or crisis being experienced right now." According to the newsletter, resiliency is a characteristic possessed by good leaders.

Do you want to be a leader someday? If so, then you should started either developing or honing your resiliency skills. What's great about this particular skill is that isn't only valuable on the job. It can serve you well in your personal life as well.


Are you dealing with angry people at work? If yes, how are you managing them?
I was just reading this interesting article on Seth Godin's blog, titled: Angry people are different. He has two good and well known tips here - avoid them or acknowledge their anger. It's also how you answer to their angry queries and retorts.
Giving back positively and getting back with empathy are two ways to foster better relationships at work.

So if you are dealing with angry people at work, how are you managing them?


Article by Shweta L. Khare, founder and president of Careerbright and Speakbright and courtesy of Careerbright blogspot


An important part of resume customization and interview preparation is research. But I've found that many candidates could research more effectively.

Many candidates research a public company's annual report, looking for sales and profit figures, understanding what industry they are in, who the officers are, and the major events of the past year. They research historically. But few of these facts will help much in making your resume standout, or impressing during an interview.

How can you make the most of your research time? Research prospectively - to gain insight on what's happening now.

Think of research as finding information that falls into three categories: 1) Company Goals; 2) Company Challenges; 3) Questions; 4) Culture.

Goals & Challenges: If you've already Stopped Looking for a Job and instead are looking for a problem you are uniquely qualified to solve, then the process of research can be focused to find that problem. After you've found that problem that you're uniquely qualified to solve, use the research as a background to craft your custom resume, showing how you've:

- Solved the exact challenge a company is facing
- Capitalized on the opportunities a company sees
- Broken through roadblocks to achieve the exact goals of your target company
- Solved problems that occur before or after a company has reached those goals

The higher in the organization you're targeting, the bigger piece of the solution you'll want to demonstrate on your resume. If you're interviewing for a C-Level position, you'll probably want to show how you solved the whole problem or most of it (if it's cross functional). But even if you are interviewing for an Administrative Assistant's role, you can show how you contributed to increasing sales by developing sales, margin, or commission tracking systems, dashboards, and ways to quickly report information to management. You can even show how you've decreased costs by streamlining processes or travel vendors.

Questions: If you're preparing for an interview, you'll want to look for questions. The most effective interview questions you can ask are questions you already know the answers to - and that lead the interviewer to bring up opportunities or challenges that you've already solved (see How to Take Control of the Interview).

Consider how you can turn company opportunities, challenges, roadblocks and problems into questions that address the problem, and break it down into the parts you want to discuss. Consider also how to turn these same facts into implication questions - what happens if the opportunity is missed, the challenge not met, the problem not solved? Finally, develop questions that "twist the knife" by monetizing the issue - How much will you lose if the opportunity is mist, how much will it cost if the problem is not solved?

Once you've monetized the problem, you've not only demonstrated more understanding than 99% of candidates, you can also demonstrate that you are an inexpensive solution to that problem.

Culture: Look at pictures of people and workspaces on annual reports and marketing brochures. Read every quote from employees of all levels that you can. Gain clues and insight on culture, communication styles, dress style, and the types of people who succeed within the target company's environment. If you can find quotes, pictures, or best yet a podcast or video on the person who you are interviewing with, that can give you such an unfair advantage, it's scary.

Ask yourself - Are they formal or informal? Laid back or intense? Analytical or creative? What are they being quoted on (it's probably important to them)? What are they wearing? What's in the background? What does the office look like (neat or cluttered)? What's their facial expression? Do they talk fast or slowly? Expressive or reserved? Do they use their hands when speaking?

Discovering clues about culture can help you with communications style in your resume and non-verbal communications so critical in the first 2-30 seconds of an interview (See Non Verbal Interviewing, and Interview in a Snap). Even if a podcast or video features someone other than the specific hiring manager interviewing, you gain huge advantages in setting first impressions by picking up communication style clues within the organization, Why? Most people within an organization communicate using similar styles - mirroring that style gives you an advantage at making a great first impression.

Here's list of 10 not so apparent places to find target company research:

1. Organization's Website
2. Annual Reports - Public companies, Regulated Industries and some Non-Profits, Hospitals, Educational Institutions publish Annual Reports
3. Quarterly Reports - Mainly from Public Companies and Regulated Industries
4. Press Releases
5. Organization's Blog (Blogs)
6. Google
7. Yahoo Finance
8. Hoover's
9. LinkedIN contacts & company page
10. Technorati Searches

So how will you change how you use company research, and what you use it for?


Article by Phil Rosenberg, President, reCareered & Rainmakers Global and courtesy of reCareered blog.

This is a guest post by Lauren Kleinman.

At one time or another, we've all had a coworker that got underneath our skin. OK, if I'm being honest, I've had colleagues I wanted to call a hit on just so I wouldn't have to hear their whiny voices anymore. The unfortunate part about these situations is that it always affects your work- whether you are working on a project with the offender - or if they're just an interruption during your day.

In some instances, there is potential for resolution. However, you may come across people in the workplace that you just plain can't stand. There is no straightforward answer on how to deal with a coworker that you despise. I deal with them by using what I call the 3 P's.

*Patience: I know, patience is a virtue. Think of them as a small child; they don't know any better, so be patient with them.

*Professionalism: Remember, you are in a professional work environment. This isn't Melrose Place, so save the tantrums for your post-work life.

*Prevention: In some situations, you must see them on a regular basis (i.e. working with them on a project or presentation). However, you still have some control on how much interaction you have with this person. By suggesting phone conferences instead of in person meetings, you can cut down on potential confrontations.

Like I said, there is no right or wrong answer to this dilemma.

Article by Andrew G.R. and courtesy of jobacle.com - your cure for carbon copy career advice!

Now that you are looking for your first (or second) professional job, you may find the process overwhelming. There are so many concerns, from how do I make my resume stand out from others? to what's important for me to talk about in the interview?. These issues are important but there is a first step which is so much more important.

The most successful job searches are ones that begin with a complete self assessment. Knowing who you are, what you have to offer an employer, and what type of environment or culture you need to excel, makes it that much easier to then write that resume or to ace that interview. It also makes you happier with the decisions you make because you've defined your objectives. Unfortunately, most people don't take the time to assess themselves because it can be time consuming and hard. Couple that with all the choices facing you in your first search, and it can make your head spin.

So where do you start?



  • Start with You. What are you good at? What are you most interested in? Think back to your past experiences- specifically those jobs, projects or awards that gave you the most satisfaction. What skills were required for success? What specific areas excited you the most? Those are the skills and interests that should drive your job search.


  • Next, think about what you need to feel motivated in the workplace. This is a personal choice and differs from person to person. For example, some people are motivated most by growth potential while others desire recognition. Another thing to consider is: do you prefer to work independently or do you need to work with others to do your best work? Your past experiences can help answer those questions.
  • Once you have identified your skills, interests and work values, you need to translate this information into the job that's right for you. The goal is to determine the career, industry and companies that fit your background and preferences.
  • Now, you are ready to set your goals. Your goals should include a job, industry(s), location and target companies. An example might be: to obtain a fund raising position in a non-profit organization that supports the environment, preferable located in the Washington DC area.


With this research completed, you will know how and where to look for the right job.

Good Luck!

Article by, Susan Kennedy
Kennedy Baker Associates, job coaching for young professionals