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« June 2008 | Main | August 2008 »

Twelve steps to get up to speed with Web 2.0


Our recent post about "Why is HR slow to adopt Web 2.0 technologies?" sparked an online conversation covering the many possibilities. The main one seemed to be fear - fear of losing control, fear of wasting time on a passing trend, and reading between the lines, fear of the unknown.

Peter Gold recently released a white paper on "Removing the Web 2.0 fear factor; and turning social networks into friends" He points out that a critical mass has embraced Web 2.0 and this trend will continue. You can dismiss Web 2.0 as being for the "younger generation" and let other companies reap the benefits, or you can roll up your sleeves and see what it is all about.

I agree with Peter, the best way to learn about something is to try it yourself. Test the water. At the end of his paper he has a section titled 'Top 10 tips to becoming an e-socialite".

Here's my version. I've written it with recruiting in mind, but it can apply to any industry.

Twelve easy steps to get up to speed with web 2.0

Join Linkedin to start a professional network. It doesn't take long to input in your CV and create a profile. Add a work photo. Connect with co-workers and re-connect with past colleagues. Get references. Join groups. Ask and answer questions. Watch your connections grow. Guy Kawasaki has a great post on how to get the most from Linkedin.
Create a Facebook profile to interact with family and friends. Add a fun photo. Use the email tool to find some "friends" and start interacting with them. Update your status. Write on your friends' wall. Try a fun application. It's a great way to keep in touch with minimal effort. Here's a post on how to get the most out of Facebook.
Try Twitter to be "in the know". I was very skeptical about Twitter. Why should I care if someone was having coffee at Starbucks or walking their dog? The key is you don't have to if you find the right people to follow. The value of Twitter is its ability to update "followers" on topics in real time, and then spark spontaneous conversations. Try it. It's like following breaking news and having your say. You can follow me for a start, and then check out some the people I follow, mainly ones in the recruitment industry: louisetriance, joningram, andyheadworth, and petergold. Also follow some of the popular technology gurus like Scobleizer and guykawasaki.
Find some blogs that are relevant to your industry. Start with the list to the right of this blog. Then read them.
Configure an RSS reader, such as Google reader. Google reader is an easy way to manage blogs and newsfeeds. Once you find a blog or news source you think is relevant, cut and paste it into Google reader. Then scan it once a day to see if there is anything interesting.
Create a Google alert to find more relevant news sources and blogs. A Google alert can help you to track your industry, your clients, recent job posts, company growth, etc.
Join a social network, such as Talent Management Network. Create your profile (you only need to do this once, and then cut and paste for other networks). The largest is recruitingblogs, there is also HR Zone, HRM Today, Recruiting, Recruitment Community Europe.
Start a blog. Lots of the social networks have a facility for you to start your own blog. Write about something you know. Ask for comments. Watch the conversation grow. You may surprise yourself. When you have the confidence, get a Typepad account and start a blog of your own.
Learn to search Google like an expert
Have a social networking strategy
Don't be a wall flower, join in conversations. Start conversations. Ask questions. Answer questions. This is what Web 2.0 is all about, learning from others. It has the added benefit of building your profile.
Manage your time. Social media can be a big drain on your time. Allow a half hour in the morning and half hour at the end of the day to catch up and contribute to online discussions. Don't become an addict.
After a few months, evaluate what you have learned. Do you feel you are better at your job because of Web 2.0? Have you made any valuable contacts that you would not have made via traditional methods? Have you found the perfect candidate?

If you have found that it adds value, great continue along the Web 2.0 track. If not, take a break, and try it again next year. That will give your competition enough time to gain the upper hand.

Article by Susanna Cesar Morton

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 am heading to Chicago tomorrow to celebrate my husband's birthday and to spend some quality time at Wrigley Field. Since I am packing and preparing for our trip I am feeling a little lazy blog-wise so I thought I would share some words of wisdom on etiquette from my friend Jodi Smith of Mannersmith. Enjoy!

Don't Ask, Don't Tell
Newsletter #83
July 2008

A close friend recently asked me a loaded and very dangerous question.

If you interact with other humans, at some point, you too have been the recipient in some shape or form of a precarious query. As they ask, time seems to slow and fast forward all at once. The asker peers into your eyes as your mind races for the "right" answer. Instinctively you know how you respond can impact not only this interaction, but your entire relationship. You must quickly assess the situation taking into consideration the rapport, location, timing, ability to fix the situation and asker's ability to accept honesty.

When my friend asked me my opinion on her attire, she had me in the hot seat; I needed to do some fast thinking before I opened my mouth. Here are some Don't Ask Questions and respective responses.

Does this make me look fat?

Of course, when you are in the department store's dressing room, you can be absolutely honest. After all, the asker need not purchase the offending item. You can offer to have the salesperson bring in another size or suggest a completely different style that would better suit the asker. If at home prior to embarkation, there is still time to change. A delicately put "Oh, I was hoping you would wear your navy ensemble" solves the issue without directly answering the question. However, if you are halfway through dinner at a charity gala when asked, discretion is the better part of valor -- even if you are hoping for the asker's dessert!

Do I have bad breath?

A better-safe-than-sorry approach should be employed. When someone asks, immediately pull out a mint to share. And do be sure to pop a mint yourself! They may be politely trying to send you a message. Yes, you should always carry mints just in case.

Other personal grooming questions can be handled in a similar manner. "Do I need a haircut/manicure/shower" can all be answered with a tactful, "You are fine for now, but might want to schedule one soon" if there is no time to fix the issue. Or "You always look, feel, smell fine to me, but not everyone loves you as much as I do" when there is time to resolve the issue.

Is my spouse cheating?

This is a no-win question. The easiest tactic is deferral. "Why do you ask?" Often, the person is asking because they already know the answer. Do not attempt to guess which answer they were hoping for; instead solicit their opinion. Then, based upon their response, you can decide how to best respond... If, you have proof-positive of an adulterous affair, you must carefully consider your options. Romantic relationships are mysterious entities that often defy the expectations or reasoning of others. The closer you are to the betrayed individual, the more likely it is that you should reveal the information you have learned. A best case scenario is for you to approach the betrayer with your information and compel them to confess to the friend. For mere acquaintances, it is best not to become involved. It could be that the spouse is already aware of the situation and does not need to know you know too. Or, the acquaintance could resent and blame you as the bearer of bad news.

Should I quit my job?

Unless you have a new position at the ready to immediately offer the asker, the answer is "no." If the individual despises his/her job, the best course is to take action. Lend an ear, and possibly a shoulder to cry on, as you help the asker to brainstorm potential solutions. From working to improve the current position; to seeking challenges and fulfillment outside the office; to updating the resume and interviewing while still employed, there are many ways the asker can work to improve his/her situation while still earning money to pay the bills.

This costs a fortune, should I buy it?

When your friend has disposable income to spare, by all means, offer your opinion. However, if your friend has been on a strict shopping diet, do your best to support this thrifty endeavor.

Isn't this the cutest baby ever?

Two sayings immediately leap to mind. The first is "beauty is in the eye of the beholder" and the second "every mother thinks her baby is the most beautiful." If the baby is gorgeous, by all means, concur. However, if the newborn resembles a Muppet -- and not in a good way -- then you need to be specific in your response. Choose something you can compliment and make your statement as sincere as possible. "That outfit is adorable." Or, "look at those tiny, perfect, rosebud lips." Or, "What a snuggly baby!" All are positive utterances without having to fib to the parents.

Etiquette rarely allows for a bold faced lie. So when my friend asked about the fashionability of (or rather, the lack there of) her attire, for many reasons, I had to be honest. First, she asked the question because she already knew the answer. The shorts were awful! If I had told her that the shorts were fine, she would have known I was lying. Second, I also happened to know there were shops around the corner having a fabulous summer sale. When I concurred with her assessment that her shorts were a bit out of date, she laughed knowingly as we headed for the nearest shop. When we reconnected with our group an hour later, she looked quite stylish in her new Capri's. Etiquette asks that we are honest. And that when we do decide to share news that has the possibility of not being well received, we must do so with kindness and respect.

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

Starting a new job is always a little overwhelming. You don't know anyone, you are unsure of the lingo used and there's always stuff going on around you that you don't quite understand. You don't know if your boss is a complete jerk and you're always watching what you say, trying to avoid sounding like an idiot.

Wouldn't it be nice to have some more information about your working environment before beginning the job to help with the transition? A new site called Glassdoor.com may be able to help. More than that, the site will be able to help you decide what companies to apply to in the first place.

The site claims to have the opinion of over 40,000 employees from over 11,000 companies around the world (although mostly in the United States). Employees anonymously write reviews of their company focusing on important qualities such as compensation, work/life balance, CEO rating, and leadership.

The site is free, but in order to fully access all the reviews, you yourself have to write a review or post a salary. The site does offer previews of several major companies like Yahoo, Microsoft, Cisco Systems and Accenture. Here is a sample of one of the reviews. It's from the "Advice to Senior Management" section of the review:

Instead of just talking about how Microsoft is great at innovation, actually take some chances and fund some true innovation instead of always copying the current market leader.


Here's a quote from the pro/con section of a review, also about Microsoft (I'll let you decide if it's a pro or con):


"The people here are very driven and a little socially dysfunctional."

There are plenty of other gems like that throughout the site. All in all, it's a fun site to look around. And I did some searches for other types of companies, and they definitely have more than just tech companies on the site. The site has an impressive amount of content, and the reviews are interesting to read. Check it out if you want to blow off some steam about your own employer, or if you're curious to see what your fellow employees are saying.

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

The following is an excerpt from Sylvia Landy's book, "Ditch the Flip-Flops: Ace Your Job Interview Fresh Out of College"

Excerpt from Chapter 3:

"Draw Some Blood"
Because you will be bombarded with a great number of questions as you sit across from a prospective employer, you're wise to familiarize yourself with recruiters' favorites. Interview inquisition is often reminiscent of a starved dog attacking a bone. As you read on, remember that you're not the Great Dane.


About the author: Sylvia I. Landy has had a successful corporate and entrepreneurial career,having sold a start-up she launched from her basement to a Fortune 500giant. For the past several years, she has dedicated herself to counselingcollege students intent on maximizing their potential. In just one year,Ditch the Flip-Flops has become the number one resource for internship andjob hunters at college campus career centers. Ms. Landy recently releasedher second book, "Campus Dirt: Insiders Come Clean on How to Succeed at College."

Excerpt courtesy of Keystone Three, LLC, Maximizing opportunities for college students and young professionals


Are the challenges in your career and job search, such as the competition, the economic situation, and getting noticed by quality employers getting you down? Or could it be that your perspective - a form of myopia or tunnel vision - is limiting your possibilities and endangering your can-do career management or job search attitude?

I'm throwing that out there because today's post Your Perception Is Not Always Reality by Thom Singer (Some Assembly Required) struck me as relevant to career management.

What is real to one person may not be to another. Further, the impact of that reality will be different for different folks, as well as how to respond to the "reality". For example, when you do not get a second interview call-back that you felt sure would come, what is your perception? Do you agonize that you were not "good enough" and that you did not "make the cut?" Or do you realize that the hiring manager might still be engaged in interviewing others? In that case, what could you do to keep your candidacy "top of mind" and "top of the list"?

Thom asserted that "there are always new solutions to beat down old problems" by uncovering the "prized ideas". "Big tent thinkers" bring more folks under their tent to discuss and share these prized ideas, expand perceptions, and thrash out new approaches to challenging problems, such as finding that "dream job". All you need do is simply invite folks into your tent!

Who have you invited recently under your big tent? Any social networking invites? Any twittering? Any face-to-face networking? What have you done for someone else lately so THEY can succeed? They will surely want to invite you under THEIR tent so you can succeed!


Susan_Guarneri.jpgArticle 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.

Nearly every day I meet or speak with new clients who come to my firm seeking help negotiating some aspect of their employment or career. They may be seeking a new title, or a raise, a promotion, a bonus, a larger territory, or even severance. One of our first and most important discussion topics is "What, exactly, do we mean by 'negotiating at work?'"

When we say "negotiating" most people conjure up a picture of two or more people, seated on opposite sides of a desk or table, haggling over the price of something. It might be a car, or a house, or a watch. One says, "I will pay you X," and the other says, "No, I want at least Y." That, to me, is not "negotiating." Rather, it is "haggling," a rather inconsequential, late-stage step in the overall negotiation process.

Negotiating is perhaps best explained by using a more "accessible," more easily understood word: "motivating." Negotiation is a process of motivating another person to do something that he or she is - at that moment - not inclined to do. Motivation is the essence of negotiation.

Let me offer a perhaps gross and graphic illustration of what I mean: once, without warning, I found myself confronted by someone who placed a sharp metallic object to my throat. Instantly, I was "motivated" to tell that person that (a) there was $100 in my wallet, (b) my watch was gold and valuable, and (c) I had no problem offering up my bank pin number, as well. It wasn't fun, but I was surely motivated, to do what I could to save my life. Luckily, it worked.

We are all "motivated" to do different things every day. Almost from birth, babies learn how they can motivate sleepy parents to get out of warm bed on a cold winter's night, and get whatever it is they want, whether it's a bottle, a diaper change, or merely a warm hug. It's simple: they simply say, in their own little way, "I may deprive you of an entire night's sleep; let's see how fast you can figure out what will stop my crying?" Parents soon learn to think and act fast, if they want to get any sleep at all that night. Though I went through it decades ago, I remember it well.

So, too, can you motivate your boss to do all he or she can to make you happy, to retain your services, to give you what it is you want. No, it's not by crying and screaming all night long. Instead, it is by showing that you can make their own lives better, by being hard-working, positive-minded, conscientious, innovative, and skilled at the particular aspects of your job. A valuable team member, a productive asset, a good "investment." I hate to use the phrase, but a true "human resource."

Negotiation is motivation. The thing that gives you the power to motivate is what we call "leverage." At work, leverage is being perceived as being valuable, contributing, collaborative. For a moment, think about Derek Jeter, shortstop for the New York Yankees. Does he have to cry, scream or haggle to get what he wants? No, because he has spent nearly all of his time since sixth grade making himself valuable to his Manager and to his team. And though some say Derek Jeter is really not that great a ballplayer, the way he carries himself, the self-discipline and self-respect that he emanates - the things that make his teammates elect him team captain every year - these are the things that give Derek Jeter great leverage. His hefty compensation is not a result of haggling; no, it is a result of his representing perceived value to his Manager and team.

Negotiating at work is a matter of motivating your boss to want, need, even crave the value you represent to the him or her, and the team. The leverage that motivates is the perception that you can do your job, that you are willing to work hard, that you can work with others, that you are not afraid to either use your brain or speak your mind, that you are not "me-centric," that you help "move the ball ahead."

Once you do that, the "haggling" is easy. Just ask Derek Jeter.


Article by, Alan L. Sklover and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.

Talking about the non-profit organization that we're featuring today provides an interesting dilemma for me. I was going to introduce them by asking you to imagine yourself in the shoes of someone like me (an entrepreneur who recently graduated college), but I realized that those who are looking for a job may not fully relate. That's the weird thing about taking an entry-level job at the Freelancers Union. You won't be a freelancer yourself, but you will be working to represent the "the needs of America's independent workforce though advocacy, information, and service." Continue reading about Freelancers Union...

Article by Willy Franzen of One Day, One Internship and One Day, One Job


A child's first sign of teenage (pre-teenage?) rebellion often begins at the radio dial. The parent's up-to-this-point unchallenged decision of what to listen to while in the car is called into question, and all hell breaks loose. If there are multiple kids in the family (or even just in the car), the negotiation can quickly becom more heated than a multi-lateral peace process in a war-torn nation. The parent will fight hard to maintain his or her right to National Public Radio, but the kid will persist in his or her challenge to hear something that feeds a suddenly "eclectic" taste in music. Often the parents cede this battle in hopes of winning in the future (bad idea!), which results in the parent's driving the kids around the mini-van listening to rap music that would be a lot more offensive if the parent knew what some of the words meant. Eventually the rebellious tykes will grow up and realize that they too want to be more cultured, and they slowly, but surely come around to listening to NPR. Or maybe some kids just never speak up. They like NPR from the start. Maybe those are the ones who end up taking entry-level jobs at NPR. Continue reading about National Public Radio...

Article by Willy Franzen of One Day, One Internship and One Day, One Job

The following is an excerpt from Sylvia Landy's book "Ditch the Flip-Flops: Ace Your Job Interview Fresh Out of College"

Excerpt from Chapter 9:

"Assume the Versatile Chat Position"

You might be invited to break bread with the purchasing manager, or you might be asked to hobnob in cyberspace. Perhaps you're given one shot to demonstrate how well you manage in front of a no-nonsense group of head honchos. And while you dismissed yesterday's note as "only an e-mail," it made you look like a rookie. Spelling "appreciate" correctly was important to that recruiter. Basically, interviewing's diverse communication demands keep you on your toes. Understanding what you're up against, and learning how to navigate the complex, ever-changing arena, is critical.

About the author: Sylvia I. Landy has had a successful corporate and entrepreneurial career,having sold a start-up she launched from her basement to a Fortune 500giant. For the past several years, she has dedicated herself to counselingcollege students intent on maximizing their potential. In just one year,Ditch the Flip-Flops has become the number one resource for internship andjob hunters at college campus career centers. Ms. Landy recently releasedher second book, "Campus Dirt: Insiders Come Clean on How to Succeed at College."

Excerpt courtesy of Keystone Three, LLC, Maximizing opportunities for college students and young professionals

Employers want know your most recent salary for one main reason: to screen you out. When faced with a lot of applicants they use the salary as a quick shorthand way of assessing the fit and narrowing down the list. They will want you to "go first" in the compensation discussions, and they'll ask you to reveal your expectations or salary history. Going first is "sacred ground." Don't give it up or you can get screened.

Is it ever in your interest to get screened? If you're qualified for the job, (or if you think the job can be altered to fit you), no! Your first objectives are to discern whether this job is a fit for you and to establish what you can do for your employer.

Once they're serious, let them make the first move. That way you lock in an offer and you've got the job -- and you can negotiate from that place of security. Let them offer you the job and raise the question of salary.

If you go first, you'll be either too high, too low, or just within their range. But since you won't know ahead of time which of those three numbers applies to you, you can lose the offer by coming in too high or too low.

You can also leave money on the table if you're too low or within the range, so usually the best strategy is to let them go first. That way, you know you have an offer, and you have a solid base to negotiate from. Two exceptions.

  • Exception 1: Above I said that employers use salary as a screening tool. If you have already passed the screening and if you've gotten to the point where they definitely want you, not your competitors, you can "keep holy the first place" by naming a figure first. In other words, if you have the job locked up, then going first with a high number can act as a magnet and pull their offer up higher without risk of getting them upset and moving to the next candidate in line.

  • Looked at another way, the going-first place offers either safety or momentum. If it's the safety/secure-ness of the offer if that's most important, let them go first because if they go first you have an offer, it's secure.

    Letting them go first gives you security; you going first can give you momentum to a higher salary, if that's your priority. Going first with your top number will act like a magnet, pulling up the employers offer. It's easier to negotiate down from a high number than to push up from a low number.

  • Exception 2: Also, this rule does NOT apply to conversations with a headhunter. You score "Candidness Points" with third party recruiters for disclosing all accurately. Try to get their estimate of your market first, though, so you know where you stand; then fill them in on your salary history and expectations.


Article by, Jack Chapman, "The Salary Coach," and author of Negotiating Your Salary: How to Make $1000 a Minute. Used with permission. For more information, visit SalaryNegotiations.com.(c)2008

According to the most recent statistics from the state Department of Labor, New York job growth was the higher in the Buffalo-Niagara region than in any of the state's other 12 metropolitan areas. In June the region gained approximately 1,300 private sector jobs, which means employment is up 0.3 percent when compared the previous year.

Since June of 2007, total employment in non-farm jobs grew by 3,800. This 0.7 percent increase means that the Buffalo-Niagara area had the highest job growth in the upstate region. Despite this, the area's unemployment rate also rose in comparison to the previous year from 4.5 percent to 5.7 percent.

Although this year-over-year increase may seem disappointing, there was at least a small decline in the number of residents collecting jobless benefits from May, when 5.8 percent of the population was without work. According to the state's Labor Department, most of the new local jobs were created in the public and service sectors.

The Rochester area did not fair as well as Buffalo. Overall, the area lost approximately 3,100 nonfarm jobs, which is a decrease of 0.6 percent. In the last year, Rochester employers have done away with 3,800 jobs, a 0.9 percent decline. Unemployment in the metro also increased from 5.3 percent in May to 5.4 percent. In June of 2007 only 4.3 percent of the area's residents were unable to find employment.

Altogether, private sector New York jobs increased by 4,200 to 7.26 million in June, which is an increase of 0.1 percent. This is the first rise the state has experienced since January of this year. Despite this the unemployment rate also increased from 5.2 percent in May to 5.3 percent, which is the highest its been since December of 2004. In June of last year, 4.6 percent of the state's residents were unable to find jobs.


As a mediator of general civil and employment issues I have witnessed how the present predominant "At Will" doctrine has and is failing both employer and employee. It will also hinder college graduates and others entering the American workplace. This form of employment relationship is applying 19th century doctrine to the 21st century. There have been a few changes in the workplace since then.



I'm an employee who decided years ago that learning basic employee rights not only made sense but was mandatory particularly in an At Will environment. At-will simply put means an employee can be fired at any time, for any reason or no reason. The employee can also fire the employer for any or no reason. If the employer fires you, your employment with that organization is over. The burden of proving your termination not being justified is on you! If you are employed At Will, your employer does not need good cause to fire you. However, if you are terminated directly for any reason that violates laws protecting employees against discrimination or retaliation for reporting abuses, At Will doesn't apply.



I have experienced and have seen how insidiously employers use At Will termination tactics. For example, Amy Employee is fired for alleged insubordination when in truth she was 55 years old and the company wanted a younger person in that position. Amy then files a complaint for age discrimination with the Human Rights Commission. The employer refutes her claim and because Amy like most employees did not educate herself about basic employee rights, now faces an uphill battle. Employers have legal teams that know the game very well. The district court gives a "summary judgment" in favor of the employer and now if Amy has legal representation will have to incur further cost to keep her complaint alive.



The company Amy worked for knows what her salary or compensation was and the likelihood that short of seeking a loan to pay legal fees, her complaint like most don't survive past this level. This is due to the economic burden and the lack of preparation in proving the charge. Amy's legitimate complaint dies a horrible death and she struggles to move on disillusioned and bitter. The supervisor with the help of upper management/ownership or human resources is emboldened by the "victory" to continue to use these tactics as a part of normal day-to-day business practice. Hey, after all it's "At Will" employment right? Then along comes Elaine who has taken the time to learn basic employee rights and is terminated for alleged insubordination, when in reality she refused the sexual advances of the supervisor.



Elaine files suit for sexual harassment and wins a huge monetary award against the company. I believe the Employee Free Choice Act would significantly remove the employers' ability and will to discriminate and retaliate against the workforce. It would also save the employer financial cost and embarrassment. Every state in America with the exception of Montana is "At Will". For me the employment coin has had three sides, I have functioned as an employee, manager and business owner. I currently function as an employee and have a passion for educating job seekers and workers about basic employee rights! The Employee Free Choice Act by design creates a true partnership between employer and employee. In my view, "At Will" doctrine has spawned and reinforces an employment environment that is;


(1) adversarial by creating an "us versus them" employment mindset
(2) emboldens employers to maintain, sustain and perpetuate discriminatory employment
practices
(3) monumentally wasteful of monetary resources and public goodwill in needless
litigation


According to the language of the Free Choice Act, it will:


(1) give employees greater liberty to form unions and establish employment contracts
(2) punish anti union employer retaliation and harassment
(3) compel employers to deal timely and honestly in negotiating contracts


Money is the number one reason for an employee contract! These contracts may allow for termination of employment by the employer and employee. A Contract of employment is an agreement between an employee and employer that is mutually binding. These contracts specifically outline the duties and functions of the job. Many employment experts point out that a detailed contract of employment can be very good for both sides. A good contract makes the conditions of the job predictable.



Would you buy a business without knowing the exact details? Would you buy land without having ever seen it? When you apply for a loan, you have to read and sign a contract. Most people do not think about taking employment without first getting an employment agreement contract. A job is very important when it comes to keeping a roof over our heads, keeping the lights on, sending the kids to college, etc. Unfortunately, most people are not aware of the need to have a written contract with the businesses that hire them.



The perception is that employers do not want a contract to limit there ability to fire an employee. Why? I believe that elements of corporate America want to maintain an antiquated and out dated system of employment to preserve the ability to discriminate against certain groups and races. Here is the evidence to support that assertion. In fiscal year 2007, 37.0% of all (EEOC) Equal Employment Opportunity Commission complaints filed were race discrimination based. 30.1% were sex discrimination based and national origin is 11.4%. The American workplace is comprised of the good, bad and the ugly as any other society in the world.



In an At Will environment employers routinely utilize different ways to stop workers from trying to form unions for the purpose of negotiating an equitable piece of the overall economic "pie". According to the American Rights at Work organization, "25% of employers fire at least one pro-union worker; 51% threaten to close a worksite if the union prevails; and 91% force employees to attend one-on-one anti-union meetings with their supervisors."



Hmmm, let's see you've just received a negative employee performance review from your supervisor whether justified or not. Now you are obligated under pain of potential termination to meet with that supervisor about you joining a union. According to the AFL-CIO, "Every day, corporations deny workers the freedom to decide for themselves whether to form unions to bargain for a better life. They routinely intimidate, harass, coerce and even fire workers who try to form unions and bargain for economic well-being.



America's working people are struggling to make ends meet these days and our middle class is disappearing. The best opportunity working people have to get ahead economically is by uniting to bargain with their employers for better wages and benefits. Recent research has shown that some 60 million U.S. workers would join a union if they could."



In my opinion, the Employee Free Choice Act will change the employment landscape for the better by obligating employers to recognize unions after a majority of workers sign cards authorizing union representation. This will also make mediation and arbitration mandatory for first-contract disputes. Under the present system even after a majority of workers vote for unionization, companies routinely drag out the process of recognizing the union for long periods of time. This delaying tactic "waits out" union organizers by employees losing interest, more turnover and increased intimidation. This Act will provide stronger penalties for violation of the rights of workers seeking to form unions or negotiate first contracts.



The Employee Free Choice Act will provide for employee majority sign-up instead of the present majority vote system, which is subject to management coercion and harassment. Employers typically use intimidation and threats adversely affecting the workers employment experience by:


manipulation of compensation
changing working conditions
changing work hours
demotion
negative job reviews
termination


These tactics are also synonymous with violations of federal discrimination and retaliation laws. I believe the Employee Free Choice Act will create a true power-sharing environment by reason of collective bargaining agreements that amount to employment contracts for most workers in all industries. In my opinion, the EFCA would foster trust, accountability and respect from both sides. In my experience as a mediator when two disputing parties reach amicable resolution or a "win-win" they come away with a greater level of understanding and mutual respect for each sides position.



Just as the paradigm shift in audio media technology finally forced me to put down my cassette player and pick up a cd player, "At Will" employment is another dinosaur whose time has come for a decent burial.

Interviewing is probably the toughest part of the job search process. You want to make a good impression because you're hoping to get a job that could lead to a career. Having a good handshake is one way to make a positive first impression on a potential employer.

Although not having a good handshake probably won't put you out of the running for the job you want, it may raise a few questions about your character or your personality. When I asked my experts about the importance of a good handshake, here's what they had to say:

Janna DeMarco, branch sales manager for Today's Office Professionals in Boston, Massachusetts said, "A firm handshake can convey confidence. Confidence in your ability to interview, it can display your interest in learning more about the company you are interviewing at and the person with whom you are interviewing. A firm handshake at the close of an interview is another method to let the company know that you are interested (want the job or are interested in the next phase of the interview process)."

"Someone with a firm handshake immediately sends an impression of being confident and emotionally strong," offered Penny Queller, vice-president and group executive of business development for Spherion in Atlanta, Georgia. She added that interviewers can mistakes from faulty first impressions, so it's in the candidate's best interest to make a good first impression with a firm handshake as part of the mix. "When I was in college, I was in a professional business fraternity, Alpha Kappa Psi. We taught pledges the importance of a firm handshake. The goal of the fraternity was to prepare business students for life after college. One of the first things we focused on was handshake!" Queller concluded.

But something Queller also said is that the handshake is the not "end all be all." There's so much more to a candidate than how well or poorly he shakes hands. And what if there's an underlying reason for the lack of firmness in a candidate's handshake?

"I used to believe a firm handshake was a must," said Karen Wright, operations director for KMSU 89.7 FM, "and that limp handshakes made a bad impression. That was until I got carpal tunnel syndrome ... and even the slightest pressure sent extreme pain up my arm. Sometimes I'd offer the other hand, or not shake hands at all and then explain. Therefore, I don't believe a firm handshake is always necessary."

Wright gives an excellent reason for recruiters and hiring managers not to jump to conclusions about a candidate because she doesn't have a firm handshake. But Mark Stevens, founder of MSCO has an anecdote that probably says it all, "I spent a day with Bill [Gates] when Microsoft was a company of 3,000 people. Bill's handshake was like grabbing a clump of badly overcooked spaghetti. He is perhaps the most important person of his generation. Enough said about the handshake-success equation."

The End.

Well now, this is kind of scary...

While employers and hiring managers are seeing more job applicants with online degrees these days, they're not exactly clamoring to hire them. According to Vault.com's 2008 Online Degrees Survey, while 49% of those who make hiring decisions have encountered applicants with online degrees, a 15 percentage point increase from this same survey three years ago, only 19% have actually hired a candidate who only possessed an online degree.

"A candidate with an online degree would have to be truly extraordinary otherwise to merit serious consideration," said one hiring manager. "I don't think online degrees reflect a serious commitment to education on the part of the degree-holder."

When asked if they would give equal consideration to job candidates with online degrees and those with degrees from traditional colleges and universities, 63% of survey respondents said they would favor job candidates with traditional degrees while 35% said they would give them equal consideration.

Vault CEO Erik Sorenson said, "Everything has moved online, including education. Though more and more Americans are getting educated online, there is still a bias toward traditional classroom education, especially for high-end careers and top-ranked companies."

Vault says that while 83% of employers and hiring managers say that online degrees are more acceptable than they were five years ago, it seems there is still a ways to go before employers fully embrace them. I'd like to hear from people who have recently obtained online degrees. Have you noticed this bias as you've entered the job market, and have you ever regretted your choice to get an online degree instead of a traditional one?


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


Most jobs require the candidate to have good written and oral communication skills. The oral communication becomes more important at the workplace and in fact supersedes the written communication in many ways (unless of course you are applying for a writing position).

Right from appearing for an interview to interacting with your clients, good communication skills can make or break your chance of getting that job or getting that promotion. Let's see the different areas in your career where communication skills are at work:

  • The first telephone interview
  • Face-to-face interview
  • Negotiating salary after the job offer
  • Interacting with your boss
  • Interacting with your colleagues
  • Presenting before clients or customers
  • Requesting promotion
  • Persuading to work part-time or on flexible work schedule

If you are interacting with clients, customers or employees and management of an organization on a daily basis, you poor communication skills can even cost you your job.
It becomes very prevalent in the tech world where we see employees from all over the world and many a times the inability to communicate well can lower you on the performance radar. Try to focus on and improve on the soft skills on a regular basis.
You may take courses on public speaking (which very often your company may reimburse), be a part of the Toastmasters group which encourages good public speaking and presentation skills through regular interaction and effective evaluations by the group members.

And often just get out of the cubicle and interact with your colleagues not only within your cultural network but with others who present a different speaking style. A multi-linguist culture is the norm of the present workplace; make the best of it by learning from all and trying to improve on your communications skills which is an essential element to your career success.


shweta khare.jpgArticle by Shweta L. Khare, founder and president of Careerbright and Speakbright and courtesy of Careerbright blogspot

From the past, the role of the woman in society has been centered with the household chores. A mother is expected to take the upper hand looking after the children while contributing to the betterment of the family. The rat race in which human beings are involved these days suggests, she cannot only assume the natural duties of the mother such as looking after her children, but also should contribute financially in order to fuel the two income family model. Failure to do so may tighten up the economy of the family and might mean they have to live with hardships. However, performing this dual role, over-burdened with work, seems to take the spice of the lives of modern day moms.

So why not consider the alternative of working at home? May be moms and work at home jobs can make the perfect fit. Let's examine why.


Consider the typical case of a mother who gave birth to a child recently and has to go back to work. As moms we have to face the emotional challenge that goes with such a decision. You may have had a successful career but can you sacrifice the quality time you can spend with your child for that. As a mother your heart is against it. However the figures should also add up at the end of the month. Further if you are over-burdened with loans, you may have no other option. But isn't there any other way?


Then think about another case, a full time stay at home mom with relatively older children. She has ample free-time which she can utilize to earn something to ease the pressure of her spouse. At least this will allow her some degree of independence being not entirely dependent on her husband. Further this may allow her to get rid of the routine chores of her day and engage in something she likes, sometimes as a pastime such as writing, and still get paid for it. However wouldn't it add more value and flexibility if she's enabled to do that at home?


On the other hand job security is a thing of past today with thousands of layoffs and downsizing programs being exercised on a daily basis. The statistics will show you, women are the worst hit category. So any income generating activity you can engage at home is highly valued in today's context. Many people ask this question. May be you also have already thought about it. The question is "can you earn the same amount staying at home?" The answer is two fold. It is yes and no. While we agree on the possibility of getting similar financial rewards, we should also acknowledge the fact that it is not achievable overnight. In other words you'll not get the same income from the very fist day you start working at home. May be you will get very limited income as you start up. But believe that it'll gradually increase.

We are sure now you have understood why women and work at home jobs makes the perfect fit.


shweta khare.jpgArticle from Bizymoms.com and courtesy of Shweta L. Khare, founder and president of Careerbright and Speakbright and courtesy of Careerbright blogspot

According to early federal data released a few weeks ago, a record number of babies were born in the U.S. in 2007. An article in a recent USA Today reports that there were 4,315,000 births -- the most since 1957, which was the middle of the post WWII Baby Boom.

This astonishing number is both good news and bad news. Bad news for our education system -- we'll have to make room for all these kids to get their schooling. But in 18 or 20 years it will be good news for employers. If we get the education part right, businesses will have a lot of qualified employees from which to choose.


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,

As many of you know, I love Randy Pausch, the Carnegie Mellon professor who has been bravely fighting pancreatic cancer. And I have written about him and his famous "Last Lecture" several times on my blog.

His personal blog entries had been showing signs of rapidly declining health, so it wasn't a huge shock that he would be leaving us soon.

Sadly, Randy died at home [Friday, July 25, 2008] in Virginia. Here is a link to a story about him, his life, and his family.

http://news.yahoo.com/s/ap/20080725/ap_en_ot/obit_pausch

And here is a link to his "Last Lecture" (now with over 3 million downloads on YouTube), as well as links to other lectures he has performed.

http://www.cmu.edu/randyslecture/

Be sure to share these links with everyone you know. He was a wonderful man who inspired millions of people spanning ALL generations.

My best wishes go out to his family & friends.


Lisa Orell.jpgArticle by Lisa Orrell, Millennial & Generation Relations Expert and courtesy of Lisa's Generation Relations Blog

Ever have a new person start at your office who within a week is acting as if they own the place? Don't blame the person, blame the organization (or your co-workers).

Sure we want to make the rookie comfortable. Gone are the days of office hazing. (You know, stapling shrimp under a person's chair). The same way we train a dog, it's important to establish ground rules with the newbie early on, and enforce them consistently.

This might sound cruel, but it's especially important for people who work closely with the new hire. The logic is simple - assuming you aspire to grow within the organization, you will need the respect of your peers. Plus, you'll make the transition easier when you finally get that deserved bump. Redefining roles is a cumbersome workplace challenge. Why make things harder on yourself? Including the rookie in every conversation and bringing them up to speed on every in-joke is a mistake.

We leave breadcrumbs in all relationships, yet going forward is so much easier than going back.

I think the value of 'paying dues' is highly overstated. Whether you like it or not , your organization has a hierarchy - don't fight it. And don't try to be everyone's best friend. The lines you draw today are the foundation for tomorrow.

Respect should be earned - but wouldn't you rather have it sooner than later?

If you ARE the 'new' person, you need to make an effort to fit in without appearing desperate for acceptance.

A JOBACLE TIP: Be yourself from the start, just with a little extra oomph. New people tend to be too friendly and too smiley from the start. Two months down the road, when you're no longer trying as hard to impress, people will draw one of two conclusions:

1) You are a phony
2) You've learned to hate the job

Neither bodes well for you.

Be nice. Be friendly. Be professional. But there's no need to be best friends. Keep your work/life balance in check by keeping people on the other side of the aisle. Great relationships will form naturally. Give them some time to grow.


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

The July 21 issue of Time Magazine featured an article discussing leadership secrets as expressed by Nelson Mandela on turning 90. This very succinct list serves as a reminder for anyone in a position of leadership, and applies equally well to leaders in a corporate setting as it does to those in public office:

#1: Courage is not the absence of fear -- it is inspiring others to move
beyond it.

#2: Lead from the front -- but don't leave your base behind.

#3: Lead from the back -- and let others believe they are in front.

#4: Know your enemy and learn about his favorite sport.

#5: Keep your friends close and your rivals even closer.

#6: Appearances matter -- and remember to smile.

#7: Nothing is black or white.

#8: Quitting is leading too.

No matter where you stand on the political spectrum, the more you ponder this man's observations, the more you will find them to be powerfully insightful. They should make a valuable checklist for managers and executives to monitor as they move up the corporate ladder. As for me, I've printed them out and put them up in clear sight of my desk.


laurie smith.jpgArticle 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.

Are you looking for a media sales job in London? If you are, you'll want to head over to Media Week Jobs. Not only will you find the latest media sales vacancies across the U.K., but you'll get advice on how to write a cover letter that can really sell your CV (resume) to a potential employer. Putting your best foot forward is as important in the U.K. as it is in the U.S.

Media Week jobs has hundreds of vacancies for recent grads looking for entry-level jobs in advertising or media sales "all the way up to senior management candidates." They have job postings from employers like Meltwater News, Leicester Mercury, Reed Exhibitions and many more. But if you feel more comfortable working with a recruiter, Media Week Jobs also has postings from Ascent Solutions, Blossom Careers and Lipton Fleming to name a few.

If media sales is your passion, visit Media Week Jobs. No matter what your level of experience, they may have just the right job for you.

Jessica Bobel works for Randstad in Brentwood.

Only 24, she has moved up from associate agent to agent and on to senior agent.

Intrigued by her rapid rise, I asked her what she thought made her successful.

"My work ethic," she said, which she defined this way: "I get the work done, but I try to balance work and personal life. If I have a date with my husband for dinner, that's an obligation, too."

"So, what if it's time for dinner, and your work isn't done?" I asked.

"Then I need to work with management to figure out the problem. If I'm staying late every single day then something is not working. Either I'm not managing my time well, or I'm being given too much. That's a management issue."

A work ethic defined by life balance and dialogue with management?

Where did that come from?

It turns out that the way people define a good work ethic varies by generation.

Veterans cite sacrifice, hard work, respect for authority and separation of family life and work.

For baby boomers, work ethic means long hours, teamwork and reaching consensus.

Generation Xers measure work ethic by life balance, self-reliance, creativity and adaptability.

Generation Y has its own understanding of excellent work.

Millennials grew up during the information age.

Assembly line rigidity had given way to teamwork and consensus, which even now is giving way to networks and on-the-fly processing.

A 22-year-old's idea of contributing value to the organization is likely to include elements of speed, life balance, networking, problem solving, engaging with authority and meeting challenges with optimism.

But what about getting that same 22-year-old to come in on time?

How do you establish a shared understanding of the required work ethic for his or her particular job?

These steps may help.

  • Don't expect millennials to define themselves by work. To most Ys, a job is a job, not an identity. Don't look for 14-hour-shifts or old-school self-sacrifice.
Instead, demand excellence from the hours they do work. Try saying this: "I know this job is not your whole life, and it shouldn't be, but while we're here together let's make things happen." Note to baby boomers: You may need to practice until you can say "and it shouldn't be" without grimacing.
  • Collaborate. Millennials grew up talking with adults about everything.
So far as they are concerned, questioning the how and why of a job is part of a responsible work ethic.

They depend on you to listen, to flex the way work gets done and to hold firm on the non-negotiable standards. And that takes dialog.

Define bottom line responsibilities and deal-breakers. Some parts of any job are onerous.
Don't soft-sell jobs to this new generation. If projects have to come in on deadline or applications have to be processed within 24 hours, that's part of the work ethic for the job you're offering. Be sure to take time up front to explain to millennials the direct connection between job standards and the organization's bottom line.

Be open to talking about what is essential to job performance and what is not.

Some things matter. Some don't.

Determine the difference and Ys are more likely to meet your expectations when it comes to work ethic.


Amy Lynch.jpgArticle by Amy Lynch and courtesy of Bottom Line Conversations. For more than a decade, author and public speaker, Amy Lynch, has studied Generation Y and the era that shaped them. Today, as these 20-somethings enter the workplace, she helps organizations attract, engage and retain young professionals.


When you have trouble making a career decision, you may rely on family members' and friends' reactions to break a "tie." How can you include their reaction and input in your decision to choose a career, make a career change, or start a business? You're going to get their feedback anyway so you might as well wisely use it. That means considering the "Consequences" of your different career options by looking at:


The gains and losses to significant others (e.g., parents, wife (or husband), other family members, close friends, or groups you value: social, political or religious).
Whether important people (see bullet above) in your life would approve or disapprove of your choice.
You can write down your thoughts about these issues on a free "Decision Balance Sheet" you can download from our website, along with other suggested activities, so that you won't fall into the trap of making a decision you'll regret.

One of my favorite columnists, David Brooks at the New York Times, published a column today on "The Culture of Debt" that describes most decision-making in a realistic way:


"... people are driven by the desire to earn the respect of their fellows. Individuals don't build their lives from scratch. They absorb the patterns and norms of the world around them.

Decision-making -- whether it's taking out a loan or deciding whom to marry -- isn't a coldly rational, self-conscious act. Instead, decision-making is a long chain of processes, most of which happen beneath the level of awareness. We absorb a way of perceiving the world from parents and neighbors. We mimic the behavior around us. Only at the end of the process is there self-conscious oversight."


The key to making a good career decision is to avoid the blindness and lack of self-awareness Mr. Brooks describes. If you do that, you'll be more likely to accept or reject friendly advice on a more rational basis. There is nothing wrong with or abnormal about considering other people's opinions and advice in making a career decision; just consider them as part of a larger process. The suggested, scientifically proven steps described in our website article "High-Quality Decisions" will help you make a good decision.

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

One of the biggest traps young adults fall into is not really evaluating the job to make sure it's right for them. Some people get so caught up in the interview that they forget that an interview is a two way street: not only are they trying to determine if you are the right one for the job, but you should be considering whether or not this is the right job for you.

Here are some questions you can use to make sure you are making the right decision:


  • Is this job a good fit for my strengths?

  • Do I have all the skills I will need or will they train me?

  • Is there room for advancement?

  • Will I like the boss?

  • What are the social opportunities on the job?

  • Is the job structured or unstructured and will this fit my preferences?

It's important to think through these issues. You don't want to have to find another job next year....


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

The boss is always the boss, but that doesn't mean he is always right. You are well served on your career path when you accept this fundamental truth and learn to deal constructively with it. Your boss and the organization that employs both of you will also be better off. Bosses often have a way of appearing to be infallible. In fact, it iseasier for them to be right, or appear to be right, than it is for those whom they supervise.

Bosses have access to more data and resources. They have more control over circumstances. Moreover, we tend to assume (often with a little nudging from them) that they are always right. Still, bossesdo make mistakes.

Career Tip: Help The Boss Deal With His Mistakes

A primary responsibility of subordinates is to help their bosses to avoid making mistakes and to help correct errors once they are committed.

Some bosses want to blame others. They are like the humorist James Thurber,who made a mistake in placing a telephone call and then demanded of the person who answered and told him he had the wrong number, "Well, if I calledthe wrong number, why did you answer the phone?"

It is not easy to tell the boss he is wrong, nor is it without risks. Even under the best of circumstance, most bosses don't relish hearing that message. But then who does? Nevertheless, the bosses (and subordinates) who are going to be successful don't shoot the messenger. They grit their teeth,hear the truth and take corrective action.

Career Tip: Put Off Action That Will Lead To Mistake

Sometimes, it is best to avoid supervisor making a mistake by not carrying out an order or by procrastinating until the situation cools down. This is particularly effective if your boss is given to temper fits during which heacts rashly.

In a rage, President Kennedy ordered the chairman of the Federal Communications Commission to punish the NBC television network, through whatever means possible, for a news report it had broadcast. The FCC chief sat on the order and did nothing for several days. He then told Mr. Kennedy that he had not followed his orders, making the point that the chief executive was fortunate to have people working for him who were too loyal to carry out every order post haste. By then The President had cooled down and agreed with the tactic.

In one of his books, President Nixon wrote of how he was frustrated becausehis aides declined to carry out his orders. On the other hand, those staff members say they were protecting him from making mistakes.

It is a matter of history that the president and the country would have been spared a great deal of trauma if those aides had ignored his orders that resulted in the Watergate scandal.

Career Tip: Not All Mistakes Are Worth Correcting

Before telling the boss he is wrong, be sure the mistake is worth the effort. Some mistakes made don't make any material difference. They are just pains in the backside. But if the problem is material, bite the bulletand speak up.

Career Tip: Success Is In Delivering The Message

Of course, a great deal depends on how the message is delivered. Obviously,it is not wise to declare, "Boss, you are wrong." Never discuss the supervisor's mistakes with those who are not involved in making thecorrection. When you have to point out an error, make the message as impersonal as possible. Do not point fingers or become accusatory. Be sure you have thefacts to support your case and stick to them. Wrap the message in diplomatic language.

"Have you noticed that ...? "

"What would happen if we took another approach?"

"I am not being critical but ... "

"I know you would want me to tell you about ... "

Offer to help. Always have a suggestion for corrective action or a better way to do something so the mistake will not be repeated.

Take your fair share, and more, of the responsibility if you have had a role in creating the error.

Remember, this is not a game of "gotcha" in which you see how many times you catch the boss in a mistake. Don't keep score. Your trip on the career path will be smoother and more rewarding when you follow these career tips.


Ramon Greenwood.pngArticle by, Ramon Greenwood, a career counselor with common sense advice on how to achieve your career goals. To subscribe to Ramon Greenwood's free semi-monthly newsletter and blog, go to Common Sense at Work Ramon's take-it-to-the bank advice comes from a world of experience, including serving as Senior Vice President of American Express, an entrepreneur, professional director, career coach and author.

Hopelink is a non-profit organization that serves homeless and low income families, children, seniors and people with disabilities. Their goal is to promote self-sufficiency among these people by providing emergency and social services in:

North and East King County, Washington between the I-90 corridor to the Seattle city limits and the Snohomish County line, and from the shores of Lake Washington to the Crest of the Cascades, an area of 800 square miles.

Hopelink offers help to people in the areas of Food, Housing, Child Care, Family Development, Adult Education, Transportation, Interpreter Services, Financial Assistance, Energy Assistance, and Classes. The end result is often a story like this. That's just one family that was touched by Hopelink - the story in numbers from just last year are awe inspiring (50,000 lives touched for starters).

You Can Help People and Change Lives Too

Hopelink has a number of jobs that seem well suited to new college grads who have spent time actively engaged in their communities. Continue reading about Hopelink ...


Article by Willy Franzen of One Day, One Internship and One Day, One Job

Are you an adventurous job seeker? We want to try out a new job search technique, and we need volunteers. Click here if you're intrigued.

Now that's out of the way, I'm going to tell you something embarrassing. When I was younger, I used to watch a tv show called Pepper Ann on ABC's One Saturday Morning. When I hear the name Pepperjam, it reminds me how much of a loser I was for watching that show. Now that I've admitted that, I can try to regain your trust in my judgment by telling you that Pepperjam looks like an extremely fun company to work for. Their office has "Free Pizza Fridays, Ping Pong, video games (ie: Nintendo Wii, Guitar Hero), free Red Bull and music all day." Almost sounds like a frat house without the beer... and I bet the floors aren't sticky either. Continue reading about Pepperjam, an online marketing company ...

Article by Willy Franzen of One Day, One Internship and One Day, One Job

Considering that it's July, you probably don't have hockey on your mind right now, unless, of course, you're sweltering in a room without air conditioning dreaming of the cool air inside the rink. The offseason is a time for National Hockey League Teams to address their needs, and that isn't only about the personnel who wear ice skates. It looks to us like summer is a big hiring time with NHL teams, so while most people are focused on baseball and the Olympics, you should get back into that hockey mindset and try to find a job with an NHL Team. Continue reading about NHL teams ...


Article by Willy Franzen of One Day, One Internship and One Day, One Job


The idea for today's post came straight from a reader and friend. She graduated a few months ago and has been looking for entry-level jobs in event planning since. She told us about one company that she was really excited about, but asked us not to post about it until she was either working for them or had landed another job. She recently landed a job doing exactly what she wants to do (big congratulations to her), so we're free to tell you about hip consulting group, a boutique event management firm. They definitely offer internships, and they seem amenable to hiring new grads, so they're definitely worth a look for anyone who has an interest in event planning.

Get Hip
hip consulting does everything when it comes to events. Whether it's a corporate meeting, a customer appreciation event, or an employee incentive program, they'll take care of it. They help clients select a site, register attendees, produce creatives and A/V, brainstorm ideas, and much, much more. Continue reading about hip consulting ...


Article by Willy Franzen of One Day, One Internship and One Day, One Job


This is a guest post by Steven Krager.


Whenever I search for a job, my father always gives me a lecture about "connections." He explains that most jobs are filled by people who already have some connection to the company. Someone within the company tells their boss about a friend or family member who would be great for a job opening, and they end up getting it.

"That's just the way it works," he says.

I took his advice, and it helped me land a decent job during college. Part of me is uncomfortable with the idea because it feels a little dishonest, almost like cheating. And I can't help but wonder that the reason my boss did not seem to like me much during that job was because I used a family connection to get it.

That said, if a hiring manager trusts the employee that is recommending someone, there is no reason why this can't be a solid method to hire an employee. Which makes it a great way to get a job.

A new site called Jobirn claims to make this whole process very simple. They call themselves the "insider referral network." The site offers a place for employers and job applicants to connect over instant messaging and video conferencing.

Watching the intro video and exploring the site a bit did not leave me very impressed. The only aspect of the site that seems to set it apart from other job finding sites is that it provides a platform for video conferencing, allowing employers to conduct interviews over the Internet. How exactly you connect with company "insiders" is not explained clearly.

The site also does not seem to be very heavily used. However, it is in the beta stage - so I suppose that can be forgiven. If you've unsatisfied with every other job site and think that video conferencing is the missing link between you and that dream gig, go ahead and try it out. Otherwise, the lack of traffic through the site will make finding a job difficult for the time being.


Article courtesy of jobacle.com - your cure for carbon copy career advice!


According to The Alliance for Board Diversity in their study Women and Minorities on Fortune 100 Boards:

  • Men, and white men in particular, occupy the vast majority of the 1,219 board seats, at 82.94% and 71.53% respectively.
  • In contrast, all women -- and, in particular, white women -- hold 17.06% and 13.04% respectively.
  • All women and minority men constitute 28.47% of board member seats.

Their conclusion: Corporate directors remain predominately white and male.

What's up with that?


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.

Most of us have changed jobs at some time or the other during the course of our careers. While the shift is enforced on us at times, there are others when we have deliberately chosen to move to greener shores or better prospects of our own volition. But there are some people who follow the path of butterflies flitting from one flower to another and move from company to company, never staying long enough to really make an impression or achieve new heights. Job hopping is seen as a necessity by such people, either because they are bored after a while and need something more challenging or because they are always looking for a higher pay packet. While employers view job hopping as adverse to their interests, this process has both pros and cons for the employee.

Among the advantages are...

  • Job hopping is beneficial when you're hoping to the job that best suits your skill set and temperament. If you stay on at a job that you do not like simply because you're scared to test the waters at other companies, you'll soon be a washed out, jaded caricature of your former self.
  • Changing jobs often helps to retain that air of newness in whatever you do. Staying on at one job for a long time becomes monotonous and routine after a while, especially if you're not offered anything in the way of new challenges and achievements.
  • You learn more as you move from one job to another; even if you're in the same industry, you amass knowledge about new ways to do old things and you build a network of relationships with the different people you come across.
  • Job hopping works when the talent is rare in the market and you're in possession of a good education with a skill set to match.
  • Job hopping is a good way to beat salary compression, the phenomenon where new hires are offered a higher pay packet than their more experienced colleagues simply because of higher market salary rates.

The disadvantages include...

  • Employees who job hop on a regular basis do not find favor with new employers after a while as they are seen as liabilities rather than assets. Organizations spend a large amount of money on training new personnel and are not too pleased when they up and leave just as they are beginning to settle in. If you've been through five jobs in as many years, you will be going into a new job interview with five biases against you.
  • Job hopping is difficult when you have a retirement plan. You have to either leave your 401(k) behind or roll it over into a new plan at your new job. If you decide to neither and withdraw the money, there's the temptation to blow it all away on frivolous expenses. If you're steady and disciplined, you have 60 days to invest it in a new savings plan that qualifies for tax benefits.

The key to making job hopping work for you positively is to update your resume in such a way that you manage to highlight your achievements in each company you've been with. Win over your new employers with the fact that you're not moving because of issues with colleagues and superiors or any other negative experience but because you feel the need to prove yourself beyond the level you've achieved so far. It's easier to find new jobs if you're a high flyer who manages to make a mark in a short time.

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've encountered a lot of couples where one person has left his or her job to support the career of the other. Typically, one spouse is an accomplished entrepreneur, so the other pitches in to help grow the business - often in a subordinate role.

I'm wondering how many of you would do this if you had the chance. It would never work for my husband and me. We are both equally driven to succeed in our respective careers (he's a tenure-track psychology professor at the University of Illinois and I'm well, you know), and in fact this mutual ambition was what initially attracted us to one another eleven years ago. Since we graduated from college, we've been perfectly happy to keep our personal and professional lives separate. Stew didn't fully understand what I did in my PR job until I was a VP, and I was lucky if I could rattle off a thirty-second elevator pitch describing his research.

Even if, God forbid, one of us felt unfulfilled, I think we would probably kill each other spending all day every day together, and having 100 percent of our lives intertwined. I feel like I am able to appreciate him more because of the independence our dual careers allow, and I admire him because of the success he's achieved in his own right. Although, I do have to admit we're a good team, just recently collaborating on one major project - the birth and care of our four month-old!

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

Persuasion and influence are your stepping stones towards success, whether at the workplace of in our personal lives -- we are influencing and persuading others in different ways. How good are you at this essential art of getting things done your way? Before you head on to persuade others, mark the following checklist and see how well you are prepared before others listen to what you have to say.

1. Get in the Shoes of those you wish to Persuade
Always think why the other person would be influenced by you, it is now always about how good you are at persuasion but first think about what they want and how they would want to be influenced for a particular work or situation. Do the ground work first - always do your research on how would they benefit from the solution you have to offer.

2. Be Credible
Before you are able to persuade others think how credible you are to that person or situation. Why would they listen to you? Are you knowledgeable enough to persuade others to act according to your idea? If not, first act on this checklist item before approaching others.

3. Be an Effective Communicator
Note I did not say a "good" communicator. Being good and being effective are two different things. How effectively you persuade others depends a lot on how smart and effective you are at your communication skills. Polish your soft skills and learn the art of tact before you walk the path of influencing others.

4. Be a Good Listener
Not only the words that are exchanged but the body language says a lot about how you finally get persuasion and influence to work. Show patience and empathy towards what others have to say and change your persuasion style accordingly. We all are different and there is no universal style of persuasion that works for everyone. Prepare your presentation or the final solution after you assess and understand how others respond to your ideas.

5. Practice Persuasion in Real and Hypothetical Situations
Do not assume that on day one you would head out and persuade anyone and everyone and get things done your way. The art of persuasion and influence is a hard nut to crack. It takes practice and experience before you can master the act. Practice and rehearse how you will present the situation and create all possible "or-if" possibilities and how to best present your proposal which is mutually beneficial.

The followings is adapted from a recent press release of updated, fifth edition of his classic book, INFLUENCE: Science and Practice (Allyn and Bacon, August 2008). In this new edition Dr. Robert B. Cialdini, one of the world's leading experts in the field of persuasion, reveals six universal principles that everyone needs to understand for business and personal success. The six principles include:

Reciprocation - People feel indebted to others who do something for them or offer them a gift. That's why free samples are so effective. Getting something for nothing makes buyers feel obligated to purchase.

Commitment and Consistency - People are more likely to follow through with something if they have committed to it, verbally or in writing.

Social Proof - Whether they realize it or not, people look to others for cues on how to behave and what to believe.

Liking - "People prefer to say yes to individuals they know and like," says Cialdini. Research shows that people attribute talent, kindness, honesty, and intelligence to people they find attractive.

Authority - There is strong pressure in society for people to obey authority figures and experts. Authority comes in many forms. Dressing in a business suit makes one appear authoritative at work. Size - being tall - and status - such as a high-ranking job title - also increase one's authority and makes it easier to influence others.

Scarcity-- According to the scarcity principle, people assign more value to objects and opportunities that come in limited quantities or are more difficult to obtain.


shweta khare.jpgArticle by Shweta L. Khare, founder and president of Careerbright and Speakbright and courtesy of Careerbright blogspot


I remember many years ago my boss saying recruitment is recession proof, quite a bold statement but in some ways true. His point was recruitment can move from one depressed sector to a new growing one. If there is one thing we all know is some companies will prosper during a recession, you just need to look at the likes of Aldi one of a few mentioned on the BBC article "Profits of Gloom".

Saying that some recruitment companies will find it more difficult these days, because we have become more specialist and as a result we may find if more difficult, the banking sector is certainly a hard hit market at the moment.

Having been through a couple of recessions and times of difficult trading, I have found that the smaller agencies can succeed, but for me and what excites me is it is a time when the smaller company can gain ground on the rogue agencies and your bigger competition, because they can often slip up opening opportunities for you. If your smart you can not only survive but grow, it is just a case of sticking to basics and being prudent with all your decisions.

I was talking to a good friend of mine the other day Sarah Bennett, a trainer in recruitment and asked what she would do and quite simply her response was get to know your clients better and go that extra mile. It is also a known fact that being small has major advantages over large corporations who can take months to make a decision, where as you can see what you need to do within an instant and make the necessary change.

So what would I do if I felt the market was getting difficult, firstly make more calls ask more questions build better relationships with your clients and candidates, get to know your market better and look at your costs it could be as simple as going from BT to Voip. And if you are doing this already then I am sure you are already making in roads on your competition. If you are a team get the team of consultants together and spin some ideas rather than just beat them up if they are not hitting target. On top of this it is a time to make tough decision such as firing the poor performers, who can bring your company down and a recession will expose them.

But for me the most import point is that this is an opportunity, and if you treat it like this then you will undoubtably succeed.


Stephen Fowler.gif Article by Stephen Fowler and courtesy of Recruitment Views blog.

I was interviewed this morning about whether or not recruiters discriminate against mature candidates and -- if you are a mature candidate -- how to avoid being passed over because of your age.

Age discrimination is against the law, but the reality is that some recruiters will sort a resume to the bottom of the stack if the candidate appears to be of a certain generation. That makes absolutely no sense to me because mature workers are good workers -- work experience, life experience, integrity, loyalty... you've seen my list before.

But to be on the safe side, there are some things you can do to avoid being sorted out because of your age:

  • Consider your resume your best sales tool -- work hard to make it relevant and customized for the specific job opening.
  • Don't go back to your very first job 30 years ago -- focus on the relevant skills and accomplishments of the last ten years or so.
  • If possible, don't list the year you graduated from high school, technical college or university. Be sure you list your educational accomplishments, but avoid calling attention to the fact that you graduated during the Nixon administration!
  • Use technology, where appropriate. Virtually every job has a technology element to it -- so show off your technical knowledge. Develop a profile in LinkedIn or other social networking site. If you've got a website of your own, provide a link so your potential employer can see your technical skills showcased.
  • Don't take "you're over qualified" as an answer. Assure your potential employer that you're serious about this application and you'll do everything you can to help the company succeed.
  • Finally, even though I'm advising that you avoid calling attention to your age, be very proud of your age and experience. Know that you bring a lot of great things to work!
  • Good luck in your job search. Employers are looking for qualified employees who can add value and help them succeed. And you could be the perfect match -- no matter how old you are!


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,

Last week I had the pleasure of conducting my seminar on attracting, recruiting, managing and retaining Gen Y for executives from Paul Mitchell Schools and Paul Mitchell Corporation (the hair products team) in Los Angeles, CA. What a great group of people!

They are very interested in knowing the most they can about Gen Y since that target is mainly who attends their 110+ schools across the U.S. Plus, the team from their product division was very interested in learning about recruiting, managing and marketing efforts for Gen Y.

Winn Claybaugh, the Dean & Co-founder of Paul Mitchell Schools, bought my book and personally contacted me about conducting a seminar for their team. Luckily, his ideals about management and team building are a Millennials dream! He really has created an amazing team of school instructors and a great management team who help run the business.

So any of you Millennials wondering what to do for a career, OR that are considering going to hair school, you need to check out their program!

Also, anyone can really learn a lot from Winn's popular book, Be Nice (or Else!), so I recommend it to all you front line managers! He shares his insights about how to "be happy" and offers a lot of helpful info for people in the business world who manage people of all generations.

Now I'll be presenting a session at their annual company event in October, so I'm looking forward to meeting more amazing people from their family. And, for a large company, they really are like a family! Very unique culture compared to most multi-million dollar corporations.

This is just another great example of how seriously companies are taking the influx of Gen Y into the workforce, and their willingness to adapt to the needs of this new generation.

Congrads to the Paul Mitchell organization for being so progressive and willing to learn about their future leaders!

Bye for now!


Lisa Orell.jpgArticle by Lisa Orrell, Millennial & Generation Relations Expert and courtesy of Lisa's Generation Relations Blog


Hi All,

I have started a new blog on MySpace for Gen Y to ask me advice on jobs, career, work issues, etc. I'm really excited about connecting with more Millennials (Gen Y) through this medium and hope to get lots of questions!

I've enjoyed working with Millennial talent during my full-day Millennial Business Boot Camp. It's a workshop that companies hire me to conduct for their Millennial new-hires, and I educate their young professionals (typically recent college grads) on best practices in business etiquette, communication, working with older generations, leadership and much more.

Having a presence on MySpace to connect with them, and provide them with career and workplace advice, is a natural extension of that workshop.

Here is the address for my new MySpace page: http://www.myspace.com/generationrelations

So, for any of you managers out there, share this link with your Millennial employees! The advice I offer them may make YOUR lives better, too!

And for any of you Millennial employees, visit my new site and submit questions.

This is all about improving generation relations and making the workplace better for everyone!

Bye for now.

Lisa Orell.jpgArticle by Lisa Orrell, Millennial & Generation Relations Expert and courtesy of Lisa's Generation Relations Blog


As the economic climate continues to get worse for most working Americans, debts are mounting along with the overall cost of living. It's tempting in times like these to let a payment slip on a credit card or simply overlook a few months of cable bills, since you know it takes them awhile to actually threaten you with turning off your service. And medical bills...if you've already received the treatment, then why pay in a timely manner?

Unfortunately, as loans and credit are becoming more difficult to obtain, keeping your credit score high and your credit history unblemished are some of the most important things that you can do. And if you're able to do that, you are in a position of strength when dealing with banks and other lenders.
Even in the current credit "crisis", banks still need to lend money to make money - and consumers with good credit ratings are their best possible customers. If you're maintaining a strong credit rating in this lending environment, you actually have some leverage when dealing with banks and credit card companies. You are more valuable to them now than you were at any time in the recent past.

If you're shopping for any type of loan or even a credit card and you know you have a strong credit rating, then don't hesitate to ask for a better rate. In fact, you should always get at least 2 rate quotes before deciding on any particular lender.

Consumers with good credit are becoming increasingly scarce. If you're one of them, make the lenders earn your business.

The same concept holds true for job seekers whose employment screening process involves a credit check by their prospective employer. Many employers are now making employee-approved credit checks a mandatory part of the hiring process. If you have a high credit score, you have an immediate advantage over other job seekers who don't.

Maintaining a high credit score is easier said than done, especially in today's economy. But if you are able to do it, you can be rewarded.


Article by Mick and courtesy of Insourced blog


This afternoon our son headed out to start his second year of law school. He was home this summer doing a non-paid legal internship in the PM and working on a hot, dirty roof, for pay, in the AM. I loved having him home and relished every minute he was here with us. And then, for me, came the dreaded day of his leaving.

So as we were packing his stuff today, I tried to be all cool and happy and not freak out and cry or anything, at least in front of him. After all, I am a Master's level counselor! Calm and composed...sure, right! You know, totally collected, keeping the emotions in check...check, check, check! I quickly lapsed into my organizational mode, running the ticker-tape in my head as I rattled off each item while he put it in its spot for transport.

No freaking, I told myself. That comes later -- when I'm driving down the road and hear Coldplay or Dierks, or when I go into his room and it's not a wreck, or when I don't need to add an extra plate for dinner, or when it hits me that there's less, not more, laundry to do, or when I don't hear him yelling at his video games or cheering for the Chicago Cubs, win or lose! Or calling me on his cell phone from 10 ft. away with his request to bake his favorite Ghirardelli brownies -- now, please!

Letting go...no matter how old you are, how experienced you are, how smart you are, how successful you are, how educated you are, how cool you are or how whatever else you are...letting go is difficult. It's hard. It's no fun. It just is. It is just that strange and sure something that we need to do to get on down the road of life.

Remember when you lost your job? Remember when you were up for that promotion and got passed over? Remember when you thought for certain you'd be offered that new position and didn't get it? Was it easy, or hard, for you to let go and move on? I recall offering these words of counsel to an HR Manager several years ago as she struggled to make sense of staying at, or leaving, her job. I remember saying "you can't hang on and let go at the same time...you can do one, or the other, not both." Funny how that's so much easier said than done on this particular day.


billie sucher.jpgArticle 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.


Show Your Niche Expertise: Inspire Confidence and Increase Your Value

By trying to be something to everyone, you end up being nothing to anyone. Employers avoid risk. Therefore, they need to be confident that you are absolutely the right choice for them to succeed and excel over their competition. They need to know that you will not have a learning curve at their expense and that you are a specialist who will get the job done. Stand out as the first choice solution.

Having a niche demonstrates credibility and credentials, the qualifications to distinguish you from other prospective candidates. Further strengthen your ability to attract employers' attention by narrowing down your target companies to individual industry sectors. To an employer, this means you already are familiar with their world, know and understand their unique concerns, language, culture, and are experienced in their milieu. You want to be respected for your background and recognized financially for bringing your expertise to a new situation. By sacrificing a broad range of employers, you are increasing your value to focus on a group able to appreciate you. In today's highly segmented business environment, you are more likely to command respect and be recognized as an outstanding resource when you present yourself as an expert on whom a hiring decision manager can always depend to meet the challenge at hand.

Debra Feldman.jpgArticle by, Debra Feldman and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.


I've been reading, thinking and talking a lot lately about how our frame of mind so dramatically affects what we accomplish, and of course how we feel when we're accomplishing it.

One fascinating bit of brain science I've been learning more about has to do with the "reptilian" part of our brain - how it helps us, how it hinders us, and how it's not going to stop doing its job (broadcasting fears related to our survival) anytime soon.

Most job seekers are intimately familiar with the urgent and constant messages issued by their reptilian brains:

  • "Better not blow this interview, because you're just a hair's breath away from financial ruin!"
  • "You know you don't have the experience they're looking for, so who do you think you are applying for this job?"


Definitely not inspiring thoughts, and often paralyzing ones.

The bad news: the reptilian part of our brain is hardwired to believe that we lack what we need and that something terrible is about to happen. Those are its jobs, and it's not interested in changing careers.

The good news: With practice, we can call on the nonreptilian part of our neural complex to watch what is happening. Simply observing what the reptilian brain is up to negates its energy.

Huh?

I think Martha Beck explains this well in her newest book, Steering by Starlight: Find Your Right Life No Matter What!:

"Remember that study of monks who'd spent years watching their fear from a compassionate perspective and had thicker-than-typical neural matter in the part of the brain associated with happiness. The neuron pathways that carry lizard fears become weaker the more we observe them."

In other words, we don't ignore the catastrophizing, believe it, or struggle against it. We mentally address the reptilian brain, with something like: "Thanks for letting me know - now you can leave the room." We observe the fears and move our attention to the present moment.

We can't do much in our job search when we're flooded with fear. A highly effective way to get into a more productive and effective frame of mind is to ask ourselves, as suggested by Zen master Suzuki Roshi,

"What, at this moment, is lacking?"

We are now in the present, where our needs are usually few and simpler to address.

The next time you feel stuck in your job search, notice whether the reptilian part of your brain is being especially loud that day. Try observing it, giving it the day off, and then turning your attention to the here-and-now.

I bet you will feel freer and much more effective.


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


It's been years since doctors and nurses were the only (medical) show in town. Today, hundreds of specialized health careers let you showcase almost any talent you have, from art and dance to computers and inventing. The health fields are very much the wave of the future and might just offer a rewarding career for you. So, test the waters--then enjoy the ride.


Health-related careers: who, what, and why

If you hadn't noticed, health-related careers--sometimes called 'allied health' professions--have changed. In the past, working in a health-related career required direct and close supervision by a doctor or nurse. With today's strong academic programs and a greater need for people to get health care without delay, health-related professionals often work much more independently.

In some health-related careers, you'll help people at different points in their wellness, illness, or rehabilitation. In others, you won't work with patients directly--or even at all! In some careers, you'll work in a hospital or clinical setting. In others you'll work in a school, a private home, industry, or even in an office of your own. The options are wide open.

The need for health-related professionals will explode in the coming years, according to the Bureau of Labor Statistics. Health services are ranked third in industries with the fastest growth in wages and salaries through the year 2010. Health-related careers also continue to move onto the list of fastest growing occupations through 2010. Currently these include: Medical Assistants, Physician's Assistants, Medical Records Technicians and Transcriptionists, Physical Therapy and Occupational Therapy Assistants, Audiologists, Speech and Language Pathologists, Dental Assistants, and Pharmacy Technicians.

Three things will feed the growing need for health professionals: * the population is aging * increasingly complicated medical technology is being created and used * the healthcare industry wants to hold down costs.

Your piece of the pie
So how do you decide which piece of the healthcare pie might fill you up? Your options can be divided into categories based on some general interests and skills.


  • If you like direct, hands-on work with people--the kind of work where relationship-building and understanding come into play--you might choose one of the rehabilitative specialties like physical therapy, occupational therapy, or speech pathology and audiology. You'll work closely with patients, families, and other medical professionals in a variety of settings such as hospitals, clinics, homes, and schools. Your most important work, however, will often be one-on-one with the patient. These careers are also considered 'diagnostic specialities,' so you have to enjoy detective work and problem-solving, too.

  • If you prefer less direct patient contact but enjoy operating and handling different types of mechanical equipment, a technological or technician's job may be right up your alley. Check out the fields of nuclear medicine or surgical, cardiac, or respiratory technology. Biomedical engineering, orthotics, or prosthetics can satisfy your inventing and design interests. You'll work in hospital, lab, or research settings.

  • If you're organized and efficient--a more business-minded, behind-the-scenes person--health administration, health services management, or medical records could be for you. You'll work in settings such as hospitals, outpatient facilities, and private medical offices.

  • Artistic people would do well in art, music, or dance therapy, fields that need enthusiastic individuals who work well with people of all ages in large groups or one-on-one. Skills in observation, evaluation, and interpretation are as important as creativity and flexibility in dealing with people in a therapy setting.

  • Lab workers are an important link in diagnosing and treating conditions, but they need to be self-motivated and able to work alone. You should consider clinical lab sciences, pharmacology, or toxicology.

  • Computer skills come into play in documentation, systems analysis, billing, and record keeping. Software development for a particular healthcare provider is a need you might fill in your work as a computer specialist (working with professionals rather than with patients).

  • Using your computer and communication skills--your flair for art, design, or words--could place you in the field of medical communications and illustration. Desktop publishing, writing, and even video and audio production could be in your future. You might develop pieces that can be used for medical education, policies and procedures, or patient education. If you can tell it (and show it) like it is in easy-to-understand ways, an exciting career awaits you.

Do you have what it takes?

Even though each health field puts its own specific demands on your interests, abilities, and education, you've got to be a certain kind of person to work well in health care: one who is cooperative, mature, responsible, and accurate.

Whether you're with a single patient or assisting other health professionals, you'll always be part of a team. It's important to be able to express yourself and your opinions to others and to take their ideas into consideration--with the patient's well-being as the most important goal. Cooperation is a must.

You've got to be mature and responsible in your actions--people depend on you. Whether it's promising a movement workshop, reconfiguring hardware, or interpreting a mammogram, you'll be affecting the well-being of another person; you'll need to get things done on time, as promised, and documented accurately.

Educational choices

Once you decide health care is for you, you have to find the right educational program to meet your career needs and your dreams. You can work in a health-related field with as little as a two-year associate degree or go on to get your doctorate, which will take six or more years of college. The career and level of schooling you choose will affect your salary and your career flexibility. More education may allow you to work on a consulting basis or even to own your own business.

Some fields require minimum degree attainment before you're hired and some require postgraduate certification or licensing, so check the requirements carefully. If your field of interest requires a four-year degree before applying to its formal, professional program, make sure the four-year program you are considering meets the admissions needs of the program you'll apply to.

Here's something you should know, too: the focus on cost containment seems to be favoring the career prospects of those who have been trained to work 'across borders,' that is, those--particularly in the various therapy and technology fields--with multiple training, experience, or certification. So keep your options open by keeping your eyes open to trends in the areas you're interested in.

Finally, look closely at how trends in population growth and technological advances might change how your potential career is practiced. For example, some of the work of Ophthalmic Lab Technicians can be done by automated equipment now and Medical Equipment Preparers are doing more in private homes and nursing homes as people are moved out of hospitals faster to keep healthcare costs down.

Formal programs and accreditation

Formal health career programs can be accredited, which means they have met certain professional standards set by the American Medical Association or a state licensing board. Accredited programs teach you in ways that the governing boards feel best meet professional standards. They also prepare you for licensing or certification exams that happen after graduation but before you're employed. Make sure the program you are applying to is accredited. If not, make sure the program will prepare you for certification and other exams as well as employment. In general, programs that give you hands-on experience--that is, clinical experience--and classroom work make it easier to use what you learn.

How to choose your field

Finding out which health-related career is right for you should be a process, not a snap decision. Start with those closest to you--friends, family, or professionals in your community in fields you'd like to explore. Quiz them about their training, advancement possibilities, day-to-day expectations, and their personal views on the highs and lows of their careers. Make sure you get the whole picture. This kind of research develops a network of advisors and specialists who can guide your decision making and open doors to hands-on experiences and references in the future.

Give yourself some space to work with by starting with a broad approach, such as 'I like to solve problems,' and focus in from there. Do you like to work with your hands or your head? With people or alone? Do you work well under stress or better in less urgent situations? Guidance counselors in your school and career counselors in your community can help you focus your interests. You'll find career counselors listed in the phone book.

Other places to look for help are the Internet, the reference specialists at your local and school libraries, and professional organizations. These resources can help you hook up with professionals in your field of interest or help you find materials to review.

Try volunteering, too. It will get you right on the front line of the profession you're interested in. Remember that no one place or person has all the answers, so it pays to search around.

Health care is such a wide-open field that there's a place for virtually everyone. But to know if it's really the career path for you, take your time, talk things out, and 'try it on for size.'

Whatever course you choose, the health-related professions can offer almost anyone a challenging and satisfying career.

Article by, Anna Viadero, a freelance writer and a licensed physical therapist who lives and works in western Massachusetts, and courtesy of www.careersandcolleges.com



Going straight to a four-year school isn’t for everyone. Here are four other paths that can lead to rewarding futures.


Charlie Livingston's high school years in Middletown, Connecticut, were a blur of regular courses and technical classes--he crammed in as much shop, woodworking, and welding as he could handle. Sometimes he'd even hang out with friends who went to a nearby technical high school and help them do electrical work. He knew right away that he loved working with his hands, climbing ladders, and running wire. But when graduation rolled around, he decided to take the same route as many other students in his high school: He started toward a four-year degree.

But after enrolling at Central Connecticut State University in New Britain, Livingston wasn't sure what he wanted for a major, and he didn't like going to class. When he finished his second semester, he dropped out, and decided to pursue the electrical work he really enjoyed.

Now, he's taking a one-year electrical training program and well on his way to a career as an electrician, a job that can pay more than $33 an hour, according to the U.S. Department of Labor. Compared to the $56,000 it takes to attend four years at his state college, the electrical training program costs only about $15,500.

Like many other young people, Livingston originally thought college was his only ticket to an interesting job with a good salary. "Many high school students choose college because they don't think there's anything else, or they think adults don't want to hear any other ideas," says Ken Gray, author of Other Ways to Win: Creating Alternatives for High School Graduates (Corwin Press, 2000).

But choosing college isn't the only path to success. According to Gray, about 80 percent of all jobs require less than a four-year degree. In addition, by the time he or she enters the workforce, the average college graduate will be saddled with as much as $22,000 in student loan debt.

"The point is it's okay to be a little bit different from your friends [who may be going to college]," says Gray. If a four-year college doesn't seem right for you now, consider these alternate paths:

Community College

When George Kutnerian was a junior at Fresno Christian High School in Fresno, California, he entered a special "enrichment" program that allowed him to earn college credit by taking classes at the local community college. Kutnerian thought by taking Spanish at Fresno City College, he could satisfy his college language requirements early, but he wasn't sure what to expect from the community college experience. "I had always thought that community colleges had a negative stigma, but I never really understood why," he says.

By the time he wrapped up high school with two college classes under his belt, Kutnerian, now 21, had a whole new view of community colleges. After he met with the director of Fresno City's honors program, a competitive degree program for gifted students, Kutnerian decided that a community college could suit his needs as well.

"I could have gotten into plenty of good four-year schools, but the honors program ended up being the only place I applied," he says.

For the past two years, Kutnerian focused on business and political science classes and participated in an unexpected wealth of extracurricular activities. He got involved in student government, served as president of an honor society, and joined Upward Bound, a volunteer mentoring program.

Like many states, California offers the top students at its community colleges who meet certain criteria guaranteed admission to many of its four-year state schools if they want to transfer. Because of his outstanding grades and activities, Kutnerian was a shoe-in to transfer into his dream school, UC-Berkeley, where he is currently enrolled.

By going to Fresno City College first instead of Berkeley, Kutnerian paid only about $1,200 per year, as opposed to a whopping $34,000 at University of California-Berkeley. (New Jersey pays all tuition and fees for students who graduate in the top 20 percent of their high school class and attend a local community college.) Also, many students save even more money by staying at home with their parents. But saving money isn't the only reason to choose community college. Many boast smaller classes, professors who offer plenty of office hours, and a range of courses, like nursing, fashion design, foreign languages, and computer animation. The quality of instruction can sometimes equal that offered at a four-year university.

Community colleges are accessible--there's one within a short drive of more than 90 percent of Americans. And if you enroll in your late teens or early twenties, you'll be in good company but certainly with a diverse age range. According to the American Association of Community Colleges, about 55 percent of all students attending community college are age 24 or below.

But according to Kutnerian, community colleges carry some of the same risks as your regular four-year schools. His advice? "Stay focused, or you could be spending six years there instead of the usual two."

Community College Contact

For more details on community colleges visit:

The American Association of Community
Colleges www.aacc.nche.edu

Trade School

When Stephanie MacDonald graduated from high school, she started working a string of odd jobs, each a little odder than the next. "It got very irritating. I wasn't making enough money, and I wanted to get a good education so I could have a career," she says. After miserable stints at a gas station and a couple of pet shops, she settled into a job at a Ford dealership doing paperwork and detailing cars. The truck she drove to work was frequently breaking down, so MacDonald asked her father to help her fix it up after work hours. Something clicked--it was the beginning of a beautiful relationship between MacDonald and automotive technology.

Excited by her newfound love, MacDonald decided to check out the automotive technician program at the New England Technical Institute in New Britain, Connecticut. "On my first day of school, it was really scary," says MacDonald. "I walked into the classroom, and there was only one other girl! I thought, what did I get myself into?" But after several weeks, she was relieved to find that the men in her program didn't treat her any differently. In fact, since she has been doing so well in the program, guys regularly ask her advice when they're stumped by an auto diagnostic problem.

When MacDonald graduates from the year-long program this fall, she'll be ready for a career as an automotive technician, a job that can earn more than $25 an hour, according to the Department of Labor. Besides the great pay, MacDonald counts intellectual stimulation as another perk of her new career. "Figuring out what's wrong with cars is like a brainteaser, and the technology is always advancing in the field, so you're constantly learning," she says.

MacDonald advises that if you're thinking about going into a trade school, check out the program before you start. Take a tour of the school, make an appointment with a counselor to ask questions, and sit in on some classes and labs. Find out the program's graduation requirements and any licensing requirements for your chosen field. Then, if you're still interested, give it a try. "Sometimes you have to jump right in to find out what you like," she says.

Trade Contacts

National Electrical Contractors Association
www.necanet.org 301-657-3110
Sheet Metal Workers International Association
www.smwia.org 202-783-5880
United Association of Journeymen and Apprentices of the Plumbing and Pipe Fitting Industry
www.ua.org 202-628-5823
United Brotherhood of Carpenters and Joiners www.carpenters.org 202-589-0520

Volunteering

Jessika Moore, 19, always knew that she wanted to go to college. But after she graduated from Mark Morris High School, in Long View, Washington, she had no plan, no money, and no clue where she wanted to go next.

I didn't want to waste whatever tuition I was going to have to pay out because I didn't know where my life was heading," she says. After telling her mother that she wanted to take a year off, Jessika heard an advertisement on the radio for a volunteer program called the National Civilian Community Corps (NCCC).

The Corps, part of the federal Americorps program, recruits young people between the ages of 18 and 24 to participate around the country in regional volunteer projects, called "spikes." Working solely with nonprofit organizations, NCCC members spend 10 months working to fill environmental, education, public safety, disaster relief, and other unmet community needs. Participants get all housing and food paid for, have some limited health care benefits, and receive an education award of $4,725 after the program ends.

Besides earning money for college, Moore says the program has given her life some needed direction. "It's a really good way to take some time off, figure out what you want to do, and have some experiences with different kinds of people in a new place," she says. Moore's team, based in Perry Point, Maryland, learned basic firefighting, disaster relief, first aid, and CPR skills.

For their first spike, the group traveled by bus to Albany, New York, to work with Habitat for Humanity for two months. Everyday for nine hours, Moore hammered together houses for low-income residents. On her next two trips, a "split spike," she helped people recover from the effects of a hurricane, then built trails on national park land. In addition to the 1,700 hours of volunteer time Moore will spend working with her teammates, she must contribute another 80 hours of personal volunteer work to be eligible for the academic award. During one of her individual volunteer sessions, spent playing sports with disabled kids, Moore discovered that she had finally found her future career. "I was able to realize how much I enjoy teaching kids," she says. She plans on becoming a sign language interpreter and coach for children.

Even though she's had a lot of fun, Moore warns that joining a volunteer program like NCCC isn't a vacation. "You have to be a really hard worker," she says. "But I know I'll be more prepared when I do go to college."

Volunteering Contacts

Maybe you plan on college but would like to do something different before starting. A growing number of opportunities are available from environmental work to cultural immersion programs to internships to community service initiatives.

1. Outward Bound
(www.outwardbound.com) Offers leadership training courses in mountaineering, sea kayaking, backpacking and more.

2.Cross-Cultural Solutions
(www.crossculturalsolutions.com) Sends volunteers to provide humanitarian assistance in China, Costa Rica, Ghana, India, Peru and Russia.

3. National Civilian Community Corps
(www.americorps.org) During a 10-month stint, you might tutor at-risk
kids, help fight forest fires, or provide aid to victims of natural disasters.

4. Earthwatch
(www.earthwatch.org) Gives you the opportunity to assist scientific researchers in the field for up to three weeks as they work toward the conservation of the Earth's resources.

5. Dynamy
(www.dynamy.org) This program packs three nine-week internships, an Outward Bound course, community involvement, and independent living into a one-year whirlwind.

Military

On a whim during his junior year at Tallwood High School in Virginia Beach, Virginia, Thomas Matella took the Armed Services Vocational Aptitude Battery (ASVAB), a test that helps branches of the military determine what jobs new recruits might be suited for. Although his father and uncle had both served in the military, Matella, now 24, was planning on pursuing a career in theater. "I didn't take the test too seriously--I just wanted to see what score I would get," he says. However, his scores on the ASVAB were so high that military recruiters started calling and sending letters to his home.

After losing a theater scholarship in a competition later that year, Matella decided to enlist in the Navy's delayed entry program, in which recruits commit early to join the military right after high school. "I started to see some definite advantages to the military," he says. Recruiters told Matella about the Navy's GI Bill and college fund, totaling $30,000 when he enlisted. Unlike his two sisters, who both racked up student loan debt, he planned on getting his education completely debt-free.

Matella excelled at boot camp. He was chosen early on to lead his division, and he spent the next two years sailing to ports all around the world. While many

of his fellow recruits were out painting the town red in Mayport, Florida, Matella buckled down in the computer labs on base, taking free math, English, and science classes. "They definitely encourage and reward pursuit of higher education," he says. Every time Matella successfully completed a course, he received an award in a special ceremony. Eventually, he took the SAT on the military's dime, and his excellent score helped get him into Georgetown University's School of Nursing in Washington, DC. This year, he completed his undergraduate nursing degree on an ROTC scholarship, an education valued at almost $100,000. For the next four years, he will work as a member of the Navy's Nurse Corps, tending to patients at military hospitals.

Besides earning a free education, Matella and his fellow recruits have become more disciplined and mature, learned financial responsibility, racked up several merit and financial awards, and had life-changing experiences. But before signing your recruiting forms on the dotted line, Matella advises that you first check out resources at your local recruiting office, make several appointments to meet with a recruiter, and talk to other enlistees.

"There's not a day that I regret my decision," says Matella. "The military is such a character-building experience."


Military Contacts

Want more info on military options?
Click on to these Web sites:

Army www.goarmy.com
Army National Guard www.1800GOGUARD.com
Navy www.navy.com
Marines www.marines.com
Air Force www.airforce.com
Air National Guard www.goang.com
Coast Guard www.gocoastguard.com

Article by, Christen Brownlee, a freelance writer living in Washington, DC, and courtesy of www.careersandcolleges.com

Going on job interviews can be a nerve-wracking experience. There's so much to do in advance and so much more to consider that it makes you wonder where Jim Phelps and his MI team are hiding. Okay, so it's not that bad, but it can seem overwhelming at times. So far, we've discussed what questions job seekers should have in mind when going on interviews. To sum it up succinctly, Kenneth McGhee, author of Teamwork - Moving Beyond Teambuilding Exercises, says, "Candidates should ask questions that communicate two messages to the potential employer. The two messages are 'I want the Job' and 'I prepared for the Interview and researched the Company.'"

The impression you make on an interviewer can make or break your chances of getting a new job. In a previous blog, I cited an article that referred to a study in which college students were judged by their handshakes and their interviewing skills. The students who received high marks from hiring managers on their interviewing skills also received high marks from "handshake raters" for the quality of their handshakes.

When I asked our experts what they thought, they all agreed - for the most part - that a good, firm handshake, coupled with direct eye contact, is important. Yet not one felt it was important enough to eliminate an otherwise stellar candidate from consideration.

If you're a recent college graduate looking for an entry-level job or a college student seeking an internship, take into consideration what our experts had to say:

"A firm handshake is very important because it conveys the interviewee's level of confidence," said Susan Peppercorn, founder of Career Outside the Cube (formerly Inspiring Career). "A handshake provides the chance to establish rapport, and sets the tone for conversation. In addition, it is very important that the candidate look the interviewer in the eye when shaking hands, and acknowledge the person's name by saying, 'It's very nice to meet you, Ms. Brown' or 'Good to see you again.' Candidates who may be nervous and have sweaty palms as a result should bring tissues or a small container of baby powder to dry their hands before the interview."

Lin Grensing-Pophal, HR expert and business journalist, wouldn't "reject a stellar candidate based on a handshake. From a big picture perspective, though, in my opinion - just as when considering any other "personal" characteristics of a candidate (e.g. sex, age, race, religion, sexual preference, etc.) I would discount any perceptions based on a handshake in favor of other, objective indications that a candidate had the knowledge, skills and abilities to perform the critical job functions," she concluded.

Jobfox career expert, Barry Lawrence, agrees with Peppercorn that "a good handshake sets the tone for the rest of the interview." He went - quoting from an article that appears on his site BetterMondays.com - that a good handshake also "demonstrates your level of engagement and gratitude for being considered for the position. It's old fashioned courtesy, but it works."

Author and speaker, Sue Thompson of SetFreeLifeSeminars.com, believes it would be "ridiculously shallow" to reject a candidate because of a poor handshake. "Just like dining etiquette, many, many people are simply untaught in the essentials. They'd be so much more confident in presentation if they'd take time to find out what the rules are. All we have with which to judge others when we first meet them is our senses, and it's in the area of our senses where we decide if we want to go further and find out more. When people ignore the necessity of creating a positive, strong impression, they just make it a little bit harder for someone to decide they're worth a second look," she added.

"A strong handshake is extremely important. It's an essential part of making a good first impression. A weak handshake is definitely a liability in a work context. I've been told on plenty of occasions that I have a 'terrific handshake'-- and while on the surface that's a pretty silly thing to get a compliment on...it's a lot better than finding out someone didn't want to do business with you because you gave them a 'dead fish' handshake. It's just part of proper business etiquette," said Adam Kluger, president of Adam Kluger Public Relations.

Like Kluger, Tom Ruff, president of the Tom Ruff Company, advocates having a good handshake. ""A firm handshake is extremely important to me. To make a strong first impression, whether in business or your personal life, a firm handshake is indispensable," Ruff said. "Research has shown that the first 30 seconds make or break a connection between two people when they meet for the first time. I would not reject a candidate based solely on a weak or limp handshake but it would raise a red flag. A firm handshake exudes confidence and self-assurance and I look for these traits when evaluating candidates."

"One of the most important parts of the handshake is where you look. It is a sign of confidence when you look in someone's eyes while shaking their hand. No need to look at your hand. You know where it is," offered Lee Salz president of SalesDodo.com.

It's interesting how something as simple as the way you shake hands can influence someone's opinion of who you are as a person. In my next blog, I will continue with what our experts had to say about it. Maybe it is much ado about nothing, but as you can see, it still makes a difference.


Choosing the right career test is part of making a good career decision. A valid career test helps you learn accurate information about yourself so that when you look at your job options and make a decision, you act on the best information. A high-quality decision made this way likely leads to job satisfaction.

The following tips will help job seekers choose the right career test:



  • Consider taking a high quality career interest inventory. The best valid interest inventory will do four things: help you understand yourself better, match you with careers that are likely to lead to satisfaction and success, suggest careers you had not thought of, and give you comprehensive information about each one. Through this process, you learn about yourself, the pros and cons of each job option, which helps you make a successful career decision.

  • For a serious career decision, choose a serious, valid test. Quizzes, games, sorters, profilers, and finders that assess and match you with jobs are all career tests. To be helpful, they must be valid measures. But few of them are. For a test to be "valid," there must be published, scientific evidence that it measures, in fact, what the author claims it measures. If you want accurate information about yourself and job options that fit you, take a valid test.

  • Make sure the test website contains information about the test's validity. It should mention specific studies or offer a professional manual you can see. A manual will describe validity studies; for an example, click here. If no such information is available, avoid using it.

  • Look beyond credentials, links, and endorsements. A Ph.D.'s endorsement or authorship does not make a test valid; anyone, with or without a Ph.D., can create an invalid career test. Links from schools, government and professional organizations are well-intentioned, but often unreliable.

  • Seek the help of a professionally trained career counselor who recognizes the importance of test validity. They can help you choose the right test and help you interpret your results. The National Career Development Association provides helpful consumer guidelines on selecting a counselor and CounselorFind of the National Board of Certified Counselors can help you find a certified counselor near you.

No test can tell you what to do. But choosing the right test, one that gives you comprehensive, accurate information about yourself and your career options, is a step on the road to job success.

These tips also appeared in a recent post about career tests and The Career Key on MSNBC columnist Eve Tahmincioglu's CareerDiva blog.

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

Reprinted with permission from GraduatingEngineer.com


When up against scores of other qualified candidates for plum positions, students need to find a way to stand out in a crowded field. The best way to do that is present a work portfolio before, during or after the interview, contends Jake Newton, a senior recruiter at Seattle-based Aerotek, a technical staffing firm.

"Maybe one out of every 10 people I see use a portfolio," he says, "but the ones who do are miles ahead of the rest." One success story: The civil engineering student who'd created a Web site showcasing his projects. Newton was able to avoid sending clients a ho-hum resume, and instead email them a link to the candidate's online portfolio. "All the employers were blown away," says Newton. (It's hard to resist the visual, the novel, and in this case, the stunning.) The student quickly scored a coveted placement, even though a more qualified candidate may have been hidden in the pile of text-only resumes in the employer's in-box.

Resumes have some other downsides, too. Martin Kimeldorf, author of the book "Portfolio Power," calls resumes "a valentine to yourself" because they're often too inner-focused and self-serving. "Employers don't believe what they read in resumes anymore. Most of the time they don't read them in advance, and even if they do, they don't study them closely," he says. "Employers ask for a resume, so we feel like we have to go into an interview with one." Not necessarily. A good work portfolio can provide visual evidence to back up your verbal and written claims of competency.

"A person with a portfolio has a major advantage," says Kate Duttro, a career services coordinator at the University of Washington. Here's why: we may be hardwired to remember pictures and narratives, she explains.

"Anthropologists know that humans sat around the campfire telling stories long before they developed a system of written communication. If you've written a book and you show me the book cover, for instance--a visual image that tells a story--I will always think of you as being connected with that book."

Though it's a stereotype that technically oriented students are all introverts, most everyone feels a bit of social anxiety during a job hunt. A portfolio takes the focus off of you during an interview, says Kimeldorf, and "makes it easier--especially for shy people--to express their personality." Because it's a visual medium, a portfolio can "say" eloquently, what you may have a hard time putting into words, he adds.

What is a Career Portfolio, Exactly?

A black hard-case portfolio has been a standard part of an architect's uniform for ages--like a briefcase for an MBA or a doctor's bag for an MD. But a portfolio can be a powerful tool for engineers and computer professionals, too. It can be housed online in a digital format, or on a CD disc, or in a slide show, or even in a funky VideoMaster format. A work portfolio can be pretty much whatever helps you get an interview, a job offer, a wage raise or a promotion.
What type of portfolio is best for you? Cynthia L. Baron, associate director of the digital media programs and multimedia studies at Northeastern University in Boston says, "A person whose strongest skill is as a computer engineer shouldn't show an artist's portfolio. Unless you are a remarkably talented artist as well as a technical whiz you'll place yourself into the wrong competitive category.


Generally, an on-line portfolio--or a browser-based portfolio presented locally--is your best choice." Other portfolio specialists say there is no best way--it depends on the context. "I differentiate between an online portfolio and an interview portfolio [which may be the online version presented as a print-out]. An interview portfolio is easiest on paper," says Duttro, "otherwise you have to take a computer or find one."


If you decide to stick strictly to a digital format, be sure you avoid these common recruiter turn-offs, cautions Duttro:

  • Hard-to-navigate Web site
  • Slow-loading pages or graphics
  • Anemic or untargeted content
  • School-sponsored portfolio sites (too education-centric)
  • Believing recruiters troll online for entry-level candidates (don't need to)
  • Relying on recruiters to visit an online portfolio before the interview (no time to)
Start now to compile a collection of samples that you can pick and choose from for each interview. "Collect all the time that you're learning things, like how to create a database," says Duttro. "Also think about when you used your problem-solving abilities or creativity to make things work better. Then if you apply for a job that requires you to put together a database, say, you can open your portfolio and pull out an example. You can say, 'This was done as a project in class. My part of the project was ABC. We had one tricky problem and this is how we solved it. Here's what I did...'"


Make sure that collect items that you have confidence about, deep knowledge of, and that the tasks were ones you enjoyed doing. Otherwise, it's not an honest portrayal of you. What if you don't have many examples that illustrate skills or competencies that meet those three standards? If you're sure that you would be a good candidate for a job, go ahead and create an item that showcases your talent. "Show a spec job [project done 'on speculation,' without an assignment from a teacher or employer] that solves a problem you believe the company may want to solve," advises Kimeldorf.


Monica Nucciarone, a career specialist at Pierce College in Lakewood and Puyallup, Wash., advises students to pack a portfolio with "a thank-you note or two, awards, certificates, recommendation letters, emails, evaluations, and any other example of work created that shows competency." These pieces can be packaged with a title page, table of contents, six to 10 pages (each page with a title, graphic and narrative summary).


Many job applicants are hesitant to blow their own horn by including awards and accolades. But some recruiters now insist on such evidence, since they can't always get references from employers. Some companies, fearful of lawsuits, will only provide scanty verification--"Yes, she worked here from x date to y date, her job title was z, and she's eligible for re-hire."


So, if an applicant for a technical sales position claims to have been rated #1 in sales for a summer job, the recruiter may require proof. Some examples: a photo of the sales plaques hanging in the lobby, or an employee newsletter article about you, or the check stub that shows a big bonus for blowing your sales target out of the water. Don't think of yourself as immodest for including such flattering material; you're just being factual.


"Always include evidence of your ability to do the job in question," says Duttro. "If the testimonial letters and award certificates are relevant evidence of your ability to do the job in question, yes, include them."Say you've culled the best work from your portfolio collections - now make sure it's not too good.


Susan Emmons, professional practices instructor for University of Oregon recounts a time she sat on a scholarship committee. They were extremely impressed with a particular portfolio sample, but passed over that applicant for the scholarship. The rest of the portfolio didn't support the stellar sample, which was mediocre. They suspected that the work wasn't his own. Besides keeping the quality of samples consistent so that no one piece jumps out, another way to establish authenticity is to show your train of thought or progression during various phases of the project. If you show the initial rough sketches, then a CAD drawing, and finally a photo of the finished piece, for instance, it's easier to believe that you didn't crib someone else's design.


The Interview: Your Time to Shine

The best way to incorporate your portfolio into the interview is during the ordinary give-and-take of conversation. Some students, before actually pulling out their portfolio, are afraid that the interviewer won't want to see their samples or that their eyes will glaze over with boredom if they do. Not likely. "Present it [the portfolio], but not until a relevant question comes up. When it does, open it saying, "I have an example of that [skill being questioned]. Then show that page and tell the story of that skill while showing the relevant page. When finished, close the portfolio and wait for the next question," says Duttro.

If you decide to show an online portfolio during the interview, practice until your presentation is smooth as silk. Bring your own laptop, sure, but also call ahead to make logistical arrangements. (They may not have wi-fi or an easily accessible high-speed connection in the interview room, for instance.) Carry printed pieces as a back-up in case you run into a technical glitch with a digital portfolio.

Provide interviewers with a sneak peek, if they have the time and interest to preview your online portfolio. "If your interest is game design and you have a fully-functioning game or demo to show, showing it ahead of the interview (as a download...never as an attachment unless the interviewer requests it that way) gives people the chance to see how you think," says Baron.

There's no guarantee that even a full-blown printed or digital portfolio will make a powerful case for you. After all, the pages are still representational not actual touch-and-feel samples. Duttro recalls an out-of-work electrical engineer with special expertise in electric motors. "His outplacement consultant suggested that he take one of the really small motors along with him to interviews," she says. "When he took the motor out of his briefcase and set it on the desk, the hiring manager immediately put his hands on it. They started talking colleague to colleague--it changed the tone of the interview totally."

Make it Short and Sweet

"I once had a student who never seemed to be on anyone's short list," remembers Baron, "even though he was technically savvy and hard-working. He presented his portfolio to me, and I understood why. He tried to show everything he'd ever done. I suggested that he eliminate all but two or three projects, and get his presentation down to ten minutes. He grumbled but eventually agreed to try it. He starting getting callbacks, and soon landed a position. The moral: you have to respect an interviewer's time."


"Less is more," Kimeldorf concurs. "Better that you show two startling good samples than 10 samples that bore me." As evidence, he points to an engineer laid off from one paper mill and applying at the only other mill in town. He brought just two pieces of paper to his interview--before and after samples to show the manufacturing improvements he'd spearheaded. He got the job.


What to Include

One of the advantages of having a physical work portfolio is that you can drop it off before the interview. Be sure to show up in person at a time when the recruiter is likely to be there--early or late in the day is generally best. Ask to speak to the recruiter briefly before leaving your portfolio. (You'll likely get five minutes or so to introduce yourself and explain your interest in the position.) Do the same thing a few weeks later when you stop by to pick up your portfolio. You'll have a leg up over anonymous applicants who only mailed an application. Recruiters see so many applicants they have a hard time keeping them all straight. So seeing you and your portfolio twice (in addition to any interview) will make you unforgettable.One caveat: While it's nice to leave a portfolio behind, cautions Duttro, "never leave any of your originals. If you plan to leave it behind, get good color copies of any originals, but still make arrangements to return to pick up the copy."

It's Not Over Until it's Over...

"Follow-up, follow-up, follow-up," says Baron. "Always send a thank you email as soon after your interview as possible, with any URLs or additional info that the interviewer may have requested. Write it in advance and make sure that it is spell-checked so you can maintain a professional appearance." A link to an online sample or portfolio is also good leave-behind piece, and easy to share with others involved in the hiring decision, she adds.


Plan to keep in touch--even if you feel like a pest doing it--until you hear one way or the other. Showing that you're persistent (and consistent) could make all the difference.


But don't pin all your hopes on any one opening, either. Keep busy with interviews, even if they are just informational interviews. "Take your portfolio around to people in the industry and have them evaluate it," says Kimeldorf. "A portfolio is even better than a resume as a networking tool because it gives professional contacts (as well as friends, family, alumni, etc.) more to look at."


It's All in The Details!


Here are some portfolio items that will knock a recruiter's socks off:

  • Diplomas and certificates (seminars and workshops, too)
  • Academic transcripts
  • College club and extracurricular activity memberships
  • Published writing sample (newsletter article, etc.)
  • Report on results of your informational interview research
  • Calendar showing how you juggle school, work and other activities
  • Testimonials (thank-you notes from customers or peers)
  • Work evaluations from supervisors or peers
  • Videotape of you giving a presentation before a large group
  • Awards for sport, academic, job or hobby
  • Syllabus from training program you created for co-workers
  • Proof of effectiveness, say a chart of skyrocketing production on the job
  • Budgetary planning or accounting for yourself or a club
  • Published employee or student rankings (if you're at the top, of course)
  • Student newspaper article about you or your project
  • Photo of project team to illustrate a success story
  • Chart showing successful membership drive or fundraiser
  • Test results: commercial driver's exam to vocational aptitude screening
  • Spec design for new product the hiring firm could add to offerings

Article by, Jebra Turner and courtesy of www.careersandcolleges.com

You're embarking on your final year of college; all that's left is a few finals, term papers, making sure you've completed all your course requirements, deciding what to wear for your senior picture, shoveling out a few year's worth of garbage from your apartment. Stuff like that. Oh, and you've got to find a job. Reprinted with permission from GraduatingEngineer.com

Whether your life in college has passed in a blur or dragged on for what seems like an eternity, you're heading into the homestretch. And waiting at the finish line is an entire new reality. Nine months might seem like plenty of time wrap up all your loose ends and take your first step as a professional, but there are a number of tasks remaining and all of them require significant, well-managed time. In the months ahead, you'll need to take care of the items below.

As you make these strides toward your professional career, you'll see how they build on each other, each step making the ones that follow that much easier.

Internships

This is a crucial step. If you haven't already, it's time to start getting some career-related experience. And depending on your school, this might even be a requirement for graduation. Regardless, it is an important part of securing a full-time position after you graduate. An internship will help you gain real-world experience in your industry, increase your marketability to future employers, and give you something to put in the "experience" section of your resume. It is a can't-lose proposition, so don't pass up this opportunity. If you've already completed an internship, consider a second one.

Resume

Now is the time to start building your resume. The resume is the golden ticket to the entire job search process. Without it, you won't get past the first question of an on-campus interview, which, under these circumstances, will be "Where's your resume?"

With limited professional experience, creating a resume can be a frustrating task. Consider your resume to be the outline of the answer to another question: "Why should we hire you to work for our company?" Use strong action verbs to highlight classroom achievements and identify relevant work experience and extracurricular accomplishments. Continue to polish and update your resume throughout your senior year. Remember, your resume is never a finished product; you should always think of it as a work in progress.

Research

A little knowledge goes a long way. You should get a feel for the kind of company you want to work for based on industry, size, culture, benefits, advancement opportunities, and how it fits into your long-term goals. Start your research right away and arm yourself with information as you begin to interview. Not only will your research help you identify prospective employers, it will also help you in the interviews themselves. You're bound to hear a question like, "Why do you want to work for us?" Your research will help you answer intelligently and appropriately.

Practice Interviews

Excellent interviewing skills are essential during the job search. Even if you have the most impressive resume of all the candidates, no one is going to hire you if you don't make a good face-to-face impression. The candidate who best articulates his or her qualifications is often the one who lands the job. Remember, you are "selling" yourself to the interviewer, so work on your standard sales pitch, a one- to two-minute summary of your qualifications. Don't memorize it; your sales pitch should come off as a natural response. But you can practice it and get comfortable with your delivery. Think about what you want to highlight. Know your strengths and be able to speak to them. Like anything else, your answers will get better and better the more you work on them. Get together with friends and do your own mock interviews. When it's time for the real thing, you'll sound like a pro.

Interviews

Everything you've done so far has been in preparation for your interviews. Your internships gave you experience that will impress the interviewer and stimulate conversation, your resume outlines your qualifications, your research gives you the knowledge to ask intelligent questions and helps you narrow your job search focus, and your practice interviews give you the confidence to appropriately and professionally create a dialogue with the interviewer. If you spend your senior year making consistent progress on your future professional life, you'll be ready to hit the ground running when it comes time for your interviews and, eventually, your first job.

Your Career Center

These steps are just a broad outline. You'll need to keep working at them throughout the school year. And remember, one of the best places to start any of these steps is your career center. The professionals there can help you with any of these topics, as well as other important elements like building your network, getting references, creating cover letters and more. Your career center is an invaluable resource; be sure to fully utilize it.

Article by, Robert Shannon, a freelance writer from Chicago, and courtesy of www.careersandcolleges.com



TV Jobs and Real People Who Do Them


Not sure what you want to be when you grow up? Well, all you have to do is turn on the tube and start flipping to find plenty of great careers to choose from. Okay, maybe watching 24 or Scrubs doesn't qualify as an informational interview, but it's a lot easier than pressing your suit and memorizing interview questions. But do doctors really get that much romance? Do government agents really have such cool cell phones? We went to the real-world equivalent of our favorite TV jobs to find out.

24
Aside from the torture, stray bullets, and targeted military air strikes aimed right at him, Jack Bauer's job looks pretty cool. When he watches the clock, it's because he's in a race against time. There's no doubt he always scores the sweetest gadgets. And judging from the (hot!) cast of multi-ethnic male and female staffers, it looks like CTU is an equal opportunity employer. How do you get that job?

Gus Dimitrelos, recently retired special agent for the Secret Service, says there is plenty of opportunity in Bauer's line of work. Dimitrelos was in charge of physical, cyber, and technical security for Presidents Bill Clinton and George W. Bush. "The next time you see the president's motorcade," he says, darkly referencing his technical team, "look for the car behind the president's."

Even retirement from this gig is action-packed. We spoke to Dimitrelos from his cell phone shortly before he left on a covert mission to a war-torn area to retrieve sensitive information from a laptop--sounds like a day in the life of Jack Bauer. "Yes," he laughs. "Bauer and I both get assignments involving field acquisition associated with cyber-terrorism, though I don't work for the government anymore." Dimitrelos's missions are done without a camera crew or catering truck, too. "It can get pretty grueling," he admits.

Still not cool enough? Recently, through a request that came to his company, WhoHackedMe.Com, Dimitrelos solved the high-profile cyber-stalking of Linkin Park front man Chester Bennington, which became a matter of national security in the process. Sweet.

Before you decide the life of a spy is for you, Dimitrelos points out one thing. "Note that Jack Bauer isn't married," he warns. Dimitrelos, who isn't married either, says this aspect of the job is true to life. "We have a saying," he explains. "'If the Secret Service wanted you to be married, they would give you a wife with a badge.' You can't manage both."

Still, you get to put terms like "covert operation" and "British Bomb School" on your resume. Seem worth it? Dimitrelos suggests you major in computer science, then get a job with the secret service, FBI, or any branch of law enforcement. "You could even go into Customs or the DEA," he suggests. "There has become such a demand in intelligence for anyone with technical skills that I call it the 'New Attorney.' Every corporation is going to need one."

House
To watch House, it would appear that being a brilliant doctor is a heady cocktail of detective work--often involving breaking into patients' homes, antisocial behavior, and pill-popping. Depression, hostility, angry coworkers, and sick people who get sicker--or die--before you can cure them? Where do I get a job like that?

Dr. Lisa Sanders is not only a clinician-educator at Yale Primary Care Residency Program, she also writes the New York Times' "Diagnosis" column, which served as an inspiration for House. She also acts as a consultant for the program. "How accurate is House? Well, it's accurate to a higher truth. It's not literally true. For example, how many nurses do you see? How many technicians? None!" A diagnosis is fundamentally a thinking problem, though, which doesn't make for good TV. So the show externalizes the elements of that process.

"I would love to break into someone's house to see how they live because that's an important part of a diagnosis, which is why House does it," Sanders says. "But I have to be satisfied with asking them what's in their medicine cabinet. Breaking into people's houses tends to get you arrested, and an arrest record wouldn't look good on my resumé."

Can't wait to become more like House? "Make sure you like math and science," suggests Sanders. "But don't become a narrow person. Read novels. Go to plays and movies. Understand politics. Be involved in the world. Those are important clues to understanding human beings, which is the subject of medicine. You don't treat a cold; you treat a person with a cold. I was a television producer before I became a doctor, and I was 36 when I went to medical school. I would not be the doctor I am today if I had gone straight to medical school from college."

American Idol
In every episode of American Idol, a singer gets up on stage and makes hitting every note in front of a huge crowd and millions of TV viewers look like a walk in the park. Adoring fans, glamorous hair, and perfect pitch. How do you get that job?

"There is an element of American Idol that is exactly like being a professional singer," says jazz singer Jeanne O'Connor, who among other gigs is a member of String of Pearls, a vocal trio that has played all over the world. "You are up there in front of a band--a great band--and you are performing live. The contestants have to learn the arrangements, practice with the band, and deliver a great performance. Singing in a club is a lot like that--though you don't usually have six million people watching."

Like the sound of that? A solid music education will help you "speak the language of musicians," says O'Connor. But don't sacrifice a well-rounded education to get it. "Dedicated music schools sometimes teach everyone the same stuff," she muses, "and there is a lot of competition. So maybe you won't develop your own voice."

She recommends a liberal arts school with a strong music department. "Oberlin has a conservatory as well as a liberal arts degree. The University of Miami and North Texas State each have great music departments. And a lot of great musicians come out of the University of Indiana."

A career performing music is an entrepreneurial endeavor, so business, communication, and even technical skills will help. You have to promote yourself, create your own style, and even hire the venue and other musicians to work with you. "You have to do a lot of self-starting," says O'Connor. "It used to be that performers would make a demo and send it to a record company. Now musicians promote themselves on the Internet."

"You could also audition for American Idol," laughs O'Connor. "That's a good idea--if you can take the cuts."

Scrubs
At Sacred Heart Hospital, every day is full of hilarity and romance for Dr. John McGinley and the residents. Sick patients, trauma, and long hours seem an afterthought to the dating, banter, and friendships. How do you get that job?

"I like Scrubs," says Dr. Ed Mariano, assistant clinical professor of anesthesiology and director of regional anesthesia and anesthesia for outpatient surgery at UCSD Medical Center in San Diego. He, like McGinley, mentors new doctors in a residence program. "But it isn't really an accurate portrayal of the medical profession."

"There was one episode where a doctor delivers a baby and then performs pediatric surgery on the newborn. Medicine is very specialized. That should have been at least two doctors."

But what about all the hilarity and romance? "Well," says Mariano, "I haven't worked anywhere that has been quite like it is on TV. Dating coworkers probably isn't a good idea. But the people you work with do become very important to you. You spend so much time together, especially in a residency, that you end up being best friends outside of work. My best friends are still the people I did my residency with. So, that part, I suppose, is true."

CSI: NY
Whether you are examining a crime scene or going over evidence with a fine-tooth comb and some snazzy lab equipment back at headquarters, it's life in the fast lane while you put away the bad guy.
And all your co-workers are incredibly hot. Where do you get a job like that?

"In the real world, I'm afraid we aren't all supermodels," laments computer forensics investigator Ted Coombs. "We're just ordinary people doing a job. And on the crime scene, there isn't one person who is expert in all things. People with different skills have different jobs. Those jobs are often pretty specialized." He adds, "And on TV they can all shoot straight. That's not really true either."

Coombs studied computer science but started applying it to forensics rather late in his career. Even if it isn't like TV, he finds the work fascinating. "I had a double-murder case where the proof was in e-mails that the murderer sent."

But because he frequently works for the defense, his detective work often involves creating doubt where the prosecution has created certainty. "In one case, a truck driver's wife and her boyfriend tried to get rid of him by downloading [incriminating material] to his computer." The prosecution was convinced the truck driver was guilty. But Coombs showed that the truck driver had been on the road when the downloading happened.

"TV shows always show the forensics people as being very dutiful," he says. But in truth, the prosecution is only looking for evidence that supports their case. They ignore evidence that isn't relevant.

You don't need a law degree to get into forensics. "Forensics is the application of any science or technology to the law," Coombs explains. "Just get a good science degree and some experience, or a minor, in criminal justice."

Article by, Christina Wood, a freelance writer in North Carolina, and courtesy of www.careersandcolleges.com


Your dream job is out there somewhere, but a successful expedition takes time, a thorough exploration, and the proper tools.

Sarah Shumway, a recent graduate of Hobart and William Smith Colleges in Geneva, New York, found that job-hunting was tougher than she had expected. But with perseverance and a positive attitude, Shumway landed a position in a children's publishing firm in New York City. "It took a lot along the way to get this job," she says, "but I'm where I want to be."

Shumway, like many new job seekers today, found out that opportunities are harder to come by than in previous years. "A few years ago, companies would do anything to try to hire talented people," says Tony Lee, editor-in-chief and general manager of CollegeJournal.com, an online arm of The Wall Street Journal. "They'd pull people off Daytona Beach during spring break. Now, opportunities are disappearing."

Still, opportunities exist; job seekers just have to try harder. Whether you're looking for part-time work now or planning ahead for your post-college job hunt, preparation pays off, and knowing the strategies and tools (a dynamite resume, an impressive interviewing style, the right clothes) can set you on course for a successful job quest.

Finding the Job

Classified ads and job postings at a school's career center can still uncover some employment jewels, but today's search requires casting a wider net. "Students who rely only on campus interviews and responding to job ads are missing 80 percent of the opportunities out there," says Steven Rothberg, president and founder of CollegeRecruiter.com, an online job board targeted to students and recent graduates. Most jobs are filled through referrals or internal resources. Your mission should be to leave no possibility unturned by exploring all the major employment sources.

Networking

Nearly every expert puts networking at the top of the job-finding list. "Most students know--within two degrees of separation--someone at a large company they can make a connection with," says Steve Pollock, president of www.Wetfeet.com. Rothberg suggests discussing your job search with every single human being you come into contact with.

To expand your networking beyond your inner circle, explore these sources:
Professional organizations. See if your campus has a student branch of a professional association related to the field you're pursuing, such as the Public Relations Student Society of America or the Professional Photographers of America. Or find out if a professional association in your industry accepts junior or apprentice members.

College alumni. Talk to graduates of your college or university in your field. Most alumni offices have names of former students willing to be contacted.

Career fairs. Career centers often sponsor events that match employers seeking to fill entry-level positions with students looking for jobs. At Harvey Mudd College in Claremont, California, the career services center organizes fairs in the fall and spring. Structured like a convention floor, the fairs allow students to visit booths and talk one-on-one to company representatives in a variety of industries.

Career Centers

Only about 12 percent of jobs come to students by way of on-campus interviews, according to William Cohen, professor of marketing and leadership at California State University, Los Angeles, and author of Break the Rules: The Secret Code to Finding a Great Job Fast (Prentice Hall Press). Still, the career office is often a good place to start your job search.

In addition to coordinating on-campus recruiting visits from major corporations, many college career centers offer special programs to help match students and employers. For example, the referral service at Hobart and William Smith's career center places students' résumés in a special database that counselors can sort through and then forward appropriate resumes to employers looking for workers in specific career fields.

Not only are most college career centers free to use, they are stuffed with job-search-related aids-- from career assessment tools to resume- and cover- letter-writing services.

Internet Job Boards

Call them the classified ads of the new millennium. Internet job boards allow you to search through thousands of job opportunities and target positions you're interested in. "You can type in the type of job you're looking for and see all the jobs that meet your criteria in one second," says Lee of www.CollegeJournal.com. Most job boards also post resumes, which employers scan when searching for applicants.

Besides the larger, better known boards like Monster.com and HotJobs.com, there are thousands of smaller ones that specialize in particular fields such as science (www.newscientistjobs.com), publishing (www.mediabistro.com), or health care (www.healthcarejobstore.com).

Online job ads tend to be much more detailed than classified ads; they often include information on the company itself or a link to the company's Web site.

Internships

If you love your college internship, it could become a permanent gig. According to the www.WetFeet.com survey, 45 percent of interns were offered full-time positions at the companies they worked for last year.

The simplest way to turn your internship into something full-time? Do a good job--no matter how mundane or silly the task. Also, during your internship, periodically ask for feedback from your supervisor or other employees. Network like crazy--at least a few times a week, try to go to lunch with a different person from the company. Stay in touch with employees after you finish the internship, even if it's just dropping them an occasional e-mail. And make it known that you're interested in continuing at the company full-time.

Cold Calling

Sending out unsolicited resumes may not be the most effective way of finding a job, but Shel Horowitz, director of Accurate Writing & More, tells the story of a client who wanted a job in New York City's fashion industry. "She blitzed the industry--sent letters to everyone she could think of saying, 'This is why you need me.' In six months, she had the job she always wanted."

Although you might find a position sending a résumé to human resources, you're probably better off contacting the person who actually hires people in the department you're interested in. Three or four days later, phone that person's office and confirm that they've received your material. Once you've made it that far, inquire about job possibilities and hiring procedures.

Agencies

For new graduates, the majority of employment agencies and headhunters can be a waste because most agencies don't handle entry-level positions. On the other hand, obtaining a short-term assignment through a temporary agency can give you and a company the chance to check each other out.

Classified Ads

They may be old-fashioned, but don't ignore the want-ads in your local paper or in your industry's professional journals. They can still lead to the golden job. Be sure to customize your cover letter for the advertisement you're answering. If it's not a blind ad, call the company and find out who's actually responsible for hiring that position, and, if it's a different person from the ad, send your résumé directly to him or her as well.

Ace the Interview

"People don't hire from resumes--they hire from interviews," says Cohen of California State in Los Angeles. During that hour or so, interviewers are judging your interpersonal skills, dedication, curiosity, and enthusiasm--and you're determining whether or not you would be a good fit with the company.

It's not surprising that experts say preparation is the key to a successful interview. The best preparation is four-fold:

Research the company. "People are far more impressed with a candidate who's obviously done his or her homework," says WetFeet's Pollock. At the least, you should have a basic knowledge of the company: its mission, its key products or clients, its annual revenue, where it's headquartered, who its competitors are. All of this information is often available on most companies' Web sites.

Be ready to sell yourself. You need to clearly state why you want the job and what you can offer the firm. Pollock suggests listing three things you want the interviewer to remember about you when the interview is over. "Maybe you have great analytical capabilities or a passion for the semiconductor business--make sure you get those things across."

Have questions ready. Asking questions shows your interest and expertise. Focus on the job itself: How does my position fit into the organization, what qualifications does it require, what are the day-to-day responsibilities? Also, listen closely to what your interviewer is saying so you don't ask questions that he or she has already answered.
Practice, practice, practice! You wouldn't think about participating in a marathon without a few training runs. Similarly, before you do a real interview, you need to put in some practice time. "Find an adult who has some experience with interviews and role-play it," suggests Horowitz. It's often helpful to videotape your role-playing session, as it allows you to catch a physical faux pas such as fidgeting and not making eye contact.

Stay Positive

In terms of keeping your sanity during your job search, this is probably the most important tool to maintain. "A lot of people approach the job search as something that's going to be a horrible undertaking," says Pollock. "People who do best approach it positively--as a world of possibilities, and they're going to find a job that's exciting for them."

Tracey Randinelli is a freelance writer who found all her full-time jobs through the classified ads.


TIPS

  • In an interview, turn off your cell phone and make eye contact.
  • Sending out unsolicited resumes is usually a waste of time. Most companies don't have time to review them and dump them in the trash.
  • When E-mailing a resume, keep it plain. No fancy typefaces. Although you may send the resume as an attachment, some files can be difficult to open, so paste it in the body of your e-mail as well.

Article by, Tracey Randinelli and courtesy of www.careersandcolleges.com


About two of every five high school graduates don't go to college.


Not all successful careers begin with college. With tuitions rising fast, many high school graduates are taking advantage of opportunities with the military and trades. The manufacturing and construction industries, which are currently experiencing shortages of skilled labor, are both actively recruiting. This has meant offers of high salaries and guaranteed employment for high school grads. After completing a five-year apprenticeship, a 23-year-old electrical contractor can be earning as much as $60,000 to $70,000 a year, according to the National Electrical Contractors Association.

"Also, when you learn a trade, instead of paying money out toward college, you can be bringing money in," says A.J. Pearson, executive director of the National Joint Apprenticeship and Training Committee. "People have a misconception that this is just common, dirty work, but there's a very technical aspect and a pride in the craftsmanship that is part of this work."

Training offered by the Mechanical Contractors Association of America (MCAA) shows how sophisticated construction technology can be. Recently, the organization has been educating members in the construction of "green" buildings, which are energy efficient and often made from recycled materials. The National Association of Manufacturers (NAM) also wants to dispel the notion that skilled labor is menial labor. "Manufacturing means everything from making potato chips to making computer chips, and opportunities range from tool and die work to advanced robotics," says Wade Sayer, director of business education programs for NAM. "Plus many manufacturers give tuition reimbursement to learn on the job."

For more information on careers that don't require college, check out these Web sites: www.electrifyingcareers.com, www.gettech.org, www.armedforcescareers.com, and www.mcaproof.com.

Article courtesy of www.careersandcolleges.com

Oops, I already told the interviewer what I am making. Now what?

All is not lost! Just because they know your current salary or salary expectations doesn't mean you can't negotiate for a fair market value.

Once you've broken the sound barrier, so to speak, on your salary, you at least have one advantage: no more tug-o-war between you and your potential employer about revealing salary.

If salary bumped you out of interviewing, it will be hard to gain reentry at all, and even if you do, it might be at the price of an informal pre-interview agreement that if chosen, you'll consider a pay cut.

If you're still in the running, however, your "disclosed" circumstances make it doubly important to do your research well. In this case, you don't need to address salary again until there's an offer. At that point use researched facts, not your past salary, to substantiate your salary request.

When they've decided on YOU, that is, when they're making you the offer, not your competitor(s), then it's time to make the move away from the number you disclosed to your ideal compensation. Don't let your past salary be the starting point for negotiations. Let your own satisfaction and joy of receiving great pay be the motivating force behind you at this point.

Remember that what you negotiate now is what you'll live with for a long time. A minute or two here can engender months and months of satisfaction - or the opposite if you miss this opportunity. Let's assume they've made an offer. What do you say?

Respond with: "I know I've discussed my [current] salary / salary expectations. I want to make sure from this point forward that we're looking for a compensation package that is not just a 'raise' from my previous job, but rather a motivating, fair, value-based salary we will both be satisfied with. Can we agree on that principle?"

You'll find 15 phrases to help you prevent spilling the beans in the Negotiating Your Salary: How To Make a $1000 a Minute.

Once you have your agreement on that, then follow the rest of the Ten Salary Negotiation Commandments.

Article by, Jack Chapman, "The Salary Coach," and author of Negotiating Your Salary: How to Make $1000 a Minute. Used with permission. For more information, visit SalaryNegotiations.com.(c)2008


Up until recently, they've never experienced a down economy, and have always been on the demand side of the labor market. But skyrocketing gas prices and the mortgage crisis have rocked more than our national economy; they've rocked the optimistic spirits of Generation Why as reported in this recent article in the The New York Daily News.

Traditionalists, Baby Boomers, and Gen X'ers have each fought through turbulent economic cycles and have been forced to learn how to survive on less money and fewer jobs. How Gen Why responds to this economic slump remains to be seen, but they are undoubtedly going to be tested in the coming months, and maybe years.

There silver lining might come in the form of a stronger work ethic in the emerging workforce as teens and young adults will have to fight harder to find-and keep a job. These kinds of struggles are known to reshape a generation's outlook on jobs, work, and careers.

While some employers have already abandoned the 'I'll bend over backwards to keep you happy' style of management and reverted back to their 'my way or the highway' methods, smarter employers will not take advantage of their front liners. Instead, they'll leverage these slower periods to train and engage young employees and build stronger relationships that will last long after the current economic storm has passed.


Eric Chester.jpg By Eric Chester and courtesy of Generation Why? Whysblog

I just received an e-mail from Pat Viro, a reader who has a job in an interesting new field known as "nurse consulting."

You've probably heard of the growing need for health professionals to care for a quickly expanding number of senior citizens. This demographic shift has been well documented. For example, according to the U.S. Bureau of Labor Statistics, every eight seconds an American baby boomer (those born between 1946 and 1964) turns fifty. By 2030, one in every five Americans will be a senior citizen, and Americans 85 and older are the faster growing segment of the national population and are the heaviest users of long-term health services.

One emerging career is nurse consultant. At a time when baby boomers are caring for their aging parents and staying in the job market longer than any other generation in our country's history, along comes the nurse consultant. The Support Nurse, provided by organizations such as Care Support of America, was developed from the realization that time and distance often come between caregivers and their aging or ailing parents, and that a nurse consultant can ease this by coordinating parent care.

Nurses provide emotional support, guidance and education to adult children and their elderly parents. S/he assists in developing a plan that reduces stress and enables caregivers to keep loved ones home longer. This results in a higher quality of life for both the caregivers and older relatives. The field encourages creativity, efficient problem solving, and thinking outside the box. It's an ideal position for the professional nurse who enjoys being on the cutting edge of new trends. Think this career could be for you? Check out Care Support for America. You certainly wouldn't have a problem finding work!

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

There are a lot of books out there on how to achieve job satisfaction and get ahead in the business world, but few are from the viewpoint of someone with a front row seat in the always-elusive entertainment industry. That's what I found interesting about Danielle Weinstock's Can This Elephant Curtsy on Cue?.

A Hollywood producer, Danielle has worked on thirty television shows or feature films such as Weeds, 24, The Agency, White Fang, Crossing Jordan, and Fantasy Island. She also wrote the documentary A Song's Best Friend: John Denver Remembered, which aired on PBS, and is a member of the Producer's Guild of America (PGA) and the Director's Guild of America (DGA).

Can This Elephant Curtsy on Cue? is a fascinating look at life on a film set, where producers must daily contend with temperamental wildlife, unattainable demands, and stringent budgets. Weinstock provides an insider's view on how movies and television shows are made, and uses her hilarious and sometimes cringe-worthy anecdotes to extend the entertainment world's lessons to other fields. The book offers guidance for working with difficult people, coping with sexual harassment, managing complicated scenarios, and making appropriate financial decisions.

Given that Weinstock survived the Hollywood jungle and was able to claim a successful, two-decade career in it, her perspective is intriguing and invaluable.

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

Whether you are choosing a career, making a career change, or deciding whether to start your own business, this is admittedly an unsettled and uncertain economic time. We have Presidential elections coming up with two candidates with completely different ways of dealing with the recession. Little economic news seems good. And grocery shopping makes me personally depressed - apple prices have risen to $2.39/lb from $1.99/lb 6 months ago, here in Washington state no less. But don't let the uncertain economy derail your decision-making process.

Time to stop watching the news. Stop thinking "macro" - the big picture and start thinking "micro" - what is the status of my current situation, my industry or industry of interest, and my region? How people and careers are doing varies widely based on these factors. If the "big picture" news is causing you to hesitate or be extra nervous about making a big career or business start-up decision, turn it off and focus on your local situation.

For example, for most people here in the Pacific Northwest, unless you are starting a spa (discretionary services people usually cut back on during tighter times) or looking for a job in real estate, big career and self-employment decisions are largely unaffected by the economic downturn. Personal cash flow is tighter because of higher prices, but if you're trying to decide which Investigative occupation appeals most to you, say a nurse or a doctor, your decision is basically unaffected by current conditions. The need for doctors or nurses is not going to change much soon. However, for someone considering a farming career in the midwest, the overall economy may impact your decision - depending on what crops are grown locally (wheat, soy, or corn) and future fuel and food prices.

Your most accurate sources of information to help you make your decision don't come from the news media, they come from talking with people actually working in the jobs that interest you. Information interviewing, networking, and reading blogs written by working people will give you practical information you can use. Realistic perspective about the economy, unlike the "sky is falling" news spin from major media, comes from the people who actually live in it.

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

This may be my shortest post ever. Rather than repeat what Jason Alba posted at JibberJobber just go over there, LinkedIn Maintenance: Do This Right Now (or else?)

It has been 2 years or so since the last time I downloaded my contacts and back then I do not remember being able to do the same for my profile.

While there, be sure to check out his two books and related sites (Disclaimer: I get nothing for the referral):

I'm On LinkedIn - Now What???

I'm On Facebook - Now What???


pauldebettignies.jpgArticle by Paul DeBettignies and courtesy of MN Headhunter -- where they "play with their cards face up."


I recently found a new hairdresser whom I adore and who I think is going to become a huge success in the beauty industry. His name is Darrel and he started a new career as a hairdresser only a few years ago. Prior to that he was in the U.S. Army and then he spent time as a computer programmer. When he decided to switch careers and get into the "hair business" he graduated from beauty school and got a job at Jackson Ruiz Salon and Spa which is widely considered to be one of the best salons in Austin.

After spending a couple of years honing his skills at Jackson Ruiz he moved on to the Aveda salon where he now works and where I am a client. He is still working his way up the ladder (so to speak) and is rapidly building a loyal clientele. Darrel's dream is to have his own salon and I think that not only will he achieve this goal but that, if he desires, that he could create his own franchise complete with branded products. Why do I think this and why I am blogging about it? Because Darrel has some personal attributes that spell success for anyone in any career.

1. He has set specific goals.
Darrel knows what he wants - his own salon - and he has a plan for how to make that happen.

2. He is conservative with money.
Darrel saves his money so that he can make his dreams a reality.

3. He is disciplined and focused.
Darrel shows up at work on time and stays on schedule. I am not sure I have ever had a hairdresser who is as efficient and effective at getting clients in and out on time while not appearing to rush and without sacrificing quality.

4. He is grounded and centered.
Darrel is the father of a teenage son whom he coaches in baseball. They attend church regularly. He takes care of himself physically (works out), spiritually (church), and he has an interest in the world around him (current events, sports, entertainment).

5. He continuously updates his skills by paying for ongoing training classes.
Darrel told me that he is one of few hairdressers who pays for ongoing training. Vendors routinely visit salons and demonstrate new products which, for many hair professionals, represents to majority of their ongoing training. He attends all kinds of continuing education classes for beauty professionals simply because he loves what he is doing and wants to be the best.

6. He understands his customers.
The salon in which he is currently working is relatively small and is not conducive to relaxation and quiet. With that said, Darrel, always starts hair sessions by placing an eye mask over his clients' eyes and giving them scalp and temple massages so that the time they spend with him is a relaxing reprieve from the "real world". Most women absolutely love to be pampered (and a lot of men too) and the fact that he understands this tells me that when he opens his salon he will create a place where "the experience" is a part of every client's visit.

While this post is about my hairdresser the fact is that almost every successful professional exhibits these traits. Most successful executives or entrepreneurs started out behaving this way as well. Maybe the most important piece of advice to take from Darrel is to love what you do. He had several careers before he was finally honest with himself about what he really wanted to do with his life. And now he is doing it and he is excelling. I wonder what the world would be like if we could all find the perfect job and commit ourselves to it with such passion and discipline?

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


One of the origins of this phrase- mind your p's and q's- states that it came from a rule of thumb for bartenders to watch their patrons (p) and the quarts (q) of alcohol that they consume. So in other words, look out for those around you. Even though alcohol doesn't come into play at the work place (well for most of us), being cognizant of those around us should always be part of the professional demeanor we don.

What do I mean by that? Refill the coffee pot, empty the shred bin, and don't steal lunches out of the fridge- not even coffee creamer.

Office consideration is an underplayed asset in the arsenal we carry around. Most focus on completing their work; kissing up to their boss; and getting home. So many folks forget the basics: manners! Getting ahead at work has to do with the whole package. Your employees respect you not just for the quality of work you produce, but based on the type of person you are. If the word gets out that you use the fridge as your personal vending machine, it makes it difficult to be respected as a janitor, a receptionist, or a manager.

The point is that having office consideration is a vital quality to bring to the work arena. I know that it's easy to let others pick up the slack, especially if you feel like you pull more than your fair share at home and work makes a nice reprieve. However, your fellow employees will appreciate it, and more importantly, will notice it and add to the list of positive attributes you already have going for you.

At the very least, it's being a good human being, and that's good karma.


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


If you answered yes, you are not the only one.

So why would anyone want to leave their job in this market?

Better compensation, better career opportunities, and dissatisfaction with one's current position.
If you are planning to write a story about how to make sure your next job is right for you, here are some ideas:

If you put effort into your job search, you can find a new place to work. When you do, you want to make sure that you make a good decision; not because you don't like where you are anymore, but because doing your due diligence will ensure that you end up in a better place. You don't want to walk into someone else's nightmare. You want to make a good choice-not any choice, but the right one.

So, how can you make sure you make a good choice? It all starts with the interview. Follow these six steps below.

1. If You Don't Get Along With Your Boss On The Interview, You Never Will

Clicking with your boss is essential for a good work life. If you notice on the interview that your boss does not get you or you do not get him or her, this will not change once you start working there. Use the interview to find out if your boss is interested in what you have to say and understands what's important to you in your career before you accept an offer to work there.

2. If You Don't Get Along With Co-workers, You Never Will

If you sense there is a problem with someone you will be working with, listen to what your inner voice is telling you. Working relationships with people you do not like on the interview will only get harder as the time you spend with them increases. If you prefer team-oriented environments and your future co-worker says she and others prefer to work alone, recognize that the environment is not a match for you.

3. Stop Worrying About Being Selected

Wanting to be selected by an employer sometimes makes us talk ourselves into a situation we might not have taken if we were thinking more clearly. The purpose of an interview is for both parties to interview each other to see if there is a fit. Don't try to talk yourself into believing a job is for you when you know in your heart that it is not. This is a recipe for disaster.

4. Decide What You Want First

Make a list of what's important to you in a job before going into the interview. Is your workspace a priority? Then ask to see it before you make a decision. Do you want to work 9 am to 5 pm? Then ask your future boss and colleagues what their typical hours are. If they tell you that they arrive in the office at 7 am and leave around 8 pm, you should expect the same. (Don't kid yourself into thinking otherwise.) Deciding what you want ahead of time will give you the opportunity to ask questions to assess whether you really want the job.

5. Don't Sell Out

It is OK to take a job because you need the money. But if it's not the right job for you, then give yourself a time frame for moving on, and then stick to it. I work with many clients who agreed to less-than-perfect positions believing they would stay for just one year. But that one year frequently became two, and then more, even though the jobs were not satisfying. An interim position is just that. Don't sell out.

6. Be Yourself

There really is no other way to find out if you will be accepted for who you are or not. You may fool the people with whom you interview to get the job, but you will only be fooling yourself once you get there and you have to be someone else.

If you would like to know more about any of these steps, I would be happy to elaborate.

debbrown.jpgArticle by Deborah Brown-Volkman, a top professional Certified Coach (PCC), sought-out career coach & expert, best-selling author, and the President of , Surpass Your Dreams, a successful career coaching, life coaching, and mentor coaching company that has been delivering a message of motivation, success, and personal fulfillment since 1998.


If you truly want to be a leader and gain career success you must sellyourself and your ideas to three constituencies. After all, what youaccomplish as leaders comes through the persuasion and influence you exertwith other people.

The truth is most of us spend too much time on the career path with ourfriends. We worry about our adversaries more than we should. In themeantime, we ignore the substantial majority of our co-workers who areunaware, disinterested and uncommitted to our objectives. We fail torecognize they are the key to gaining the majority support we must have foreffective leadership.

You Have Three Constituencies

Job tip: You will never reach your full potential for leadership on your career path until you understand that you operate in a world made up of three distinct groups of people. Each of them is motivated by its ownself-interest; each has its own distinct set of attitudes toward you.

There are friends who are your unquestioning supporters. This constituency will tend to stick with you through thick and thin. Others will support you because they believe in you and for what they see as the good of the organization. Face it, others will be in your camp because of greed, fear,laziness or other human frailties.

At the other extreme are your adversaries. Recognize you have opponents and critics. Everyone does.

These opponents will be against any and everything you do. They are "aginers," generally. They take opposing positions for some of the samereasons your supporters are with you: fear, greed, self-interest, or maybethey oppose you in the belief they are serving the greater good.

How To Work With Your Constituencies

Recognizing that you have only a limited amount of time and energy, you should very carefully ration how you work with the voters in each of these basic constituencies.

Strangely enough, your supporters can be the greatest threat to your progress. They can lull you into a sense of comfort, security and overconfidence that will lead to trouble. They are apt to smother you with "amens" and "Go get 'em, tiger."

Always show appreciation for your supporters; communicate with them and keep them motivated, but resist spending much time with friends and supporters while you are at work. Save the camaraderie for other venues.

Your opponents at the other end of the spectrum will rarely, if ever, be won over to your side. With knee-jerk reactions, they will resist you no matter how good your proposals. If you are not careful, they will undermine your confidence and sap your strength. Worst of all, they will skew your view of opportunities. You should watch them like a hawk, but spend as little time as possible with this minority.

Clearly, the best strategy for career success is to concentrate on the middle ground, those who start out as unaware, uninterested and uncommitted.They represent the balance of power. Take every opportunity to spend time with them; work to gain their confidence; and communicate your vision of the objectives and your plans to achieve them.

Here's the bottom line of this career counseling: If your ideas are sound and well presented...if your leadership deserves support and if you follow this career advice you will have a good shot at converting a majority of those in the middle. When they join your steady supporters, you will have the followers you need to reach your career goals.

Ramon Greenwood.pngArticle by, Ramon Greenwood, a career counselor with common sense advice on how to achieve your career goals. To subscribe to Ramon Greenwood's free semi-monthly newsletter and blog, go to Common Sense at Work Ramon's take-it-to-the bank advice comes from a world of experience, including serving as Senior Vice President of American Express, an entrepreneur, professional director, career coach and author.


I have just been made aware of a potentially career damaging (or at the very least heart stopping!) action that may happen with your LinkedIn profile - IT COULD DISAPPEAR!

Fellow Personal Brand Strategist - Jason Alba at Jibber Jobber has just put a posting out about the threat of losing your Linked In profile - and more importantly what to do about at least preserving your contacts and profile - and those all important recommendations.

Check out his blog posting here at Jibber Jobber.com

paul copcutt.jpgArticle 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.


Today I read a terrific article by Liz Ryan - "Personal Branding in Slashtown" about people who want to be all they can be - and tell the world. I'm a blogger/career coach/personal brand strategist/rock star, and... Yeah. Hard for one person to take all that in, right?

Her point, which is right on the money, is that you've got to decide who you are and communicate that - not everything all at once. It's confusing to the listener.

I worked with a client making a career transition, and we worked hard on creating a dynamic brand-driven sound bite that gets attention, without overwhelming the listener.

Picking one thing can be tough, but it's important. As my client first said, working through the exercise, "It's like my whole career - skills, experience, knowledge is summed up in this one project. It just doesn't feel right."

That may be true, however, in networking, and asking your friends, etc. "who do they know," it is important to be clear and focused. Sharing ONE story helps people get an idea of what you can do for someone. It also helps them easily share your story with their connections. They become your personal sales force.

Aha! Yep, she networked like a rock star after that and made several connections, which led to interviews.

Challenge: Create your sound bite. Be focused. Here's a link to a step-by-step strategy: Personal Branding Sound Bite.

Wendy Terwelp.jpgArticle by, Wendy Terwelp and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.


Guest post from James Feudo of Communicating Your Way to Success

Interviewers and interviewees alike are often unaware that certain questions asked during a job interview are considered illegal questions. Now by "illegal", it doesn't mean that someone will get arrested for asking such a question, but it does mean that the interviewee is not required to answer it to be considered for the job. The reason why these questions are considered illegal is to protect candidates from being discriminated against when applying for a job. These questions were made illegal as part of the Americans with Disability Act. In this article, we'll cover what the illegal questions are, why they're asked and how to respond.

Illegal questions can be worded hundreds of ways but here are some general guidelines for determining whether a question is considered illegal. Questions about age, race, religion and sexual orientation are considered illegal. Questions about your family life such as whether you're married, have kids or are in a relationship are also considered illegal. Additionally, questions about political beliefs and affiliations, country of origin and US citizenship are considered illegal. A good rule of thumb is that any question of a personal nature which is unrelated to the position you're interviewing for could be illegal.

So why do people ask illegal questions? For the most part, the interviewer doesn't realize that he or she is asking an illegal question. Many companies fail to train their employees in the process of interviewing and even companies that do train may have neglected to include illegal questions as a topic. When this happens, the interviewer may even have good intentions - such as asking the interviewee about his or her family in an effort to break the ice and relax the candidate. In other cases, the interviewer is looking for something in common with in the interviewee (again to relax the candidate).

On other occasions, the interviewer is trying to discriminate but isn't aware that the question is illegal. This often happens when the job is demanding and the interviewer is trying to screen out people who may not be able to meet the demands. For example, a job may require unusually long hours and/or extensive travel so an ideal candidate would be young, unmarried and without kids. So the interviewer may want to weed out candidates that they believe have too many commitments outside of work to be successful in the position.

On rare occasions, an interviewer may deliberately ask an illegal question. This could happen as part of a stress interview or they may be trying to discriminate and assume that the candidate would be too fearful or desperate to not comply with the question. Again, this is rare as most people don't want an Equal Employment Opportunity Commission complaint filed against them.

Understanding why the interviewer is asking the question is needed to properly handle the situation. If answering the question doesn't harm your chances of landing the job (ex: if you're asked about children because the job is demanding and you don't have children) then go ahead and answer it. Especially if the interviewer doesn't realize that he or she is asking an illegal question, there's no need to get stressed out, embarrass the interviewer or make a scene.

If answering the question truthfully may harm your chances of being offered the position, then you need to dodge the question. One way to answer is to say something such as "I like to keep my business and personal lives separate and I don't see anything in my personal life preventing me from doing a great job here." If the job is something that you think you might be interested in, you need to be careful and clear with your answer. Saying things like "I've never been asked that before" or "I don't see how that has any affect on how I'd do my job" will immediately give the interview a sour tone.

Instead, you might politely say something like "I'm really enjoying our discussion but I want to let you know about a mistake a friend of mine made that got him in trouble. Most people aren't aware of illegal job interview questions and my friend asked one during an interview that got him in trouble. He didn't get fired, but he had a lot of unnecessary stress. The reason I'm telling you this is that you just asked such a question. Now since I haven't answered it, you have nothing to worry about but I'm telling you this so that you don't get in trouble in the future." This way, you look like you're looking out for the interviewer's best interest. He or she may even feel a little bit of guilt and that may even give them more reason to select you.

Regardless of the circumstances, being asked an illegal question puts you in a difficult situation during a job interview. The best plan of action is to be prepared for illegal questions ahead of time, so you might want to practice being asked these questions if you do any mock interviews. A little thought ahead of time can make an uncomfortable situation a little more manageable.


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 been suggested that one of the reasons why so many people change jobs several times throughout their careers is lack of job satisfaction.

According to a recent global poll conducted by Monster, both American and European workers said they would take a reduction in pay if it meant landing the job of their dreams. "Eight-two percent of American workers and 76 percent of workers worldwide" would go for their dream job even if meant getting less pay. Happiness is a strong motivator.

Our monthly newsletter provided me with this tidbit of information. It's not surprising that workers said they would be willing to trade money for happiness. Maybe that's why recent college graduates looking for entry-level jobs are so demanding. They want to know that they will be happy not only with the work they'll be doing, but with the overall atmosphere of the workplace as well. Unfortunately, it's impossible to know if a company is going to be a good fit until you actually get there and start working and relating to coworkers.

Nothing feels better than doing a job you love in an environment that's a good fit mentally and emotionally. If a great salary goes along with it, that's the gravy. How many people can actually say they're happy to go to work every day? It's truly a blessing to love what you do and where you go to do it.

Hi All,

This article is courtesy of Peggy McKee, a professional medical sales recruiter. It has some interesting insights for job candidates, recruiters and managers wanting to conduct panel interviews. What IS a "panel interview"? Keep reading!

And this new interviewing style is something Millennial/Gen Y needs to be aware of while looking for a job after college graduation.

Tips for a Successful Panel Interview

Panel interviews are gaining in popularity these days. Why? They save time, since the candidate interviews with everyone at once rather than go through a series of private interviews. They can be more reliable and job-related, since interviewers have each other to keep them accountable and to help them stay on track.

These interviews are very good for sales, sales management, and marketing for medical sales, pharmaceutical sales, laboratory sales, pathology sales, imaging sales, molecular products sales, cellular products sales, biotechnology sales, and medical device sales, but less helpful for technical, customer service, and field service positions in healthcare.

However, panel interviews can the most stressful for the candidate of all interview types since they seem impersonal and more judgmental.

Click here to read Peggy's tips for conducting a successful panel interview, and to see her video with bonus tips!

And you can click here to see an article about "panel interviews" from the Wall Street Journal.

Bye for now!

Article by, Peggy McKee, Medical Sales Recruiter

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.


Who says there's no such thing as a "Free Lunch"? This is a complete interviewing resource center for people seeking employment. It contains highly successful interviewing tips that have helped thousands of job seekers with everything from how to dress for the interview to salary negotiation and follow up after the interview. This totally free resource is provided for all job seekers.

Carole Martin, the #1 Interview Coach in America has put together a free website to give people in job search an extra edge in dealing with the job interview.

"Whether you have been laid off, are in jeopardy of losing your job, or have been fired - help is on the way. Even if you just want to leave your job - this website will assist you in thinking through a strategy to compete in the stressed job market we are facing," says Martin.

The website is being introduced at a time when the employment market is tanking. The employment rate has reached an all time high since American consumer confidence fell to a 26-year low in April, more than forecast, as unemployment rose and fuel prices hit records. (New York Times 4/26/08)

According to Ms. Martin, "Passing the interview is the 'rite of passage' to get the job offer. If you aren't prepared to be a contender and fight against the competition - you could be out in the first round. I want to give you the resources you need to be prepared and have the edge."

The website is: http://www.jobinterviewcoachingcenter.com/

The content is hot. Articles - quizzes - blogs - all for free. Get the answers to the problems that are making your job search agony and start thinking of it as a challenge you are going to get through to get to that new job - life - that you want and deserve.

Ms. Martin is the author of four books on the subject of interviewing and has numerous products - CDs and a DVD. ("Interview Fitness Training," "Boost Your Interview IQ," (Voted one of the top ten career books of 2004 McGraw-Hill), "Perfect Phrases for the Perfect Interview,"(McGraw-Hill) and "Boost Your Hiring IQ" (2007 McGraw-Hill).

Article by, Carole Martin, "The Interview Coach," an acclaimed expert on the subject of interviewing. Her clients range from attorneys to FBI agents, high-tech IT experts, teachers, pre-med students and grads, health care professionals, and even beauty queens. Ms. Martin is certified in Behavioral Interviewing Techniques, is certified as a Senior Professional in Human Resources (SPHR) by The Human Resources Certification Institute, and has received her coaches training from Coaches Training Institute. She teaches interviewing skills at UCBerkeley University, Haas-MBA school, and John F. Kennedy University grad school. She has a Bachelor's degree in Communications, a Master's degree in Career Development, and has been featured in numerous national media.

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.

This is a guest post by Lauren Kleinman.

Whether you are physically carrying the baby or an expecting father, your work life will change when welcoming a child to the family. Everyone understands that; everyone expects that. However, enter a new policy by your company that allows you to bring your children to work, and you're looking at not only a change to your work environment, but a change to your fellow employees' work environment as well.

What?! How unfair, right?

In an effort to become more "family-friendly" and promote "work-life balance," non-traditional companies are allowing people to bring their babies into work. I'm not talking about a soundproof daycare center located on the first floor either. This is in the next cubicle over. The next desk over. The next office over.

The real quandary is how does this affect the productivity of the parent bringing the baby in, and the cubicle neighbors of that parent?

Don't get me wrong; I'm all for finding work-life balance. I quit a job that didn't allow for a social life, and I am following a new career that allows for a life, but better yet, will allow me to be a working mother in the future.

Even with my passionate feelings over a work-life balance, I can't seem to grasp how this could possibly work! Unless there are closed offices or a nanny comes with the baby, this seems a recipe for a disaster.

Is this occurring at your workplace? If so, what are your thoughts on this new family-friendly concept?


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



The pretty little blond-headed girl with the long pink ribbon in her hair, stood for several minutes by herself in the check-out line of the discount store. She was probably 7 or 8 years of age, I guessed. My hands were brimming with lollipops for my training session while the girl stood empty-handed in front of me.

When it was her turn to greet the cashier, she very politely inquired "Yes Miss -- do you take food stamps?"

"Nope, I'm sorry we don't...next!"

The little girl said "okay" and scurried off to the back of the store to relay the message, I suspect, to someone who'd sent her on the go ask'em errand.

Times are tough. There was such a sadness about that five-or-so-second exchange I witnessed. For whatever reason, the scene has stayed with me. Maybe it was the honesty of the inquiry from such an innocent little girl. Maybe it was the disinterest of the clerk and the negativity of the answer that loomed so large and loud. Maybe it was because I didn't think fast enough to say to the little girl that I was good for a sack of groceries. Maybe, maybe, maybe...

Last week I spent the better part of a 90-minute coaching session discussing one word with my client: FEAR -- the kind of fear that holds you back, keeps you stuck, and squelches your ability to move forward with creativity, confidence, and a clear head. When's the last time you got your courage up and asked an important question of someone, or self? Who's on your call list that you don't have the nerve to call? What's the name of the person you need to connect with about a job possibility? What seems to be getting in your way -- could it be a little three-letter word that starts with "y" and ends with "u"? How do you cope with rejection? Who do you send to ask questions on your behalf?


billie sucher.jpgArticle 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.

Starting on a new job is exciting, particularly if it's one your really wanted. Despite the new trend of hopping from job to job, there are still some people who start a new job with the hope that they're embarking on a rewarding career. Sadly, many newly hired employees aren't able to do this, says Forturne senior writer, Anne Fisher, in a 2006 article, "Fatal Mistakes When Starting a New Job."

Fisher cites research by the Employment Policy Foundation that determined that about 25 percent of "all new hires won't make it through their first year." A study of 20,000 new hires over a three-year period, conducted by Leadership IQ, found that 46 percent of the study participants didn't survive the first 18 months. Still other studies, Fisher reports, show that these statistics aren't limited to the lower echelon employees. In fact, HR consultants, Development Dimensions International, determined that within a year of being hired, 53 percent of "managers and executives brought on board from outside are gone."

Why do so many new hires fail to make it through their first year? Fisher went to husband and wife consulting team and authors of "Sink or Swim," Milo and Thuy Sindell. In addition to their book, the Sindell's also offer new hire training through their Web site, hitthegroungrunning.com.

One of the reasons new hires are not making the grade, says Milo Sindell, is because they were "not clearly told what they were hired to do or what their goals should be for the first six months and the first year."

Thuy Sindell added that new employees are also often left to their own devices without any instructions regarding where and how to find crucial information. As a result, "their managers think they're idiots ... for not asking colleagues or bosses for help," she concludes.

The Sindells advise recent grads who are starting new jobs to get to know as many people as possible and to do what they say they're going to do. They also advise remaining marketable because layoffs do happen. "Successful people know themselves," says Milo Sindell. "If you have a clear mental picture of your own success, it will help you understand what skills you need to develop, and recognize opportunities to do that."

Perhaps Fisher's article has shed some much-needed light on the reason for all the job hopping that's been going on in recent years. Feeling like you're a competent, valuable addition to the team is a key element of job satisfaction. According to the Sindells, more than a few newly hired employees are lacking that key element through no apparent fault of their own.


As I've said in previous blogs, there's a lot to consider before going on a job interview ... what do you know about the company, what are you hoping to gain as an employee there, what do you have to offer that's better than what your competitors have to offer, and the list goes on. Fortunately, there are a lot of experts who are more than happy to share their knowledge with recent college graduates looking for entry-level jobs or college students looking for quality internships.

One such expert, Dr. Don Varney, consultant, motivational speaker, and founder of Varney Speaks, has a series of videos on YouTube that takes you step-by-step through the interviewing process. Varney covers such topics as how to respond to the most popular interview questions, how to dress, and how to ensure that you don't miss a call from one potential employer while your out interviewing with another.

YouTube has many offerings for the video buff who would rather watch and listen to interview tips than read them. Some of the videos are clever and amusing so it's easy to see why someone might prefer this method of information gathering.

Whether you're a college student looking for an internship or a recent grad looking for an entry-level job, the interview tips videos on YouTube might have the answers you need.


Poorly prepared job interviews spell bad news!


Not preparing for an interview is probably the number one mistake most job interviewees make! As a job applicant, you must learn the answers to job interview questions the employer may ask. "What are your goals?" "Where do you see yourself in five years?" "Why are you the best person for the job?" These are some of the most frequent and tough interview questions asked. Preparing for interview questions is important but preparing for the interview process is critical to the applicants' chances of getting the job.



However, before I offer my opinion on what the appropriate job seeker response to these three questions could be, my experience shows it is just as important to ask like kind questions of the employer. Would you like to know one of the most important of all job interview tips? The interview questions to ask the employer! This is another major consideration that many job seekers fail to properly plan for. Preparing for job interviews without asking the interviewer the appropriate questions tell him/her getting the job is not important. Another serious mistake job seekers make is assuming the interviewer is competent or properly trained in how to conduct job interviews!



The one thing that has been consistent is the inconsistency of job interview questions. Job seekers should understand that the person doing the interview may not be the sharpest knife in the drawer. He or she may not have been adequately trained. Job interviewers routinely ask illegal or improper questions either out of ignorance or deliberately with the intent to discriminate against certain groups. That makes learning to give good job interview answers and asking good job interview questions so important. The questions asked at job interviews often hide what the job interviewer really wants or needs to know! One of the things in the job interview process for the applicant involves discovering what that is. As a job seeker, why am I being asked these interview questions?



For example, the interviewer asks, "Have you had challenges working in various cultural workplace settings?" From my experience, here is what the job interviewer is really asking. "Have you had trouble dealing with different racial groups?" When preparing for a job interview spend time investigating the business. You should learn about the company's history and what it does for the industry. Review the company's website and its about us page. I would be looking at how well it treated its employees with things like salaries, benefits and promotional opportunities. Ask the interviewer questions such as:


"What are the company's goals?"
"Where does the company see itself in five, ten years?"
"Why is the company a good fit for you?"
"Why will the company be a good fit for me?"


Try to find out how well the company is doing financially. It would be to the job interviewee's advantage to know if the company is going to be around for a while. You could do some research with the Chamber of Commerce and the Better Business Bureau. I would make inquiries with local, state and federal consumer advocacy groups for any complaints filed against the employer.


Is it on the verge of layoffs that could include the position applied for?
Is the business going to be sold in the near future?
Are their any bankruptcy issues?
Does the organization have a history of employment complaints on file with state and federal agencies?
Are there any employees that you know personally, who could give some insight into the "culture" of the organization and its management?


Interviewees are not just interviewing to get a job; they should interview the company and job to get them!


Now back to three of the most "infamous" job interview questions of all time!


Where do you see yourself in five years?
This is another one of my favorites. Personally, I think it is idiotic. However, many employers place a lot of importance on this question. They use it to judge whether this job is just a stepping-stone and a measure your level of commitment to it.

It is like guaranteeing the future. Who knows where they will be in five years. Again, stay focused on the qualifications you have for the job and your willingness to stay.



What are your goals?
This is another one of my favorites. I told the interviewer who was also the department director, "My goal is to end up on a beach in Tahiti" to which he laughed. After I was hired, the director told me that was the most honest answer he had heard in all the interviews for the position.

I am not recommending you respond with an answer like that. That answer could have just as easily backfired on me. Nevertheless, I remained focused on showing why my qualifications were the best match for the position based on my knowledge and experience.

Many employers put heavy emphasis on setting goals. So be prepared to demonstrate your goals for your job, life, family, etc. Remember, stay focused and tailor your answers to show you and your skills are the solution to the needs of the interviewer.



Why are you the best candidate for the position?
I always resist the temptation to say I'm the best of all candidates because I have no way of knowing the qualifications of the other job applicants. Instead, I focus on the specific requirements of the position. I then restate why my qualifications are an excellent fit for the needs of the interviewer.



In my opinion, there are no "right" answers to these three and many other job interview questions. However, there are proper answers that should address the job interviewers most wanted result. I believe that result is the path of least resistance. In my own experience as a manager, interviewing applicants has been quite stressful at times. Many managers and interviewers do not look forward to the job interview process. Most job interviewers want and need to hire the individual who is the best fit as quickly as possible.



Nevertheless, they may not always have the stamina and patience to reach that goal. For example, I know of an interviewer who met with a little over 200 hundred applicants for the same position over a period of about 2 months! Each one of the job interviews lasted on average about 45 minutes. The interviewer told me that she mentioned to an interviewee, "you are the last of over 200 hundred interviewed for this position." Now imagine yourself as that last interviewee, here are some questions you may want to ask. This assuming the individual is competently trained and experienced of course!


How focused do you think the interviewer is going to be?
Will the interviewer be "desensitized", looking through jaded filters from all the "noise" of the previous 200 hundred interviewees?
What effect could this have if you are in fact the best candidate for the position?
Will the evaluative skills of the interviewer be as precise and focused as when the first job applicant walked into the meeting room?


The sheer volume of 200 job applicants being interviewed by one person in a short period of time is probably the exception. However, interviewers do frequently meet with numerous applicants in a short period. Here is another often overlooked interview tip? The most qualified are not always the ones hired. I have been involved with job interviews where I knew I was not only overqualified but the most qualified. Yet I received the dreaded "Thanks but no thanks letter". It would be interesting to see what statistical data there is to show the percentage of bad interview hires versus good hires.


The employment market is ever changing and becoming more competitive. For college graduates and job seekers starting a successful and rewarding employment experience begins with properly preparing for an interview and learning your basic employee rights.


The August issue of PC Magazine included a nice blurb on LinkUp.com in their 'Best of the Internet' section. Below is the brief summary written by Jared Preusz (I know it's small, but it's in PC Magazine!).

LinkUp - "A new site that exposes the hidden job market by finding and aggregating jobs listed only on company web sites instead of on jobs sites like Monster.com" - PC Magazine


Article by Toby Dayton and courtesy of Diggings, a blog about recruitment advertising, media, publishing, HR, work, & technology, among other things.

There is one, and only one, time to discuss salary in any detail: when they say they're ready to make you an offer.

What if the employer asks about it before they're ready to hire you?

You'll feel like answering because we are all rewarded in school for answering questions. We eagerly raise our hand and offer whatever information we can. But in Salary Negotiations, if you give the "right" (factual) answer, you'll often be giving the "wrong" answer - the answer that costs you money.

Why wrong? The usual outcome of talking too soon about salary is that you get screened out, or you get screened in but low-balled.

Until you know you're on the short list, it is advantageous to delay disclosing your salary expectations.

  • At the start of the interview process you don't have enough information to know what the job's worth or what its potential could be. You could end up agreeing up front for a smaller salary than the job is worth.
  • Later on, it's still a strategic error, because you could lose out to a "cheaper" candidate and never know it was your salary number that knocked you out of the running.

So, wait until they're serious about you. And when are you sure they're serious? When they make you an offer.

Postponing without upsetting your interviewer requires tact. To put off answering the salary expectations question, you'll need your own personalized phrase. Something you can say with confidence and that sounds like you. Having that statement well prepared and rehearsed can gain you thousands of dollars.

For complete details on the strategy described in this article see Salary-Making Rule 1 in my book, Negotiating Your Salary: How To Make a $1000 a Minute. You will find this strategy and four other critical Salary-Making Rules there.

Article by, Jack Chapman, "The Salary Coach," and author of Negotiating Your Salary: How to Make $1000 a Minute. Used with permission. For more information, visit SalaryNegotiations.com.(c)2008


30/60/90 day plans for interviews - get hired!

Here I outline how to use a 30/60/90 day plan in an interview to secure an offer. What is a 30 day/60 day/90 day plan? And why is it important? and how do I create one? These fantastic documents that will solidify you as a candidate in your next job search and will help you be a better performer in the position that you do this type of analysis on.....So to start with...This type of plan is a short 1-3 page document that you create that states in as little or as much detail as you prefer what you will do in the position that you are interviewing for.....Why should you do this? Well, to do one correctly you have to take the time to think out the position and your goals and the company's goals. This goal-setting exercise alone will set you apart from other jobseekers. You would not believe how many candidates who are interviewing for sales opportunities (either pharmaceutical sales positions, biotech sales jobs, clinical and research laboratory sales opportunities, laboratory service sales or medical device sales) and have not thought through the potential job to this extent. So the exercise alone is very valuable for your future success, but the end document could be the tipping point for your potential employer. Check out my video on my site discussing the 30/60/90 day plan.

Article by Peggy McKee, Medical Sales Recruiter

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.

With a variety of factors causing the future of the national economy to be uncertain, many individuals are concerned about job security. Industries such as construction and finance have been greatly effected by the housing market slump.

Airlines and automobile manufacturers are decreasing their staff numbers to make up for what they are losing as gas prices rise. The retail industry takes a hit every time wary consumers spend a little less in order to save a little more just in case problems are on the horizon. Despite all these issues, healthcare jobs remain relatively secure.

In March alone the healthcare industry added 23,000 new employees, according to the Bureau of Labor Statistics. The majority of job creating occurred at hospitals, which added 14,000 new positions. While other employers are making jobs cuts, healthcare generate 363,000 jobs in the last 12 months. At this time, it is the largest industry in the country, providing 13.5 million.

Between 2006 and 2016, healthcare is expected to create somewhere around 3 million jobs, which is significantly more than what any other industry is expected to provide. It's no surprise when one considers population growth and the fact that many baby boomers are nearing retirement. Not only does this free up many previously held jobs, but it also creates new one. As these individuals get older, the number of nurses and assistants to care for their medical concerns increases.

Another perk to the healthcare industry is the fact that some of the job listings that are in the most demand require less than a four year degree. Because of this, these positions are made more easily attainable than those of many other industries.

With a shocking number of new employees needed in this industry, salaries are also better at every level. Hospitals and private practices needing to hire are fully aware that they have to compete with others for the limited talent available.

Because of this, the amount of money being offered for these positions is steadily increasing. If the demand for healthcare workers continues to grow at the rate many expect it to and the number of individuals being trained for such jobs remains relatively low, wages may spike significantly.

The following is an example of a job description for a general staff accountant:


Staff Accountant

GENERAL PURPOSE OF THE JOB:

  • To support the CFO and Senior Accountant in carrying out the responsibilities of the Finance / Accounting Department.
  • To relieve the CFO and Senior Accountant of certain responsibilities that will allow them to spend a greater portion of their time on Financial Statement preparation and analysis, Budget and Variance issues, and Forecasting.

PRIMARY DUTIES AND RESPONSIBILITIES:

  • Maintain the Fixed Asset and associated depreciation schedules on the FAS Software System; provide monthly detail to the Senior Accountant for General Journal entries; insure proper recording of new purchases and disposals.
  • Maintain Purchase Order Processing system.
  • Manage employee credit card applications and charges.
  • Process Accounts Payable paperwork at completion of the check run.
  • Prepare mailings and priority shipments for the Finance/Accounting Department.
  • Prepare labels and maintain files as needed within the department.
  • Prepare correspondence as needed within the department.
  • Assist Senior Accountant with payroll system and payroll related items.
  • Assist CFO with 401(k) system.
  • Manage petty cash account.
  • Assist the CFO in tracking and maintaining company insurance policies (except Employee Benefits, which are maintained by the HR Department).
  • Assist the CFO with facility support and security issues.
  • Perform such other accounting, financial, or administrative tasks as may be required from time to time - quite often on short notice - by the CFO or Senior Accountant.

SUPERVISORY RESPONSIBILITIES:

No supervisory responsibilities.

EDUCATION REQUIRED:

  • A Bachelors degree in accounting, or a Bachelors degree in business with emphasis in accounting, is required. Degree(s) must be from a credible college or university
  • Course work in job costing is recommended.

EXPERIENCE REQUIRED:

A minimum of 2 years experience in accounting is required.

OTHER SKILLS AND ABILITIES:

  • Must be a perfectionist by nature, with no tolerance for financial sloppiness.
  • Must be highly skilled in dealing with financial and numeric data.
  • Must be highly skilled in use of Excel Spreadsheets.
  • Must be skilled in use of MS Word and must be a very good writer in order to handle the occasional administrative needs of the department.
  • Must have very good verbal skills.
  • Must have excellent work habits, including a willingness to work the hours necessary to get the job done, especially when important deadlines cause greater than normal departmental pressures.

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



According to USA Today, this summer Utah will become what experts say is the first state to institute a mandatory four-day work week for most state employees. Gov. Jon Huntsman, a first-term Republican, says he's making the change to reduce the state's carbon footprint, increase energy efficiency, improve customer service and provide workers more flexibility.

The change will apply to about 17,000 employees, roughly 80% of the state workforce, Huntsman says. Public universities, the state court system, prisons and other critical services will be exempt. Residents still will have sufficient access to state offices, many staying open from 7 a.m.- 6 p.m., and more than 800 state services are available online, he says.

The four-day work week is surprisingly common among city and county governments. Rex Facer, an assistant professor at Brigham Young University whose research team is studying the four-day work week concept, estimates that about one-sixth of U.S. cities with populations above 25,000 offer employees a four-day work week. His projection is based on the team's continuing survey of 150 city human resource directors. Facer expects more cities to begin shuttering offices on Fridays. "The increasing pressures the American is facing around gas prices is certainly a significant factor, and the overall fiscal pressures governments are facing in general," he says.

An interesting development, though I don't see the private sector following suit anytime soon. Companies are just now getting their arms around flextime. Cutting out an entire day out of the business week seems rather drastic. Good for Utah, though. State and local governments generally aren't known for being revolutionary, and this certainly demonstrates otherwise.

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



I read the BEST article on NY Times on Friday and HAD to share it here.

The article called. "Before You Pilfer That Cupcake ..." was written by LISA BELKIN and I hope you enjoy it as much as I did - especially if you work in or have ever worked in an office!

I hope you had a good weekend!!

------

DEAR Colleague:

When you can tear yourself away for a moment from text-messaging friends during meetings and humming along with your iPod deskside, we need to talk. It's about your manners.
You may have some, but we think you've forgotten to bring them to the office lately.

What's with the toilets that go unflushed, the inconsiderate and somewhat alarming noises coming from your carrel (are you really clipping your toenails?) and the science experiments in the office refrigerator that are the remains of last Friday's lunch?

Hint: Your mother doesn't work here.

We, your fellow workers, admit we are crankier than usual and more easily annoyed lately. Not only do we arrive hot and sticky and leave under the threat of thunderstorms, but there's this economic downturn, so our days are stressed.

Finding that you have once again "borrowed" our stapler and desk chair, and helped yourself to the Milk Duds we keep for emergencies ... Well, let's just say your stash of purloined toilet paper that you use when the communal supply runs out is in serious danger. (You think we don't know where it is?)

Pushing your co-workers to the edge has consequences. Take one of our heroines: Lynne R. Viccaro. Every day her work at her former marketing job on Long Island was made all but impossible by a woman at a nearby desk who had an enmeshed relationship with her cellphone. It was also her home phone, and therefore rang all the time. Its ring tone ("Get the Party Started," by Pink) was set at rock-concert decibels, and despite direct requests from surrounding colleagues, the woman never changed the setting to vibrate.

One day the offender went to a meeting and the phone "started thumping and pumping" on her desk, Ms. Viccaro said. In a moment of inspiration, Ms. Viccaro took the shrieking device and wrapped it in bubble wrap and duct tape until it resembled a noisy basketball, then crammed it into the bottom drawer of its owner's desk.

"The real fun started," Ms. Viccaro explained in an e-mail message, "when she got back and heard the now-muffled sound of her cell," trying to announce a missed call. She rescued the phone from its plastic tomb and shrieked "Who did this to my phone?"

Ms. Viccaro proudly confessed.

"Why?" the woman yelled.

Ms. Viccaro's reply? "Because there wasn't an open window nearby."

Well done, we say. Well done.

We also applaud Shirley Van Scoyk, a real estate agent with Weichert in West Chester, Pa., whose nemesis was not a phone but a coffee mug. A sink full of them, actually.

There are 70 employees in her office, she said, and each seems to believe that a dishwashing fairy comes in the night. "How is it that an adult enjoys a cup of coffee in a mug, then rinses it and puts it, full of water, into the sink and walks away?" she asked in a tone that suggests she has asked this before and never received an answer. "What exactly do they think is happening to that mug to get it back into the cupboard?"

What is happening now is that the mugs simply disappear.

"I just started throwing the dirty ones away," Ms. Van Scoyk said, unremorseful. "Someday, there won't be any. And then I guess we won't have a sink full of dirty mugs."

Not every plan is that effective, alas. Carey Hart and the other employees at BlastMedia, a media relations company in Indianapolis, have spent two years trying to stop food thieves in the kitchen their agency shares with other businesses in the building. When BlastMedia employees chip in for pizza and put the leftovers in the refrigerator, the slices disappear. One day all that was left was a single pepperoni in an empty box.

Goodies disappear from the office suite, too. There were eight Funfetti cupcakes in the conference room when Ms. Hart left work one evening. By morning, two remained. There were four Twixs, four Reese's peanut butter cups and four Kit Kats, placed as bait under a stack of napkins on a desk over a weekend. On Monday, half were gone.

Ms. Hart and her co-workers have written their names on the boxes, placed polite notes inside and sealed packages with company logo stickers; nothing stops the sneaky snackers.

"We've thought of baking cupcakes with Ex-Lax as revenge," she said, "but we haven't taken it that far. Yet."

We don't want to resort to drastic measures, either. Hence this note. Anonymous messages like these, the kind you find stuck to the communal refrigerator or the hallway bulletin board, are a timeworn tradition. They are as much a part of office communication as official memos or e-mail messages and, at times, probably far more effective.

Nowadays nothing has official standing without a Web presence. Behold, the collection of notes like the ones now found at passiveaggressivenotes.com, which celebrated its first birthday last month. (Warning: some may not be suitable for children or workplace screens.)

Using the site as an unscientific sample, Ms. Hart is not the only one with kitchen frustrations. A series of notes, for instance, is devoted to disappearing Hot Pockets, which Kerry Miller, the founder of the Web site, calls "the car radios of the communal freezer."

The first note, handwritten on a dry erase board, said: "To Whoever stole my "HOT POCKET": It's NOT DONE and NOT NICE." A second, scribbled on paper, said, "Dear Hot Pocket THIEF! Stop Stealing it's Wrong -- & I'm hungry with no lunch!!! Thanks." That is followed by a computer printout: "To the individual whom stole the hotpockets! They did not belong to you! By you consuming said hotpockets, you have committed a theft! This shall not be tolerated!"

BATHROOM etiquette is also a popular topic on the site. Because we do bring our manners here to work, we won't describe the unsanitary behavior that prompt these notes in restrooms across the land.

One of the few we can quote is a pet peeve of ours, too. "This is not a reading room," said a page on the door of a men's room at a nonprofit organization in San Francisco. "Those who often wait somewhat patiently for the restroom to be free would appreciate it if everyone would keep that in mind."

There are other ways to get your message across, by the way. Lisa Kogan, a columnist for O magazine, ranted in the April issue about her search for "The Tinkler." Her nemesis regularly leaves "her Jackson Pollock" imitation across the toilet seat and the stall floor.

"She has become the bane of my existence," Ms. Kogan wrote.

Three months after the column appeared, Ms. Kogan has yet to identify the culprit. But the offense itself has stopped, which proves that humiliation need not have a name attached in order to work. We are hoping it works on you, Dear Colleague. We will be watching for a change in behavior. If it doesn't happen, be warned. Ms. Hart's laxative idea sounds very appealing.

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



Are you a college student with a MySpace or Facebook page? Are you an adult with a blog? Do you Twitter? If so you need to understand how a hiring manager could view your online brand based upon the information you post on the Internet. It has become commonplace for recruiters and HR professionals alike to Google the names of individuals they plan to interview. Also many companies (example: Big Four Accounting/Consulting firms) have set up pages on Facebook or MySpace for recruiting purposes - that means they can invite you to be a "friend" and gain access to your pages. With this in mind it makes sense to err on the side of conservatism when posting pictures, blog posts, and comments on the Internet.

Vault.com conducted a Social Networking Web Site Survey which revealed that 44% of employers surveyed make it a practice to look up potential employees on social networking sites. 82% of those employers say they would think twice about hiring candidates who posted information that could be perceived as negative on their on-line profiles. And it doesn't stop with potential employees: 39% of employers have searched the online profiles of current employees.

How do smart professionals manage their online brands? Here are a few tips:

1. Before posting a photo or a comment ask yourself, "Would I show this to my grandmother?" If the answer is no then you shouldn't post it. Period.

2. Ask yourself if the information you are about to post could be hurtful or embarrassing to anyone else. If you post photos of your friends in compromising or embarrassing situations you don't make yourself or your friends look good. Don't post stories or gossip that could be misinterpreted or be hurtful to anyone either.

3. Remember that there is no such thing as privacy on the Internet. You post it and its public - there are no secrets on the Internet. Anyone who reads or sees what you have posted can cut it and paste it elsewhere. Hackers can get access to just about anything. So why take a chance? If you don't want your employer or potential employers to know that you like to party in your spare time or see racy photos then don't post them anywhere. Ever.

4. If you are a student you need to research employers at which you plan to interview to find out how conservative they are and make sure that your Internet posts are in-line with their expectations. When I worked for Deloitte I learned that the Big 4 are VERY conservative. Students who post photos of themselves at parties drinking beer should understand that some Big 4 recruiters might interpret those photos negatively. Err on the side of caution and don't post anything that any reasonable person could misinterpret.

5. Keep your Facebook Wall clean and sanitize the comments that your friends leave on your MySpace page. I know a college student, a very popular young man, who has about 400 friends on Facebook - about half of them are beautiful young women. Many of these young women write suggestive or, in some cases, downright filthy things on his facebook Wall. He has been very wise to delete any of these comments as quickly as he can because he is interning with a very conservative bank this summer. If his summer employer were to see his Wall, I am sure they wouldn't be too impressed with some of the comments his female admirers have to say even though he can't control what others write. He can, and does, control what stays on his page though.

6.Think before you Twitter. Twitter, as you may know, is a real-time online service which allows you to post 140 character messages that anyone who wants to "follow you" can see. Keep it professional and think about what your Twitter messages say about you. If you are interviewing with a competitor don't mention that on Twitter...your current employer could be following you. Don't Twitter about things that are risqué or disturbing - remember that ANYONE can see your Twitter posts.

Keep your online profile but remember that the Internet makes each of us a unique brand. Manage your brand carefully by monitoring the information available about you on the Internet and making sure that whatever you post is squeaky clean.

Jason Alba has written a couple of great books that you might check out:

I'm on Facebook, Now What?

I'm on LinkedIn, Now What?


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

Finding a new job takes a lot of work, not only in terms of researching the companies where you want to work and tailoring your resumes to each one, but also in terms of preparing for the interview once you get it.

It's difficult to know precisely what hiring managers want because interviewing is such a subjective process; however, one thing you can be certain of is they want to know what you can do for them. To borrow from President John F. Kennedy, "Ask not what the company can do for you; ask what you can do for the company." Career coach, Joe Turner, in his article, "How to Answer: 'Why Should I Hire You?,' he lists "five areas of interest a hiring manager is concerned with when asking that question:

  1. Your skills
  2. Your knowledge about the company
  3. Your manageablilty
  4. Your affordability
  5. Whether you can go above and beyond your job description."

Candidates who are willing to go "the extra mile" to get and keep a new job score high points with hiring managers. So, Turner recommends picking "your best example of how you went above and beyond in your job. Work on your story to perfect it. Set the scene, describe the challenge and describe your role and the successful conclusion. Use this as an example of how you used your particular set of skills in an extraordinary time to 'give it your all' and produce a clear benefit to your employer." In other words, get your bragalogue together so you can be the cream that rises to the top and gets the job.

The following is an example of a job description for an accounts payable clerk in the Real Estate industry:

Accounts Payable Clerk


Experience: 4-6 years experience in a corporate environment

Reports To: Accounting Manager

General
Responsibility:
Compiles, processes and maintains accounts payable records

Key Tasks and
Responsibilities:

  • Verify approval on all invoices and check request
  • Coding invoices
  • Familiar with foreign currency and in-house wire system
  • Able to prepare and process checks for multi companies
  • Update and maintain vendor database
  • Able to process and enter 200-300 invoices per week
  • Audits and verifies expenses reports
  • Reconciles vendor statements
  • Ability to process and follow-up on rush items
  • Maintains account payable files
  • 1099 preparation
  • Special projects as assigned

Skills and Attributes:

  • 4-year degree in Accounting preferred but not required
  • Ability prioritize and to multi-task in a fast paced environment
  • Ability to handle confidential information in a discreet, professional manner
  • Eye for detail, accruacy is imperative
  • Able to meet deadlines
  • Excellent oral and written communication skills
  • Excellent organizational and analytical skills
  • Ability to be an effective team member and display initiative
  • Proficient with MS Word and Excel, CODA experience desired
  • Familiar with real estate management a plus.

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.



I found this on the internet yesterday and thought it was funny - the top 19 things not to say when your boss walks up to you and asks "What are you doing?"



  1. "Nothing special..."

  2. "I'm glad you asked, because I just wondered if there's anything I could do for you..."

  3. "I was just goofing off in front of the screen pretending to work."

  4. "What do you mean by 'doing'?"

  5. "Sorry, but could you please repeat the last question?"

  6. "LOL"

  7. "Wow, when you just said that, that sounded incredibly manly..."

  8. "There's so much to do I don't know where to start..."

  9. "Hang on a sec', I'm beating the highscore..."

  10. "If I said there's a three-headed monkey behind you, would you believe it?"

  11. "Great question! Your management skills are adorable."

  12. "He stopped working first!"

  13. "About that email you sent me last Monday, could you send it again?"

  14. "You tell me first!"

  15. "Your arms are getting more and more relaxed. You feel very, very tired. You ..."

  16. "I'm actually working."

  17. "I'm about to win an auction on eBay!"

  18. "Hmm, can you refresh my memory... exactly what was I supposed to be doing?

  19. "Oh, right - yeah... hmmm... I forgot."

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


The other night I met some friends for drinks after work. One of the friends-of-friends who showed up announced that she had been laid off from her job and was in the midst of a job search. We were all very supportive, of course, and my first impression of her was, "Wow, she is sharp and is sure to land a great job soon". However, the more she talked the less impressed with her I became. She is certainly a bright young lady but the endless stream (from my perspective) of pretentious and obnoxious comments that came out of her mouth diminished her overall impressiveness quotient. As I observed her behavior I wondered if she is able to conceal this side of her personality when she interviews for jobs or if her attitude will be a turn off to potential employers?

Let me be clear, this woman didn't make racist comments, tell dirty jokes, or pick her nose - nothing that obviously uncouth. At every opportunity she inserted mini-stories about her family that were designed to let us know how wealthy and well connected her family is. At one point she spewed a story about how her grandfather had "hit it really big in the oil field". The story had nothing to do with anything we were talking about and it seemed kind of a jarring and inappropriate - I didn't know what to say so I just smiled. There was no response I could make to that story except maybe, "Oh that's nice" or some other meaningless platitude. We weren't talking about the oil business, grandparents, inherited wealth, or anything remotely relevant to the story she told. I wondered what kind of reaction she thought she was going to get when she shared that information? Her story effectively dead-ended our conversation because she left us in a situation where there was no natural response to what she said so the conversation ground to an uncomfortable halt until someone started the table on a new topic.

That is what got me thinking about how uneven social graces could negatively impact an interview. I hope, for her sake, that she is smoother in interviews than she is in social situations. But even if she has the good sense not to tell stories that emphasize how wealthy her family is I wonder if she knows that in an interview it makes sense to think one step ahead of the game and to always leave the interviewer with a place to take the conversation. Whenever you make a statement think about the kind of reaction a reasonable person might have to what you just said. Think before you speak. Before you tell a story or answer a question think about how you would respond if someone told you whatever you are planning to tell them.

Example (This is not a fictitious example, by the way, this is an actual conversation I had once with someone I interviewed)

Interviewer: Good morning, how are you?

Interviewee: Well I am OK but I have a rash that's really bothering me.

Interviewer: Oh, I am sorry to hear that. I hope things are going well with you otherwise.

Interviewee: I am sure I will be fine I think I got this rash from my laundry detergent. I need to put more calamine lotion on soon.

Interviewer: Oh, OK. Well here's my office. Let's talk about your background and experience.......

This example may seem silly but it really happened and it was not an isolated incident. I have met many other people who have said weird or unprofessional things in interview situations. Both of the examples in this post demonstrate how uncomfortable you can make someone if you don't think about how your statements will be received and how your statement will change the course of the conversation.

Don't be a conversational cul de sac - that's the term I use for people who are dead-ends in any conversation - whenever they have the floor in a conversation they say things to which there are no easy or comfortable responses. If you make it easy for others to converse with you your chances of interviewing well and landing a great job increase dramatically.


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

The importance of making a good first impression is often mentioned when the subject of interviewing for a new job comes up. Your handshake is a key part of that impression. In his article, "Why You Need a Good Handshake," Anthony Balderrama cites a survey of 98 students, in which they were rated separately on their interviewing skills and the quality of their handshakes.

Interestingly, there was a direct correlation between the students' interview scores and their handshake ratings. The scores showed that "those students with high scoring handshakes were the same ones the interviewers viewed most hireable." Balderrama went on to report that "interviewers perceived students with good handshakes as being more outgoing and having better interpersonal skills."

Because so much is made out of the impression hiring managers get from a simple handshake, I went to our experts to see what they had to say. Their responses will appear in a later blog ... or two.



Reference letters and recommendation letters are a major component of a successful job search. Every job seeker knows that in addition to their own ability to sell job skills and qualifications, they also will need support from qualified people who are willing to support their candidacy. To draft a good reference letter for a job seeker, these nine components must be included.

1. Stay positive, honest and personal. Use personal stories or observations about your work experiences with the job seeker. Of course objective facts are important, but they must be balanced with personal reflections about the candidate.

2. Qualify yourself early in every reference letter you write. Say what qualifies you to give such a reference and testament to the caliber employee this job seeker would be. Be sure to write about when you met and how long you have known the job seeker.

3. State the nature of relationship you have had with the job seeker. Were you a boss, a mentor, a colleague or a peer? What was the chain of command? Did you report to them? Did they report to you? Were you on a project team together? Many people make the mistake of thinking that they can only ask people who were senior to them for reference letters.

4. State why the opportunity to support this job seeker excites you and say how you feel about being asked to write this reference letter.

5. Identify which 2 or 3 specific behaviors and qualities which, in your opinion, are most meaningful to the employer. Be sure to use key words and phrases that show the job seeker as someone who is always willing to go above and beyond, is reliable and dedicated who influences others positively, demonstrates exemplary behavior and achieves outstanding outcomes.

6. Why would the job seeker be a good fit for the organization in question? How could they bring value to the bottom line? Here is your opportunity to write about specific job skills that would be of value to the company. You could identify a past work experience with the job seeker that would be a specific example of the type of contribution the job seeker could make.

7. Write about your willingness to work with the job seeker again.

8. Share your availability for follow up. Let the employer know how to contact you directly in order to follow up.

9. When writing a reference letter, it is not the time to err on the side of brevity. Be superfluous and be long winded. Be relevant.

Article by Marcia Robinson and courtesy of BullsEyeResumes College Blogs. Robinson has been coaching, training, and writing on career, workplace, employment and education issues for students and career professionals for 10 years


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.


As if we don't have enough problems, now this? What exactly does "get over yourself mean?"

Several years ago a CFO client hired me to write his resume but he came kicking and screaming. After all, he felt he was a great writer and he had purchased a resume book which he kept in a plain brown bag. Predictably his template resume, copied from a sample, proved to be much wearing someone else's contact lenses. It blurred his message to the employer and no one responded. So I strategized, configured and produced a compelling product customized to deliver his unique background. He could run a financial organization but he really couldn't strategize his resume. Tough to admit!

Now he was receiving invitations to interview! I could see he also needed help with behavioral interviewing and explaining the circumstances under which he left his former employer, but when I suggested interview coaching he smiled and indicated surely the fact that he had interviewed people for years would suffice.

Of course once he lost a great opportunity because someone else "out-interviewed" him, he came back and purchased a coaching package. The amount he saved in going back to work with a lucrative offer sooner rather than later brought immediate return on his investment. But again he had come back kicking and screaming.


Today he is tucked away running a big company. But he often guests at my speaking engagements and mentors my executives and managers. His first commandment? "Get Over Yourself!"

janice worthington.jpgArticle by, Janice Worthington and courtesy of CareerHub.com. The Career Hub blog connects job seekers with experts in career counseling, resume writing, personal branding and recruiting.


Anyone who says that writing is easy has never tried to earn living at it. There's nothing easy about writing, especially if you want to write well. And being a freelance writer is probably one of the toughest jobs in the world. According to Lauren Kessler, in her article, "Ah the fine art of SELF-SABOTAGE: 10 stupid things writers do to mess up their lives," writers don't make it any easier when they "shoot themselves in the foot" by saying one or more of the following 10 things to themselves:

1. "I'll just clear the decks before I start writing." Kessler says that will never happen, so stop procrastinating and "learn to work with cluttered decks."

2. It's time for me to have coffee with my writer freinds." Kessler advises focusing more energy on actually writing and less energy on talking about it.

3. "A writing seminar on the isle of Crete? The hills of Tuscany? Sign me up." Would that I could afford a writing seminar. But these, Kessler warns, are "dilettantes' playgrounds, not writers' workplaces." Nice try, though.

4. "I'll just keep writing until I run out of material." That sounds like a good idea, except you won't have anything to write about tomorrow. Kessler suggests you "stop writing after you've put in a few good hours but before you stop thinking."

5. "I'll just pass this new story by [choose one or more] my mother, my brother, my four closest friends, everyone in my writing group, to see what they think." This is a bad idea because if you give it to more than one person, you're likely to get more than one opinion. Kessler says, "the only opinion you need to trust is your own." And your editor's.

6. "Revision? Whaddya mean? I got it right the first time." It's always a good idea to read over your work before handing it in for publication. Some people get annoyed with readiing manuscripts that have obviously not been proofread.

7. "Please, I'm an artist, not a businessperson." To be successful as a freelance writer, Kessler says, you have to understand the business side of it, too.

8. "It won't matter that I'm a week late with the manuscript." It always matters, even if the editor lets you slide. The next one might not be so magnanimous. Avoid starting this kind of a bad habit.

9. "This is the best thing I've ever written. I am a true creative genius." Don't let your delusions get the better of you. Kessler advises letting the manuscript sit for a few days then go back and see if it's as impressive as it was when you first completed it.

10. "I give up. I'll never be any good." The Eeyore approach doesn't work, either. The only way to become a better writer is to continue writing and to continue learning, from your mistakes, your editor's advice or from taking classes.

If you want to earn a living as a freelance writer, you might want to keep Lauren Kessler's advice in mind. It's not an easy job and the aforementioned pitfalls are easy enough to stumble into.


The following Diversity Inc, article below titled "6 Ways to Become an Expert Interviewee" features Sodexo's own Darla Mayse, senior recruiter for Sodexo's southeast corporate service division, providing valuable guidance to candidates preparing for an interview.

The bill collectors are calling. You're tired of living with your parents. You've had enough of your current boss. Whatever the reason, you've started to look for a new job, and now you have a few interviews lined up--but you don't know what's next.

No, you don't simply get dressed in your Sunday best and walk into the interview with a smile. You want to "wow" them. You want to find the best job for you, and you don't have time to go through 20 interviews before you become an expert at interviewing.

Don't worry. Diversity Inc did the work for you, interviewing experts who told us how you can become a master interviewee. Follow the six suggestions from corporate executives and recruiters below before you go to your interviews:

1. Do your homework and be prepared.

A college student wanted to work for Sodexo, a leading food service operator and No. 12 on The 2008 DiversityInc Top 50 Companies for Diversity list. She scheduled an interview with Darla Mayse, senior recruiter for Sodexo's southeast corporate service division.

"She was the first person who brought to the interview specific information that showed she had really researched the company and knew about a particular program," says Mayse. "She could tie it to her passions and focus and her hospitality degree."

Mayse said the student talked about Sodexo's "Stop the Hunger" program and went into detail about how it, as well as Sodexo's mission, agreed with her own values.

"We offered her a job in the schools division and she took it," says Mayse. "When I say prepare, I mean [the interviewee] should know about the company and should be familiar with the job they're applying for and how their experience fits that position. One of my biggest pet peeves is when people have no idea what we do. You ask, 'What do you know about Sodexo?' and they say 'I don't know, can you tell me what it is?' You really impress me if you know where we're headed as a company and know the awards we've won."


Read the full article here

Article by Yoji Cole and courtesy of Sodexo Careers Blog Making every day a better day.


RehabCare's Rehab Facility in Southern California, Brighton Gardens- San Juan Capistrano, receives rave reviews on the post affiliation survey from their most recent Loma Linda University PT Student, Brian Rosenbaum. RehabCare is constantly striving to better it's Student Programs line-up and more specifically our Clinical Education Site Programs. The Campus Relations Managers work to coordinate the affiliations with the Universities and to ensure that each student is welcomed into our buildings. We currently have over 175 designated Clinical Education Sites nationwide and the list keeps growing every day! We take pride in providing both a positive and educational experience for all students completing clinical rotations in our facilities. In order to ensure that each experience is a good experience the Campus Relations Manager's follow up at the end of the students' affiliation, asking for feedback on their experience. So we thought we would share some of this feedback with you! Great Job to the team at Brighton Gardens!


Brian Rosenbaum, one of the most recent students to complete his affiliation, gave the Facility and Team at Brighton Gardens an excellent recommendation for future students interested in this facility. So just what did Brian have to say about RehabCare and the Team at Brighton Gardens.........

" I would recommend this site to another student because you get the opportunity to interact with families, physicians, nurses and other clinicians."

"The staff is very helpful. They maintain an upbeat environment...... continue taking students. It's a great experience."

"Anthony, Clinical Instructor, was very friendly and helpful. He has a good understanding of the business and gave me the freedom I needed."

In addition to Brian's comments about his experience at the facility. He also rated the facility as excellent in the following areas; CI to Student match up, Overall learning experience, staff members demonstrated professional and ethical behavior, exposure to various aspects of PT role, varied patient caseload and diagnoses, and the clinical site/staff members were welcoming and provided a good learning environment. Great job to the team at Brighton Gardens who provided Brian with such a great experience. We appreciate Brian's feedback and will use his comments to continue to improve our Clinical Education Programs and to recognize those facilities that are doing an outstanding job!

Would you like to complete and affiliation with RehabCare or find out more about our Clinical Education Sites? Contact your Campus Relations Manager for more details.


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.


During their face to face interviews or even before in the screening interviews the Millennials can expect a volley of behavioral questions. Asked mainly to assess how you act in a particular situation, it is best to be prepared for the many that can be asked and often are the ones that are difficult to answer on the fly.
These questions are an attempt to estimate your problem solving abilities, how well you work in a team, and most importantly how well you can contribute towards the company's culture. Most of these questions would be directly related to what the company values are and these assessments help the interviewers to judge if you would be the right fit for the position. Apart from the technical skills you have prepare well for the soft skills that are the focus and can make or break your chances for the job.
Some examples of behavioral questions are listed on the QuintCareers website.

Sylvia Landy in her new book Ditch the Flip-Flops - Ace your job interview Fresh Out of College says; Formulate your answers as follows:



  • Describe briefly a specific situation or event

  • Explain the action you took

  • Define the results in terms of outcomes and what you learned

She says that you must share experiences that involve both positive and negative circumstances. However be sure that the negative instances demonstrate satisfactory resolution o proactive lessons learned. But one of the best strategies is to review your employer and market research to ascertain which characteristics are most valuable to this type of organization, culture, industry and so on.


shweta khare.jpgArticle by Shweta L. Khare, founder and president of Careerbright and Speakbright and courtesy of Careerbright blogspot


Last month, a French court ruled that ebay must pay $61 million to LVMH for allowing the sale of fake luxury goods on its site. Though ebay is appealing the ruling, it's a fascinating case that is garnering widespead attention for its implications on how business is conducted on the web. There are good arguments to be made on both sides of the issue, but I basically feel that sites like ebay should make reasonable, good-faith attempts to prohibit sales of the types of merchandise at issue in the ruling. The site should not be required to bare unreasonable costs to do so, but the auction site and others like it should be required to implement reasonable, appropriate, and sensible policies that attempt to prohibit, block, or remove from the site such transactions. I will clearly admit that I have no idea exactly what those policies, technologies, or restrictions would look like and what impact they might have on ebay's business model, but my guess is that we'll soon find out thanks to the French court.

In some ways, the same issues inherent in the ebay ruling are akin to those that could be applied to a media company running advertisements for its clients/advertisers. What responsibility does a media company have to screen its customers and the products or services they are advertising? It's a tricky, complex topic with few easy answers. But despite the grayness surrounding the issue, there are, without a doubt, some easy answers that at least begin to bring a hint of clarity to the issue. Unfortunately, not all media companies choose the right side of those easy answers.

The Employment Guide continues to run scam ads, the worst of which is the postal jobs ads that run every week in every single issue of the Employment Guide nationwide, that take advantage of the most vulnerable in our society and prey on ignorance and desperation. I've written about this topic quite a bit over the past few years, and will continue to do so until the Guide and other newspapers stop running these heinous ads. There is absolutely no question, none whatsoever, that the Employment Guide is fully aware of how fraudulent the advertiser is in this case (it takes a 5 minute phone call to figure it out). That alone makes them guilty of aiding and abetting a criminal.

But even worse, the company running the postal ads is undoubtedly the Employment Guide's single largest customer, spending what I'd estimate is somewhere between $500,000 - $1,000,000 per year with the Guide (50+ markets, $200-$300 per week, 52 weeks a year). That fact alone places an even higher level of responsibility on the Guide to ascertain the legitimacy of their biggest customer. The fact that they blatantly shirk this responsibility to their readers, their employees, and their legitimate advertisers (however few remain) is a testament to both how negligent the Guide is and how desperate they are for revenue. The French court would undoubtedly rule against the Employment Guide in this case. At the very least, anyone considering buying the Guide should substantially reduce their offering bid to account for the facts that not only is the Guide's largest customer a fraudulent company, but the Employment Guide has engendered years of ill-will among its readers and customers by running these horrendous ads.

Article by Toby Dayton and courtesy of Diggings, a blog about recruitment advertising, media, publishing, HR, work, & technology, among other things.

For a long while, I've had the opportunity to write resumes with, and for, many clients. And I love it! It's easy; it's fun; and I get to meet the coolest, nicest, most interesting clients ever. And I suspect other resume writers feel the same. From entry-level to the most senior-level of job seekers, each and every person has a unique and special story to tell.

The real trick about resume writing is to capture the essence of you, and your story, in one or two pages of text that's sure to wow the readers while giving them ammunition for action. Take a look at the five questions below: can you answer all of them? Some? One? None? Whether you're writing your resume on your own, or soliciting guidance (paid or otherwise), try to answer these five questions before you proceed with the writing component.

  1. What is my purpose for doing a professional resume?
  2. What are my top job targets or goals?
  3. What is the brand message I wish to deliver to my reader?
  4. What conclusion(s) do I intentionally want my readers to draw after reading my resume?
  5. Have I devised a good strategy that makes it easy for the reader (aka stranger) to understand me, my purpose, and my most relevant, essential and supportive credentials that best qualify me for the job opportunity?

And why bother, might you ask, wasting time on the above questions when "all I want is a great resume." Here are three good reasons:

  1. Your resume serves as a door-opener to potential opportunities. (As you well know, sometimes people really do get hired without a resume; rare, but it happens. Still, most of us need a rock-star resume to get noticed!) The clearer you get about what you want and need career wise, the better your chances of getting there, especially when you're using your resume as a resource to represent you in your absence. Clarity and focus will well serve you in achieving your career goals, so first things first before you go hunting, get hunted, or do your resume. Know what you want and if you can't say with specificity what that is, then gather some general ideas as a place to get started. (How can you ever get what you want if you don't know what it is?)
  2. Your resume will purposefully be designed to support your future target goals, desires, and interests vs. showcasing a boring, irrelevant recitation of your history of employment that doesn't connect with future focus. This is especially significant if you are changing careers or switching gears where your present/past roles may or may not have relevance to your future aspirations. Identify, name, claim, market, and promote only the talents, competencies, knowledge, skills, abilities, and successes relevant to the new opportunity. For now anyway, put aside irrelevant information, as there simply isn't enough space for everything to be included.
  3. Your resume is an important guide for communication with prospective employers, recruiters, and your professional network. Build it with deliberate intention to help navigate and shape an interview or networking conversation. Remember, whatever you say on your piece of paper can (and will) serve as fuel for questioning during an interview.

If you can readily answer these five questions stated above, you are well on your way to writing a top-notch resume. If not, perhaps you'll find them a good place to get started.


billie sucher.jpgArticle 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.

There are so many things to consider when you set out to look for a new job. If you master your resumes and cover letters, your next move is to start preparing for the interview process. Although experts advise tailoring some of your questions to each company, there are some that should be asked no matter where you interview.

Jeff Garton, founder of Career Contentment, Inc. , and author of "Career Contentment: Don't Settle for Anything Less," has seven questions for job hunters to have ready when they go on interviews:

  • "What effort is made to keep the senior management team informed about employee problems?" Look for signs of upward communication among managers and supervisors--you want to make sure they will intercede on your behalf and make your job environment comfortable and productive.
  • "What is your vision for this company's future direction?" You not only want to work at a viable firm that has great performance (you've researched this ahead of time), but you also want to ensure that the people working in the company share this vision and are taking purposeful, decisive steeps to get there.
  • "How do you feel about your company's products/services?" You want to work for a company where the employees are proud of what they produce. If they aren't, it's not the right job for you.
  • "How would you describe the quality of your work environment?" It may be the ugliest office in the world, but if the employees seem content and positive, then the company culture is helping to create resilient, fulfilled employees.
  • "What might the future here hold for me?" Make sure your employer has a specific plan for you, and that it is a good match with your own vision.
  • "What is your new-hire orientation like?" Find out in advance how your employer plans to integrate you. You don't want to be thrown in the middle of a new situation and be expected to stumble on your own.
  • "How willing are you to allocate resources for special projects or professional development?" Find out if the employer will make monies available for you to excel at your job assignments and meet basic requirements.


Job searching is one of the toughest, most important jobs - albeit temporary - you will ever do. Garton and our many other career experts have provided numerous options for you to consider, in addition to some wonderful words of wisdom. If you're lucky, you won't have to go back to your job seeking for many years to come.

Below is an example of a job description you might see when applying for a job as a fund accountant:

Fund Accountant

Summary:

A Mutual Fund Accountant is primarily responsible for all aspects of day-to-day accounting for one or more assigned mutual funds and/or institutional funds.

Major Responsibilities:

  • Prepare timely and accurate Net Assets Values, yields, distributions, and other fund accounting output for subsequent review.
  • Record accurately, and in accordance with the Department policies and procedures, such accounting records as securities positions, corporate actions related, and journal entries.
  • Reconcile various accounts, or reviewing reconciliations prepared by others, and promptly researching and correcting any variances.
  • Identify exceptions and problems affecting accounting records and prices, communicating same to management, and assisting in their resolution.
  • Assist, as assigned, in preparing audit schedules, compliance reports, N-SARs, tax returns, financial statements, or other reports.
  • Write reports periodically to management on Fund activities and other related issues.
  • Research, as assigned, certain securities in Fund portfolios for the purpose of ensuring proper accounting treatment (such as the nature of distributions, original issue discounts, and international valuations) and compliance with SEC, tax, and prospectus restrictions and limitations.
  • Institutional fund accounting processes also include preparing, reconciling and distributing reports to/from marketing, separate custodians and investment management.
  • Participate in regular rotation of trade processing and other accounting processes to prepare the fund accounting system for the next day.

Education/Experience

  • Bachelor's degree with exposure to finance or any other analytical course work
  • Previous finance internship(s)helpful

Skills/Knowledge

  • Demonstrated analytical skills
  • Demonstrated organizational skills
  • Ability to work under pressure
  • PC skills (Excel, Word,etc.)


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.


Quick voice mail quiz

When searching for a job, which of these greetings is appropriate for your voice mail?

a) "In case you have forgotten, this is a machine -- my owner does not want siding, the newspaper, or the carpets cleaned. He donates to charity through his office and does not want his picture taken. If you're still with me, leave a message and we'll see if he calls you back."

b) "Hello . . . . . . " A long pause, so you think you're talking to an actual person. Then you begin speaking, and after you say about two words, you hear, "We can't come to the phone right now."

c) "How do you leave an idiot in suspense? Leave a message and I'll get back to you . . ."

While funny greetings can be more entertaining than the standard, "You have reached 555-1234, please leave a message," they are obviously not appropriate for someone who might be receiving calls from recruiters or potential employers.

Poor Phone Skills at Home

As bad as an unprofessional voice mail message:

ME: Hello, may I speak with Melissa?

THEM: Ummm, (short pause) she's not here.

(silence)

ME: Well, do you know when I might be able to reach her?

THEM: Nope.

(more silence)

ME: Could I leave a message for her?

THEM: I guess.

ME: Can you please have her call Joy at (555) 55...

THEM: (exasperated sigh) Hang on, I don't have a pencil. (Sound of phone dropping and papers rustling). What seems like several minutes pass, the phone is picked up, and they say "OK."

ME: Please have her call Joy at (555) 555-5555.

THEM: (just silence)

ME: Did you get it?

THEM: Umm, yeah.

ME: Thanks.

THEM: (quickly hangs up)

This bad example is from a great article on telephone skills that offers critical advice for how to train your children to answer the phone. However, one mom I know bypasses this altogether by forbidding the children to answer. They listen to the answering machine first to see if it's for them before they pick it up.

Voice Mail as Marketing

When you record your voice mail greeting, you're marketing.

This is a prime opportunity to give people a ten-second screen shot of your personality. Your voice mail greeting should include, without fail, your name, a thank you to the caller, instructions to leave a name and number, and a time frame in which you'll return their call (I like within 24 hours). Infuse some personality. Be happy they called. Then call them back promptly.

No music, rhyming, or quirky statements. Your voice mail greeting is often the first contact people have with you, so you should be mindful of what kind of impression you're giving them.

I found some tips to improve your company's image through e-mails and voice mails that you can use on your personal phone. These apply equally well to the individual jobseeker.

Things like: keep it to 30 seconds or less, eliminate background noise, and offer an alternative way to contact you, such as a website or e-mail.

Why is this so important? According to a blog post on "Top Ten Reasons I Rejected Your Resume," #2 is: "Okay, so I liked your resume, and called you for an interview, but your voice mail greeting was highly unprofessional."

Article by, Peggy McKee, the Medical Sales Recruiter

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.

In his bestsellers Brand Warfare and Career Warfare, author David D'Alessandro offered sharp advice for building a brand and building a career. His new book, Executive Warfare is the advanced class for the truly ambitious. The book covers what it takes to rise to the top-and to do the even harder thing, which is survive there. In anticipation of the book's release, David provided some exclusive suggestions to Water Cooler Wisdom readers regarding on how can survive a merger:

David says: "Mergers and acquisitions are always a time of angst and anxiety for just about everyone involved. Trying to keep your job or even get a better one should be the goal. The easiest way to almost assure that you will at least keep your job for the immediate future is to volunteer to join the inevitable transition teams that are created company-wide and often in departments. People from both firms participate and often determine the course of action for merging departments, people, budgets, projects etc. During this period the people on the transition teams are very powerful and can usually preserve and sometimes enhance their careers. They are in the great position to see and hear all that goes on. It is less likely others on the team will recommend a transition player be eliminated. It happens, but your odds are much better if you are in the tent."

"Also remember," says David, "that there are no mergers of equals as announcement press releases often state. One culture will win. Identify which one early and get closer to the people driving that culture in your area. You will be seen as one of them and not the dreaded one of those."

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


Practically every time I turn on the news these days I hear about how "bad" the economy is. I am not sure if the economy is officially "bad" unless you are in the mortgage business but it is most certainly a time of change. There have been lots of notable mergers and acquisitions recently which are good for my business because as soon as employees get a whiff of major changes in management they hurry to update their resumes. Keeping your resume updated is a smart move of course and when changes are imminent it's a good idea to reach out to your network to find out what the job market is like for someone with your skills. But, don't jump to a new company too quickly. It's a good idea to wait and see what the new regime's goals, vision, and culture look like before making a career move.

While it's often true that when a company is acquired the acquiring entity often combines jobs and/or replaces employees from the old company with new talent. However it is also true that the cream usually rises to the top and if you are a talented, hardworking individual, who is also willing to accept a new culture and new management style you might be able to thrive in a changing organization. The key to figuring out if you should stay or find a new job is to listen carefully while not panicking.

Listen to what the new management team has to say while (if you can) reading between the lines. Do whatever you are asked even if it is different than the kinds of things your old boss asked you to do. Don't argue or resist the changes because, at least initially, the new management team is going to be watching and listening to you as carefully as you are to them. They are trying to figure out if the old employees can and will adapt to the new culture that they are bringing with them. Unless you find some aspect of the new culture or new management repellent to you it makes sense to do what you can to stay in your job until the dust settles and you can figure out if you can succeed in the new environment.

If you decide to stay in your job you have to embrace the new culture and work environment even if it is very different from what you are used to. The most common and immediate changes that affect employees in an acquisition are changes to benefits including vacation time/usage, flexible work arrangements, and healthcare. If new management reduces or modifies your benefits but you still want to keep your job you will just have to get used to the reduction. Sometimes, however, new management eventually changes its mind and re-instates benefits after a period of time so if you are otherwise happy with your new job situation it's worth waiting to see if things change for the better.

You may even find that your new boss offers you better opportunities for challenging work and advancement than your old boss did. But you won't know until you spend some time getting to know your new boss and figuring out if you can work well together.

The point of this post is to remind you to exercise patience if your company is merged or acquired by another. Don't rush to quit and find a new job until you are certain that you don't want to adapt to the new environment. Change can be a little scary but it's not always a bad thing.

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

With gasoline prices going up and up, the idea of working form home is becoming more attractive every day. Telecommuting isn't for everyone, but for those who are cut out for it, it's important to follow some simple rules to help you maintain discipline, structure, and a few boundaries.

In her article, "Cut Down on the Homework," Patricia Rivera offers some advice for telecommuters to help them establish a proper work/life balance.

Some of the things recommended in Rivera's article are separating work space from living space, hiring a baby sitter or considering day care for small children, talking with spouses or significant others about not interrupting during work hours, and establishing a set schedule.

Rivera goes on to warn telecommuters to know when to call it a day. "When you're at home, it's easy to immediately act on an idea even if it comes to you late at night. People working from home don't have to wait until they get to the office in the morning to put that idea into play, they simply have to walk from one part of their home to another," she writes.

Experts say that's a no-no. You don't want to become a workaholic. It's also important to get out of the home, especially if you're singel, and engage in some human interaction. You can interact with others via chat rooms and social or professional networking, but I advocate actually going out. Even if you only go as far as the corner store to get a soda or a pack of gum, it's important to get away from your computer and your desk for a while.

There are some who say working from home should be as structured as going into an office. They say you should get up, shower, dress, have breakfast, then go to your home office and get to work. If that's what works, do it. But if you can get up and get to work while still in your pajamas, that's okay, too. What matters is that you get your work done in the hours allotted, maintain a professional demeanor when communicating with clients or colleagues, and once you stop working for the day, completely stop working.


Interviewing in today's world is mind boggling. Until recently, I never concerned myself with the "big picture" when I interviewed because I wasn't planning a career, I was just looking for a full-time job. I now know the error of my ways. It's important to know how a company started and where it's headed, especially if you're applying for an entry-level job that you hope to convert into a long-term career. Though I realize it's not likely that today's candidates will stay for more than five years at any one job, the possibility of staying longer should still be considered.

The best way to get all the information you need about the company is to prepare targeted, insightful questions in advance. I have not only more examples of key questions to ask during an interview, but also some great advice that our career experts were happy to share.

Jamie Yasko-Mangum, a career and corporate training consultant and owner of Successful Style & Image, Inc. , offers this advice, "When asking questions in an interview you must first know what you answered from the company. Many times your questions will be answered by the hiring professional. Above all, remember to listen, really listen, to interviewer." Yasko-Mangum's suggestions for questions are pretty general: Salary range, Responsibility given, Movement from within company, Travel required, Benefits offered.

"It is critical for a candidate to ask great questions during an interview," advises Helene Buchanan-Dunne, senior director of training and development for Kaye/Bassman. "Remember both the candidate and the interviewer need to gain enough information in a short space of time to decide if they want to move to the next stage of the process. Asking great questions also helps the candidate develop rapport with the interviewer and demonstrates motivation. Therefore a candidate should be strategic in the questions they ask. Stay away initially from asking about the salary, vacation, etc. The questions should be based around the position, team, and company. Ideally have them written down, as the interview can be a nerve wracking experience and it is easy to forget to ask those important questions. If the interviewer has already answered the candidate's questions in advance, the candidate can still show that they have given forethought by showing the list written down on a pad and saying 'As you can see I have prepared questions in advance to ensure I have a thorough understanding. You have done a great job in thoroughly explaining what I need. However if I have any further questions I would like to call you. Does that work for you?'"

" A great recruiter should help prepare a candidate for the interview and offer advice. Candidates can brainstorm with the recruiter and solicit advice on the type of questions to ask and what the hiring manager is looking for. A great recruiter will also help prepare the candidate on how to answer difficult questions they may get from the interviewer," she added.

Buchanan-Dunne's list of great questions?

  • What are the key goals for the first year in this role? What would success look like?
  • What is the culture and environment of the company like?
  • What would a typical day look like?
  • What type of management style does the department head have?
  • What are the key strategies of the organization for the next 12 /24 months and what role does this position have in the success of that?
  • What communication style works best internally?
  • How often are performance reviews done?
  • Always close with asking to move forward 'I am very interested in what you have shared with me today. Have I told you enough about my experience/skills to move forward in the process or do you have any further questions?


Dr. Rachelle J. Canter, president of RJC Associates has three tips for job hunters:

"Tip #1: Questions are a great way to gather useful information but only if you ask good questions. What's a good question? A question that is phrased to elicit a thoughtful answer, not a pat response. For example, don't ask "What are you looking for?" because what you'll get is a description straight off the formal job description. If you ask, "If you hire the right person for this job, what will look different in 90 days?" you are much more likely to get the hiring manager's honest ideas about what they'd like the person to do.

Tip #2: Questions are a great way to differentiate yourself from the competition. Instead of asking questions related only to your prospective new job, ask some big picture questions, such as "What are the major challenges facing the company?" or "Who are the company's major competitors and why?" Make a habit of asking the strategic questions from the start of your career and recruiters and hiring managers will see you as more professional, more thoughtful, and more strategic than the competition.

Tip #3: Rule of thumb: ask questions about how things are done, such as how often does the team meet, who makes decisions XX, what kinds of people do best here, etc. Ask the unexpected but specific questions and gather useful information to make your decision. You'll also stand out from the competition by asking these questions. And be sure NOT to ask questions about hours, vacation, or salary."

Finally, Stephen Cole, executive director for the Center for Career Services at Marist College (and former IBM recruiter), serves as a reminder that college students looking for internships can follow the same rules of interviewing as recent college graduates looking for entry-level jobs. In fact, starting early gives them a chance to perfect their interviewing skills. So, what advice does Cole offer the students at Marist?

"I advise students that they should be looking at the company or organization to see if it is a fit for them, too. Yes, you want the job, but
take a little time to find out if it is a place that the student will feel like it is where he or she belongs. That is why it is important to have
a couple of questions ready to learn more than the job specifics or duties. Two questions that I suggest they think of using are to ask the recruiter
'What does he or she like best about working for XYZ company?' And, also to rephrase the old standby question about why I should hire you, to
something along the lines of 'How is working for XYZ company better than working for ABC company?'"

"Students need to understand that an interview is an exchange of information - not just a one-way street," Cole concludes.

Interviewing was never easy, but today it seems ten times harder because so much more is expected of you.

Another candidate with inappropriate material on his myspace...who is now no longer a candidate.


It's REALLY important to sanitize your social network pages (anything on MySpace, FaceBook, YouTube, Twitter, etc.) while you are looking for a job in medical sales, pharmaceutical sales, clinical diagnostics sales, laboratory sales, pathology sales, imaging sales, medical device sales, cellular products sales, molecular products sales, or biotech sales, which is why I have addressed this in previous posts.


Why? According to a Vault.com survey, which I found in Net Etiquette for Job Seekers, 44% of employers surveyed looked up potential employees on social networking sites and 82% of those employers would think twice about hiring candidates with something perceived as negative in their on-line profiles. And FYI: 39% of employers have searched the on-line profiles of current employees, so don't think you're good to go after you've got the job. It may seem unfair and an invasion of your personal social life, but it becomes fair game once you've put it out there in public.


Article by, Peggy McKee of PHC Consulting


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.


Below is a sample job description for a cost accountant in the construction industry:

POSITION PURPOSE:

The Construction Cost Accountant performs professional level accounting work in the maintenance and review of fiscal records. The position requires considerable knowledge of basic accounting principles and accounting functions. This individual is responsible for the general ledger, job cost, bank reconciliations and accounts payable. Additional responsibilities include performing monthly closings, maintenance of accounting files, and preparation/organization of various financial forms, reports, and financial analyses, etc. This individual may be asked to assist with ad-hoc projects and general office support tasks when necessary. These responsibilities and tasks will be coordinated with and supervised by the Senior Project Controller.
EXAMPLES OF DUTIES:

ESSENTIAL FUNCTIONS:

Average
Percent
of Time

20% - Handle and process all aspects of construction payables, including coding, processing contract award work sheets and maintenance of the job cost chart of accounts.

15% - Process contractors payment applications for monthly billings

15% - Assist in the preparation of loan draws and capital calls from both Joint Venture partner and parent company.

15% - Assist in the preparation of Joint Venture, Lender and company financial reporting requirements.

15% - Perform monthly close and related journal entries, using JD Edwards.

15% - Monthly review of job cost activity ensuring consistent and proper coding.

5% - Monitor fixed asset activity in detail. Generate month-end depreciation and amortization entries.

SPECIFIC JOB KNOWLEDGE, SKILL AND ABILITY

The individual must possess the following knowledge, skills and abilities and be able to explain and demonstrate that he or she can perform the essential functions of the job, with or without reasonable accommodation, using some other combination of skills and abilities.

  • Ability to access and accurately input information using JD Edwards.
  • Must have considerable knowledge with basic accounting principles (i.e. journal entries, debits, credits, etc.) and accounting functions. Job cost and construction experience will be key for this position.
  • Ability to work independently and complete duties and projects with little direct supervision.
  • Ability to accurately work under pressure in meeting deadlines.
  • Must have excellent organizational skills.
  • Must be proficient with Excel, Word and Outlook applications.

QUALIFICATION STANDARDS

Education:
Graduation from an accredited four-year college or university with a major in the field of accounting or other related field. Experience may be considered as a substitute for this requirement.

Experience:


  • Prefer at least 2 years of general accounting experience working with JD Edwards.

  • Background in construction accounting.




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.


Have you gone on an interview, you thought it went well and then you didn't hear anything? Or, have you gone on an interview only to get a rejection letter? Do you have trouble getting a second interview? If so, here are some suggestions for you that may help. Take the Job Search Aptitude test to see how ready you are to find the right job.

Read the following questions. Score yourself on a scale of 1 to 5, with 5 being the highest score. Be honest!

1. How well were you prepared to tell your story on the interview? (This is a 3-4 minute synopsis of who you are and why you are there and is used in response to the question "tell me about yourself". It should be concise and professional.) _______

2. How much research did you do ahead of time about the job itself and the critical skills for success? ______

3. How strong were your prepared examples or stories about how your experiences demonstrate these skills? ______

4. Did you ask questions about the organization and the job to show that you were prepared? ______

5. Did you ask the interviewer if it was appropriate to stay in touch? ______

6. Did you send a thank you note reiterating your interest and qualifications within 24 hours of the interview? ______

7. Did you follow up with a respectable email or a phone call to show your interest in the position? ______

If you scored between 21 and 35, you may want to call the recruiter back and ask for feedback. You can even say, "I thought the interview went well. Can you give me some feedback on my performance so I will know better next time?"

If you scored less than 21, you may want to move on and do your homework for the next opportunity.


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


Did you ever notice that there are certain people who have great jobs? People who are always working on a consistent basis, even in shaky industries and uncertain times?

And then there are those who are either constantly unhappy in their careers or who go for long periods of time without work. They blame the world and wonder why bad luck always seems to happen to them.

If you are planning to write a story about how to make sure you are always employed, here are some ideas: (Note: These are simple tips that most people forget about...)

You make your own luck. Your career is great when you focus on making it great. This means not waiting for things to happen, but making things happen instead. It means being proactive instead of reactive. Rather than blaming others, you are passionate about new possibilities. You are excited about what you do and what you contribute every day.

So, how do you make sure you are never without a job? Follow these five steps.

1. Tell Yourself That You Will Always Be Employed

What you say matters. Your words have power, meaning, and intention. When you tell yourself something bad will happen to your job, something bad will probably happen. If you tell yourself that you are marketable and confident and that you will always be working, your words can make this true.

2. Anticipate Trends In Your Industry

If your job is being eliminated or outsourced, you will want to know about it before you are in the room with the human resources person telling you that your job is going away. Research your industry. Know what's happening and what the experts say will happen. This way you can make informed decisions. Look for trends. When you find them, start to train yourself in these areas. Knowledge is power. Having the right skills at the right time ensures that no matter what is happening around you, you will be needed and employable.

3. Have An Updated Resume

Your resume showcases your skills and abilities to the world. It is a selling tool that outlines your unique qualifications so an employer can see, at a glance, how you can contribute to the employer's workplace. When you are looking for work, prospective employers know immediately whether or not you are a fit for a position. Even if you are not looking for work, your resume reminds you of the contributions you make on a regular basis, something you can easily forget when you are immersed in the day-to-day. Whether you are looking for a job, or you already have one, an updated resume is essential for your career.

4. Network On A Regular Basis

If you start to network only when you need something, you will have a lot of catching up to do. Therefore, network every day. Wherever there are people, there is an opportunity to network. You do not always have to go somewhere to network successfully. You can network within your own company. Are there opportunities for you? Ask people and find out. People are your best resource for information. Invite co-workers to lunch. Take the time to walk by someone's office to say hello.

In addition, who can you tap into outside of where you work? Every industry has an association. When is your industry's association meeting in your area? Check the date and go. Get involved in this group so more people can get to know you. That way, if something happens to your job, you'll have people to reach out to.

Lastly, send an e-mail to or call people you already know on a regular basis. If you are always keeping in touch, then you will not feel bad that you are bothering someone when it's time to reach out and ask for help.

5. Always Be On The Lookout For New Opportunities

Read trade publications. Read memos-not only from your area, but from others as well. Think about what you could be doing differently. Get your creative juices flowing. Think positively. Rather than thinking, "It cannot happen," believe that what you want is possible and is within your reach. Then, make it happen.


Article by, Deborah Brown-Volkman, president of Surpass Your Dreams, Inc., a successful career, life, and mentor coaching company, and the author of "Don't Blow It! The Right Words For The Right Job," "How To Feel Great At Work Everyday," and "Coach Yourself To A New Career."


I'll be honest. I always thought that going to a temp agency was a waste of time. This perception comes from the fact that when I was in college in the late 90s, I visited a few firms, filled out reams of paperwork, took a few computer tests, did several interviews, and never got a single job out of the process.

According to CareerBuilder's Kate Lorenz, though, there is a time and a place for seeking a temp job, and in this economy, you might be well-served with this approach. A temp position can be beneficial, for example, if you're testing the waters of a career change, or if you've been laid off and need income while you search for long-term employment.

The American Staffing Association says that 88 percent of staffing employees say temporary or project work made them more employable and 80 percent of staffing clients say staffing firms offer a good way to find people who can become long-term employees. Project work frequently leads to full-time roles, says Max Messmer, chairman of Accountemps and author of Human Resources Kit for Dummies. "Increasingly, organizations are realizing the value of using temporary assignments as a means of evaluating candidates for full-time positions. This provides a low-risk opportunity for managers to determine how an individual will perform on the job."

The American Staffing Association reports that staffing companies employ 2.96 million people each day and 11.4 million people over the course of a year. Here are a few staffing companies that hire and place temp workers. Check them out!

Accountemps: Specializes in: accounting, finance and bookkeeping professionals.
Kelly Services: Specializes in: office services, accounting, engineering, information technology, law, science, marketing, light industrial, education, health care and home care.
Labor Ready: Specializes in: construction, manufacturing, hospitality services, landscaping, warehousing, and retail.
Manpower: Specializes in: office, light industrial or call center environments.
NurseCore: Specializes in nursing, allied and medical office professionals.
Robert Half Legal: Specializes in attorneys and legal support.
The Creative Group: Specializes in creative, advertising, web, and public relations.
Select Staffing: Specializes in on-site services, risk management, and human resources.

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

If you are up on your Greek history, you know who Heraclitus is. If not, here is the Cliffs Notes version. Heraclitus was a Pre-Socratic philosopher who lived circa 530 to 480 B.C. Whereas history credits him with penning over 100 proverbs, he is best known for one basic idea: Heraclitus believed the universe is in a perpetual state of change.

Whenever Heraclitus chose to elaborate on his unique philosophy, large crowds gathered. On one occasion, Heraclitus illustrated his belief by going to a stream's edge and stepping into and then back out of the water. He asserted that if he stepped back into the stream, it was not the same stream, because of the change brought about by his initial step. Although it is unclear to what extent his audience was convinced of his belief, his insight has stood the test of time. In fact, if alive today, Heraclitus would be the poster boy for modern business. As Fishman (1997) notes, "It's not that the business environment is changing. Change is the business environment. And it's not that every company is undergoing change. Change has overtaken every company" (p. 64).

Given this fact, business leaders have two options: react to change or initiate it. Let's consider both alternatives. First, adept managers acknowledge that change is a fact of life. As a result, they routinely identify which changes have the greatest impact on worker productivity and satisfaction, and ultimately profits. They then develop plans to manage change as it occurs. Second, adept managers initiate change by recognizing the role of innovation to business success. Innovation involves improving a product, process, or service (Robbins, 2003). Innovations can impact internal (e.g., improving the assembly of a product) or external (e.g., serving customers more efficiently) aspects of a business. In both options (i.e., react to change or initiate it), outstanding companies are characterized by managers who seek out (e.g., in meetings), value, and reward employee input to manage change. Does your company do this? If not, change is in order.

Given the perpetually shifting global marketplace, Heraclitus was right: the universe is in a perpetual state of change. According to Fishman (1997), creating, managing, and surviving change is the agenda for anyone or any company that aims to make a difference. Master change, and you will stand out from the crowd.

Dr. Philip Aust is 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.


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.


When I worked as a temp, I registered with many different agencies. Some were small and not widely known, while others were large national and international companies like Adecco. In their newsletter, "Get the Most Out of Your Recruiter Relationship," Adecco gives advice that I think is extremely useful in today's competitive job market.

Like Tom Ruff, of the Tom Ruff Company, Adecco believes job seekers should research potential recruiters and shop around for a good fit. Because competition for jobs is so fierce and candidates are likely to change jobs often throughout their careers, Adecco, like Ruff, suggests having a list of questions for the recruiter to answer.

Top ten questionsto ask a recruiter:

  1. How long have you been recruiting?
  2. Now that you know a little more about
  3. me, is there a specific job you have in mind for me?
  4. What kinds of hiring trends are you currently seeing in my field?
  5. Do you help candidates prepare for interviews?
  6. After today, when can I expect to hear from you again?
  7. On average, how quickly do those candidates you work with find a new position?
  8. How many candidates are you usually working with at any one time?
  9. Are there any companies you do not work with that could still be a good fit for me?
  10. What are some of the things your best candidates do to find new positions?
  11. How long have you worked with some of your client companies?

Once the right recruiter has been found, Adecco again concurs with Ruff that the recruiter's advice should be followed. It's a recruiter's job to find a candidate a job, so she's not likely to give bad advice deliberately. One way to facilitate the recruiter's efforts is to follow Adecco's "Top Five Dos and Don'ts When Working With a Recruiter:"


Do:

  • Research to identify the right recruiter
  • Work to establish a relationship
  • Act professionally from day one
  • Provide feedback from interviews quickly
  • Ask smart questions about the position,
  • the company, the industry

Don't:

  • Come unprepared
  • Lie about experience or skills
  • Show up late, or not at all
  • Ignore the recruiter's advice
  • Rely solely on a recruiter for career success

Searching for a job is a job in itself, so enlisting the aid of a professional recruiter isn't a bad idea, especially since the services of agencies like Adecco are free to job seekers. I know first hand that following a recruiter's advice can not only help in terms of landing a job, but it can also convey to the recruiter that he's working with someone who means business. Candidates who give their best get the best in return from their recruiters (generally speaking). Heed the advice of recruiting professionals like Adecco and Tom Ruff and see where it leads. It may not help (doubtful), but it certainly isn't going to do any harm.



When I submitted my query asking recruiters and hiring managers what questions they think candidates should ask during job interviews, I got responses from a variety of sources. One of those sources was the Gemological Institute of America (GIA). Career Services Manager, Dani Oliver, took a few minutes out of her busy day to talk with me and give me her thoughts.

"Benefits should be the last questions asked," Oliver advised. "It can even be saved until the second interview."

She went on to say that a few of the students from GIA received jobs through job fairs, receiving offers as much as six months later from recruiters who were interested in hiring them after graduation.

So what do hiring managers and recruiters look for in recent college graduates looking for entry-level jobs in the gem industry?

  • "Someone who's confident,
  • Looks them in the eye,
  • Shakes their hands and
  • Who did their homework."

More importantly, "recruiters are looking for people who share their passion," Oliver said. So, what interview questions did she suggest a candidate should ask?

  • "What is a typical day like?
  • What is the hardest part of your day?
  • What is the best part of your day?"

GIA offers career coaching for students to take advantage of during their annual career fair. So there's no excuse for graduates of the Gemological Institute of America to embark on the professional world like diamonds in the rough.


Last week I told you what recruiters and hiring managers think are the key questions candidates should ask on a job interview. Next, I asked what questions, if any, they hoped to a job seeker would ask.

Erica Cavins, director of campus recruitment for the McTigue Financial Group, and Tom Ruff, founder of the Tom Ruff Company, are the only two experts who had questions they hoped to hear that differed from those they felt all job hunters should ask.

Cavins hopse a candidate will ask "What does it take to receive a full-time offer at the McTigue Financial Group?" That's a straightforward enough question.

Ruff has a list of questions he hopes to hear from recent college graduates looking for entry-level jobs in pharmaceutical sales, as well as some pointed advice for all young job hunters. :

"As a recruiter, says Ruff, "I like to see that someone is prepared and has done their homework prior to meeting with myself or one of my recruiters. Some of the questions I like to see from candidates are the following:

  • What is the ideal background you are looking for in a candidate?
  • After reviewing my resume and discussing my background, do you feel comfortable representing me?
  • What are the challenges you think we will face if we work together?
  • What is your preferred mode of communication? Email or phone?
  • What is the best way for me to stay in touch with you regarding checking my status for potential interviews? How often?

"I also offer this advice for candidates looking to work with a recruiter:

  • Be careful and selective about choosing recruiters to whom you will send your resume.
  • Meet face-to-face.
  • Ask the recruiter to secure permission from you before presenting your resume to any company.
  • Ask for advice about each person you are interviewing with.
  • Follow the recruiter's advice about preparing for an interview. Do what he or she says to do.
  • Follow up with the recruiter after each interview.
  • Do what you say you are going to do."

The best way to do well on a job interview with either a recruiter or a hiring manager is to be prepared, be yourself and be ready for anything. The job market gets tougher every day as more and more high caliber candidates show up to interview for the same jobs. You have to find a way to stand out from the crowd. Perhaps the advice of these experts can help you do just that.


Email plays an increasingly important role in our lives both in and out of the office. In fact, the most popular web mail service, Yahoo! Mail turned 10 years old in October, 2007 with 250 million users. TechCrunch reported back in February that Yahoo leads the pack followed by MSN with 228 million accounts and Gmail with 51 million.

Needless to say, many people are relying on email in their job search as much as they rely on it for personal entertainment or communicating with friends.

The following tips will help job seekers to use email effectively in the job search.

1. Be professional with job search emails. Grammar still matters and punctuation is still important. If you had help with your resume from a career counselor, resume writing software or from anyone else, your resume and cover letter probably look really good. Your emails need to maintain the same high standards and should look as edited and proofed as your resume does.

2. Make sure the email subject line includes your name and the document attached. Eg Joe Jobseeker - List of References.

3. Think seriously about not adding a quote to your email address for the job search. If you chose to add a quote, think about whose quote you use and what the recruiter might think about you as they read your chosen quote.

4. Read and follow email application instructions from employers carefully. If they require that you respond by email, do so. If it states otherwise - do otherwise. Some employers might even give you instructions for the format, document type or font size to use when submitting resumes via emails.

5. Use an email address that you will check often when communicating with employers. Recruiters hate to have emails bounce back for closed accounts or full mailboxes.

6. If you are using a signature with address and contact information, as you should, there is no need to add your email address in this signature again.

7. Be sure to remove recruiters' emails from your email lists. The last thing you want to do is inadvertently send inappropriate jokes, chain letters or a virus on to a recruiter or hiring manager.

8. It's a good idea to email the latest copy of your resume to yourself so that you can always pick it up in cyberspace from a web mail account like Yahoo!, MSN or Google at any time.

9. Email is not for everything. Do not use email for urgent messages such as getting directions to an interview or to inform the recruiter that you will be late. Make a phone call instead.

10. Remember that email is not private. Once you write it down it is on record somewhere. Be careful what you say.

11. It is acceptable to write a cover letter in email. No need to write an introduction and then add a cover letter and a resume. Use the body of the email as your cover letter.

12. Pay close attention to the tone of your email. It is almost impossible to tell how someone will react to an email, even with all kinds of emoticons, which you want to limit. Save drafts and read again later for tone before you hit the send button.

13. Avoid creating your resume in Microsoft Works or older versions of Microsoft Word which the recruiter may not be able to open if you send it as an attachment.

14. It is recommended to use 10-12 point font in black and avoid textured backgrounds.

15. Watch use of graphics in your emails and avoid the instant messaging chatter and abbreviations.

16. Write your email content and subject line before adding the recipient. This could help you inadvertently send the email off before it is complete,

Bottom line? Stay professional and remember that even though we are in the instant messaging age, your job search emails must represent you well.


Article by, Marcia Robinson and courtesy of BullsEyeResumes College Blogs. Robinson has been coaching, training, and writing on career, workplace, employment and education issues for students and career professionals for 10 years.

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.