There is an intuitive belief that a mentor can be helpful in the search for the right career or even a job. We all believe that an unbiased observer can provide meaningful constructive criticism as well as experienced guidance in avoiding the pitfalls so many job seekers make. In addition, for people who are just starting out, recent graduates for example, or those seeking a career change, an experienced advisor who understands the "real world" within a profession, industry or organization, can be invaluable.

All too often mentoring relationships fail miserably, sometimes generating ill will, or most often simply leading nowhere, degenerating into simply another pair of ears to hear your gripes. Yet, when done properly, a mentor can be invaluable, providing guidance, wisdom and support as your job search or career search progresses. The good news is there are many business, professional and social organizations, and companies that can help. Either they have specific formal mentoring programs or members or employees are willing and able to serve as mentors and provide good advice and counsel about their specific business, industry or organization.

So, when seeking a mentor, what are the considerations that can make or break a mentoring relationship? As the mentee, you want and expect benefits from the relationship. The mentor also has expectations. Consequently, good planning before you start the search for a mentor is critical. The goal should be to find a mentor whose personality, self awareness and expectations appropriately mirror yours.

First and foremost you must be very clear about your expectations. You must ask yourself: What is the purpose of the mentoring relationship? What do I want to accomplish? And, how will I know that I have achieved my goals? The more specific you can be in addressing these questions, the better your chances for creating a good working mentor relationship. This is important because when you find mentor candidates, your expectations and the mentors willingness and ability to fulfill those expectations must be consistent. Even in a relationship where the mentor is simply a sounding board, that should be agreed upon beforehand, or neither party will be satisfied. So if you are considering a more complex relationship where significant time or other commitment has to be made by both parties, up front agreement and clear understanding of goals and obligations is crucial.

It is obvious that mentoring for a recent graduate is vastly different from someone who has years of experience in one field but is seeking a career change. The mentees in this example differ in self-esteem, work and life experience, and maturity. At the same time cultural differences can require different approaches. In a community as diverse as ours, it would be a big mistake to ignore these differences and simply assume that one mentoring style fits all.

Another concern relates to the impact on others not directly part of the relationship. For example, if you and the mentor are working or have other obligations, have you thought about time away from the job? If frequent meetings require time away from the job, the mentor must be sure any managers understand and agree. Failure to include a mentors' manager or not taking the time to sell the benefits of a mentoring relationship is a frequent omission. Mentors frequently assume that their managers will simply "buy in" to this worthwhile endeavor. Even worse, some people prefer to keep this confidential, and assume senior managers might disapprove. Involving colleagues and supervisors in the mentoring activities and getting approval is important. As a result you must be sure your mentor has taken the time to inform those impacted.

It cannot be overemphasized that you must take the time to think through your goals and objectives of any mentoring program. These goals and objectives should be thoroughly understood by the potential mentor. In addition, when mentoring has the potential to impact the mentors work, they should be strongly encouraged to engage anyone who might be effected by time off, office mentoring time or any other consideration effecting the mentors and your work.

Not everyone makes a good mentor. Professionals generally assume that any manager has the qualities to perform mentoring responsibilities. Unfortunately, this is not always the case. Some managers think they have all the answers. Others lack the sensitivity and understanding that is crucial to a good mentoring relationship. Don't assume that you are ahead of the game if someone you respect agrees to be a mentor. Seek alternatives. Ask probing questions. Make sure the prospective mentor understands the two-way relationship that must be nurtured to create a successful mentoring process. There are some statistics that suggest most mentor relationships don't work very well. Consequently, preparation can pay big dividends.

Finding the right job or career is becoming more and more complex. There are a host of activities, lots of preparation, training and creativity that goes into the job search process. Some of these activities cost only your dedication, commitment and hard work. Finding the right mentor can be invaluable as you begin to ask the hard questions about your future. A good mentor is an advisor, a supporter, a cheerleader, and even a friend who provides the kind of encouragement that can give you the courage and inspiration to follow your passion.

Judit E. Price, MS. CDFI, IJCTC, CCM, Career Campaign

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.

Posted by Lisa Colbert, CollegeRecruiter.com on January 28, 2008 at 8:08 AM | Leave a Comment (0)

Reprinted courtesy of TheCareerNews.com

CHICAGO, IL -- A recent study by two economists at Elon University in North Carolina suggests people -- particularly men -- who invest in their appearance receive higher pay. The thinking is, if you care enough to put on a necktie, there's a good chance you're also a conscientious and agreeable worker.

While good grooming wasn't a negative for women, it didn't boost pay since women are often assumed to be detail-oriented anyway. The study, by professors Steve DeLoach and Tina Das, adds to a body of research on the topic. One paper, published in 1994, found that men with facial symmetry -- a handsome mug, essentially -- earned 12 percent to 15 percent more than men who ranked in the lowest category for looks.

Of course, rating attractiveness is not an exact science, and there is more to getting ahead than being a bombshell. But career coaches say it's important for both genders to dress appropriately for the job.

Article abridged from Chicago Tribune, and reprinted from TheCareerNews.com. Get the latest breaking News, Tips and Tools for your job search, Free!

Posted by Sarah Ennenga on January 25, 2008 at 10:59 AM | Leave a Comment (0)

Competition for new college graduate hires remains robust, and many employers expect to offer signing bonuses to clinch the deal, according to results of the Job Outlook 2008 survey, conducted by the National Association of Colleges and Employers (NACE).

Nearly 54 percent of the employers responding to the annual survey said they will use signing bonuses to sweeten the deal for potential hires. That’s a sizable increase over the 47 percent of respondents who reported that they expected to offer bonuses in 2007.

Moreover, NACE studies suggest that employers tend to underestimate their need to use signing bonuses.

“Last year, approximately 47 percent of employers said they planned to offer signing bonuses; ultimately, more than 54 percent used them. Similarly, in NACE’s 2006 survey, 44 percent of employers expected to offer bonuses, and 47 percent ended up doing so,” says Marilyn Mackes, NACE executive director.

If that pattern holds, more than 60 percent of employers could use signing bonuses to attract and hire 2008 graduates.

Also underscoring the level of competition employers face: The size of the average bonus has increased. Among respondents who plan to offer a bonus to all entry-level college hires, the average signing bonus is $4,450—up 25 percent from last year’s average of $3,568. However, two-thirds of those using bonuses expect to offer them to just selected candidates, and average bonus offers vary according to a number of factors, including the candidate’s degree and degree level.

About the Job Outlook 2008 survey: NACE surveyed 1,199 of its employer members from mid-August through October 5, 2007. Two hundred and seventy-six (276), or 23 percent, responded. Of those responding, 48.2 percent were service sector employers, 46.4 percent were manufacturers, and 5.4 percent were government/nonprofit employers. By region, 34.8 percent of respondents were from the South, 26.4 percent were from the Midwest, 21.4 percent were from the Northeast, and the remaining 17.4 percent were from the West.

NACE monitors the job market for new college graduates throughout the academic year via a series of surveys and reports; NACE expects to release another update on the job market for the Class of 2008 in April.

Courtesy of NACE: Since 1956, the National Association of Colleges and Employers (NACE) has been the leading source of information about the employment of college graduates. NACE maintains a virtual press room for the media at www.naceweb.org/press/.

Posted by Sarah Ennenga on January 25, 2008 at 9:46 AM | Leave a Comment (0)

We were candidates before we were recruiters so fundamentally, that began our career. In reality, how can you be a recruiter if you never had to search for a job? It is part of our training, development and often our character. I still on occasion search as a candidate, not because I am unhappy in my job but because as a recruiter it is my job to understand things from all perspectives. What does the candidate see out there? What is my competition offering to attract talent? Is my company competitive? How is our employment branding/identity compared to others?

To be an exceptional recruiter, you must ALWAYS with out exception be able to view the process from all prospective, first and foremost, without negotiation through the candidate’s eyes. I am not being naive with that absolute statement. I do understand the politics of the internal and external recruitment processes but remember why you actually are in this field.

ATTENTION INDIFFERENT RECRUITERS:
Hey you! Yah you! The one with sandwich in your hand, I am talking to you! Go ahead, take another bite of your ham on rye while you are meeting with a candidate, take another phone call during an interview and answer that incoming email while meeting with a vender.

Don’t you get it!!! It is all about the people! The people you work, for, around and with were all candidates once! Your most respected, colleagues and role models got where they are by developing there talents it wasn’t by osmosis! Maybe you are really in it for the payday but, really, get another job and leave this to the passionate people, it is too important! This is people’s careers, their lively hood. Take it seriously, I sure do!

Learn something about this process or GET OUT OF MY BLOG!! You do not belong here! Poser! Wash Up! Go find a different seat on another bus!

If you are offended or smiling should really determine if you belong in this recruiters playground!

My husband, who is also in the field on the vender side told me once that I have to be patient and remember not every recruiter has the passion I do, I shouldn’t offend.
I don’t want to offend…much; I am sensible, I don’t expect everyone to be overly-enthusiastic and live and breathe the process. I just hope for recruiters/hiring managers while on the job remember that we were candidates before we were recruiters.

As for patience, I try to be, I am…well, Uhh, wait until my husband reads this tangent.

By: Nikki Gordon, author of http://recruitnik.net

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

Posted by Lisa Colbert, CollegeRecruiter.com on January 24, 2008 at 5:04 PM | Leave a Comment (0)

Networking — everyone will tell you it’s a great way to connect with employers.

Yet, I get more questions and complaints from readers about networking than almost any other employment topic.

Why is that?

Here’s an example. Russ, in Minneapolis, writes:

I am looking for a job. The problem is that I have not the foggiest idea where to network. I am looking for a management position, possibly in manufacturing, but I don’t know who to talk to. Do you know of gatherings, clubs or user groups where I could start?

Let’s see if we can help Russ — and you — network smarter, and get hired faster …

First, Russ should tap the latent value of his existing network.

Think about this: If you’re, say, 40 years old with friends dating back to college, you’ve built up 20 years of “relationship equity” with those people over the years. What a huge asset that is!

I suggest you send an email inquiry to everyone you know, like this:

Hi,

I hope this email finds you and your family well. Would you do me a quick favor? I’m in the job market, looking for a manufacturing management position, with a company like Caterpillar, Honda or Toro. Who do you know that I should be talking to at those companies, or one like them? If you could send me their name and contact information, I would really appreciate it! Better still, pick up the phone and call the 20 most-connected people you know and use the above message as your script.

Second, Russ should add new people to his network.

Start by visiting Hoovers.com, a treasure trove of corporate data.

Here, I searched for “manufacturing” under the Industry/Keyword option and found 63 different industries.

I narrowed it to “Construction, Mining & Other Heavy Equipment Manufacturing,” which returned 10 company names on the first page, including Deere, Komatsu, and Caterpillar.

Clicking on the Caterpillar listing returned such data as what they manufacture, news and financial links, a list of top executives, and the heading, “Latest Caterpillar Jobs.”

Clicking that jobs link brought up a page of openings nationwide, including one for a Warehouse Associate in St. Paul. Now, Russ wants a management job, so this opening looks unsuitable at first glance.

But here’s where Russ — and you — can get creative.

We know that Caterpillar is hiring for a location in St. Paul. Why not connect with an employee there using a service like LinkedIn.com?

If you know someone on the “inside,” they can tell you of any plans to hire management positions. Your target employer may even create a new position just for you. But you’ll never know unless you ask someone who works there.

At LinkedIn.com, I searched for “Caterpillar St. Paul” and found 3 people listed who work at Caterpillar in St. Paul. Bingo.

Here’s how to contact these folks by email, according to Jason Alba, author of “I’m On LinkedIn. Now What?” Alba suggests you send them something like this:

Dear Joe, Sally Smith recommended that I get in touch with you. I’m a manufacturing manager, an area in which Sally said you have a lot of experience. She also said you are very well connected and would know some of the best networking opportunities. Would you have time this week or next for me to treat you to lunch?

There are 4 key elements in this email, according to Alba:

1. Drop a name (first and last). This has to be real. If Joe contacts Sally, your story must add up, or you’re sunk.
2. Give your bio. Don’t ask for a job, but do tell who you are and what your field is.
3. Find common ground. Describe how your job search coincides with Joe’s interests, and state how Sally recommends Joe as an expert to learn from.
4. Invite them to lunch. “I find the best relationship building is face-to-face, over lunch. You’ll have more of their attention this way than if you simply exchange emails,” says Alba. Just remember: You invited, so you pay!

Note: LinkedIn has some rules and limitations on contacting members.

So there you have it. Two ways to network smarter: Tap your existing network, and reach out to new people using Hoovers.com and LinkedIn.com.

You can get hired either way. Why not try both and find your next job even faster?

By: Kevin Donlin, Author of "The Last Guide to Cover Letter & Resume Writing You'll Ever Need!"

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.

Posted by Lisa Colbert, CollegeRecruiter.com on January 24, 2008 at 9:54 AM | Leave a Comment (0)

Last night, I was talking to my friend Whitney about her frustrations with her job. Whitney works for a small privately owned company where she is the top-ranking finance person. I think her title is CFO but I am not certain. She started at the company a couple of years ago when she had just graduated from college and because she is extremely competent and hardworking she has assumed progressively more responsibility the longer she has been employed by the company. She is one of those people (every company has one) who is the go-to person for everything. She “gets it” and never lets the ball drop no matter what she has to do to fix the problem. She knows how everything works and she always thinks about the big picture even when she is working on the most mundane of details.

The problem is that Whitney works too hard in relation to her compensation and rewards program. She worked all day on new years eve and half a day on new years day just to get caught up because they are understaffed. And she is grossly underpaid for what she does. If your employer doesn’t value your contributions enough to staff properly or pay you fairly then why kill yourself for the job? I told her that she is just too young to be this stressed out over a job. She seems to like the job when the owner is pleasant to her but he isn’t always easy to get along with and at those times it just isn’t worth the effort to her. Should she quit?

Here are my thoughts on how to tell when its time to cut your losses and get out of a difficult job:

1. If you are young, have few financial commitments, and you are underpaid and overworked you should think about looking for another job. You can get some great experience at a small company but if you aren’t paid fairly for the work you do (Whitney needs a new car but can’t afford one on her salary) and if there is no possibility for advancement you should start looking for new jobs. Consider larger companies where you can earn more money and learn new skills that you can leverage later on.
2. If you are being sexually harassed or if you work for an abusive boss you should look for a new job. If you don’t find another job before the environment becomes more than you can handle, hire a good attorney to help you negotiate your exit. I would add that if you work for a manager who is abusive to you (not necessarily textbook “harassing”)on a regular basis you should look for another job. I have read management books that preach flexibility and honing your ability to adapt to any manager and, on some level I agree. But there are some mean people in the world and if you work for one you should get out before it affects your self esteem, your health, or your advancement options.
3. If you work for a company or in an industry that is in decline it’s probably time to find a new job. You don’t want to be the last man/woman standing when they start laying off because you won’t have the the same appeal to a new employer at that point. Pay attention to the writing on the wall and if it looks like layoffs or office closings are going to happen you should get out before the sh-t hits the fan.
4. If you are approached by a recruiter about a great job with another company it’s time to go on an interview. Forget loyalty, look out for your own career and meet with the recruiter about the job. For one thing, you can’t turn down a job you haven’t been offered. So at the very least find out more information about the potential job. I have talked to a lot of folks over the years who say things like, “I can’t leave my job because my boss has been so good to me and they really need me.” Really? It’s great to be loyal but understand that these days any employer will lay off any employee if business needs change. Look out for yourself because when push comes to shove your employer will most certainly put its needs before yours.
5. If your employer doesn’t share your values or offer benefits that you desire you should seek an employer that does. Tuition reimbursement is a great example of this. Some employers don’t offer any tuition reimbursement (perhaps a sign that they don’t value higher education) while others have very generous programs. Many people (myself included) have sought out employers who are willing to pay for all or a large part of a graduate degree. For most people past the age of 25, going to graduate school full time means taking a hit in pay that you may or may not recoup later. Any assistance you can get from your employer that allows you to attend graduate school part time is a very valuable benefit.
6. If your office is a hostile or negative work environment you should get out for your own good. I worked for a company once where everyone was tense all the time because of the high pressure and culture of distrust and disrespect. I lasted a year and it took a toll on my health. You have to live with the body you were born with for your entire life so I don’t think it makes a lot of sense to let a job affect your health.
7. If you want to change careers or jobs and you can’t do that at your current employer you should find a new job. Are you working for a bank but you really want to join the Peace Corps? Then apply for a job with the Peace Corps…don’t stick around a job you don’t like. Don’t be afraid to change careers or try for your dream job.

Lots of people take whatever job they can find right out of college. Then they get promoted, then they move to another department and do a great job so they are recruited by a competitor. They make more money along the way and then they wake up at age 45 and say, “How did I get here? This isn’t the life I envisioned.” Be strategic about your career and at least once a year take some time to evaluate the career path you are on. Don’t be afraid to change directions if you aren’t headed in the right direction for you.

A job isn’t a marriage - you can leave whenever you want. Don’t be afraid to look for a new job if your current one isn’t working out for you for whatever reason. A great time to start to look for a job is at the first of the year because many employers are hiring at that time (now). So what are you waiting for? Update your resume and start that job search!

By: Liz Handlin, Writer of the Ultimate Resumes Blogspot.

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.

Posted by Lisa Colbert, CollegeRecruiter.com on January 24, 2008 at 9:44 AM | Leave a Comment (0)

I keep hearing from recruiters that the # 1 motivating factor for new graduates to accept a position is the amount of money they have been offered (not location, not company environment, not room for growth, etc). Money seems to be the driving factor for this generation.

I believe that students still value a company that has strong core values, a company that gives back to the community and has their employee's best interests in mind. So, I wanted to use this post to highlight RehabCare's strong commitment to giving back to the community. Just recently there was a press release on RehabCare's "Year of Caring" Campaign. In celebration of our 25th anniversary, RehabCare sponsored a special charity each quarter of 2007. The four charities were voted on by RehabCare employees and became a part of each employees commitment to RehabCare and the community.

"Through company-sponsored events, employee donations, merchandise sales and raffles, RehabCare raised over $27,000 collectively for its four adopted charities: the American Heart Association, Susan G. Komen for the Cure Foundation, the American Cancer Society and the Make-A-Wish Foundation."

As a RehabCare employee, I truly enjoyed our year of caring and look forward to continuing it into future years. It was great to see a large company pull it's resources and employees together for a positive goal. As David J. Totaro, Senior Vice President, and RehabCare's Charity Task Force Chairman said, "It is clear to us that 'giving back' is very important to our employees." I have to believe college students value "giving back" as well. Does a company's core values and community involvement rank high in your job search criteria? If you are currently searching for a position, what is the motivating factor for you to make a choice?

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

Posted by Sarah Ennenga on January 24, 2008 at 9:31 AM | Leave a Comment (0)

One of my favorite quotes is “No life ever grows great until it is focused, dedicated, disciplined. “ by Harry Emerson Fosdick. In fact when I was applying to graduate school and, later, when I was getting my MBA I kept that quote taped to my computer monitor to motivate me and to help me to focus on my goals. This quote came to mind once again when I recently read an article that truly moved me. When I was done reading the article I had one of those, “Why haven’t I accomplished more with my life?” feelings that I get when I hear stories about some of the amazing achievers with whom I share the planet.

The subject of the article that got me so inspired is a woman named Kit DesLauriers, the first person in the world to ski from the summits of the highest peaks on each of the seven continents. She made history at 11 a.m. Oct. 18, just 37 days before her 37th birthday. That article made me think of all the things in my own life that I either accomplished or didn’t depending on my level of focus.

Think about that for a minute. She climbed to the tops of the 7 tallest mountains (also known as the Seven Summits) in the world (Mount Everest, Mount McKinley, Kilamanjaro, and Visson Massif to name a few) and then skied down them. The first thought that came to my mind was: crazy. But as I read the article about DesLauriers it occurred to me that she didn’t sound crazy at all.

She didn’t initially set out to climb all 7 peaks and ski down them but once she got started the adventure sort of grew. She was fortunate, as a model and professional skier, to have the financial backing of some corporate sponsors. Once the sponsors found out about her quest they agreed to pay for her to journey to each of the 7 peaks.

Following is an excerpt from a USA Today article in which Kit describes skiing down Mount Everest which offers a vivid and powerful example of true focus.

What they faced the next morning was the Lhotse Face, 5,000 vertical feet of wind-scoured, shimmering white-and-blue ice at a 45- to 50-degree pitch, which is 15 to 20 degrees steeper than a standard stair step or a typical black diamond slope at a ski resort. An earlier avalanche had wiped away several feet of snow. At 9 a.m. Oct. 19, Kit, Rob and Jimmy stepped into their ski bindings and started down the Lhotse Face.“As we went down the mountain, we would look down the fall line and try to read our line,” Kit recalls. “Everybody was totally focused and our senses were so alert. There were times when you didn’t see your other two partners. Each of us had to find our own best way down, and we were living our own experience. We would check in with each other along the way. It was so icy that at times the ice ax would barely penetrate an inch. Your skis weren’t even leaving a mark.”

This mind-set has allowed her to set goals and attain them. It isn’t the spotlight that motivates her, she says, though she’s has had more than 20 media interviews since her accomplishment, including a feature in the current issue of Outside magazine.

Are you focused on your goals? If you aren’t ask yourself why not? If a woman can ski down a mountain that is 29,000 feet high by focusing on her goal what could you accomplish by focusing on your goals?

By: Liz Handlin, Writer of the Ultimate Resumes Blog

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

Posted by Lisa Colbert, CollegeRecruiter.com on January 23, 2008 at 3:33 PM | Leave a Comment (0)

Nine of 10 Executives Don't Expect to Increase Levels by 2009

Despite the attention focused on the outsourcing of technology jobs overseas, a recent survey by Robert Half Technology shows that the majority of U.S. companies are not engaged in the practice. Ninety-four percent of chief information officers (CIOs) surveyed said their company does not outsource information technology (IT) jobs outside the United States (see table 1). Among companies that once sent IT jobs overseas but discontinued the practice, nearly six in 10 (59 percent) respondents cited management challenges as the top reason.

The study, developed by Robert Half Technology, a leading provider of information technology professionals on a project and full-time basis, and conducted by an independent research firm, is based on telephone interviews with 1,400 CIOs across the United States.

CIOs were asked, “Does your company currently outsource technology jobs outside of the United States (i.e., do you engage in offshore outsourcing)?”

These percentages appear unlikely to change significantly in the near future, as most survey respondents expected a continuation of the status quo.

CIOs also were asked, “In the next two years, how will your company’s level of offshore outsourcing change?”

“Challenges such as language, culture and time-zone barriers can sometimes outweigh the potential benefits of outsourcing,” said Katherine Spencer Lee, executive director of Robert Half Technology. “Smaller companies, in particular, may lack the resources to commit to an effective long-term offshoring strategy.”

Lee further explained that many companies are keeping IT functions in-house to preserve the close collaboration that helps build nimble work teams. “IT professionals are taking on more complex roles that require frequent interaction with colleagues outside the department, including company executives. Hiring managers seek professionals with strong communication skills and business acumen, who are able to collaborate with technical and nontechnical coworkers and customers alike.”

Large Companies More Likely to Outsource

The survey shows (see table 2) that large companies (those with 500 or more employees) are much more likely to engage in overseas technology outsourcing than small ones (those with fewer than 500 employees). In companies with more than 500 employees, 11 percent of CIOs reported that they currently engage in outsourcing, compared to 5 percent overall.

CIOs were asked, “Does your company currently outsource technology jobs outside of the United States?” (responses by company size):

“Researching viable vendors, and teaching them about the company and its products, management style and quality control require a substantial investment,” Lee said. “Large companies may be better positioned to absorb the costs of both initial setup and ongoing oversight, and to benefit from economies of scale.”

In the near future, growth in offshore outsourcing is likely to come primarily from companies already outsourcing, not from those that are new to the practice: 43 percent of respondents from companies that currently engage in offshore outsourcing said they plan to increase their level of offshore outsourcing in the next two years, versus 13 percent who said they expect levels to decrease (see table 3).

Management Requirements and Other Hurdles

According to the survey, management challenges are a common obstacle to successful offshoring. More than half (59 percent) of CIOs whose companies had stopped offshore outsourcing cited management and oversight requirements among the reasons they had done so. Unrealized cost savings and quality control also were factors, cited by 30 percent and 23 percent of respondents, respectively (see table 4).

CIOs at companies that have engaged in offshore outsourcing but currently do not were asked, “Which of the following were reasons you stopped offshore outsourcing?” (Multiple responses were allowed.)

To Outsource or Not?

For firms contemplating offshore outsourcing, Lee pointed out some strategies to consider:

• Look for stability. Choose a vendor that has a track record of measuring staff turnover and retaining employees. Seek a company that has a succession plan in place, as well as defined career paths for their IT professionals.


• Setup time and costs. New jobs or even departments may need to be created to handle vendor selection, manage contracts, train workers and oversee remote work teams.


• Management challenges. Dispersed IT work teams may require a different level and type of oversight from management. Consider offering training for managers who will lead overseas teams and will likely be managing individuals who may be very different from them, in terms of culture, background and experience. Some companies may find that they need a full-time project manager to oversee the offshore vendor.


• Security and privacy concerns. Intellectual property risks such as the enforcement of patents, copyrights and trade secrets may require additional oversight and resources. Benchmark best practices in the areas of security and proprietary technology, for example, from similar companies that have done it successfully.

Courtesy of Rober Half Technology. With more than 100 locations in North America, South America, Europe and Asia, Robert Half Technology is a leading provider of technology professionals for initiatives ranging from web development and multiplatform systems integration to network security and technical support. Robert Half Technology offers online job search services at www.rht.com.

Posted by Sarah Ennenga on January 23, 2008 at 11:32 AM | Leave a Comment (0)

Q: What if I don’t have a passion? What do you recommend I do to find one?

A: First of all, I encourage you to define passion any way you’d like. It’s romantic to believe that we should all “just know” what makes us feel passionately. I don’t believe that’s true for everyone. Passions can—and often do—appear and grow and change.

Finding a career-related passion can be particularly difficult for today’s young professionals. After spending almost your entire life so far in school, you’re now facing an entire world of possibilities—more options than any generation in history. It can be hard to find the passion amid the pressure.

Here are some tips to help:

Be greedy. Don’t just look for one passion. Explore and enjoy as many as you’d like.

Be proactive. I don’t believe that you can just sit in your dorm room or bedroom, think really, really hard and figure out the best plan for your future. Thinking and self-reflection are definitely part of the equation, but you’ll learn much more about yourself—and do it much more quickly—if you combine thinking with action. Say yes to invitations to try new things—trips, volunteer opportunities, games, concerts, art exhibits. Talk to lots of people about their careers and hobbies and interests. Think of yourself as an active explorer.

Be curious. Go to a newsstand or bookstore or video store and browse aimlessly. Pick up every article or magazine or book or movie that interests you in any way—even if you’re not sure why—and keep notes on your likes and dislikes. Trust your instincts to attract you to your natural passions.

Be immature. Think back to when you were a kid. What did you like to do? Sing, dance, read, play video games, wrestle, paint, write, care for animals? Ask your family and childhood friends what activities you were naturally drawn to as a child and try picking those up again. Even if your interests have changed, “playing” like a kid will bring you back to a natural, authentic state of mind and heart.

Finally, be patient with yourself and enjoy the process of finding all of your passions. This is the fun stuff! And I promise you that the journey of finding your passions is more than worth the effort.

Good luck!

By: Lindsey Pollak is the author of “Getting from College to Career: 90 Things to Do Before You Join the Real World” (HarperCollins, 2007)

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.

Posted by Lisa Colbert, CollegeRecruiter.com on January 23, 2008 at 9:24 AM | Leave a Comment (0)

Companies recognized for exemplary diversity may follow a core set of motives and behaviors, but best practices alone do not always contribute to a high level of diversity, according to a RAND Corporation study released today.

While diversity programs help boost raw diversity numbers -- ensuring a racially and ethnically mixed workforce -- they may fall short of promoting personal development and higher levels of job satisfaction among both minority and non-minority personnel, according to the report.

“Numbers alone are an inadequate measure of diversity,” said Jeff Marquis, the study’s lead author and a political scientist at RAND, a nonprofit research organization. “To reap the true benefits of diversity -- like enhanced productivity, profitability and overall job satisfaction -- a company has to accept and integrate an inclusive diversity program into its social and business fabric.”

The report, titled “Managing Diversity in Corporate America,” lays the groundwork for a fact-based approach to diversity management by determining to what extent best practices literature describe the ways to enhance a company’s diversity.

Researchers found that companies often strive for “surface diversity” by focusing on short-term recruiting to attain a certain percentage of minority employees, rather than seeking comprehensive diversity management programs.

In determining what constitutes an effective diversity management program, the report compares the actual practices of eight successfully diverse companies ranked among Fortune magazine’s “50 Best Companies for Minorities” against what existing diversity literature says about motivations and effective strategies for achieving diversity.

The authors then made a second comparison, contrasting these companies against six others classified under Fortune magazine’s “100 Best Companies to Work For” -- those recognized for their exemplary human resources departments, but not for their level of diversity. The selected companies were chosen to represent a mixture of different sizes, locations and industry types.

Not surprisingly, firms recognized as leaders in diversity management were more likely than those known for their superior human resources practices to support strong diversity initiatives, the report concluded. And while best diversity companies favored diversity for reasons related to boosting business performance, best human resources companies stressed non-business reasons like an enhanced work environment that results from improvements in basic recruiting, retention and promotion programs.

“Much of the diversity literature places a huge emphasis on diversity as a way of improving a company’s bottom line,” Marquis said. “The relationship between performance and profitability is an important motivator for companies to adopt comprehensive diversity management programs, even if it is not the case in every situation.”

Besides motivations for diversity management, both groups differed in terms of implementing best practices concerning leadership and methods of evaluation, according to researchers. The best diversity companies generally fulfilled all or the majority of best practices, while the best human resources companies fulfilled none or just a few of the best practices.

The study also highlighted the limitations of existing diversity literature, pointing out that it lumps all companies together, rather than taking into account each unique company’s unique goals, resources, number of employees, business locations, product lines and customer bases.

Among other key finding of the study:

• Best diversity companies were concentrated in certain industries, such as accommodation/food and arts/entertainment, while best human resources companies tended to be in the health care and professional services sector.
• Factors that may have a significant impact on a company’s level of diversity include its size, age and geographic location.

The study was done through RAND Labor and Population program, which examines issues involving U.S. labor markets, the demographics of families and children, social welfare policy, the social and economic functioning of the elderly, and economic and social change in developing countries.

The report is available at http://www.rand.org/pubs/occasional_papers/OP206/.

The RAND Corporation is a nonprofit research organization providing objective analysis and effective solutions that address the challenges facing the public and private sectors around the world. To sign up for RAND e-mail alerts: http://www.rand.org/publications/email.html

Posted by Lisa Colbert, CollegeRecruiter.com on January 23, 2008 at 8:39 AM | Leave a Comment (0)

The National Association of Colleges and Employers (NACE) is hosting a virtual career fair for international students interested in positions in the United States and abroad.

The fair is NACE’s latest response to shortages of graduates in key disciplines, notably the STEM fields—science, technology, engineering, and math.

In November 2007, NACE issued its “Position Statement on the U.S. Talent Crisis,” noting in part that “NACE recognizes that the United States currently faces a talent crisis which, if unaddressed, has dire implications for the economic well-being of this country. While American colleges and universities successfully recruit and educate top talent from around the world, current U.S. government policies concerning the H-1B visa and employment-based green card programs virtually shut that talent out of the U.S. job market, forcing those students to take their skills and abilities elsewhere.”

Currently, there are more than 580,000 international students studying in U.S. colleges and universities.

The virtual career fair is “designed to make it easier for employers and international students to find each other, so that talent and opportunity can come together in productive ways for candidates and organizations,” says Marilyn Mackes, NACE executive director.

The virtual career fair is open to

• U.S. employers with operations abroad seeking to expand their international work force;


• Global employers seeking candidates studying in the United States who wish to return to their home countries for an internship or following graduation;


• International employers with offices in the United States looking to hire candidates with international skills;


• International students currently attending NACE-member colleges and universities in the United States who:
  
  
  
  • wish to return to their home country for full-time or internship opportunities.
  
  
  • are currently pursuing one-year Optional Practical Training (OPT) and/or long-term opportunities in the United States.
  
  
  • are currently pursuing summer Curricular Practical Training (CPT) internships in the United States.

Employers may begin posting their internship and job opportunities on January 22, 2008; the fair opens to students in February.

For more information about the NACE International Student Virtual Career Fair, see www.naceweb.org/public/NISVCF/.

Full text of NACE’s Position Statement on the U.S. Talent Crisis can be found online at www.naceweb.org/promail/2007/presmessage102207.htm.

Courtesy of NACE. About NACE: Since 1956, the National Association of Colleges and Employers (NACE) has been the leading source of information about the employment of college graduates. NACE maintains a virtual press room for the media at www.naceweb.org/press/.

Posted by Sarah Ennenga on January 22, 2008 at 1:42 PM | Leave a Comment (0)

Provided By: Associated Content, Inc.

Employees are always looking for a higher salary, but sometimes there are alternative rewards to cash for employee compensation that are even better, or at least just as good:

Alternative Rewards to Cash: Time

While your employer can't technically give you more time, he might give you the gift of free time, which is almost as good.

Posted by CandiceArnold on January 22, 2008 at 1:39 PM | Leave a Comment (0)

Reprinted courtesy of TheCareerNews.com

LOS ANGELES, CA -- More than one-third of employers have eliminated a candidate after digging up "digital dirt," according to ExecuNet, an executive job search and recruiting network. In a recent survey of 100 executive recruiters, 35% said they dropped a job candidate because of information uncovered online, up from 26% one year ago. Seventy-seven percent of respondents said they use search engines to learn more about prospective employees.

Another study showed that 82% of executives expect companies and recruiters to enter their name into a search engine during the course of their next job search, yet only 33% have ever actually conducted an internet search on themselves. "Conducting searches for your own name is something that should be done on a regular basis," Dave Opton, ExecuNet CEO and founder, said in a prepared statement. "Until you're aware of everything that's connected to your name online, it's impossible to try to overcome any potential employer objections."

The survey also found that 16% of executives said they fear that information found online could eliminate them from consideration for a job opening. Thirteen percent said they have taken steps to add positive personal information online.

Article abridged from ExecuNet.com, and reprinted from TheCareerNews.com. Get the latest breaking News, Tips and Tools for your job search, Free!

Posted by Sarah Ennenga on January 22, 2008 at 12:42 PM | Leave a Comment (0)

Projections of industry and occupational employment, labor force, and economic growth covering the 2006-16 decade were released by the Bureau of Labor Statistics (BLS), U.S. Department of Labor.

Over the 2006-16 decade, total employment is projected to increase by 15.6 million jobs, or 10 percent, slightly less than the 15.9 million jobs, or 12 percent, during the 1996-2006 decade. The labor force filling these jobs, while becoming more racially and ethnically diverse, is projected to grow more slowly than in the past.

The 10 industries with the largest wage and salary employment growth, 2006-2016

• Management, scientific, and technical consulting services


• Employment services


• General medical and surgical hospitals, public and private


• Elementary and secondary schools, public and private


• Local government, excluding education and hospitals


• Offices of physicians


• Limited-service eating places


• Colleges, universities, and professional schools, public and private


• Computer systems design and related services


• Home health care services

Now for the 30 fastest growing occupations - Is your job in this list?

1. Network systems and data communications analysts


2. Personal and home care aides


3. Home health aides


4. Computer software engineers, applications


5. Veterinary technologists and technicians


6. Personal financial advisors


7. Makeup artists, theatrical and performance


8. Medical assistants


9. Veterinarians


10. Substance abuse and behavioral disorder counselors


11. Skin care specialists


12. Financial analysts


13. Social and human service assistants


14. Gaming surveillance officers and gaming investigators


15. Physical therapist assistants


16. Pharmacy technicians


17. Forensic science technicians


18. Dental hygienists


19. Mental health counselors


20. Mental health and substance abuse social workers


21. Marriage and family therapists


22. Dental assistants


23. Computer systems analysts


24. Database administrators


25. Computer software engineers, systems software


26. Gaming and sports book writers and runners


27. Environmental science and protection technicians


28. Manicurists and pedicurists


29. Physical therapists


30. Physician assistants

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.

By: Rithesh Nair, an Executive Researcher CSS (Client Service Support for KPMG. He has a strong recruiting and Human Resources background, including high volume and executive level sourcing. Rithesh is involved in developing strategy and training on Internet Sourcing. Rithesh has an MBA degree with current certifications on PHR, CIR and CDR. He’s a respected blogger and avid networker, he was sat at as an expert Sourcer and Strategist at SourceCon 2007 panel on Sourcing Ethics. http://researchersecrets.com

Posted by Lisa Colbert, CollegeRecruiter.com on January 22, 2008 at 8:19 AM | Leave a Comment (0)

Reprinted courtesy of TheCareerNews.com

LOS ANGELES, CA -- Some legitimate online job application sites and employment kiosks may sometimes ask for your Social Security number (SSN) and date of birth prior to posting a resume or applying for a job. (For example, www.sportsauthority.com, www.albertsons.com, usajobs.opm.gov, studentjobs.gov, and many state job sites request this information.) Some of these sites conduct instant SSN matching or background checks on your information to verify it.

It is the position of the World Privacy Forum that you as a job seeker should never have to submit your SSN or date of birth prior to applying for a job, especially online where verification of where the SSN is going is more challenging. Broad dissemination of your SSN can lead to identity theft. It is appropriate for you to allow a serious employer to use your SSN and date of birth to conduct a background check after you have engaged in the interview process.

Not all sites that request your SSN and date of birth are legitimate. As a general rule, you should not supply this information up front, especially in combination with your credit card information.

Article abridged from PrivacyRights.org, and reprinted from TheCareerNews.com. Get the latest breaking News, Tips and Tools for your job search, Free!

Posted by Sarah Ennenga on January 21, 2008 at 3:56 PM | Leave a Comment (0)

Newsweek has an article highlighting five things about our working environment that impact our well-being. For a discussion of these five elements and tips on how to address them, please see Five Reasons Your Office Is Bad for You.

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.

Posted by Sarah Ennenga on January 21, 2008 at 2:30 PM | Leave a Comment (0)

Have you ever been at a social function or a networking event and had someone ask what type of position you are seeking - and then stumbled over your answer? We all have. Well, here's a tip taken from the entrepreneurial community - have an "elevator pitch" ready to whip out at a moment's notice.

Most of you probably know the concept of an elevator pitch. It is a business overview that an entrepreneur or sales person could deliver in the time span of an elevator ride (say, thirty seconds or 100-150 words). The term is typically used in the context of an entrepreneur pitching an idea to a venture capitalist to receive funding.

So, why can't a job seeker use the same concept? It's powerful (and confidence-building) to be prepared to deliver your own personal elevator pitch.

How do you create one? First, write down the basics:

• Tell them what you want. Describe (as specifically as you can) what type of position you are looking for - and why.
• Emphasize what attributes make you unique. Think about your skill set, your experience, your education or training, personal characteristics, etc. Market yourself.
• Describe why you will be an asset to anyone you work for.
• Focus on the "take-away". Hit the essentials. What is the key thing you want this person to take away from your conversation? If they had a position, would they be able to match you to it? Would they be able to accurately describe you to others?
• Ask for something. Do you want this person to consider you for a position? Do you want them to pass along your information to others? Don't forget to offer them your contact information.

Next, (and this is the really hard part) boil it down to the key elements. If you're like most of us, your first cut will probably be much longer than 60 seconds. Challenge yourself to get it down to under one minute. You will find that this exercise will force you to whittle your pitch down to the key essentials.

Finally, practice, practice, practice. Try it out on spouses or friends. Once you have the elevator pitch down cold you will be very confident in delivering it anytime, anywhere, and to anyone.

By: Brian Cohen
Author Website: http://blog.globalpitch.com

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

Posted by Lisa Colbert, CollegeRecruiter.com on January 21, 2008 at 9:23 AM | Leave a Comment (0)

It’s a good feeling when you see what you think might be the Next Big Thing. I just experienced it using a new service called Tokbox (www.tokbox.com)

Put simply, the site allows you to video-conference with someone else for free over the net. Nothing new here you might think but the whole process is so easy to use it’s has to be game changing.

The methodology is for you to first register with the site (simple). They set up an address for you and your friends can use that URL to call you, and video-conference with you, simply by clicking on it. (My address is available on demand if you send me an email to frankmulliganchina at gmail.com)

The strength of the model is that is it so simple, and the technology is not visible to the user. You can just email your Tokbox URL to someone and invite them to video-conference at their leisure. As soon as they click on the link you will be connected, like Skype or MSN, and off you go. No mess, no fuss, no waste.

This has huge potential for HR.

1. You could use it to present your company in a more professional way to candidates. Instead of Phone Screening them, you could Video Screen them, almost on the fly, and present to line managers only moments later.
2. The system allows you to create videos that you can email to candidates. This means you could interview your General Manager and ask him to summarize the advantages of working with your company. Or you could show the candidate where they would be working if the location is a bit of a challenge. Or you could interview potential colleagues and get them to talk about how they work so that the candidate feels more comfortable with your culture and values. The possibilities are endless.
3. If and when the system allows you to record the actual video-conference, which it does not now, you could use the recording as a strong supplementary method of communications with your line manager. Unfortunately, you will still need Resumes but this systems allows you to go well beyond this questionable document. This is especially useful if your line managers are located in different cities. Once they have actually seen the candidate in action they will be in a much better position to decide on whether they are worth meeting in person. Hirevue(www.hirevue.com) has this part down to a fine art, and the back end is much more developed, but Hirevue is designed for recruiting. Tokbox is not, and would have to be adapted.
4. Internally you could use Tokbox to do performance evaluations with staff members in remote locations. To make it easier to accept you might do more frequent performance evaluations and informalize the whole performance evaluation process.
5. Taken a step further, the Tokbox system could be used as a part of your business management system. Then it could replace all those video-conference rooms and the mountains of equipment that is needed right now. And the cost would trend to zero.

A number of companies in China, with Asia Pacific Headquarters, already use weekly video-conferences to manage multiple country operations. This is done in big video-conference rooms with tons of equipment and a formalized process that has to be followed to ensure some degree of control.

Managers in these companies have told me that it takes some time for staff members to get used to it, and in some cases they even have to offer training in TV presentation to ensure a good process. In the case of Tokbox the barriers are so low, and the technology so minimal, it is likely that acceptance rates would be much higher.

This is video-conferencing without the appearance of any technology, like mobile phones used to be before they started to have operating systems.

Just dial and talk.

By: Talent Management in China
Author Website: http://www.talentinchina.com

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

Posted by Lisa Colbert, CollegeRecruiter.com on January 18, 2008 at 9:13 AM | Leave a Comment (2)

Majority of Companies Have Made Policy Changes for Working Parents

Raising a family while working can be a challenge for most parents, but it seems many businesses are lending a helping hand. According to a survey, more than three in five (62 percent) companies have made policy changes to better accommodate working parents.

The national survey was developed by OfficeTeam, a leading staffing service specializing in the placement of highly skilled administrative professionals. It was conducted by an independent research firm and is based on telephone interviews with 150 randomly selected senior executives at the nation’s 1,000 largest companies.

Executives were asked, “In the past five years, has your organization made changes in workplace policy to better accommodate working parents?” Their responses:

Yes		62%
No		33%
Don’t know		5%
		100%

“Programs that support work-life balance are attractive to professionals, especially members of the ‘sandwich generation’ -- those caring for both children and elderly parents,” said Diane Domeyer, executive director of OfficeTeam. “For smaller firms that may not have as much flexibility in adjusting salaries as larger organizations, offering these types of benefits can level the playing field.”

Domeyer noted that working parents aren’t the only ones who benefit from perks such as telecommuting, flextime, extended family leave and elder care. “Many employees are juggling multiple priorities and appreciate these types of programs. Companies should actively promote these offerings to all prospective hires, both in job postings and during the employment interview.”

Courtesy of OfficeTeam. Office Team provides businesses with the highly skilled administrative talent they need to maximize productivity, achieve cost efficiency and support full-time staff. The staffing firm has more than 300 locations worldwide and offers online job search services at www.officeteam.com.

Posted by Sarah Ennenga on January 17, 2008 at 5:58 PM | Leave a Comment (0)

Executives: Baby Boomer Retirements Most Significant Workforce Trend in Next 10 Years

There are likely to be a number of issues shaping the future of the workforce, but for today's companies, one stands out above the rest: Nearly one out of every two senior executives (47 percent) surveyed said baby boomer retirements will have the greatest impact on the workforce over the next decade.

The survey was developed by Robert Half International, the world's first and largest staffing services firm specializing in accounting and finance. It was conducted by an independent research firm and includes responses from 150 senior executives with the nation's 1,000 largest companies.

Executives were asked, "Which of the following trends do you think will most significantly alter the workforce in the next decade?" Their responses:

"The looming retirement of baby boomers has captured the attention of business leaders who are concerned about retaining the expertise of their most tenured employees," said Max Messmer, chairman and CEO of Robert Half International and author of Human Resources Kit For Dummies®, 2nd Edition (John Wiley & Sons, Inc.). "Fortunately, many baby boomers are considering working past the traditional retirement age to stay active and continue earning."

Messmer added, "Businesses that accommodate valued staff members who are not ready for retirement but seek new work arrangements, such as flexible or part-time schedules, are best able to keep top performers. Consulting arrangements allow experienced individuals to remain challenged professionally while maintaining the flexibility to pursue outside interests."

Courtesy of Robert Half International. Robert Half International has more than 350 staffing locations in North America, South America, Europe and the Asia-Pacific region, and offers online job search services at www.rhi.com.

Posted by Sarah Ennenga on January 17, 2008 at 11:49 AM | Leave a Comment (0)

“What an idiot!”, you say to yourself as you sign off on a Job Offer letter for the third highly questionable candidate this month. “How could he think that guy has what it takes!”, you mutter on the way back to your office, “It’s just like the other two people that he hired last week. All losers. Bit like him I suppose”.

Sitting down at your desk you may be tempted to regret your anger and somehow find a reason, any reason, to justify the hire. There is the possibility that he is seeing things that you can’t see, you rationalize. Or maybe you need more training, and an MBA like his.

But maybe, just maybe, your line manager truly is an idiot. If only there was just something or someone that could back you up here …

Now there is, and it’s a study done by those nice people at the University of Granada.

Escape Clause

According to their research, “bosses who feel insecure or unqualified to hold their position often choose to hire less competent people”. Basically, the process is like this: idiot line manager is hiring fellow idiot because fellow idiot does not have the capacity to understand that idiot line manager is completely out of his depth.

So, unqualified bosses are afraid of competition and will do anything to avoid it. That they consistently get away with hiring carbon copies of themselves is a scandal and a major bugbear for third party recruiters and internal HR staffers. The corollary is that people who are both qualified for their position, and competent at performing the work, will hire people who can take on responsibility and deliver for their team. The first is a negative spiral, and the latter the kind of positive upward spiral that we all look for.

The University of Granada researchers divided the subjects into two groups. The first group were told they were qualified for their position of power, while the other group were told they were not. Each participant was instructed to choose between a very competent and sociable subordinate, and a person with noticeably less competence and sociability.

The results were as expected in that the weak bosses preferred the less competent and less sociable candidates in a higher proportion than did the competent bosses. Moreover, they requested more information about the good candidates than about the weak candidates. It seems that they were probing for strengths, and would use that information to rule candidates out. This is exactly the opposite purpose you would expect for an interview.

The only downside of all this for those of us who have to deal with ‘idiots’, ourselves included, is that the study only had a sample size of 73. Oh well!, back to the drawing board. The study does have a ring of truth to it though.

It’s just not the trump card we were all looking for.

By: Frank Mulligan, Owner of Accetis International, Recruit China & Talent Software. Frank is an Entrepreneur, Speaker and Executive 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.

Posted by Lisa Colbert, CollegeRecruiter.com on January 17, 2008 at 11:08 AM | Leave a Comment (0)

How to get found as a candidate:

1. Start A Blog titled: Reasonsfor[employer]tohire[yourname]com
2. Sign up for LinkedIn and contact employees at the company, asking for help getting to a hiring manager.
3. Fill out a profile on Jobster.
4. Get interviewed by a recruiting or staffing blog. Attach your resume to the post.
5. Search for local blogs in your area on the industry you want to work for. Contact the blogger and ask for referrals.
6. Leave intelligent comments at industry blogs, and leave your resume url as the hyperlink to your name in the comment section.
7. Go to ZoomInfo and Jigsaw and edit your personal information to make sure it’s accurate.

By: Jim Durbin, of Durbin Media Group. Jim designs blogs, launches blog marketing campaigns, trains corporate bloggers, provides online monitoring and research, and serve as a sounding board to entrepreneurs seeking to understand how the online world can improve their business. He’s authored articles, for successful individual and team blogs, and writes newsletters that can be used as marketing vehicles and to bring in advertising revenue.

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.

Posted by Lisa Colbert, CollegeRecruiter.com on January 17, 2008 at 9:59 AM | Leave a Comment (0)

Free Labor and Management Skills Come with the Intern

Provided By: Associated Content, Inc.

Have you got more email than you can handle? Do you routinely skip over the base steps of complex tasks simply for time management? Have important business objectives been forced to the back burner by time constraints?

Posted by CandiceArnold on January 16, 2008 at 12:47 PM | Leave a Comment (0)

Q. I am a software consultant at a relatively small firm (under 50 employees). Recently, the company entered into contracts with several clients overseas and international travel will be required for me for three weeks each month. Management has made it clear that salary, rather than extra time off or other benefits, will be the main incentive for work abroad. What should I expect in a salary increase?

A. If the company were relocating you outside the United States, you could expect it to provide you with additional incentives, such as a housing allowance, a travel allowance, hazard pay (if you're traveling in an unstable part of the world), and other related incentives. These types of allowances are given so that you don't have to spend your own income to meet the challenges of living outside the United States.

It seems to me that your housing will be taken care of, because you'll be traveling to different locations while you are away. But you may still be able to negotiate for the travel allowance and hazard pay.

In terms of salary, expect the company to pay you between the 50th and the 75th percentile, with an expense account. This is the appropriate level of pay if your skills and knowledge of the job are above average and you can function with minimal or no resources. Presumably, you function at this level if you are being chosen for this assignment.

Good luck.

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

Posted by Sarah Ennenga on January 16, 2008 at 11:13 AM | Leave a Comment (0)

Among New Year’s resolutions, finding a new job is right up there in popularity with losing weight, reducing debt, and spending more time with loved ones.

If you’ve resolved to find a new and better job, you can do it faster by using your time more effectively. Here are three suggestions …

#1: Find Extra Time
If you’re not working now, treat your search as a full-time job, requiring at least 40 hours a week. If you are working, devote at least 20 hours a week to your search — the equivalent of a part-time job.

Here’s how to find some of those extra hours you’ll need:

1) Get up one hour earlier each morning (that gives you 5 extra hours per week).

2) Give up all TV, including news, reality shows, etc. If you can’t quit the boob tube completely, limit yourself to one hour per day (10-15 extra hours per week).

3) Take 30 minutes of lunch hour to eat and spend the rest of the time on your search (2-3 extra hours per week).

4) Work on your search for one hour after dinner (5 extra hours per week).

Total per week, not counting weekends: 24-28 extra hours. And if you put in 4-8 hours on Saturday, you can boost that total to 28-36, to get even more done in your job search.

Now, before you start griping about your life getting out of whack with all this extra time devoted to your job search, remember two things:

1) This regimen is TEMPORARY, until you find a new job

2) The faster you find a job, the faster you can go back to watching TV every night and pigging out during lunch hour (although you may not want to!)

#2: Take Time to Reflect
The new year is a great time to look back on what you’ve done and plan to achieve more in the days ahead.

When you analyze your job-search efforts, from networking with old friends and polishing up your resume, to answering Internet job postings and everything in between, ask yourself three questions:

1) What’s producing results?
What have you done that has led directly to job leads, interviews or callbacks from employers? Resolve to do more of that.

2) What’s not producing results?
What has failed to produce job leads? Example: If you’ve emailed 101 copies of your resume to postings from MegaJobSite.com and no employers have called, that tactic is not working. Resolve to change — revamp your resume or apply for different jobs, for example — or stop doing it — like visiting other Web sites.

3) What’s next?
After you decide what to do and what not to do, take 10 minutes to plan today, tomorrow and the rest of this week. You’ll save at least 2-3 hours of wasted time this way. Then, at the end of the week, ask yourself these same three questions again. Keep correcting course and soon you’ll zero in on the job of your dreams.

#3: Take Time to Improve Your Resume
Your resume is often the first impression you make on potential employers. And the better your resume is, the shorter your job search will be.

So it pays to make sure your resume is as powerful and as targeted as possible.

While there isn’t space here to cover the essentials of resume writing (Google “kevin donlin resumes” to find my past articles), you can improve your resume in just a few days by asking your friends for help.

Specifically, try emailing your resume to at least five friends whose judgment you trust. Ask for their input. What do they like? Dislike? Is anything missing or unclear in your resume? Revise and improve your resume accordingly, based on what they tell you.

Bonus: You are networking with and flattering potential references at the same time as you’re getting free editorial help from them. Pretty nifty, huh?

Just be darn sure you return the favor and take the five friends on your “editorial board” out for a celebratory dinner after you get hired.

Here’s hoping these tips will help you use your time wisely and find a new job in the new year!

By: Kevin Donlin, President of Guaranteed Resumes and the creator of GetHiredNow.TV. Since 1996, he has provided job search assistance to nearly 10,000 people. Author of “51 Ways to Find a Job Fast — Guaranteed,” Kevin has been interviewed by USA Today, The Wall Street Journal, CBS Radio and others. His latest product is The Instant Job Search System. copyright (c) 2007 by Kevin Donlin

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.

Posted by Lisa Colbert, CollegeRecruiter.com on January 16, 2008 at 9:53 AM | Leave a Comment (0)

Excellent communication skills could make or break your career. The ability to articulate your thoughts is a valuable possession for professionals in every field. Many students consider these abilities as a given talent, but neglect honing these skills for their futures. Employers want candidates who can provide results by interacting with customers, co-workers, and other important audiences. If you do not believe us, the current results of the National Association and College Employers (NACE) survey reveal employers’ desire candidates.

How Are Your Interpersonal Skills?

Speaking to others is a part of life. If you are antisocial or prefer to be alone, it may hinder your career in the future. Working within groups and making plans with individuals involves excellent interpersonal communication skills. Your career activities will include working face-to-face with prospective customers or clients, securing project information from colleagues, and presenting your findings to individuals. Your employers expect you to have these skills in the job market so make them proud by honing them through practice.

Practice Public Speaking Skills

Public speaking is an essential business skill to hone through participation in public forums, class participation, and debates. A lot of college students naturally fear public speaking and it is normal that most overcome it. In group interviews, recruiters weed out the anti-social candidates or non-participants through public speaking exercises. Be prepared for this by applying your interpersonal skills to a group of individuals. Make each person feel as if you are talking to them directly and you will have a strong response from any crowd.

Writing Bridges The Verbal Gap

If you know how to speak aloud, your writing must speak directly to your readers. Writing skills are very important in the job market. You use writing for cover letters, emails, sales proposals, and reports in your career. You could find yourself fin a disappointing state if your writing skills do not prove themselves to future employers. Practice honing these skills by editing, proofing, and writing correspondence on a daily basis. The writing can be about anything as long as you can improve your ability to delivery coherent messages to your reader.

You may consider talking a natural ability, but it is an important tool for your job search. Recruiters, gate keepers, and employers will shut you out if you are not articulate. With practice, you can become an asset for prospective employers. Take your time, acknowledge your weaknesses, and move forward in your journey towards success.

By: -- Tahjia Chapman is a writer for CollegeRecruiter.com, the leading job board for college students searching for internships and recent graduates hunting for entry level jobs and other career opportunities.

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.

Posted by Lisa Colbert, CollegeRecruiter.com on January 16, 2008 at 9:37 AM | Leave a Comment (0)

A survey conducted by CareerBuilder reveals that employers in the retail industry will focus on four priorities in order to recruit more workers or retain their current employees. This is partly due to the fact that 47% of retailers have vacant positions and that 21% intend to increase their number of full-time/ permanent employees.

About the four strategies?

1. Increased Salaries


2. Increased Opportunities for Advancement


3. Improved Benefits


4. Getting Retirees Back into the Workforce

Retail Employers Reveal Recruitment and Retention Strategies for 2008 in New CareerBuilder.com Survey, CNNMoney.com

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.

Posted by Sarah Ennenga on January 15, 2008 at 5:18 PM | Leave a Comment (0)

Q. My boss has cut back my hours because of budgetary concerns, yet she has "found" the money in her budget to get her two college-age daughters part-time work in our department (human resources), as well as odd jobs in other departments. She also hired friends of hers. I learned that one of her friends got a raise when the rest of us didn't, even though the friend had just started working here. I have always worked very hard, often working through lunch hour without asking for overtime. Lately I've started sending out my resume. Is there anything else I can do?

A. Unfortunately, there is no law prohibiting your boss from offering her children work or paying her children more money than you. I think you have done the right thing by beginning your search for a new position.

Quite frankly, an organization doesn't show very good judgment when it permits an HR director to hire her daughters to work in the same department she is heading. It also suggests to me that the organization has a culture that rewards people not for what they know, but rather for whom they know.

I hope you manage to find an organization that will reward you for your hard work. There are good companies out there - you just have to be patient.

Good luck.

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

Posted by Sarah Ennenga on January 15, 2008 at 3:07 PM | Leave a Comment (0)

Novations, a business performance consulting company, just released a study on what companies are doing to capture the knowledge that will be lost as baby boomers retire in increasing numbers in the years ahead. Shockingly, the study found that 73% have no knowledge transfer process in place, and an additional 23% have only an informal knowledge transfer process in place. So only 4% of the companies surveyed had a formal knowledge transfer process in place.

Of the 73% of companies without a process currently in place, 44% have no plans for doing anything to capture the knowledge that will be lost as boomers retire. This is either a sign that companies are woefully underprepared for the tectonic shifts that will be occurring in the U.S. workforce in the coming years or a sad indictment of the lack of knowledge that boomers possess.

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

Posted by Sarah Ennenga on January 15, 2008 at 12:33 PM | Leave a Comment (0)

There are some things that we use so regularly that we take them for granted. That is the case with some of the tools we use for internet research. Have you thought of what the PLUS sign does, for instance?

We all have used the “PLUS” ( + ) sign in our searches, right? In many search engines, it can be used as a substitute for the Boolean operator “AND.” Just like the “AND” operator, it finds pages that contain all search terms, but that is where the similarities end.

Here is the key difference: unlike “AND,” the “PLUS” sign returns only pages that have the keyword term immediately on the right side of the “PLUS” sign, making this term essential to your search. (Otherwise, the search engine may return pages that lack this term, but include others that are in the query.)

The use of the “PLUS” sign may also produce some unexpected effects. Using the “PLUS” sign directs the search engines to sidestep some of the programming boundaries. For instance, it causes characters or “stop words” or “noise words” that normally would be excluded from a search to be forced in as part of the searchable keywords.

I can hear you now! WHAT DOES THAT MEAN? It means that keywords like “a,” “an,” “and,” “are,” “at,” “be,” etc., can be included as part of your search. Try running this query in yahoo (or whatever search engine you prefer):

Microsoft bites the apple

Now compare it to:

Microsoft bites +the apple

Isn’t it amazing? The “PLUS” sign is not the same as the “AND” operator, is it?

Another interesting difference between “AND” + is that it produces yet another variation in the algorithms. Try this simple query in Google:

resume develop vb

Now compare it to:

resume +develop vb

Did you notice the difference? What happened was that Google (as well as most other search engines nowadays) has an automatic stemming algorithm in place that allows for variations of keywords. In the case of the keyword “develop,” it searched for “develop,” “developer” and “development.”

Whenever you use the “PLUS” sign on a keyword, it turns off this automatic stemming feature of the search engine. In this example, it restricts results to those with “develop,” rather than the related words.

Next time you use the “PLUS” (+) sign in your queries, notice the differences. There are times when you may need the stemming feature, but isn’t it nice to be able to control when it is used?

For more information on refining Google searches, see “Advanced Search Made Easy,” ”Advanced Operators,” and “Google Help: Cheat Sheet”

By: Moises Lopez, a 15+ year veteran in the recruitment field and is the National Sourcing Manager for PDS Technical Services.

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.

Posted by Lisa Colbert, CollegeRecruiter.com on January 15, 2008 at 9:45 AM | Leave a Comment (0)

Our nation is undergoing economic changes that have caused many to lose their jobs and homes. You can prevent this from happening by creating an addition stream of income to compliment your current salary. Nifty little hobbies can bring huge dividends to talented individuals whom are willing to learn the art of freelance. Freelance work is not full-time, but it adds a nice piece to any pay check. For those who want to pursue it full-time, you have to adjust to the scheduling and demands of your clients.

Is It Just A Hobby?

Some hobbies are potential goldmines full of opportunities to earn money. You can research the potential your current skill set may be for small businesses. Why small businesses? As a college student, freelancing for a small business is a stepping stone to higher paying projects. You can do anything that fills a need for a business to earn extra money. For instance, some contract opportunities include:

• Computer Programming
• Copywriting
• Desktop Publishing
• Graphic Design
• Marketing
• Promotions
• Sales
• Service Technicians
• Technical Writing
• Web Writing

Companies need these services to increase sales and you can fulfill this need by presenting yourself as a cost effective solution. Although the money may not support you full-time, the additional skills could land you a high-paying position in the future.

Writers Have Multiple Opportunities

If you can write, you are one of the most valuable assets a company can have. Freelance writers can make a hefty amount of income once they establish credibility. In a slow economy, credibility means more money because you have a track record of success. It may take a while to pick up the pace or position yourself as a reliable source, but the extra money can add up. The most important part of freelance writing is finding a niche or cross-selling your skills to handle more responsibilities. You can find your niche by using the information provided by freelancer Sabah Karimi in How To Choose Your Niche as a Freelance Writer. The details of each niche could point you in the right direction of which is best for you.

Writers are not the highest paid freelancers, but they make a good amount of money with their skills. Computer savvy individuals and graphic designers are paid good money for their talents. If you are a person with all three skills, you are a goldmine waiting to explode with freelance opportunities. Your talents can add multiple streams of income to your current salary by applying yourself to various projects. Freelance work adds breadth and depth to your employability skills which may lead to higher paying positions in a slow economy.

By: — Tahjia Chapman is a writer for CollegeRecruiter.com, the leading job board for college students searching for internships and recent graduates hunting for entry level jobs and other career opportunities.

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.

Posted by Lisa Colbert, CollegeRecruiter.com on January 15, 2008 at 9:29 AM | Leave a Comment (0)

George Ambler over at The Practice of Leadership has a great post on the value of having a mentor.

The word mentor is defined simply as a Guide. George offer’s the following benefits of having a Guide in our life:

• …a guide has been there before
• …a guide has more experience than you
• …a guide shows you the way
• … a guide keeps you away from dead-end trials
• … a guide helps you steer clear of the quicksand

I personally have benefited from having mentors / guides in three areas of my life:

• Career
• Family
• Faith

I don’t feel we are designed to function on our own. The more we can talk with people who have gone before us the more we can learn from them and hopefully not make the same mistakes they have.

Internship Mentors

In the area of career development, a mentor can have a huge impact on the life of a young intern. If you are mentoring a college students during their internship at your company you might not realize how much of an impact you have on them. These interns are truly looking for guidance and advice on what to do during the next phase of their life.

Questions To Ask An Intern

• Are they going to work at your company after their internship?


• Is the work you are having them focus on worthwhile?


• Are they gaining valuable knowledge during their internship?


• Are they able to put into practice what they have learned in the classroom?


• Are they making friends in the office?


• Are they working enough hours?


• Are they going to earn academic credit during their internship?


• What can we change about our internship program to make it a better experience?


• As a new person to our company, how do you like our corporate culture?


• Would you tell your friends about our company to ensure we have quality people working for us in the future?

Hopefully you are giving them meaningful work and valuable projects to let them prove their value. Make sure you are doing your best to give your interns a valuable experience because if done right you will help propel the career of the next world-changer.

Feedback

As a mentor one of the most important things you can do with your intern is give them consistent feedback. The more feedback the better. A young student is use to receiving feedback in the form of grades, video games, and friends. In fact some young people who don’t receive any feedback can wrongly think they aren’t doing a good job because they haven’t been told so in about two hours. I know it is a bit absurd but we must remember the type of person you are hiring. If they need more feedback we should try to give it too them.

More Meetings

Often, when a young person enters the workforce they have a tough time migrating to a zero-feedback environment. During their internship try and schedule regular meetings to talk about progress and offer them feedback, good or bad. I know it can be tough to schedule more meetings but the more often you can meet with your intern the more likely you are going to give them a good experience and in turn they will produce higher quality of work.

Being a mentor is not a small job. If you are one, or become in the future please take the time to think about what you are about to do. Try and work with the intern as much as possible because you never know what type of results can come from a good mentor / mentee relationship.

Article by Justin Driscoll, Career Development Speaker and Author to College Students, and courtesy of Justin Driscoll blog.