• Opportunities for Health Care Professionals

    April 29, 2011 by

    For an economy still recovering from record numbers of home foreclosures and lost jobs it’s hard to see a bright spot to the economy. Finally it’s starting to recover but much of the job market remains stagnant. The unemployment rate in America still hovers around 9.8 percent mark. Having a college degree didn’t keep most people from loosing their job and this has prompted many to return to school to get more education in order to increase their candidacy for more desirable jobs.

    The Bureau of Labor Statistics (BLS) reported that some of the fastest growing professions are related to the Healthcare Industry. This has prompted many to return to various trade schools in order to find work. With much of the private sector still recovering and many businesses reluctant to hire new employees, the medical and trade fields are seeing a lot of attention.

    Since there is so much demand in these related medical fields there’s a lot of room for competitive job offers and career advancement. This is especially desirable given the fact that compared to the medical industry; one of the other leading professions is in the retail field. This is definitely an area that doesn’t offer many opportunities for career advancement.

    Another reason why there’s such demand is that the population is always increasing which creates a perpetual market for healthcare professionals. Already there aren’t enough doctors and nurses to go around and there are always open positions. Nursing and medical assistant schools has seen large enrollment figures that promises only to grow for the foreseeable future.

    There are a lot of schools that provide excellent training that prepare you for a career immediately after graduation. This is highly attractive to those who are faced with a market where jobs are scarce. The cost of a college degree is far beyond what it takes to attain certification in the medical field both in time and money.

    The cost of a traditional four year college degree can range greatly in price. According to U.S. News, the average cost of a college can be anywhere from 4, 500 for a community college to 35 thousand for some private institutions. These statistics are based upon the assumption that students are living at home while attending school. Trade schools cost far less and the saving are in the many thousands of dollars. With a trade school you won’t have the diverse education one would receive at a university but you’re far more likely to find a job directly upon graduating.

    Choosing a career path in a trade is a big decision that shouldn’t be taken lightly. If you’re considering this as an option then you should do a lot of research to see what trade schools are in your area. If you decide to go this route, you to can join the ranks of a diverse field of medical professionals and make a difference in your community while offering yourself the kind of long-term finical stability and fulfilling vocation so many wish for. All it takes is the first step to pursue your dream.

  • Internship Opportunities for Students this Summer

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    Internship Programs in Over 20 Destinations Around the Globe

    Looking for a summer internship combined with a global experience?  Then, you may want to take advantage of one of these opportunities.

     

    Students can now forego the traditional summer job and opt for a rewarding internship with Projects Abroad’s global internship programs.

     

    This summer, Projects Abroad, a leading international volunteer placement organization, is offering more than 10 types of summer internships in disciplines including medicine, journalism, law and human rights, business and veterinary medicine, in over 20 locations on five continents. Participants will gain practical work experience in an international location, all while giving back to communities in need.

     

    “Summer internships have started to replace the standard summer job for many students hoping to make their resume stand-out against the competition at graduation time,” said Projects Abroad’s Vice President, Thomas Pastorius, Jr. “A summer internship at a Projects Abroad location provides valuable experience that’s educational and meaningful. Projects Abroad offers a departure from the typical internship, allowing students to explore the world while sharpening their skills in a particular field.”

     

    Projects Abroad offers a variety of internships in areas including:

     

    Medicine & Healthcare

    Students interested in pursuing a medical career can intern in a variety of practice areas.  Internships are available in Medicine, Physical Therapy, Midwifery, Dentistry, Nursing, Occupational Therapy, and Speech Therapy.  Medical interns learn directly from doctors and medical staff in hospitals and clinics, and are a valuable asset in developing countries where

    resources can be limited. Placements are made to suit people of all levels of qualification and experience, ranging from high school students to medical school students and beyond.

     

    Law & Human Rights

    International Law internships with Projects Abroad give students the opportunity to work side-by-side with legal professionals, becoming involved in many different aspects of the legal process. Offered in China, Mongolia, and Togo, these programs expose participants to unique legal practices and customs. Similarly, Projects Abroad’s Human Rights internships provide students the opportunity to work with non-governmental organizations that have a significant impact on the lives of locals. Law & Human Rights internships are available for a variety of qualification levels, including high school students with no formal law experience.

     

    Journalism

    Journalism interns can choose to work on a print journalism internship with an international newspaper or magazine, or on a broadcast internship, where interns work with a radio or TV station abroad. During the Print Journalism placements, interns not only get an insider’s view of how publications are run, but they also compile an impressive portfolio to take home. In the Broadcast Internship, interns are provided with an array of tapes and discs, as well as a host of broadcasting and production experience. Internships are offered to practicing journalists, as well students studying, or planning on studying, journalism in college.

     

    Business

    Projects Abroad’s business internships are designed to give practical work experience to those looking to acquire professional skills and hands-on experience in the business world with a company abroad. Business internships are specially tailored to suit the individual intern, as qualifications, previous work experience, and personal interests are directly relevant. International business internships give interns the chance to discover a way of life in another country with promising economic growth. Positions offer work experience in business sectors that are relevant for the 21st century, and provide a challenging environment that makes a business internship abroad an enriching experience. 

     

    Veterinary Medicine

    Interns with a passion for working with animals, either in the field of veterinary medicine or in a more general animal-oriented role should consider Projects Abroad’s Veterinary Internship opportunities, as they’re an ideal way to gain knowledge and put skills to practice in the developing world. Participants in Veterinary Medicine or Animal Care internship projects can gain great insight through working with many exciting types of animals like snakes, big cats or even elephants. Interns will also see cases that have been virtually eliminated in the developed world, and will develop a better understanding of the problems people are faced with in their host country.

     

    This summer, an internship abroad could open your eyes to a whole new world, while preparing you for a potential career.

     

    For more information on summer internship opportunities, visit http://www.projects-abroad.org/intern-abroad/

     

    About Projects Abroad
    Projects Abroad was founded in 1992 by Dr. Peter Slowe, a geography professor, as a program for students to travel and work while on break from full-time study. The program had its genesis in post-USSR Romania, where students were given the chance to teach conversational English. After a few years just sending volunteers to Eastern Europe for teaching, the company expanded to sending volunteers of all ages around the world on a wide range of projects.

     

    Projects Abroad is a global leader in short-term international volunteer programs with projects in 27 countries and recruitment offices in the UK, Australia, Canada, Denmark, France, Germany, Ireland, Japan, Holland, South Africa, South Korea, Sweden and the United States.

     

    For details on volunteering overseas, visit Projects Abroad’s Web site at www.projects-abroad.org.

  • Staffing Agencies: Tell If A Client Is Going To Be A Bad Employer

    April 28, 2011 by

    Staffing Agencies: Tell If A Client Is Going To Be A Bad Employer

     

    As President of an executive search firm, we are fiscally and morally forced to be careful regarding the clients whom we bring on. If my firm brings on clients that nobody wants to work for, is compensating well under market or simply are not pleasant as individuals, it takes a whole lot longer to find the right applicant.

     

    It comes down to cost per hour of work. Picture yourself as a matchmaker. Do you think it would take longer for you to find Kate Hudson a date or to broker Liza all over town?

     

    An attorney would woo Liza all over town. However, the majority of staffing agencies don’t bill hourly rates. A temp. staffing firm would be an exception, though.

     

    A second reason as to why staffing agencies should choose carefully as to whom they want to work with is company image and company branding. A brand is a long-term investment.

     

    Working with inept, unfriendly, poorly financed and overly demanding clients will yield any staffing agency some money for the short term (and sometimes for the long), however any recruiting firm that will amount to anything is only as good as their client base.

     

    How can a staffing agency decipher whether the client that you’re eventually going to be interviewing to is worth everyone’s time, money and energy?

    A plethora of variables exist. Here are a few.

    Observance of the people within the office and the office itself

     

    – Aesthetics – “The Ugly.”

     

    When determining whether taking on a client for a staffing agency is going to be worth my company’s time, the look and feel of that company’s office takes on a very interesting role.

     

    I have been to client meetings in offices that were a pigsty. When human beings enter a new environment or meet a new person, they make a decision as to whether they are impressed, neutral or turned off within 4seconds.

    Therefore, if you go into an interview through a headhunter and the office is a mess, you and the recruiter don’t see eye to eye. It’s best to just move on.

     

    However, not many think to do this, but I always recommend that you watch out for the companies that have the fanciest, most lavish offices in the same buildings as companies worth 1,000x their net earnings.

    – Aesthetics – “The Too Good To Pay Rent”

     

    About 3 – 4years ago, I was invited to meet a client at his office in Downtown Manhattan. His company was a small, unknown firm (15 employees) who sold derivative research to large banks.

     

    – Age – “Snooki Isn’t Cool, But The Golden Girls Sure As Hell Aren’t Either”

     

    Every now and again, I have had to reject taking on a client because their office is too young and I don’t get the sense that they have the maturity to properly walk applicants thorough the hiring process.

     

    This scenario usually plays out with European companies who attempt to formulate an office that is hip, youthful and fun only to find out that no true leadership exists within their “U.S. division.”

     

    It’s not the leadership in the company that’s my problem. The problem is when I have to get on the phone with them because I am being told they have no idea how to form a team, they’re sabotaging the recruiting process our contact abroad agrees and they’re postponing the hire three weeks until someone from corporate flies over.

     

    I can think of one exception, though. It’s a client of mine from the U.K., but they are a rarity. Staffing agencies can’t maintain profitability if they’re babysitting the client.

     

    Conversely, the opposite end of the spectrum can scare me, too. For instance, if the office is made up of very well established veteran employees, why haven’t they been promoted 5x throughout their tenure?

     

    The job seekers that my firm usually deals with are quite Type-A and they are going to want to get ahead. Therefore, if they see this they are not going to accept a job with the firm and we are not going to make as much money. Also, looking forward, odds would say that they may not be the type of client who will be consistently hiring.

  • The Importance Of Questioning Skills In The Interview

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    It might surprise you to know that asking questions of your own during your job interview is just as important as answering them.  Candidates spend a lot of time on interview preparation, and they should.  Doing your research on the company, bringing your 30/60/90-day plan, and preparing compelling answers to interview questions (as well as having some stories to back them up) are guaranteed ways to have a good interview.  But one thing that will make you stand out from other candidates is asking questions.

    Asking questions tells you what you need to know.

    After all, you’re interviewing the company, too.  Is it going to be a good fit for you?  Is it going to be somewhere you’ll be able to grow and advance your career?  To find out these answers, you’ll ask questions about the company, the mission, the typical work day, travel schedules, and so on—just don’t ask about the salary or the vacation!

    Asking questions gives you better answers to interview questions.

    Do you want to know what the hiring manager wants to hear?  Ask him.  Say something like, “What are you looking for in a candidate?” or “Tell me about your most successful employee.”  Or ask, “What tasks will define success for this job?”  You can even ask, “What would sink an employee in this position?”  Any of these questions will define for you what the hiring manager is looking for so that you can show him how you will deliver those qualities and skills he needs when you answer his questions.

    Asking questions uncovers doubts the hiring manager might have about you.

    When you ask questions like “Do you see any reason you wouldn’t move me forward in this process?” or “Is there any reason you wouldn’t hire me?” the manager will tell you what he sees as your weak spots.  It might be a real one that you can provide a plan for correcting, or it might just be a misconception on his part because you didn’t give him the answer he was looking for in a previous question.   Once you’ve uncovered those issues, you can correct them and possibly save the interview.

    Asking questions turns the interview into a conversation.

    Conducting a conversation, rather than participating in a ping-pong-style Q&A session, helps to establish rapport.  It becomes a give-and-take between professionals.  It makes you seem confident, and capable of thinking strategically.  And, it makes you seem more enthusiastic and interested in the job.

    You can’t go wrong by asking questions. 

    If you’re not comfortable with this, find an interview coach to role-play the interview with you.  It’s worth it if it increases your confidence and gives you a smoother, more successful interview.

    Author: Peggy McKee

    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.

  • Most High School Kids Are Playing Mobile Games, But This Kid Develops Them

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    Most high school students are content loading iPhone apps designed by other people. High school freshman Connor Rodriguez wasn’t, however, which is why he created an iPhone app that’s now for sale through the iTunes store.

    Available for $0.99, Flying Fatress is a simple but highly addictive mobile game. The objective is to bounce the scantily clad Fatress on beach chairs for sodas and donuts, but be careful because vegetables will ruin her snack.

    Rodriguez, 15, is in his first year at the Dunn School in Los Olivos, California, having graduated from Aspen Country Day School in Aspen, Colorado, last year. He taught himself how to make iPhone apps for Apple using a textbook and YouTube training videos. Much trial and error was involved in creating the mobile game, but it was worth it in the end for him, particularly because of the satisfaction he got when Apple agreed his iPhone app was worthy of a price tag instead of making it free like so many thousands of others. Making some extra money has been a nice result, too, of course.

    “I like making iPhone apps and enjoyed doing something that customers would like,” Rodriguez said. “It’s something I could create on my own terms. Flying Fatress is a funny mobile game and it was an original idea, which was important to me.”

    A Flying Fatress update, Version 1.2 of this mobile game, is pending, and Rodriguez hopes to expand his burgeoning empire by making apps for others in addition to himself. Of course, this is all done in his spare time when he’s not hitting the books.

    Flipping burgers or diving for digital donuts to make some extra dough? Which would you rather do if you were in high school, work at a mindless job or develop iPhone apps? Could this be the future of teen employment?

  • 21% of Job Seekers Use Mobile Devices to Search Job Boards — Up From 1% a Year Ago

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    LinkUp, a vertical search engine for jobs, recently released first quarter 2011 data showing mobile visitor activity. LinkUp reported that mobile traffic jumped to 20.8 percent of overall first quarter traffic, up from 1.1 percent the same period a year ago.

    Washington, D.C. led all regions with the largest percentage of mobile traffic, recording 56 percent of all job seekers coming from a mobile device. Followed by:

    • Illinois (31.7 percent)
    • Georgia (31.3 percent)
    • Mississippi (30.8 percent)
    • Texas (28.4 percent)

    The states that showed the lowest percentage of mobile visitors were Nebraska, Arkansas, Iowa and the Dakotas.

    Topping the list of cities was Chicago, sending 6.5 percent of overall mobile job seeker traffic, followed by New York, Los Angeles, Atlanta, and Minneapolis. These 5 cities sent nearly 25 percent of all mobile traffic to the search engine.

    “Direct mobile traffic was our fastest growing segment throughout the first quarter of 2011,” commented Toby Dayton, LinkUp’s President and CEO. “With devices like the iPad and other tablets increasing in popularity, we anticipate job hunting to continue its fast-paced migration towards mobile.”

    According to Dayton, 79.7 percent of LinkUp’s mobile visitors used an Android device to search for jobs, up from 21.2 percent during the same period the year before. The iPhone fell from dominating last year’s first quarter numbers at 62.1 percent, down to 12.3 percent in first quarter 2011. BlackBerry came in just under 0.5 percent for all job seekers.

  • Unlike 2008, Few Employers in 2011 Expected to Assist Employees With Effect of Gas Price Surge

    April 27, 2011 by

    As gas prices surpass $4 per gallon in many cities across the country, employers that, in the past, helped workers cope with higher commuting costs through shorter work weeks, increased telecommuting and transportation subsidies, may not be as willing or able to offer much assistance this time around, according to one workplace expert.

    “Circumstances have changed significantly from early 2008, which was the last time we experienced such a dramatic spike in fuel prices.  Companies are focused primarily on rebuilding efforts as they struggle out of the worst recession in decades and, right now in this job market, they have the upper hand and do not have to offer extra incentives to attract or retain workers,” according to John A. Challenger, chief executive officer of global outplacement consultancy Challenger, Gray & Christmas, Inc.

    The price for a regular gallon of gas reached a national average of $3.88 this week, up from about $3.00 in the first week of January, according to the U.S. Energy Information Administration (EIA).  Some cities, including Chicago, Los Angeles and San Francisco, saw a gallon of regular soar to as much as $4.25. 

    The last time gas prices reached such heights was 2008, when the price of a gallon of regular rose from an average of just under $3.00 in February to $4.00 by the beginning of June, peaking at a national average of $4.12 by mid-July, according to historical data from EIA.

    During the 2008 surge in gas prices 2008, 57 percent of human resource executives surveyed by Challenger, Gray & Christmas said their companies offer some type of program designed to alleviate increased commuting costs, the most popular of which was to condense the work week into four 10-hour days (utilized by 23 percent of respondents). 

    While no new survey data is available, John Challenger is confident that employers are less likely at this stage of the recovery to do anything that would increase their costs or possibly disrupt fragile customer relationships.

    “While the economy was officially in recession in early 2008, the severity of the downturn was still unclear.  The bank failures and the surge in corporate downsizing did not occur until the second half of 2008.  Many employers were, in fact, still adding workers in the first half of the year and unemployment was hovering around 5.0 percent.  At this point, existing and prospective workers still had some leverage and employers were more willing to provide extra perks,” said Challenger.

    That changed in an instant with the sudden collapse of the financial markets, which set off a tidal wave of downsizing.  Job cuts went from an average of 70,893 per month over the 12-month period ending in June 2008 to just over 137,000 per month in the following year.

    “Now, the recovery is just starting to gain momentum.  Many companies are beginning to enjoy the fruits of recovery, but they realize that the economy is in a fragile place.  Hiring is slowly ramping up, but we have yet to see a burst of job creation.  Demand for products and services are increasing, but most companies are trying to squeeze every last ounce of productivity from their existing workforce before adding new employees,” Challenger noted.

    “In this environment, employers would be reluctant to cut a day from the work schedule.  Even if the hours are the same by condensing 40-hours over four days, the loss of a day when customers and prospective customers might need service is too much to risk at this point in the recovery.  Telecommuting is also less likely to be increased in this environment.  Despite data showing that telecommuters are just as if not more productive, many companies are in an “all-hands-on-deck” mode and want their employees on site to handle fires as they arise,” he added.

    The only employers that might not be reluctant to institute four-day work weeks are state and local governments.  However, this change would be the result of cost-cutting measures in the face of growing deficits, not the desire to help employees with rising gas prices.

    In 2008, the state of Utah moved most of its workers to a four-day work week in order to save money on energy, operations and fuel costs.  In March, Utah governor Gary Herbert vetoed a bill that would have required state offices to return to a five-day work week. 

    Texas and Oregon lawmakers are now considering switching to a four-day work week, each with the desire to rein in costs.

    Not every employer is shunning the idea of four-day work weeks to help workers lower commuting costs.  A 60-employee Pennsylvania die-casting company recently instituted four-day work weeks in response to rising gas prices, according to a report in The Philadelphia Inquirer.

    In Illinois, 87 Cook County companies enrolled in a program that allows their workers to purchase transit fares with pretax income.  The program gives commuters a strong incentive to switch to public transportation by cutting 30 to 40 percent off their commuter costs, according to the Center for Neighborhood Technology, which administers the Transit Ridership Improvement Program.

    “Unfortunately, these types of examples are few and far between.  A lot of companies learned in 2008 that the spike in gas prices are temporary, but once you introduce four-day work weeks, telecommuting programs and transportation subsidies, it is difficult to take them away even when gas prices fall to more comfortable levels,” said Challenger.

    “Knowing that gas prices will probably fall by summer’s end, or sooner if the government steps in or OPEC increases production, most companies are inclined to ride it out, focusing primarily on ways to cut their own exposure to higher energy prices.  Meanwhile, employees who have just survived the recession with their jobs intact are not likely to put pressure on companies to provide relief for higher commuting costs. 

    “Instead, they will have to find their own ways to cut commuting costs.  That may lead to more people biking to working or taking public transportation.  We may also see more carpooling.  What we won’t see is a lot of people leaving their jobs to search for employment closer to home.  People who are employed are, for the most part, just happy to have a job and will find a way to absorb their increased commuting costs,” Challenger concluded.

  • New Hampshire Tops List of 10 Best Places for Industrial Engineers to Look for Work

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    Employers have placed nearly 32,000 new online job ads for Industrial Engineers over the past 90 days across the United States; however, in certain cities the hiring demand far outweighs the number of available job candidates. This creates a mis-match – more jobs and not enough workers, or more workers and not enough jobs.

    The following list of metro areas where the difference between demand and supply exceed the national averages by the highest margin are the best places for Industrial Engineers to look for work, as measured by WANTED’s Supply/Demand Ratios™.

    1. Manchester, NH
    2. New York, NY 
    3. San Diego, CA 
    4. Hagerstown, MD 
    5. San Francisco, CA 
    6. Houston, Texas 
    7. Philadelphia, PA 
    8. San Jose, CA 
    9. Milwaukee, WI 
    10. Kalamazoo, MI
  • Employment Outlook in Asia: China and India are Best Places for Job Seekers

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    Are you looking for a job outside of your home country?  An international work experience could not only allow you to develop new skills for future job opportunities, but also explore a different way of life.

    In today’s global recession, China and India are among the best places for job hunters to seek employment, according to the new Asia Employment Report from Going Global, the leading provider of country-specific employment information. China and India, two of the world’s fastest growing economies, welcome expats and returning nationals with millions of jobs across all employment segments.

     

    Hiring expectations are more than twice as high as last year across all sectors in China, with most new jobs in the banking and financial services sector. The information technology sector is also booming with an increased demand for IT specialists. Hiring opportunities in China include production operators, technicians, management/executives, sales managers, sales representatives, restaurant and hotel staff, engineers and IT professionals. There is also great demand for talent to fill new energy jobs in wind and solar businesses.

     

    Employers in India, the world’s fourth largest economy, are hiring in the engineering, Fast Moving Consumer Goods (FMCG), manufacturing, hospitality, insurance and IT fields. Opportunities also exist for skilled trades, accounting and finance staff, doctors and other non-nursing health professionals in India.

     

    The 10 to 15 million expected new hires in India this year are being fueled by much-needed infrastructure projects and expansion of manufacturing capabilities. Other contributing factors to the increased demand for labor in India include rising exports of pharmaceuticals, engineering, electronics, yarns and man-made fibers. India’s rapid economic growth can be attributed in part to its highly entrepreneurial and rapidly globalizing private sector.

     

    “If your dream is to work abroad, you should consider China and India,” says Mary Anne Thompson, founder of Going Global. “An international job experience not only looks good on the resume but it can also be a stepping stone to future job opportunities. Working abroad is especially valuable to recent college grads who are having trouble finding employment in their home country.”

     

    Business etiquette varies from country to country so it’s important to understand local culture and business etiquette before the interview, Going Global advises.

     

    Tips for finding employment in China:

     

    • Punctuality is extremely important in China. It is considered a serious insult to be late or cancel an appointment.
    • Formal dress is required at the interview.
    • A light handshake in greeting is to be expected, although it is best to follow the lead of the interviewer.

    • Clothes and accessories should be stylish but discreet. For men, traditional dark business suits in subdued colors are appropriate. Women typically wear suits or more formal dresses. Shoes should be flat or with very low heels, especially if one is taller than the host.

     

    Tips for a successful job interview in India

    • ·      Men usually dress in Western attire, although a full suit and tie is not usually expected except when the weather is cool. Women may wear either Western business clothes (trousers are preferable to skirts) or Indian attire, whichever is more comfortable. 
    • ·      The interview process in India usually includes one or more interviews and, increasingly, psychometric testing which consists of verbal, numerical and language testing, as well as personality profiling.
    • ·      Shaking hands, especially between a man and woman, is not a universal greeting in India. Allow the host or Indian associate to take the lead in either offering a hand and saying ‘hello’ or using the more common ‘namaste’ accompanied with the palms joined together as in prayer and a nod of the head. 

    For employment, career and culture resources in other countries, visit Goinglobal.com. For a link to the full Asia Employment Outlook report, visit http://www.goinglobal.com/articles/864/.

     

    Working abroad can offer many job opportunities and potentially open the door to a new career.  In addition, you gain valuable experience that will prepare you for jobs in the global economy.

     

    About Going Global

    Going Global founder Mary Anne Thompson is an internationally recognized expert on global careers. A former White House attorney, she launched Going Global while living as an expat in Stockholm, Sweden. Today, Going Global is the leader in providing country-specific career content targeted to professionals seeking to begin or change careers both at home and abroad. With career guides for more than 80 locations, the company’s proprietary content supports the job aspirations of more than one million individuals, and includes corporate profiles and millions of job opportunities. Ms. Thompson’s first book, The Global Resume & CV Guide (John Wiley, Publisher), was the first publication on the market with worldwide job-hunting advice.

  • Brand: You. Creating and Self-Marketing Yourself to Find a Job During Tough Times

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    A career brand is an image that portrays you as an expert in your field, attracts your ideal employer, and reveals how you can help their business. How can you promote your career brand effectively, to stand out among increasing competition in the workforce? Self-marketing!

    Before you begin self-marketing, you need to understand:

    1. What you are going to market about yourself
    2. Who you are going to market yourself to
    3. Why you are going to market yourself to them

    This article offers some important tools to develop your career brand and understand your self-marketing plan.

    Goals of Self-Marketing:

    • Provide direction to help eliminate trial and error. As a result, save time and money.
    • Network with key industry players.
    • Identify your transferable skills. Marketing these skills, not just job history and accomplishments, puts you in higher demand (i.e., more interviews).
    • Determine what other industries your transferable skills fit into. The industry you are in affects the success of your career. Market yourself in growing industries (green-collar, biotechnology, nutrition, IT). Steer away from dying 5. industries (textile, printing, newspapers, steel manufacturing, etc.).
    • Resolve any setbacks that hurt your career and prevent you from getting interviews. Fix your resume so it does not portray you as “a job hopper”, “lacking education”, or “unable to advance at a company”.

    Create Your Own Mission Statement:
    Just as mission statements provide direction and purpose for companies, individuals can benefit from having their own personal mission statement too.

    Your mission statement says what is important to you. Write yours before starting a career to get on the right path and connect with companies that have similar values and beliefs. You can revise it or write a new one at a career crossroads. Its sense of purpose is great motivation!
    What to include:

    1. Goals – Aspirations in life (short-term and long-term)
    2. Core values – Who you are and what your priorities are
    3. Successes – Professional, personal, etc.
    4. Offerings – How you can make a difference for the world, your family, employer or future employers, friends and community

    Integrate Assessments into Your Career Branding:
    Career and personality assessments reveal consistent patterns in your traits, characteristics, strengths, preferences, and skills. The assessment results may lead you in a new career direction. If you have an established career, they tell you how well your traits and branding messages align with your career path.

    Present your distinctive and noteworthy traits to your targeted employers. Remember that not all recurring patterns contribute to good branding (e.g., introversion). Disregard any pattern you feel is not really you.

    Incorporate the assessment results into your career branding materials: resume, cover letter, elevator speech, interview responses, portfolio, business card, etc. Convey a consistent branding message throughout all of these materials. But you can use different branding statements for different industries.

    Tag! You Are “It”!
    Self-marketing is not just about selling your specific skills. Everyone has skills. They get you in the door, but not necessarily get you the job. There can be 100 or more applicants per job posting, and they all have the same or better skills as you. How can you stand out as “the one”?

    Develop a tag-line. A great tag-line tells people exactly what a product is and how they will benefit from using it. This is what employers want to know about you! Specifically, how you will help them make and save money. Tell them how much money you helped a previous or current employer make or save on a given project, sale, or time period.

    Dear Career Journal…
    Did you have a diary or journal when you were young? It helped you express feelings when no one else would listen, or when you did not want anyone else to listen! Similarly, a journal can help and guide us in our professional adult life too.

    Writing in a career journal allows you to set aside time to think and learn more about yourself and your career. Just as when you were younger, using a journal allows you to express emotions (good and bad) about career progress. When you read past entries, see how far you have come!

    Use your career journal to:

    1. Write your personal mission statement
    2. React to self-assessment tests
    3. Do a SWOT (Strengths/Weaknesses/Opportunities/Threats) analysis
    4. Evaluate your current situation
    5. Reflect on your successes and failures
    6. Devise career goal ideas (breaking into a new career, as a volunteer or consultant)
    7. Think about career alternatives
    8. Establish daily or weekly career-related objectives or tasks
    9. Develop action plans to achieve your objectives and tasks
    10. Make checklists
    11. Record network contacts, job interview results, etc.
    12. Develop job correspondence material (cover letters, resumes, thank you letters, etc.)
    13. Practice job interview questions and answers
    14. Gather salary information
    15. Jot down ideas and information you like and want to use in the future
    16. Record things you want or need to learn, skills to improve upon
    17. Discover and explore your workplace values
    18. Record your job-related likes and dislikes (and employers’ likes and dislikes)
    19. Note lessons learned
    20. Develop ways to improve the workplace
    21. Review job-search trends
    22. Develop plans for achieving promotions
    23. Document the career paths of your peers that you want to emulate
    24. Prepare for job performance reviews

    Do not keep your career journal at your workplace. Keep it at home on your computer or in a notebook. Try to set a regular time of day to work on your journal, maybe right after work. Maybe before work to get yourself motivated and focused on what you can achieve that day!

    Your journal is always ready, and no matter where your career path leads you, you can continue to use it throughout your professional life.

    Key Marketing Tools:

    Strategic Marketing Plan:
    Your plan answers these questions:

    1. What have I accomplished, where am I now, and where will my career be if I do not take action?
    2. Where do I want to go with my career?
    3. How do I get to where I want to go?
    4. How do I put my plan into action?
    5. What do I need to change if I am not getting success?

    Market Research:
    Understand trends in your career field. Consult resources such as the U.S. Department of Labor’s Occupational Outlook Handbook. Interview industry professionals. Study the companies you would like to work for. Use this information for your cover letter, resume and job interview.

    Marketing Mix:

    You are probably already familiar with the 4 P’s of marketing, or the “marketing mix”. The 4 P’s are product, promotion, place, and price. Translate these in terms of you and your career for job search success.

    Product:
    You are the product with unique characteristics, features, and skills. Expose your “product features” in your tag-line and resume. Let employers know your work experience, leadership experience, professional memberships, technical skills, education and training.

    Make sure that your on-line marketing tools (i.e., Facebook or Myspace) are cleaned up and employer ready. You do not want a potential employer to see something on your personal networking sites that will land you in trouble.

    Do not forget “packaging”, to properly present yourself and your credentials to potential employers.

    Promotion:
    This is your cover letter, resume, phone calls, correspondence and interviewing. Promotion tools include anything that you can use to get a job interview and ultimately get a job offer.
    Be memorable by utilizing multimedia marketing like email, follow-up phone calls, or try using regular priority mail envelopes to send resumes, cover letters and other “marketing materials”. This increases your career brand and distinctiveness.

    Place:
    This includes everywhere employers can access you. How are you reaching employers or people who can connect you with employers?

    1. Internet job-searching and applying to job postings
    2. Cold calling
    3. Networking with current and former coworkers, colleagues and alumni
    4. Speaking with recruiters at staffing and employment agencies and company HR departments
    5. Visiting your university career centers and alumni offices
    6. Attending professional association meetings and seminars

    Price:
    Price includes all aspects of the compensation you can receive from potential employers, as well as your strategies to get the price you want, and that the employer feels you deserve. Your price not only includes salary, but also insurance, benefits, paid time off and perks.

    Call in the SWOT Team!

    Performing a SWOT Analysis, used in marketing planning, is helpful to use in your career planning. SWOT stands for Strengths, Weaknesses, Opportunities, and Threats. It answers:

    1. What are your Strengths and Weaknesses (in your internal environment)?
    2. What are Opportunities and Threats in your career field (external environment)?

    Strengths:
    Internal, positive aspects which you can capitalize upon, such as:

    1. Work experience
    2. Education
    3. Technical skills and knowledge (e.g., computer skills)
    4. Personal characteristics (e.g., superior work ethic)
    5. Strong network of contacts
    6. Involvement with professional associations and organizations
    7. Enjoying what you do

    Weaknesses:
    Internal, negative aspects that you plan on improving, such as:

    1. Lack of work experience
    2. Inconsistent major with the job you are looking for
    3. Lack of specific job knowledge
    4. Weak technical knowledge
    5. Weak skills (leadership, interpersonal, communication, teamwork)
    6. Weak job-hunting skills
    7. Negative personal characteristics (e.g., no motivation, indecisiveness, shyness)
    8. Weaknesses identified in past performance appraisals

     

    Opportunities:
    External, positive conditions out of your control, but you plan to leverage or add value:

    1. Field trends* that create more jobs (e.g., globalization, technology)
    2. Field needs your set of skills
    3. Opportunities for advancement in your field
    4. Location
    5. Strong network

    Threats:
    External, negative conditions out of your control, but you may be able to overcome:

    1. Field trends* that diminish jobs (e.g., downsizing, obsolescence)
    2. Companies are not hiring people with your major/degree
    3. Competition from college graduates with your same degree
    4. Competitors with superior skills, experience or knowledge
    5. Competitors who attended better schools
    6. Limited advancement in your field (too competitive)
    7. Limited professional development in your field
    8. Find hiring/employment trends in your field. Go on-line to ABI/INFORM, Business News Bank, and Lexis/Nexis.

    After completing your SWOT Analysis, add the results to your Strategic Marketing Plan. Also, use your SWOT results to develop the following in your Plan:

    1. Career goals
    2. Marketing strategies
    3. Action plan with deadlines

    The Elevator Speech:

    The Elevator Speech is a clear, concise introduction that can be delivered in the time it takes to ride an elevator from the top to the bottom of a building. It can be as short as 15 seconds or as long as three minutes. Write down your Elevator Speech, and practice it so it comes naturally. Be ready to deliver it!

    Use it at:

    1. Networking events (including “unconventional” ones, like shopping)
    2. Career fairs
    3. Cold calls to employers
    4. Voice-mails
    5. Your current workplace, when you encounter the higher-ups
    6. Job interviews when asked, “Why should I hire you?” and “Tell me about yourself”

    Your Elevator Speech includes:

    1. A greeting
    2. Your name
    3. Your industry or field
    4. Accomplishments, background, qualifications and skills
    5. If you are graduating soon, what school and what degree
    6. What you want to do and why
    7. Why you enjoy what you do or want to do
    8. What interests you about the listener’s company/business
    9. What sets you apart from others
    10. Your tag-line that you developed!
    11. Your mission statement that you developed!

    Finally, capture their interest and request action.

    1. At a career fair: “May I have your business card, and give you my card and resume? Can you add me to your company’s interview schedule?”
    2. Networking: “What advice do you have for me? What employers do you suggest I contact?”
    3. On a cold call: “When can we meet to discuss how I can help your company? May I send you my resume?”

     

    Guest post from Matthew Warzel.

    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.