Recently I have been asked a lot of questions about what employers can and can’t disclose about a former employee’s performance and reasons for leaving the company. So, I decided to find out what the law says as well as what in-house counsel would generally advise an HR department about disclosures. I consulted with my attorney friend Carole Jurkash, a fellow University of Chicago graduate who went on to get her law degree from Yale Law School to find out what the law says about this topic. Carole really knows what she is talking about because she has 17 years of experience advising various corporations on general business matters as an in-house attorney.

Carole made it clear that in most states employees are hired “at will” which means they can be fired at any time for almost any reason. The exceptions to “almost any reason” are that an employer can’t fire you for any the following: your gender, your race, your religion, your sexual orientation, your age, any disabilities you might have, or your marital status. If you are fired for any of those reasons you might have grounds to sue your former employer.

Employers are not prohibited by law from telling a potential employer who calls for a reference about a former employee the reasons that the employee left as long as the information they share is truthful. However, a lot of employers opt not to share the reasons that employees have left the company or to give any kind of references for any former or current employees.

While an employer may be able to fire you for just about any reason, it is in the employer’s interest to be consistent with all employees in order to avoid employment discrimination claims. In other words, as a best practice to avoid liability in employment cases, many lawyers advise employers to adopt a set of policies that are applied to all employees equally. Consistency is a very important element in understanding why employers may or may not choose to discuss the reasons a former employee left the company as you will see in a minute.

One thing that employers want to avoid is a disparagement lawsuit. “Disparagement” means saying something about a former employee that isn't true, that is slanderous, or is intended to hurt the former employee. In order to avoid the possibility of a disparagement lawsuit, many employers opt not to give any references at all. That’s right – no references for anyone. Instead, many employers choose to institute a policy of only confirming dates of employment and salary information.

But why not give good references to employees who leave on good terms? Why give no references at all?

Employers are cautious about disclosing information about the performance of former employees because of a combination two things: the need for consistent treatment of all employees to avoid employment discrimination claims and a desire to avoid risking disparagement lawsuits.

For example, if an employer discloses information related to a former employee’s poor performance the former employee in question could challenge that claim in court and claim that the employer is slandering them. Or that there was some sort of discrimination (whether there was or not). Even if an employer is perfectly justified in firing a poor performer it is likely that the employer’s attorney will advise them to keep quiet about the reasons for the firing. Why? Because, as you can see there is really no upside to the employer to disclose that information. Attorneys try to minimize risk for their clients. Since disclosing reasons for termination could be considered a risk it is likely that most employers will simply not do so.

On the other hand if an employer gives glowing references for its former employees who were star performers while staying mum about the poor performers, they run the risk that a poor performer could sue them for being inconsistent in their policies. Seem crazy? The “poor” performer’s argument goes like this: the “poor” performer claims that the real reason that the employer is refusing to give a reference is based on an unlawful discriminatory reason [race, religion, etc.], and that the employer always gives good references, for example, to ex-employees who are Catholic males under forty with Irish surnames regardless of the quality of their performance, and never gives references to Buddhist females over forty. Well the key to successfully avoiding or defending this type of claim is for employers to treat all employees equally. So, if they say great things when someone calls to check references for “good” performers and say nothing about the “bad” performers, they are not treating everyone equally. So many employers won’t give any kind of reference at all. If you happen to have been fired for poor performance this situation is certainly better for you than some alternatives.

So to wrap this up…Can a former employer disclose information about your job performance or the reasons you left the company to someone who calls to check your references? The short answer is: yes they can as long as they are truthful in what they disclose. The longer answer is that most employers choose to minimize the risk of certain types of lawsuits and therefore don’t disclose any performance related information about former employees or the reasons that employees have left the company.

If you are leaving a company for any reason ask your HR representative or the company’s legal counsel what the policy is about references for former employees. Finding out the company policy is the only way to know what you can expect in terms of a reference from a former employer.

Special thanks to Carole Jurkash for offering her thoughts on this important topic.

-- Liz Handlin. This article is courtesy of 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 Steven Rothberg, CollegeRecruiter.com on May 30, 2007 at 2:15 PM | Leave a Comment (0)

Job searching can be a time consuming and sometimes tedious process which is why it is so important to stay organized. Remembering to send thank yous, not sending duplicate resumes to the same company, and keeping track of the names of all of the folks you interview with are just a few of the details you need to keep track of. You can use any number of tools and methods to stay on top of the details. Back in the “old days” before we had so many high tech options, folks used manila file folders, note cards, and notebooks to keep track of all the minutia involved in a job search. Now we have other options such as Microsoft Excel which works well for a organizing a limited amount of information. Any database tool can be configured to manage search details.

Jibber Jobber is a new tool for organizing and connecting the dots between multiple layers of information. Check it out. If you like it, let me know, Ultimate Resumes has partnered with Jibber Jobber to offer you a 30 percent off the first 3 months of a new subscription to the premium service.

-- Liz Handlin. This article is 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 Steven Rothberg, CollegeRecruiter.com on May 29, 2007 at 9:40 PM | Leave a Comment (0)

Every job seeker, no matter how talented and experienced, has received at least one dreaded rejection letter in his or her career. And, no matter how talented and experienced the job seeker, rejection always brings up deep seated insecurities and that inevitable question: "Why?"

Even though it is a drag to be rejected by a potential employer the key to landing a job is not to dwell on missed opportunities and just keep focusing on possibilities. Nearly every time I have ever been rejected after interviewing for a job, I later discovered information that made me realize that the rejection was a blessing in disguise.

For example, I once interviewed with one of the world's largest banks for what I thought was a dream opportunity. I was scheduled to fly back for a final round of interviews that should have culminated in an offer when I got a call from the HR department informing me that they were not going to fill the job. I was devastated. But then a couple of weeks later I found out that the bank was restructuring and laying off thousands of employees including the entire department with which I had been interviewing. Whew. I guess I dodged a bullet!

If you don't have a job and are getting rejection letters after interviewing, the process can be both scary and depressing. Do not let yourself get so down on yourself or depressed that your interview skills suffer. Each job interview has to be a whole new world of positive thinking. Don't reflect on past losses, failures, or rejections when preparing for an interview. Prepare and put a positive spin on everything that you discuss with your interviewers. Positive thinking will get you far in interviews.

After each interview sit down and make a list of everything you thought went well and the things that you think you could have improved upon. Then, if you don't get the job at least you will have given yourself some feedback that you can use to improve your interview skills the next time. Sometimes interviewers will tell you why you didn't get the job but you can't count on that...you have to create your own "after action review" in order to improve your skills.

Don't focus on rejection. Treat your job search like a sales job. You are selling product "You Inc." to a potential employer. Don't focus on the sales you lose but try to learn from them in order to improve your pitch until you close a deal.

Keep in mind that many times the jobs you don't get are blessings in disguise even though you may not think so at the time. Don't think "what's wrong with me?" when you are rejected for a job because, in truth, there may not be anything wrong with your interview skills or your ability to do the job -- it may be that you and the company aren't a good fit for each other. And that is nothing to get depressed about.

-Liz Handlin. This article is courtesy of 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 Steven Rothberg, CollegeRecruiter.com on May 29, 2007 at 2:42 PM | Leave a Comment (0)

I was talking to a client today about what kind of accomplishments he should list on his resume. This particular client is in a sales job so pretty much everything he does is measured with numbers. Measurable results are the very best accomplishments you can list on your resume.

Here are a couple of examples of measurable accomplishments that look great on a resume:

“Achieved 110 percent of 2006 quota of $50 million in sales.”

"Created and launched a marketing program to promote our new software package that generated $400,000 in sales within the first month of the campaign.”

Sometimes quantifying results can be challenging because (a) your job doesn’t have any obvious metrics, or (b) because financial information at your company is highly confidential. The way to work around such constraints is to be creative about the information you share. For example:

If you are an administrative employee with few quantifiable results available for your job you can list accomplishments like this:

“Consistently received performance appraisals of 5 (outstanding) on a scale of 1 - 5 where 1 is needs improvement and 5 is outstanding”

or

“Awarded Employee of the Month in October 2006 by senior management for exceeding expectations and completing our department’s voice mail implementation ahead of schedule”

If you can’t discuss actual revenue or cost reduction numbers, you can describe percentages such as:

“Increased revenue in the North American operation by 70 percent between 2000 - 2004″

or

“Reduced costs by 50 percent by improving operating efficiencies and reducing employee turnover”

They key to a great resume is to describe your accomplishments rather than simply offering a laundry list of your day-to-day duties. Companies want to hire employees who deliver results and by listing accomplishments on your resume you show potential employers the kind of results that you can drive.

-- By Liz Handlin. This article is courtesy of 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 Steven Rothberg, CollegeRecruiter.com on May 29, 2007 at 7:45 AM | Leave a Comment (0)

Ever wondered why people trade down for a job when they are already settled in a high-profile job that pays them quite well? Many people trade down for a variety of reasons that include long-term career opportunities, change in lifestyle, job security, less stress, family reasons and so on.

Choosing to take a new job that pays less but offers advancement possibilities and a chance to learn new skills can be a tough call. However, some people view losing a bit of compensation a small price to pay when taking into consideration long-term career and lifestyle benefits.

When looking at a new job opportunity, always consider the complete compensation picture – not just the salary. Instead, look at the new job’s smaller salary package in light of the new role that it offers and other such benefits such as vacation, paid time off and other lifestyle-enhancing advantages. Here are some of the reasons that people may trade down for a job:

• Long Term Career Opportunities – In many cases, the long-term career opportunities in a new position might be better than your current one. If the new company is providing you with an opportunity to excel and if you will end up in a better financial condition over time, then it makes sense to consider trading down.

• Lifestyle – When changing jobs, most people are willing to trade compensation for a better lifestyle. For example, some people wouldn’t mind getting paid less if they could live in their preferred area. This is very important for professionals who are looking to settle down in a particular area and who are okay with taking a pay cut to do so. Having more time for family also plays a big role.

• Less Stress – Many people have started accepting jobs that pay less or offer them lower positions so they don’t have to deal with constant pressure and stress. Stress is one of the biggest factors why people leave their jobs and choose lower-profile jobs. Stress can lead to health problems and is directly related to low job satisfaction.

• Job Security – Most people leave jobs that are not very secure - and they accept jobs that may pay less, but offer greater security. If your current company is outsourcing a lot of work and is losing money, a new job at another company might have brighter long-term prospects. Most people would rather work for less money than be unemployed.

• Over 50 And Wanting ‘Less’ In Life – There are many 50+ citizens who are trading down for jobs that are less stressful, more convenient and give them more job satisfaction. Most of them say that at that age they want less in life and are happy with taking a job that pays less and keeps them happy, rather than dealing with a high-paying, high-pressure job.

If you are unhappy in your current position, or simply want more time to live the lifestyle that you want, trading down might just be the answer you’ve been looking for. It might be the best decision you’ll ever make.

Heather Eagar is a former professional resume writer and owner of http://www.JobsCareersEtc.com who is now dedicated to providing job seekers with resources and products that promote job search success from beginning to end.

Posted by Heather Eagar on May 24, 2007 at 1:23 PM | Leave a Comment (0)

You've heard about speed dating, but did you know speed interviewing is one of the latest trends being used by employers and recruiters to assess potential applicants?

Current industry research on Career Industry Megatrends by Career Directors International shows that Puzzle Interviews, Fishbowl Interaction Activities and Simulation Interviews are just a few of the newer interview innovations being used in the ever-evolving quest by employers to make smart hiring decisions.

With increasing litigation and costs associated with hiring mistakes, employers are now placing increased focus on the job applicant's performance at interview to determine their potential match with the company's values and objectives.

So what are the newer techniques being used and how can you prepare for these pressurised situations?

Speed Interviewing: Speed interviewing is where recruiters meet and screen multiple candidates at one time. This technique is being used increasingly for graduate positions and employers could meet and interview anything up to 15 candidates in a sitting. The key to performing well under these circumstances is preparation. Never before has a first impression been so important. Before you attend research the company so you know what they are looking for in their employees and prepare a few key messages that you can draw on during the interview to convey your relevant expertise. On the day bring with you spare copies of your career documentation, be well groomed, and when your name is called walk confidently to the interviewer and shake the employers hand. During the interview focus carefully on the questions asked so that you can give effective responses in the time allocated. Lastly make sure to thank the interviewer for their time and ask for their business card so you can follow up with a thank you card or email.

Puzzle Interviews: Microsoft, a frequent past user of the puzzle interview has led to an increased usage of this challenging interview technique. Puzzle interviews ask applicants to respond to logic questions as employers search for the most creative and innovative applicants. Often puzzle interviews are not looking for the right answer but to assess how you respond to the question under the pressure of the interview. As with all interviews the best thing you can do if you think you will be facing this type of test is to research these types of puzzles, as many utilise the same underlying principles. If caught unaware with this type of question at interview remember to follow some basic interview strategies. Be confident during the interview and feel free to clarify the question, its dimensions and to request any unknown information. Focus on the methodology you are using to answer the question and communicate this to the interviewer, and remember if the question is complex the answer is often simple and vice versa, and sometimes there is no right answer!

Fishbowl interviews and simulations: In fishbowl interviews and simulations applicants are given scenarios or case studies and asked to show how they would respond. In fishbowl interviews these occur in a group setting and everything you do and say is closely monitored. In simulations you are put into a mock setting and asked to simulate your response. When you are responding to these types of situations remember that the employer is often looking at all dimensions of your behaviour to see if you fit their employee mould. They may be watching to determine your level of service commitment, analytical skills, team work, leadership, logic or problem solving to name but a few. Again, active research on the company prior to the interview will allow you to give reasoned responses based on your understanding of the company and may offer you an edge over other applicants on the day. Remember though, that in a group setting they will be looking at your leadership and teamwork capabilities as well so don't be too aggressive in trying to make a point.

So what does all this mean to applicants? Like the old boy scout adage, â?obe prepared!â?. Candidates now more than ever need to take interview preparation seriously. Research and know the company you are applying to, prepare questions and responses in advance, and if interviewing isn't your forte consider investing in the help of an Interview Coach so you can go into the interview with confidence. And lastly good luck!

-- Jill Kelly is an international award-winning resume writer and Principal Career Consultant for Career Edge, a major Australian resume writing firm. This multi-award winning business has helped executives and professionals globally to progress in their chosen fields. Click here to contact Career Edge for assistance with your career marketing http://www.careeredge.com.au or visit Jill's career blog at http://careeredge.blogspot.com for more career strategy articles.

This Blogswap article is courtesy of the Recruiting Blogswap and sponsored by CollegeRecruiter.com, a leading site for college students and recent graduates who are searching for internships and entry level jobs.

Posted by Steven Rothberg, CollegeRecruiter.com on May 24, 2007 at 7:50 AM | Leave a Comment (0)

If you plan on sending out your MS Word 2007 resumes via electronic attachment, (such as by e-mail), do not assume that every employer will be able to successfully open your document. Unfortunately, while Word 2007 can open older versions of Word (i.e. .doc files), older versions cannot open Word 2007 (i.e. .docx files) without a special converter.

Fortunately, the solution is simple! Word 2007 gives you the option of saving your documents in earlier formats. So, if you plan on sending out your resume via e-mail or uploading your Word documents online, make sure you use an earlier Word format.

Posted by Grace Kutney on May 21, 2007 at 9:56 AM | Leave a Comment (0)

The first thing that comes to your mind after getting your degree is to find a lucrative job in your chosen field. The job market is highly competitive and it is important to prepare yourself before you start your job search. Multiple careers, downsizing workforces, and a lack of job security are realities of today’s job market.

There’s nothing called a ‘lifetime career’ anymore - and on average, college students can expect to pursue about five different careers and change jobs about twelve to fifteen times during their working lives.

Planning

While most of us would love to get a job that pays well, what good is a job if it isn’t satisfying? You need to identify your goals and conduct a careful analysis of your skills and interests before heading out to find a job. Once you have a clear objective, it’s easier to focus on specific jobs that will give you both money and job satisfaction in the long run.

For a more effective job search, focus only on target industries and companies that are located in your geographical area (or an area where you would like to live). Put your research and networking skills to work - during your job hunt, if you get any good consulting assignments or temporary job offers, don’t turn them down. These jobs will give you good exposure and experience, along with a decent paycheck.

Do Not Underestimate The Power Of A Good Resume

If you lack the skills to write a dynamic resume, then don’t waste time - seek professional help from a career coach. After all, you need a well-written resume to get interview calls. A career coach not only knows what impresses potential employers, but can overcome the hurdles that a first-time resume presents, such as lack of experience.

A good career coach can not only help your resume present you in the best possible way, but can also help you clarify your career goals and evaluate potential employers. Best of all, they represent you and your best interests.

Your First Job Interview

Making a good first impression is important for successful job interviews. Make sure that you wear formal clothes for interviews unless you have been specifically asked to dress casually. Remember that on your first job interview, you are bound to be very nervous – that’s why you should be as well-prepared as possible, so there is less chance of you doing or saying something that could sink your prospects.

A career coach can help you be more successful on interviews – helping you to master such topics as asking the right questions and the art of negotiating salary. Your first job interview may not necessarily end up with you getting the job, however you must know how to deal with different situations gracefully.

As with anything worth having, the one thing that will help you find a good job is practice. Going on all types of interviews, even informational ones will help you become more comfortable and know what employers are looking for in candidates.

Heather Eagar is a former professional resume writer and owner of http://www.JobsCareersEtc.com who is now dedicated to providing job seekers with resources and products that promote job search success from beginning to end.

Posted by Heather Eagar on May 17, 2007 at 4:51 PM | Leave a Comment (0)

AT&T gets over a thousand resumes everyday, so Jim, who is a human resource manager there, shared this insight with us. "Today, so many people can't communicate well. That's why a well-composed cover letter is influential. In fact, a well-written letter can grab an interview just on its own merit. It's too bad many job hunters are so lazy they don't write one."

That's a mistake no savvy job candidate wants to make.

In the Winning Cover Letters book we published a survey of over 600 hiring managers, outlining the proven formula for writing an effective cover letter and detailing key mistakes to avoid. Here are five ways to get you started today on improving your letter writing skills.

1. Don't lose them with your first sentence. Typical opening sentences such as, "I'm applying for the job I saw on your website." OR "I really want to work for your company." are ineffective according to our survey results. The cover letter and resume only get a 15-second glance, so your first line either grabs the reader's attention or loses it. Hiring managers overwhelmingly report that you must use a powerful first sentence that summarizes the top skills and experience you can bring to the job. For example, Five years experience as project manager, with a proven track record of being on time and within budget, is the background I would bring to your position.

2. Sell! Sell! SELL! 97% of the hiring managers surveyed agreed that they want to see SPECIFICS -- not generic form letters. Mike, a vice-president of human resources, said, "Candidates that stand out for us provide evidence of their past achievements and their talents, and with concise sentences support the kinds of contributions they would bring to our company. To me, the cover letter is more influential than the resume, because it is a truer sample of the candidate's communication skills, assuming they most likely wrote it themselves." When you write your cover letter, be sure to stress your applicable background experience and highlight your accomplishments in a few bullet points to capture the interviewer's interest immediately.

3. TELL them you CAN do it. "Applicants who do not address the qualifications requested in the job listing make a huge mistake. And it seems that many don't address the employer's needs at all, they just upload their standard cover letter and resume file and hit SEND without thinking," said Kelly, a CFO with extensive hiring experience. The better strategy is to address each specific qualification and state the related experience and skills you possess to perform that task or function so the interviewer has no doubt that you can do the job.

4. Format and layout matter. Your letter must be easy to read -- that is essential! Microscopic type is a bad choice -- small font sizes can make addresses, phone numbers and emails illegible. Arial is a good font choice, size 12-point, especially when faxing since the type often is blurred in the faxing process. One human resource specialist sent us a real cover letter that had no address or phone number on it. She sarcastically wrote, "Don't you just love this? We couldn't contact this person even if we wanted to."

5. Don't let careless errors destroy your chances to land that dream job. Stephanie, a human resource manager, who has hired over 500 people revealed, "Once I see a typo I know that this is NOT a person we want to hire into our organization. People can avoid this fatal mistake if they very carefully proofread everything before they send."

-- © Copyright 2007 Robin Ryan. All rights reserved. Robin Ryan has appeared on Oprah and Dr. Phil is considered America’s top career coach. Robin has a busy career counseling practice providing individual career coaching, resume writing services, interview preparation, salary negotiations, and outplacement, to clients nationwide. She is the best-selling author of: 60 Seconds & You're Hired!; Soaring On Your Strengths; What to Do with the Rest of Your Life; Winning Resumes; and Winning Cover Letters. A dynamic national speaker, Robin has spoken to over 1200 audiences sharing her insights on how to improve their lives and obtain greater success. Contact Robin at: 425.226.0414, or email: RobinRyan@aol.com, or visit her website: http://www.robinryan.com.

Posted by Steven Rothberg, CollegeRecruiter.com on May 15, 2007 at 8:29 AM | Leave a Comment (0)

Are you ready to move up the corporate ladder and shoulder management responsibilities? There are a number of indicators that can tell you if you are ready for the big leap. If you are in a staff or line job and feel that you should consider a career shift and look for bigger challenges, then maybe you should seriously consider moving into a management position.

You may not get promoted quickly to your desired position - promotions are highly competitive and you need to prove yourself (often over and over) to reach the top. This is possible only through hard work, motivation, confidence and your initiative for learning new skills and accepting challenges. You need to honestly evaluate your current work performance in order to determine whether you have given it your best shot.

If you are working for a big company, you need to consider how often management-level positions open up to know whether you stand a chance.

Make A Significant Contribution To The Company

In order to get promoted to a management position, you have to ensure that you significantly contribute towards the company’s progress. Propose new ideas or strategies to your boss to enhance the efficiency of the department. This initiative will not go unnoticed - organizations need people that actively advance corporate goals and help the company achieve its mission.

You can’t just let your career stagnate – if you are serious about moving into management, identify and develop the skills required to reach a management position. Let your boss know that you are focused on moving to a management position in the company. Then make good on your word - don’t miss out on the opportunity to representing your department at a meeting in your boss’s absence. Apply for internal management job openings as and when they come up. You need to promote yourself to let people know about your achievements and any new management skills you may have recently acquired.

Develop Business, Interpersonal And Technical Skills

Moving into a management position is not easy – and you can’t be technically or business illiterate. You need to be techno savvy and must develop good business skills. In addition, if the job you are targeting requires you to manage staff you must sharpen your interpersonal skills. As a good manager, you will be responsible for handling new projects, leading and motivating the workforce, meeting deadlines, and managing projects within the specified deadlines. To be an efficient manager, you need to build diverse experience that will be instrumental in dealing with difficult situations.

Moving into management isn’t easy – and dealing with staff on a continual basis will definitely be difficult at times. But by preparing early, being proactive and developing the required skills, you will be ready when lady luck opens the door for you.

Heather Eagar is a former professional resume writer and owner of http://www.JobsCareersEtc.com who is now dedicated to providing job seekers with resources and products that promote job search success from beginning to end.

Posted by Heather Eagar on May 10, 2007 at 1:30 PM | Leave a Comment (0)

Today is the day you've been waiting for. You are the lucky winner of a secret so small, yet so powerful, it will take your breath away.

Here is a marketing technique that giants in the advertising and direct sales industries have used effectively for decades. Yet, rarely, if ever, have you seen it used in a job-search cover letter–until now.

Ta Da! (Drum roll, please!)

Here’s the greatest cover letter secret ever revealed…

Its 'proper' name is postscript. Its nickname is P.S. Add this little fellow to the end of your next cover letter and watch the phone calls for interviews roll in.

A person cannot not read a P.S. It is so powerful that it practically begs a person to skip down to the bottom and read it first.

Think about it. When you receive a letter with a P.S., don't your eyes move right to it? You're dying to find out what it's all about–whether a special offer, a bit of exciting news, free shipping on a product, a hug or kiss from a friend or loved one.

In marketing and advertising, the purpose of a P.S. is to state again the action you want the reader to take. For a job-seeker, it's a call for an interview. After sharing your qualifications in the letter, the P.S. reminds the reader of what you really want—the opportunity to meet in person to discuss the job. This ‘direct hit’ at the end of the cover letter can lead to that desired result.

THREE ways to use the P.S. in a cover letter

P.S. I'll follow up by phone and e-mail on June 20th. I would love to meet in person to discuss how I can fill the position (insert job title) I applied for. I can be reached right away at 555-555-5555. Thank you in advance.

P.S. I welcome the chance to meet at your convenience. Feel free to call me at 555-555-5555 to schedule an interview regarding (insert job title). I'm available any time you choose.

P.S. I'm eager to talk with you about how I can fill the position you advertised. {insert job opening title here}. {Company name} is number one on my list of organizations I'd like to work for. Contact me directly at 555-555-5555. Thank you for your time.

As you can see, the P.S. is hard to ignore! It's clear and focused and brief.

Tips for using the P.S. (postscript): Position the P.S. at the bottom of your cover letter and justified to the left. I recommend using either bold text or italics. Do not use both.

P.S. People are conditioned to read the P.S. so be sure to include one in your next cover letter.

P.P.S. Remember, the P.S. is our little secret. Share with others at your own risk!

Jimmy Sweeney is the president of CareerJimmy and author of the brand new, "Amazing Cover Letter Creator." Jimmy is also the author of several career related books and writes a monthly article titled, "Job Search Secrets."

Visit our friends at Amazing Cover Letters for your "instant" cover letter today. "In just 3½ minutes you will have an amazing cover letter guaranteed to cut through YOUR competition like a hot knife through butter!"

Check it out! >"Top Ten Secrets of the Worlds Greatest Cover Letters... Attract Job Interviews Like a Magnet!" To download the entire PDF ebook for free, click here.

Posted by Shawn Augustson, CollegeRecruiter.com on May 4, 2007 at 8:45 AM | Leave a Comment (0)

Are you thinking about changing your career? Are you worried about how difficult the transition is going to be? Then you are not alone. Many people go through similar anticipation when thinking about attempting a career change. Your career is among the most important things in your life, and changing it is one of the most stressful decisions you will ever make.

Be Passionate

The reason why you would even consider a career change in the first place is probably because you feel passionate about something and want to pursue it. There is no sense in making a change if you are not going to be any happier than you already are. You may be earning a five-figure salary, but if it is not making you happy and if you are not content with what you are doing, then it might be a good time to switch. Changing careers should be about passion and personal fulfillment.

Do Your Research

Make sure that before you make the final decision you conduct a thorough research on available opportunities. You need to analyze what skills you have and what skills you may need to acquire for your new job. You should be confident about salary prospects and other relevant information. You may have lots of expectations about the career you want, but conducting the necessary research will help you look beyond this rosy picture. Work with a mentor, such as a career coach, before you make the final decision.

Career Exploration

Changing your career can be overwhelming. Explore your options before you decide to make a commitment. Start by categorizing the careers you are interested in. This helps in narrowing down your options. Then pick only those that interest you the most, putting the others aside. Ask yourself questions such as:

• Why am I exploring this career?
• Will I need additional training or education?
• What are the opportunities and risks in pursuing this career?

These questions will help give you some very important and necessary answers. You can’t really begin on the path to career change until you know why you want to change and how you will go about it. The fact is that changing careers can be very time consuming and expensive, and you don’t want to start the process flying blind.

Once you have all the information you need, you can focus on one career option and work toward achieving it. Listen to your heart and head and then make a balanced decision. Whatever you do, remember you need to be flexible and devote a lot of time and energy to jump start your efforts.

Heather Eagar is a former professional resume writer and owner of http://www.JobsCareersEtc.com who is now dedicated to providing job seekers with resources and products that promote job search success from beginning to end.

Posted by Heather Eagar on May 3, 2007 at 3:05 PM | Leave a Comment (0)

Martin writes, “I was fired from my last job, which I held for over six months. The HR director would probably say I was fired if employers were checking my history. Should I just omit the job from my resume? This is my second job out of college.”

Kim’s Answer: I’m sorry for your recent job circumstances, and I hope that your next position is a great opportunity for you. I wouldn’t omit your last job because it’s possible that they would say you were fired. Be ready to explain what happened in an interview, keeping the explanation as positive as possible. Check out Ryck’s post at the Monster Blog on how to explain getting fired.

If this is only your second job, keep in mind that it’s common for people in their early career to switch jobs. Some employers like to source candidates with several years of work experience because they’re more likely to know what would be a good fit. It will be important for you to do a lot of research on your target job and target employer so that you are more likely to find a position that works for you.

Best wishes,
Kim Isaacs

About the Author:
Resume expert Kim Isaacs offers real world, proven advice on resume writing, cover letters, career change, and job search strategies.
http://www.resumepower.com

Posted by Shawn Augustson, CollegeRecruiter.com on May 3, 2007 at 6:21 AM | Leave a Comment (0)