Career Resources and Advice for Experienced Workers

Happy-almost Friday!

We’ve been getting a lot of questions lately from you, our readers, which we absolutely love. The more we can interact with and help you, the better. Going forward, we’ll have a new segment called “Ask PrimeCB!” To ask a question, you can send us an e-mail at info@primecb.com, or you can leave a comment asking a question on this post.

For this week’s question, we heard from Joe, who says:

“My technical position was eliminated from a corporate facility that is close to home. After three weeks of job searching and, a check from the state, I took a temporary position that paid about the same as unemployment. Long story short, since then, I proudly earned a Commercial Drivers License and began training with a national trucking company. After six weeks of student driver training and being unable to maintain my home and financial responsibilities for almost continually being on the road, among many other reasons, I decided over the road trucking wasn’t for me. I’m a better Technician than a Truck Driver.

(more…)

Today’s job market has thrown workers of all ages for a loop, but a new CareerBuilder study reveals that mature workers, age 55 and older like yourselves, have been hit particularly hard. Only 28 percent of workers in your demographic have found work within 12 months of being laid off, compared to 71 percent of workers aged 25-34. As a result, older workers are expanding their job search to entry-level positions, internships, relocation and other options to secure gainful employment – and employers are open to it.

“Mature workers offer a wealth of knowledge and experience that has translated into a significant competitive advantage for employers,” said Rosemary Haefner, Vice President of Human Resources at CareerBuilder.  “Employers are considering mature job candidates for a variety of positions ranging from entry-level to senior-level to consultants to leverage their intellectual capital and mentor other workers.  Twenty-nine percent of employers have hired a worker age 50 or older for a permanent position within their organization over the last six months.”

(more…)

In the past few months, we’ve talked a lot about social networking and its benefits to the job search. The great news is that PrimeCB has stopped talking the talk, and now we’re walking the walk. (In non-cliche speak, that means we started a Facebook page.)

In becoming a “fan” of our page, you will have immediate access to all of our content, tips/advice and you’ll be able to search for jobs right from the page. In addition, you can write on our wall to ask us any of your burning job-search questions, or start a discussion with your fellow Boomer job seekers.

If you’re new to social networking, follow these tips as you get started:

(more…)

By Anthony Balderrama, PrimeCB.com writer

Workplaces are all about trust. It’s one of those buzzwords you can’t escape, along with “synergy,” “teamwork” and “value add.” There are even teambuilding activities based on trust.

The problem with trust is that it’s a loaded concept. How do you know when you trust someone? Are there levels of it or is it a black and white issue? Can you really establish trust by falling backwards and hoping Rick from accounting will, in fact, catch you?

That’s for you to decide, but what isn’t up for much debate is the importance of trust. Whether you work in a huge corporation or on a small team with three people, trust plays a role in your job. You want to know that no one’s stealing your ideas, they’re keeping their promises and you can rely on everyone else to do their jobs.

If you find that you can’t trust a co-worker, you can discuss the issue face-to-face, and if need be, go to the boss to resolve the issue. But what if it’s the boss that’s the problem?

As with any situation, you need to step back and identify the problem, says Holly Green, CEO and managing director of The Human Factor, a consulting firm.

“First and foremost, determine why you don’t trust your boss,” Green recommends. “Is it based on your own assumptions, beliefs and biases, which you have sought to prove true over time or is there some truly tangible data? Are you absolutely sure you are right? If so, you have to then decide whether it is a personal issue — i.e. it is against or outside your own ethics and standards versus it is illegal, clearly against company policy, etc.”

If the boss is operating outside of your personal standards but well within the company’s policies and principles, Green cautions employees to think about their limits.

“You have to make a decision on whether you can live with it,” she says. “Are you going to build up resentment over time that is going to leak out of you and damage your own reputation? What tradeoffs are you willing to make?”

For example, a previous boss told Green she was doing too much high quality work and as a result she was damaging the rest of the team’s images. She knew she couldn’t operate in that kind of environment, but the boss wasn’t violating any company procedures, either. So she chose to leave.

When it’s not a personal issue
Other times, trust isn’t subjective. For instance, if your boss is stealing from the company, there’s not much of a gray area. If a boss can steal, he or she probably won’t have many qualms about crossing into other unethical areas.

Green ecnourages reporting a boss who is undeniably stealing or violating a policy or law.

“Often companies have an ethics hotline you can call or you can go to HR,” she says. “Make sure you have details, including first-hand facts about your claim. Work hard to remove emotions from the story. Speak using first-hand data — what you saw, experienced [and] heard.”

Reporting a criminal boss doesn’t always go as smoothly as you hope, warns Elisabeth Pollaert Smith, photographer and author.

“It depends on how good your HR department is. Some of them have knee-jerk reactions to side with the senior person,” she says. In that case, they can go to your boss and tell them what you’ve said. However, that shouldn’t preclude you from reporting him or her because you don’t want to get in trouble for being silent while you knew what was going on.

“Document as much as you can, then find the person you trust the most to report it to — be it your boss’s boss, HR or legal,” Smith advises. “Then be prepared that this may come back and bite you in the butt, big time, but that’s life.”

The benefit of a paper trail
Documenting interaction with a boss isn’t only necessary if you think he or she is explicitly breaking a law or policy. Documentation can help you with any unscrupulous boss — say one who steals your ideas.

“You’re going to have to realize that you can’t stop all of it,” Smith says. “But you can stop some of it, by telling them ideas at the same time you copy someone else, or telling someone else first and then saying to your boss, ‘Hey, I was talking to Joe about this and he thought you might be interested in hearing it.’ That way they’ll know they risk being caught and embarrassed if they try to steal those ideas.”

And if things are more personal, such as not keeping your confidential conversations private, you need to think before you speak. It might sound counterintuitive to put the onus on you, but it’s true. If the boss spreads information that is legally supposed to be confidential, that’s one thing. But if you offer up fodder for gossip and hear it repeated, then you need to be careful what you say to him or her. Smith advises discretion for all employees, not just for those dealing with a sketchy boss.

When it comes to issues of trust, you need to focus on your well being. It might sound as if you’re going against the concept of teamwork and cooperation, but it’s not. At the end of the day, if the boss can easily damage your career, you need to take your career elsewhere.

“If you’ve seen them betray a colleague, just beware, and start looking for a way to get out, be it a lateral move or a new job,” Smith suggests. “[If] and when push comes to shove, your boss will most likely shove you — under a bus (figuratively, hopefully).”

Anthony Balderrama is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow him on Twitter at twitter.com/abalderrama.

True tales of the good, the bad and the ugly

Rachel Zupek, PrimeCB.com writer

There’s a time in most people’s lives when working with their friends seems like a dream come true. Seeing each other all day, every day; exchanging horror stories about the boss you share; multiple lunches, happy hours and company events — what could be better?

For some people, nothing. But for many, nothing could be worse.

What happens when your friend becomes your co-worker? Perhaps a better starting place is asking the question of how your friend became your co-worker. What happens when you recommend a friend for a job?

Recommending a friend or family member for a position at your company is tricky. On one hand, if your friend does a great job, it reflects positively on you. On the other hand, if his or her performance is less than exemplary, that reflects on you, too. Not to mention the effect recommending (or not recommending) an acquaintance could have on your friendship and your reputation at work.

“If your friend does a good job, it can help your reputation at work. You will be seen as having excellent judgment, because this is your friend and you suggested [her] for the job,” says Jan Yager, author of “Who’s That Sitting at My Desk? Workship, Friendship, or Foe?” “If you recommend someone and your analysis is a mismatch with that individual’s abilities or with how he or she fits in with the company, it can negatively impact on the one doing the recommending.”

We asked our readers about a time when they recommended a friend for a job. Here, they share their stories — the good, bad and the ugly.

The good
When I first crossed over into PR, friends from my TV days marveled at how lifestyle-friendly my job is. I decided to share the wealth, getting my good friend Krista hired as a publicist. I knew I was taking a big risk — if it didn’t work, how could our friendship handle her being let go? Would she blame me? I took the risk. It’s been almost two years now and Krista is one of our leading publicists. It’s also been great for our friendship because now that we don’t have TV news in common, we have PR. It’s felt so good to help her get a mom-friendly job and in return, she has wowed our CEO.

–Valery Hodes, vice president, Orca Communications Unlimited

I have an Internet marketing company, Market Conversion. I hired my best friend about a year ago as a consultant. It has been such an amazing experience, that she is now my business partner. I know she is special. She cared about our business as much as I did from the beginning. Because of our close relationship, we are able to talk openly and honestly, even when it’s not pretty. I appreciate that when either of us say or do something, the other is able to offer constructive criticism without emotional backlash. It is truly a great relationship.

– Denalee Bell, Market Conversion

I have a friend who I babysat for several years when I was in high school. After she graduated from college, she decided she wanted to move to the Washington D.C. area, which happens to be my residence. Her father reached out to me and asked that I take care of her if possible, keeping my eye out for any jobs. I reached out to my top client and called in a favor with one of the managers. He looked at her résumé and said “Greg, she really doesn’t fit our position, however if you’re 100 percent confident in her abilities, I’ll sneak her in.” She’s now been with that company for five years, and she’s in a position that takes most people at least 10 years to reach. Recently I had dinner with that manager, and within 20 minutes, he mentioned how thankful he was that he took a chance on her, and said if ever I need another favor, he’d be more than happy to oblige.

– Greg Gary, managing director for Technisource

The bad
One day, at the end of class, a student asked to speak to me privately. As she spoke of her divorce, her children and her low-paying job, tears streamed down her face. Sympathy overtook me and I tried to comfort her by saying that a good friend of mine, in the movie industry, was looking to hire a secretary. Salaries tend to be higher in the industry and my student was thrilled. Unfortunately, she did not perform well during the interview. The experience led my friend to forestall all future referrals.

– Marlene Caroselli, Ed.D., keynoter, corporate trainer, author

I had a friend I’d known for 25 years — someone who’d lived with me for free after she relocated, whose wedding invitations I addressed for her, who I’d traveled with — who I got a job for at the small company where I worked. I was the director of conference management and she ended up as the director of operations, at a company of about 20 employees. After being there for a year, she engineered a “reorganization” that resulted in the elimination of my position. She never said a word leading up to it, and I was given only 24 hours notice that I was being laid off. She never bothered to follow up with me to see how I felt about it. I’ll definitely think twice before I recommend another friend for a job at the same company where I work.

– Michelle J. Taunton, CMP

The ugly
A friend asked me to get her a job in the [modeling] business. Although she had no experience, she was very beautiful and spoke Spanish as well as English, so I thought that with training, she would work well with our Latin accounts. What I did not count on was that she needed no training in sleeping her way to the top. Within months, she had been “promoted” past me and a company vice president was getting a divorce.

– Beverly Solomon, creative director, musee-solomon

I did get a friend a job once and will NEVER do it again. I was a program manager for a defense contracting agency and we needed a new administrative assistant in my department. I was told by a congregation member that our mutual friend was in need of a new job and she was very qualified on paper, so we brought her in for an interview. I agreed that I could be a personal reference for her and based on my reputation, it was enough to get her the job. They never checked her other references.

It was a nightmare from the first day when she showed up two hours late without calling and then left to go to lunch an hour early. Over the next few weeks she got progressively worse. Her supervisor spoke with her to no avail, so I stepped in. I told her that she had two weeks to make noticeable improvements or she would not be kept after her probationary period was up.

She called my Father (yes, she told my daddy on me) and several congregational elders to tell them that I was threatening her because I was jealous, and that she didn’t feel safe. When the time came to let her go, I made sure that I sat in on her exit interview, in which they enumerated the many times that she was late to work, her poor job performance and her general attitude. When asked if she had any questions or wanted to say anything, she looked at me and said, “I thought you were my friend and had my back on this.”

To this day, I will not hire people that I know. The only people who have a personal relationship with me that are in the company are my children — and they know that I will fire them quicker than any other employee.

– Andrea Frayser, founder/CEO, ANDE Cosmetics & Natural Products

I got my sister a job and now we work more closely together (I’m her boss’s boss). I’ve been very careful at work. I never hired her or protected her job. In fact, twice I had to tell her manager I thought they were giving her too generous a raise and lowered it. But it has impacted our personal relationship. Work is always there. And right now is the worst … she is ghost-writing a book that will come out in my name — and she’s the big sister. It also affects family time. At Thanksgiving, she was telling our dad she was worried about job security and hoped “they” didn’t fire her. I, of course, am part of “they.” She also doesn’t take feedback from me like she does from her direct boss or other editors. People do tell me I’m tougher on her than others. I guess I worry too much about favoring her and the pendulum swings the other way. It is tough but we’re both committed to it and we talk about the issues as they come up — and try not to involve anyone else.

– Jenny Thompson, chief operating officer, Health Subsidiaries, Agora Inc

Rachel Zupek is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow her on Twitter: https://twitter.com/CBwriterRZ.

From the CEO to the Receptionist

By Anthony Balderrama, PrimeCB.com writer

In the sales world, the fabled “elevator pitch” is championed as a business fundamental. If you can’t recite your job description in a 30-second elevator ride, you’re going to miss out on major business opportunities.

That’s great advice for people who have less than a minute to kill and in situations where chitchatting about your job duties is appropriate. Unfortunately not all conversations are as brief. When you and a few colleagues are sitting in a meeting room waiting for everyone to arrive, you have too many minutes of silence to fill. Or ask anyone who’s been at a lunch where most attendees don’t know each other and they’ll tell you that job descriptions don’t take up nearly enough time.

Unless you want to play with your salad for an hour and watch tumbleweeds to roll by, you need to learn how to talk to anyone you might encounter at work.

Think small
If you’re in a situation where you have no choice but to talk to the people you’re with, the first thing you should do is look at it as an opportunity to make new contacts. Don’t view talking to business associates as a chore. Approaching the conversation in this mindset will take the pressure off of you to perform and you can just be yourself.

Talk about what you know, says Sue Thompson, who conducts personality and business etiquette training for Set Free Life Seminars.

“Use a three-month rule: Start with topics on which you can generate conversation having to do with something you’ve done in the past three months or are planning to do in the next three months,” Thompson recommends. This route could lead you to talk about remodeling your home, taking a vacation or picking out a new family pet. Not only are you comfortable talking about these topics, but the other person can offer his or her experience on the subject.

Asking questions and discussing topics that invite dialogue, rather than monologues, are also good steps. You want some give-and-take during the discussion, advises Lynne Eisaguirre, author of “We Need to Talk: Tough Conversatoins With Your Boss.”

“Ask open-ended questions,” Eisaguirre says. “Open-ended questions are those that start with who, what, where, when. If you ask these kinds of questions, it keeps the conversations flowing better than if you ask a question that can be answered yes or no.”

Even if you never get beyond personal anecdotes about a vacation gone wrong or your child’s soccer game, the conversation is worth having. Resist the temptation to sit silently while everyone files into the meeting.

“Always make the effort to start a conversation. Your work relationships are your wealth at work,” Eisaguirre reminds. “Especially in this age of downsizing, you need to maintain your relationships. It’s something that no one can take away from you, even if you leave your current employment. Relationships are built though conversations.”

Think about the amount of people supervisors, C-levels and other executives encounter each day. Even with the best memory and great personal skills, they’re bound to forget names. But if you’re the person that bonded with them over funny stories about your children or had a lengthy conversation about a current event, they’re more likely to remember you. It doesn’t mean a few minutes of chitchat will keep you safe during layoffs, but having a strong network can help you stay on important people’s radars.

Listen, listen, listen
Conversations consist of a dialogue, and for one person to talk, the other one has to listen. (Or at least the other person should be listening.) Otherwise, you have two people waiting to talk and no exchange of ideas — not exactly the experience you want to have with your colleagues. That’s why, in a conversation, listening is just as important as speaking, says Lynne Sarikas, director of the MBA Career Center at Northeastern University’s College of Business Administration.

“Early in my career I heard very sage advice: ‘There is a reason you have one mouth and two ears; you are intended to listen more than you speak,’” she says. “Still true today.” Regardless of your professional rank in relation to the other person, you can just be attentive and respectful during the conversation.

“Show the other person respect by listening to what they have to say,” Sarikas says. “Acknowledge, either verbally or with a nod, as appropriate. Ask questions. Use the person’s name. Do not interrupt when they are speaking.”

Sounds basic, right? That’s the point.

Regardless of whom you’re talking to, the fundamentals of a conversation aren’t all that complicated. Just because someone has a higher job title than you, it doesn’t mean you have to relearn everything you know about having a chat with someone.

Here are some tips to remember:

· Talk about what you know
To kickstart the conversation, mention work, family, hobbies or current events (as long as they’re not controversial). Let the conversation flow from there.

· Listen
Make sure you let other people have their say. Listen for verbal cues to guide the conversation. If they seem disinterested in discussing work but perk up when you mention that you’re looking to adopt a puppy, go down that path.

· Be personal
In the busy business world, you’re often limited to holding conversations with the few same people over and over again. Use these one-off conversations as a chance to learn about new colleagues, find out what they do, remember their names and exchange cards or phone numbers if appropriate.

· Initiate conversation
The temptation will be to sit uncomfortably staring at your blank notepad or checking e-mail on your BlackBerry, but get over the initial discomfort and strike up a conversation. At worst you’re making small talk for a few minutes. But you might end up with a new contact in your network who can help you down the road.

Anthony Balderrama is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow him on Twitter at twitter.com/abalderrama.

By Anthony Balderrama, PrimeCB.com writer

Right now, “microblogging” is the technological term du jour. Twitter this; Twitter that. For some reason, once somebody created a Web site that told us we couldn’t type more than 140 characters, we couldn’t resist the challenge. It’s as though we were dared to share our most inane thoughts. The birth of the pointless Tweet was born, also known as “I’m eating string cheese and watching reruns of ALF!”

But remember a few years ago, when “blog” was the word you couldn’t escape? Magazine covers were devoted to blogs. What does “blog” mean? Is it going to kill traditional media? Who should be blogging? Why do we care what you’re blogging?

Now, blogs are something more akin to traditional (but still new) media. They’re not on par with The New York Times or CNN in terms of reputation, but each of those news agencies has its own blogs. And over the last few years, especially during the election, blogs played a major role in breaking news stories and motivating groups. Corporations now have them to connect with customers. Blogs are here to stay.

So the question is: Do you have one? If not, you might be missing out on a valuable boost to your career.

Why would you possibly want to blog?
In an already crowded blogosphere, why would you want to be just another small fish in a huge pond? Adrienne Waldo thought the same thing before she started her own marketing blog, Ask a Millennial. But once she started to post, she realized people were reading and interested in what she had to say. It helped her freelance career and she believes it can help others, too.

“Especially for someone just out of school, a blog is an excellent supplement to a résumé,” Waldo says. “It serves as a sort of enhanced writing sample because it allows employers a unique look at your personality in addition to seeing that you can, in fact, write. It also shows that you’re tech-savvy and motivated — both extremely important qualities to have in today’s job market.”

Of course, your blog won’t be an asset to you if it lacks direction and attention. Waldo suggests beginning bloggers set goals for themselves.

“A blog can be useful for countless reasons, so it’s best to decide for yourself what your purpose in starting it is,” she recommends. “It’s certainly fantastic for both visibility and staying current in today’s market, but how you position it is ultimately going to determine how it works for you.”

A good blog can work for you whether or not you’re employed. But a blog written by a job seeker desperately seeking a paycheck will not get you much traction. In fact, blogging is like many other traditional job seeking tools, says Lauren Milligan of ResuMAYDAY, a résumé writing service.

“Just like networking, blogging and developing a following should start when you are employed, rather than when you are in panic-mode,” Milligan cautions.

How do you present a blog to employers?
New media is proving to be a great tool for job seekers, employees and employers. Facebook, Twitter and blogs are increasingly become common ways to find jobs or recruit candidates. But the rules for social media are still mostly unwritten, and you might not know how to prove you’re both technologically proficient and professional. Milligan says you absolutely can do both, it’s just all in the presentation.

For clients, Milligan often inserts their LinkedIn addresses in the contact section of the résumé. She suggests doing the same with your blog address. Another option she recommends is to include a mention of your blog in your career summary statement. But if neither feels right for you, feel free to bring it up in the interview.

“A common interview question is, ‘What makes you unique from other candidates?’” Milligan says. “A great — and unique — answer would be, ‘One thing that may set me apart from your other candidates is my ability to introduce a dedicated and loyal following to your company. For the past eight months, I have authored a blog that has over 2,000 readers on a weekly basis. This blog is dedicated to trends, leaders and advancements in our industry.’”

She also recommends pointing out that you have been and will always be respectful of your past employers and that your goal is about making connections. If you can put the emphasis on your growth and how it will benefit the company, while simultaneously proving it’s not a place for you to vent about annoying co-workers, you’ll make a good impression.

“As an employer myself, I assure all job seekers that this would weigh heavily in a candidate’s favor,” Milligan says.

Both Milligan and Waldo stress the importance of knowing your limits. You don’t have to be an expert to write a good blog — and pretending to be one will only turn off readers. Being humble and showing humanity will pay off for you.

“Anyone can be a good blogger with the right dedication and motivation,” Waldo says. “You absolutely do not have to be an expert, but if you’re not, don’t pretend to be. That will get you in trouble. I recommend writing about something you love. It doesn’t have to be career-related. As long as you are passionate about the subject you cover, that will come through in your writing and people will enjoy your blog.”

Anthony Balderrama is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow him on Twitter at twitter.com/abalderrama.

By Selena Dehne, JIST Publishing

Questions about salary history and expectations often elicit feelings of anxiety, particularly when times are tough in the job market. Many who have been unemployed for several months worry their power to negotiate has diminished. Others know they are overqualified for the positions they seek and fear their salary history will screen them out of consideration.

Fortunately, there are ways to side-step these obstacles and enhance a job offer — even in this economy, says Laurence Shatkin, a leading occupational expert and author of the recently released book “Your $100,000 Career Plan.” He stresses that the most important thing to remember about salary questions is to delay discussing them until after a job offer has been made.

“Employers often ask for your salary expectations or salary history very early, perhaps even as part of the job application form or letter. This makes it easy for them to screen out a large number of applicants who don’t match the salary figure they have in mind. Don’t screen yourself out by giving this information,” Shatkin warns.

In his book, Shatkin provides a framework for answering such questions and outlines steps that will better prepare candidates to launch verbal negotiations. His tips include the following:

Before an interview
· If there’s a blank on the job application demanding a figure, write “Negotiable.”
· If the employer refuses to interview you unless you indicate your salary expectations, give only a ballpark estimate and make clear that you expect both parties will be flexible as you learn more about each other.

During an interview
· When asked about your salary expectations, shift the conversation back to your qualifications. For example, you might want to respond, “I’m sure you pay your employees fairly, and I expect you to pay me a fair wage for a person with my background. So let’s discuss my background and what I can do for your business.”
· If you feel you must specify your expectations, give a broad range based on research rather than on wishful thinking.
· Inquire about how much competition you’re facing. If you’re the only job candidate remaining, you’ll be able to negotiate from a stronger position.
· Use every opportunity to explain how you can improve the organization’s bottom line, because that is what justifies better pay.

After a job offer
· If the offer is more than you expected, congratulations! But you may get an even better one if you don’t jump at the first offer. Pause long enough to give the employer the impression you may be expecting more. You may even ask for time to think over the offer.
· If another employer has made a better offer, that’s the most powerful argument you can use
· If you have no other offers, but your research tells you the going rate is higher than what they are offering, tell them so. Keep in mind that they probably have also researched the employment market, so be sure you have very good sources to point to.
· If they won’t raise their offer enough to suit your expectations, ask them to agree to review your salary sooner than they normally would
· Employers who won’t budge on salary offers sometimes are willing to make concessions on benefits or perks that you want. Maybe you can get stock options, extra vacation, use of a company car or the ability to work at home part of the week. Sometimes you can argue that you both will gain from the benefit; for example, if the company pays your tuition expenses for night classes, they will profit from your improved skills.
· You may also be able to get concessions on certain work responsibilities you either want or want to avoid. For example, you might ask to be given a managerial task that’s not normally part of the job, and this eventually could lead to a higher-paying position. Any tasks you ask to avoid should be lower-level so that ruling them out would not interfere with your growth in the job.
· If possible, do all your negotiations face-to-face, rather than by telephone, because you can gauge people’s reactions better in person.Sometimes, candidates will say and do everything right during the interview process and during negotiations and still won’t achieve the job offer they were seeking. In these instances, Shatkin suggests telling the employer, “that the job is one you would like if the salary were appropriate, and thank them for their time and consideration. It is possible that they will not find someone else to fill the position and will reconsider hiring you at the salary you asked for.”

Selena Dehne is a career writer for JIST Publishing who shares the latest occupational, career and job search information available with job seekers and career changers. She is also the author of JIST’s Job Search and Career Blog (http://jistjobsearchandcareer.blogspot.com/).

By Rachel Zupek, CareerBuilder.com writer

By now you’ve heard several times that the job market is competitive and it’s more important than ever that you stand out to employers through your cover letter and résumé.

Well, you’re about to hear it again.

“While it is always important to have a remarkable résumé, a bad economy makes it even more important,” says Kathy Sweeney, a certified résumé writer for The Write Résumé. “With this situation in mind, it is more important than ever to communicate the value you bring to a potential employer.”

Here are a few pearls of wisdom: Communicating your value to an employer is not done by crowding your résumé with words like ‘results driven’ or ‘motivated.’ It won’t be done by listing what you think is an impressive list of job duties, and it sure as heck won’t be done by sending out one standard to résumé for every application. No, in fact, none of these mistakes will help pave your way for an interview, but you can bet they will aid in digging your own career grave.

So what is the easiest way to grab an employer’s attention? Simple: Spell things out for them.

“The primary function of a résumé is to get a candidate noticed in an effort to gain interviews,” Sweeney says. “It is a marketing document, in which a candidate sells his or her value to the employer. If the meat of the résumé is simply job duties, it will not do the job.”

If you need help creating your high-definition résumé, here are five common résumé errors you might be making, and how you can make things crystal clear for employers:

1. You aren’t quantifying results
Applicants often don’t know the difference between quantifying results and just stating a job responsibility. A job responsibility is something that you do on a daily basis and a quantified achievement is the result of that responsibility, Sweeney says.

“In this tight economy, employers want to know whether you can make or save them money,” Sweeney says. “By quantifying results, you show the next employer the results you have been able to obtain, either in dollar figures or percentages.”

Try taking anything you do in your position and attaching a number to it where possible. Say you developed a time-saving process or procedure, completed a project 10 days ahead of schedule or recommended a way to cut back costs, Sweeney says. All of these equal saved time and money for an employer.

2. You didn’t include keywords
We hear a lot about using keywords in our résumés and letters, but many job seekers just don’t get it. They don’t know what they are, where to find them or how to include them on their application materials.

Keywords are usually found in the job description for an available position. Keywords are not ‘team player’ or ‘good communication skills,’ Sweeney says. Keywords are specific to the position. For an accountant, for example, keywords might include ‘accounts payable,’ ‘accounts receivable‘ or ‘month-end reporting.’

“The whole goal from an employer’s perspective is to drill down to the least amount of candidates possible for interviewing purposes,” Sweeney says. “Keywords are utilized to trim down applicants to the most qualified candidates.”

3. You buried your achievements
Say you did list some accomplishments on your résumé, but they are mixed in there with your job duties. What good is that going to do you?

“If a candidate buries his achievement in a job description, nothing is going to stand out. A job seeker needs to outline what his duties are, as those are what most often match the job posting,” Sweeney says. “On a job posting, you will see duties, for instance, ‘Candidate will be charged with creating relationships with customers and selling XYZ product line.’ Job postings will never say, ‘Must produce at least $5 million per year in revenue.’ It is implied that if you know how to develop relationships properly, the results will be creating sales revenue.”

In order to make your achievements stand out, Sweeney suggests listing the job duties first and then the area for accomplishments as “key accomplishments.”

4. You didn’t include a summary
Including a summary on your résumé is one of those steps that many job seekers forget to take — and if they do remember, they usually include the wrong information. Your career summary should portray your experience and emphasize how it will help the prospective employer, Sweeney says. It should be very specific and include explicit industry-related functions, quantifiable achievements or your areas of expertise.

“You will lose an employer’s attention if this section is too broad,” Sweeney says. “Know the type of position you are targeting and use the keywords that relate to it based upon your background.”

5. Your résumé isn’t targeted
What better way to make things clear for an employer than by targeting your résumé to its company and open positions? If your résumé is generic, it makes the employer have to guess at the type of position you want.

“Human resources do not have time to figure out what a candidate wants to be when he or she grows up,” Sweeney says. “Let an employer know where you fit into their company.”

You should target all areas of your résumé to match what the employer is asking for — if nothing else, change the summary as it will be the first area read by hiring managers, Sweeney says. “Look at what is important in the position posting. Then, tweak your profile and perhaps some of your position descriptions to match how you qualify for the position,” she adds.

Now what?
Now that you’ve got your HD résumé, you need to put it in front of the right pair of eyes. Don’t just post it to a job board and wait for something to happen. Utilize your networks, post on social and professional networking sites and answer questions on industry forums or blogs in a well thought out manner, Sweeney suggests.

“You might have a great résumé, but if no one can find it, it defeats the purpose,” Sweeney says.

Rachel Zupek is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow her on Twitter: https://twitter.com/CBwriterRZ.

By Alaina Love, Co-author of “The Purpose Linked Organization: How Passionate Leaders Inspire Winning Teams and Great Results”

We’ve all heard the bad news about the challenging odds that today’s job seekers are up against. Unemployment rates are high and competing for a position with so many other skilled workers can feel like a bit like being a rookie player on the court with Kobe Bryant. So what can you do to stand out among all of the other candidates competing for positions today? Tap into your passions!

In order to find the right job, it’s essential to understand the kind of worker you are and the internal drivers that provide you with a sense of satisfaction and fulfillment. Operating from your passions will not only make you shine during the interview process, it will allow you to soar once you’ve landed the job. Passion is what we can combine with our skills to deliver great results and at the same time find meaning in our work. So, rather than adopting the mindset that you’re looking for a job, and concentrating solely on the title and job description, why not focus instead on whether the position will offer an outlet for your passions? It might open up whole new possibilities in your job search.

Through extensive research and testing, we at Purpose Linked Consulting have identified 10 “Passion Archetypes”, or styles of passion that workers demonstrate. They are specific and measureable personality characteristics described in “The Purpose Linked Organization” (McGraw-Hill, 2009), which offers free access to the customized Passion Profiler™ tool that will help you identify your individual purpose and distinct Passion Archetype:

· The Builder: This is an archetype that welcomes opportunities to construct new business or build a new function on an open landscape. Builders love uncharted territory and work best with an established goal and a clean sheet of paper; they require the freedom to create their own blueprint for achieving objectives. Builders are relentlessly results- oriented drivers of the business and are often natural leaders.

·The Transformer: This archetype thrives in chaos and change. Transformers identify and embrace possibilities for improvement in the business, the environment or in others. They rarely wait for change to happen, but instead seek to orchestrate change and may become bored when things remain the same.

· The Processor: Quality oriented and analytical, Processors enjoy sifting through information and data to see what it reveals. They often anticipate what course corrections are needed based on their interpretation of information, saving themselves or the organization from serious mistakes.

· The Altruist: With a strong passion for doing work that benefits society or contributes to the higher good of the organization, the Altruist often acts as the company’s moral compass. Altruists will challenge the organization to make decisions that positively impact the larger world.

· The Healer: This archetype takes personal responsibility for helping others navigate through their pain to find a better place. Healers can be found working behind the scenes in an organization, offering advice and counsel to co-workers, as well as in traditional healthcare roles. They are likely to be the first to identify dysfunction in the organization and step forward with a remedy.

· The Connector: With a passion for communications, negotiation and building bridges between people and needs or between problems and solutions, the Connector is the architect of relationship. They seek common ground through which issues can be resolved and individuals brought together.

· The Creator: Like the Great Masters, Creators take the concepts in their minds and translate them into a form that others can appreciate. Creators focus intently on the aesthetic, and look for beauty and functionality in whatever they manifest through their work. They are the artisans of the organization.

· The Teacher: These individuals are promoters of learning and avid seekers of knowledge. Teachers can be counted on to help others develop, to translate new information in ways that make it easily understandable, and to share all that they know within their area of expertise.

· The Discoverer: They are the explorers of the organization. Discoverers enjoy designing experiments or approaches that will help uncover a hidden truth. They are often innovators who enjoy solving challenging puzzles.

· The Conceiver: Big-picture intellectual acrobats, Conceivers consistently push the edges of the envelope of thought and are likely to be the ones with the crazy idea that contributes to a breakthrough product, service, process or strategy. Because of their expansive thought patterns, they may resolve challenges while others are still grappling with understanding the question.

It’s a startling fact that most of us spend more 84,000 hours of our lives at work — and in these economic times, organizations are asking employees to deliver even more. So, why not make the most of that time by building a career in which you can thrive? Applying passion and skill at work is the winning formula that can make the difference between a just having a job or a creating a lifestyle.

Alaina Love is a business consultant, writer, speaker and the president of Purpose Linked Consulting, a leadership and organization development firm. She is co-author of the new McGraw-Hill book, “The Purpose Linked Organization: How Passionate Leaders Inspire Winning Teams and Great Results.” Alaina is also the author of “Leading With Purpose,” a monthly column for BusinessWeek.com.

Top 10 Jobs if He Gave Up Wizarding

By Kate Lorenz, PrimeCB.com editor

We all know that Harry Potter is the world’s most famous wizard, but what would happen if he decided not to pursue the magical arts as a career?

Sure, he could probably have his pick of jobs at the Ministry of Magic and Hogwarts would surely love to have its most famous alum as a professor, but really Harry is as normal as they come — wizard or not.

As the latest film installment in the franchise, “Harry Potter and the Half Blood Prince,” hits theaters, we wonder: If Harry were to pursue a Muggle’s (that’s a mere mortal to you and me) career, what would he be suited for?

Here are 10 jobs that Harry Potter might do if he ever gave up wizarding:

1. Journalist
Why? Harry knows the power of the media after his old “friend” Rita Skeeter, kept him on the front page of the Daily Prophet, the newspaper of the wizarding world. After vicious lies and inaccuracies were reported about him in the media, Harry might be inspired to search for and report the truth.

2. EMT
Why? Emergency situations depend on quick reaction and competent care, and the “The Boy Who Lived” knows a thing or two about this. From potions gone wrong to Quidditch accidents, Harry and his friends seem to always land in prickly scenarios. Harry manages to keep his cool and come to the rescue no matter the situation.

3. Public relations professional
Why? A PR professional must build and maintain positive relationships with the public. Potter relentlessly battles attacks on his character but manages to come out on top every time. How’s that for reputation management?

4. Spy or secret agent
Why? Two words: Invisibility cloak

5. Veterinarian
Why? Potter’s pet owl Hedwig is often his only friend and his godfather Sirius Black turns into a dog. He can also speak to and understand snakes with Parseltongue, a language associated with the Dark Arts, and bonds with the hippogriff Buckbeak. Perhaps he could partner with Hagrid, the half-giant who has a soft spot for all sorts of magical creatures.

6. Physical education teacher or coach
Why? Harry is particularly talented in the favorite sport of Wizards, Quidditch. He played the position of Seeker on the Griffindor team and eventually became its captain. He could train amateur or professional athletes for competition by holding practice sessions to perform drills that improve their form, technique, skills and stamina

7. City administrator
Why? Harry is all too familiar with the workings of Wizard laws — and breaking them. Whether he intends to or not, Potter seems to find himself dealing with the bigwigs at the Ministry of Magic fairly often. With this inside knowledge, perhaps a job in local government is ideal.

8. Management analyst
Why? Like many of us in this economy, Harry has to do more with less. Harry and his group of friends need to be scrappy when they need fight the latest evils in their lives. In this role, he could analyze and propose ways to improve an organization’s structure, efficiency or profits.

9. Social worker
Why? The first 12 years of Harry’s life were not the happiest: His parents were killed when he was just an infant and he was and he was treated more like a servant than family in the less-than-loving-home of his Aunt Petunia, Uncle Harry and Cousin Dudley. He no doubt would no doubt thrive at looking after the welfare of abused or neglected children and helping parents learn how to better care for children.

10. Drill sergeant
Why? Harry is not what you would call academically gifted. He is, however, a natural in the subject of defense against the dark arts. He led the secret class of Dumbledore’s Army when the subject was banned from Hogwarts. Pair his natural defense skills with his leadership and quick temper and you’ve got a born drill sergeant.

Kate Lorenz is the editor for CareerBuilder.com and its job-seeker blog, www.TheWorkBuzz.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow CareerBuilder on Twitter www.twitter.com/cbforjobseekers.

By Anthony Balderrama, PrimeCB.com writer

Not everyone is suited for every job. For example, I’m in awe at anyone who works as a restaurant server. I’m certain that given a tray of food to carry from the kitchen to a table, I’d drop it in the first few steps. I’d also dump a pitcher of water on any customer who was rude. And I guarantee you I’d forget to put orders in and would serve food to the wrong tables. I just don’t have the talent.

Yet, plenty of people do. They’ve got good personalities, customer service skills and the patience of multiple saints.

Similarly, if you don’t have that magical formula of skills and personality, you’re probably not likely to go into sales — especially a commission-based position.

Positions that rely on commission usually have a base salary, then for each sale or goal met, the employee earns additional compensation. Depending on how you react to that description, you might know if the field is right for you. Are you thinking of all the opportunities you have to earn more and challenge yourself, or are you freaking out that you could end up barely earning enough to live because you’re not a good salesperson?

H.U. Nguyen used to work a commission-based position, and he found the compensation system beneficial.

“I worked at a company for two years where there was a base salary of under $40,000 and commission on top of that,” Nguyen says. “The company provided online products that would help with media relations (i.e., media database, media monitoring). We had a quarterly goal in which we had to meet in order to receive commission. Also, we had sales contests, and whoever sold the most was rewarded monetarily.” In addition, all employees were given an additional award if the company met a separate revenue goal. “With commission, we were able to earn $10,000 on top of our base salary.”

For Nguyen, his compensation structure worked better than companies where the base salary is extremely low and the commission package is disproportionately higher.

“I would probably have focused on ‘making the numbers,’” he says. “I think it was more important to serve our clients. We had a good relationship with our clients; they [wanted] to work more with us. There [was] loyalty.”

Still, commission-based work is difficult because you can’t just coast from paycheck to paycheck, says Stephen Viscusi, author of “Bulletproof Your Job: 4 Simple Strategies to Ride Out the Rough Times and Come Out on Top.”

“It’s a really difficult time to work solely on commission. You have to have faith on the product or service you are selling,” he cautions. “But people who do are usually very confident and make very good money.”

Where to find commission-based jobs

Jobs based on commission are everywhere. Most industries have these positions at some level; you just have to look for them. The reason is that sales is a vital part of most organizations, whether in the form of a sales associate in a store or an inside sales agents behind the scenes.

Once the economy bounces back, you might see sales positions among the first jobs to benefit. Because these positions are integral in every company across every industry, and without them many businesses wouldn’t be able to earn money, employers will be eager to bring them on board. Sales skills will surely come in handy once this recession gives way.

To help anyone looking for sales work, especially if the idea of earning commission appeals to you, we’ve put together a list to jumpstart your job search.

Note that outside and inside sales are not separated by industry. Each employer in the list below could employ agents in both inside and outside sales. If you think you’re a better field agent than inside agent, contact the company anyway and see if they’re not looking for both.

Here are some jobs that earn commission:

Retail sales associates
What they do: When you go to a retail store to buy clothes, a new computer or cell phone, retail sales associates help you choose the right item and answer any questions you have. They try to make your shopping experience as easy as possible.
Who employs them: Clothing stores, electronics stores, telecommunications agencies

Automotive sales associates
What they do: Buying a car would be pretty tricky if you didn’t have a salesperson to help you with the process. These sales associates help customers choose a car that best suits their needs and fits within their budget.
Who employs them: Automotive dealerships

Insurance agents
What they do: Insurance agents might sell individual policies or larger policies for businesses of various sizes. Depending on their specific position, they might approach prospective customers or customers might first approach them.
Who employs them: Insurance companies.

Marketing sales agents
What they do: Marketing agents often respond to inquiries from customers looking for advertising opportunities. They can also be field sales agents making the first contact with potential customers.
Who employs them: Advertising agencies

Wholesale manufacturing sales agents
What they do: When companies are looking to purchase bulk products, they deal directly with wholesale manufacturers. The sales agents work with companies to make large-scale transactions of whatever good or service their employer provides.
Who employs them: Wholesale manufacturers in various fields

Anthony Balderrama is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow him on Twitter at twitter.com/abalderrama.

By Rachel Zupek, PrimeCB.com writer

In today’s uncertain job market, even the jobs once marked as “recession-proof” are not as safe as we thought. So where should you focus your job search?

Several trends — existing and emerging — continue to drive job growth and creation throughout the United States. Developments in technology, health care, environmentalism and globalization, as well as current trends in the economy are clearing the path for several cutting-edge careers to surface.

If you’re in the market for a new job, here are seven emerging careers that are making a mark and poised for growth in the coming years. Please note that salary and job growth information is not collected for all positions because of the size and awareness of each job.

1. Home stager
The real-estate market is not what it used to be and homes are taking longer to sell. Potential buyers usually decide how much they like a property by picturing their own possessions in the house. That’s not always easy if the home is cluttered with unattractive décor and furnishings. House stagers work with real-estate agents and their clients to improve the appearance of their home and make it more appealing for potential buyers.
Industry umbrella: Interior design
Job growth: N/A
Salary: Most stagers are self-employed and set their own fees. Prices may vary from $75 for an initial consultation to $500 for staging an entire house.

2. Health informatics technician
Each time you go to the doctor, everything about the visit is added to your medical file. As health-care facilities everywhere make the change to electronic medical records, informatics technicians not only transition the files, but they use computer systems to help doctors analyze, diagnose and treat patients based on the information they are given. This computer data also improves care, controls costs and provides documentation for use in legal actions.
Industry umbrella: Health care
Job growth*: 18 percent
Salary**: $31,208

3. Simulation developer
From entire virtual communities like Second Life to various online demonstration videos, simulations are becoming the way of the world. Be it pilots using in-flight simulators to prepare for high-risk situations; landscape architects using video reproduction to help clients envision proposed ideas and plans; or medical students diagnosing and treating virtual patients without risking a real person’s life, simulators are a new way for professionals in all industries to train, practice and prepare for exciting — and potentially dangerous — situations before they happen.
Industry umbrella: Computer software engineers
Job growth: 38 percent, based on industry projectionsSalary: $58,163

4. Green jobs
The environmental wave, in addition to President Obama’s promise to create 5 million green jobs, is creating jobs in everything from sales to government to nonprofit organizations. Whether it’s a company researching how to make green products or a consultant implementing recycling procedures, the “clean-energy economy” is creating several opportunities in sectors including, but not limited to, energy generation, transportation, agriculture, waste and wastewater, and research and advocacy.
Industry umbrella: Clean energy and energy efficiency
Job growth: Clean-energy jobs outperformed job growth in 38 states and the District of Columbia between 1998 and 2007, the most recent year for which data are available, according to a study by Pew Charitable Trust.
Salary: Salaries depend on specific position

5. Emergency management

Since the Sept.11 terrorist attacks, jobs in the anti-terrorism field have grown. The required skills for positions in the anti-terrorism field are demanding, but a more attainable (yet still in-demand) career option is in emergency planning. Not only do emergency planners prepare and plan for terrorist attacks, they also train and prepare for responses and procedures for other disasters such as fires, floods, hostage situations or pandemics.
Industry umbrella: Management, business and financial operations
Job growth: 7 – 13 percent
Salary: $48,386

6. Career counselor
Workers need jobs; employers need workers. With the present economy, career counselors are needed more than ever. They offer job seekers career guidance and job-hunting advice, and can to help them improve their well-being through their work. Career counselors differ from a career coach in that not only will they help you in terms of your career, they will also seek to improve your overall mental health.
Industry umbrella: Human resources
Job growth: N/A
Salary: $47,074

7. Patient advocate
Anyone who’s ever had health issues knows that the health-care system is not the easiest thing to navigate, especially when you or a loved one is sick. That’s what patient advocates are there for. As the population continues to age and health worsens, patient care advocates will become more important to the job market. Advocates ensure that patients are informed, visiting with the right specialists and taking the right medicines, as well as educating family members on how to care for their sick relative. Perhaps most importantly, patient advocates will sort through medical bills and negotiate fees with health-care providers and insurance companies.
Industry umbrella: Health care
Job growth: 24 percent (for medical and public health social workers)
Salary: $47,560 (for medical and public health social workers), according to the BLS

*Job growth through 2016, according to the Bureau of Labor Statistics
** US national average salary provided by CBSalary.com, powered by SalaryExpert

Rachel Zupek is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow her on Twitter: https://twitter.com/CBwriterRZ.

Rachel Zupek, PrimeCB.com writer

Job seekers in today’s economy are all familiar with the difficulty in finding a job. Adding to that difficulty is the fact that many job seekers are all competing for the same positions and job titles.

Perhaps the secret to finding a job in this competitive market is by looking for work in a lesser-known field that not many people know about. Do such industries exist? Absolutely — you just need a little help in finding them.

U.S. News and World Report compiled their annual “Best Careers” report and this year, they added something new. They profiled 10 jobs that scored just below “Best-Career” level but, because they’re little known, they may be easier to land a job.

(more…)

Today’s economy has thrown the job market for a loop, changing every aspect of the career cycle. Not only is it more difficult to search for, find and keep a job — it’s also harder to land interviews, get your résumé noticed and feel like you actually have a shot at a position.

Perhaps the biggest change that’s come from the unstable economy is older workers’ retirement plans. Baby boomers approaching “retirement age” find themselves having to rethink their plans, deciding if they can retire — or if they want to.

“Boomers are challenging myths about work and retirement that limit them and are doing so with good reason. The new reality is that boomers are healthier than past generations and will be able to remain actively engaged longer,” say James W. Walker and Linda H. Lewis, co-authors of “Work Wanted: Protect Your Retirement Plans in Uncertain Times.” “Working is much more than earning money for many boomer professionals. Many individuals look for social stimulation, satisfaction and the opportunity to make a contribution as they weigh various options.”

And options they have.

These days, retirement is just one option out of many that seasoned workers have when it comes to thinking about leaving a career.

“The magic age of 65 for retirement was set by Social Security in 1935 [when] only 53.9 percent of men and 60.6 percent of women were expected to reach age 65,” says Joseph Sturniolo, founder of ROAR, a Denver-based organization that counsels persons seeking meaningful alternatives to conventional retirement. “So why turn us out to pasture at 65? For many people, postponing retirement represents a chance to discover or re-discover and deploy their unique gifts.”

Here, five retirement experts weigh in on the pros and cons to a few (of several) of your “new retirement” options.

Option A: Retire as planned
The decision to retire, while always important, has never been more so, says Andrew Betts, an independent financial planner who specializes in retirement planning. Retirement means freedom for many, whether it’s spending time with grandchildren, working on the garden or the golf game, or just getting out of the rat race, Betts says. “For those who are willing to be flexible with their standard of living, retirement might be the best quality of life choice,” he says.
Pros: You won the rat race, officially.
Cons: There’s the possibility of miscalculating your amount of permanent income, facing the risk of inflation, or not being prepared to cover the expenses of a health-care issue, Betts says. “Make sure that you have enough permanent income to cover your basic expenses, that your portfolio is managed so that it grows faster than the rate of inflation, and that you maintain insurance to cover major expenses that couple wipe out your savings,” he says. “You may end up sacrificing a little standard-of-living for quality-of-life, but if you do it right, you won’t regret that decision.”

Option B: Stay in your current role, but scale back your workload
Jan Cullinane, co-author of “The New Retirement: The Ultimate Guide to the Rest of Your Life,” says that for many boomers, their career is their passion. If that’s the case, try a “phased retirement” by scaling back hours, working a more flexible schedule or perhaps taking a long vacation or sabbatical.
Pros: You can still earn a (smaller) paycheck, have increased flexibility and prepare yourself for full-time retirement. Plus, you’ll still enjoy some of the non-financial perks of working, such as having structure, intellectual stimulation, social support and a feeling of contributing, Cullinane says. Phased retirement is also a plus for employers, who can save money and retain expertise, she says.
Cons: There are some tax/social security/pension issues associated with phased retirement. “There is a $1 reduction in social security benefits for every $2 earned above the earnings limit, [which] depends on the monthly social security benefit amount,” Betts says. “If you earn over the limit and benefits are withheld, your social security benefit will be increased after you stop working. There is a special rule for your first year of retirement that the annual limit doesn’t apply to accommodate those who have earned more than the limit before the date of their retirement.”

Betts adds that delaying the start of social security payments until age 70 dramatically increases your payout. “The breakeven by delaying from 62 or from full-retirement age to 70 is about eight years,” he says. “Life expectancy at 65 is about 20 years. So with breakeven at about 78 and life expectancy about 85, delaying the start of social security until 70 is beneficial in most cases.”

Option C: Switch industries
You’ve decided you want to keep working, but you’re ready for a change of scenery. What better solution than to use transferable skills from your current position to transition a different industry?
Pros: “If you enjoy a challenge or variety, learning the ins and outs of a new industry can be fun and challenging,” says Randi Bussin, a career reinvention coach. Changing industries but maintaining a similar job description can help leverage your skills and competencies in a new field without having to learn a lot of new information. Plus, Bussin says, you can target industries with high-growth potential, like health care or green technology.
Cons: Switching industries will only be good if you truly like your job function. “You are only changing your industry, so if you don’t like what you do, that issue will not be resolved,” Bussin says. Additionally, changing industries can involve a steep (and sometimes stressful) learning curve. And while you may have a great reputation in your current industry, you may not be a known entity in the new industry for a while, Bussin says. If your ego can’t handle that, switching industries isn’t the option for you.

Option D: Start your own business
Say you want to keep working, but maintain some of the freedom you would achieve in retirement. If this is the case, becoming an entrepreneur might be your best option. Nearly one-third of all persons age 55 is already self-employed or owns their own businesses, according to a study by Met Life. Additionally, half of the 7.4 million Americans who are self-employed are baby boomers, according to AARP. Why not join them?
Pros: If you work for an employer who is reluctant to provide flexible work arrangements, becoming a free agent is a great option, Walker and Lewis say. Plus, landing a position at a new company can take up to a year or more, whereas starting your own business or buying one from someone else will take less time.
Cons: Everyone thinks their idea for a business will be a success, but many find out the hard way that may not be the case. Individuals should think of free agency as not only an opportunity, but also as an alternative with both positive and negative consequences,” Walker and Lewis say.

Option E: Do something more fulfilling
Sturniolo says that many of his baby boomer clients seem to look forward to retirement with dread — a sense that life will be less interesting and less meaningful. But, that doesn’t have to be the case. “While they may be ready to retire from what they have been doing, they clearly are not ready to retire from life and from using their God-given gifts,” Sturniolo says.
Pros: Those who know are aware of their gifts can fully put them to use in their work or volunteer pursuits, Sturniolo says. They want to continue to be engaged in using and sharing their gifts, and are often more engaged than other workers.
Cons: “Shifting your life’s focus requires you give up some comforts as well as entanglements and needless commitments,” Sturniolo says. “It might also mean living on less money, giving up some luxuries. It could also mean less time with friends and family. Is the trade-off worth it?”

So, to everyone out there looking to rethink their retirement plans, Walker and Lewis leave you with this:

“Whether working part time, choosing a preferred schedule or workplace, phasing in retirement or staying on with the same company as an independent contractor, each alternative represents a viable option. Recognize that [you] have choices and do not need to jump off a cliff into retirement.”

Rachel Zupek is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow her on Twitter: https://twitter.com/CBwriterRZ.

By Rachel Zupek, PrimeCB.com writer

As everyone knows, finding a job is no easy feat, especially in today’s business climate. Consequently, many job seekers are finding themselves looking for work outside of their comfort zones in different cities, levels and industries.

While making a change across industries can be difficult and sometimes daunting, job seekers are forced to look for work elsewhere as more and more sectors lose jobs each month.

“Industries are going away; jobs are going away. I think people are looking at changing industries out of necessity, not choice,” says Deborah Brown-Volkman, president of Surpass Your Dreams, a career-coaching company.

The trick to changing industries successfully is finding what the marketplace is looking for. Once you know what employers want, then you can look at your own skills to see if they’re a match, Brown-Volkman says.

“It’s your job to tell people why you are a match for a position,” she says. “Show them that you not only understand the responsibilities of the position, but how your skills are transferable. In addition, your background has given you insight that will help you perform that role exceptionally well. They may or may not accept your background, but at least you tried.”

Want to know how you can identify your transferable skills and change industries successfully? Here are four easy steps to follow:

Step one: Do some research
Start with an online search for your current or most recent job title and see what comes up. It doesn’t matter where they are located (yet), you just want to see what the job market is looking for, Brown-Volkman says.

Step two: Make a list
Take out a sheet of paper and make a list: On the left side, list the requirements for the jobs you want. On the right side, Brown-Volkman suggests you do the following:

· If you have done the same tasks in a different industry, write down what you did.
If a new job requires project management or sales, for example, and you’ve managed a project or sold something in the past, write it down. The terminology might be different, but how you went about doing these assignments is the same, regardless of the industry, Brown-Volkman says.

· If you’ve done something similar, write down how it was similar or close to what the employer is looking for.
Let’s say a prospective employer wants you to run reports, which you’ve done before, but they want you to use a software program you’re unfamiliar with. Research the type of reports the software produces, Brown-Volkman suggests. The software might be different, but the output of the report is probably similar. Write down how.

· If you’ve never done a task, write down in detail how you’ve overcome not knowing how to do something in the past. This will be how you’ll show you can acquire new skills.
Maybe a potential job includes selling a product you’ve never sold before. Write down how you’ve sold something in the past that you didn’t how to initially, Brown-Volkman suggests. Detail how you got up to speed — it will show your initiative, drive and ability to learn new skills.

Step three: Work isn’t the only thing that counts
Many job seekers are under the impression that because they haven’t worked in a specific area, they don’t have experience. Brown-Volkman notes that experience comes from different places like work, hobbies and volunteer efforts. Make another list of your skills, talents and abilities; compare them to the job descriptions you’ve been looking at. Can something from your life outside of work help you get a job you want?

“Everything you have done up to this point in your life is relevant,” Brown-Volkman says. “I helped a woman who was in corporate communications get a job in the nonprofit art world because her hobby and passion was art.”

Step four: Rewrite your résumé
If you want a job outside of your industry and your résumé is filled with words and initials that only the people in your sector understand, take them off, Brown-Volkman says. Create a new version of your résumé that details what you did, rather than the industry you worked in.

Brown-Volkman gives these examples:

· “16 years experience in marketing financial services” becomes “16 years marketing experience”

· “Worked closely in team approach with department heads in programming, research, marketing, business development and finance,” becomes “worked closely in team approach with department heads”

· “Conducted market/competitive analysis for the financial analysts and prepared business plans for venture capitalists” becomes “conducted market/competitive analysis and prepared business plans”

Get the picture?

Finally, Brown-Volkman says it’s true that people look to what you’ve done as an indicator of what you can do; people can write you off quickly if they see that you have not worked in their industry or held the same title before.

But, she says, “I would rather have someone wonder what industry you worked for and have to ask you, rather than write you off because they believe that for the three seconds they spent reading your résumé that you are not right for the job.”

Rachel Zupek is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

By Rachel Zupek, PrimeCB.com writer

You don’t get it: You’ve scoured the Internet for jobs. You’ve blanketed the market with your résumé. You’ve sent a basic cover letter with every application. Why isn’t anything happening?

While simply submitting your application materials and waiting for an opportunity to fall in your lap might have been enough to land a job at one time, the frustrating reality of today’s job market makes that type of job search impossible. Instead, today’s job seekers must go above and beyond if they want to stand a chance at landing a great opportunity.

Competing for work requires full engagement but generates significant momentum, says Jim Villwock, author of “Whacked Again! Secrets to Getting Back on the Executive Saddle.” But many job seekers get distracted in their searches and get frustrated when they don’t see results right away.

“Initially, it is overconfidence that the process will be easy and [that] time should be carved out for family, sports and other activities that were neglected when working. The opposite is true. Getting a job is usually more work than being employed,” Villwock says. “The core mistake is not procrastination, not working on a résumé or not going to a networking meeting. It is not knowing the process and working the plan to get the job that you deserve.”

Here are 10 reasons your job search might not be succeeding:

1. You aren’t networking
No one can help you find a job if you they don’t know you need it. Your friends, family and previous employers all know someone who knows someone, so utilize their knowledge and connections as you look for work.

Additionally, make yourself (and your job search) visible on social and professional networking sites like BrightFuse, Facebook or LinkedIn. According to a survey by Robert Half International, 62 percent of executives think professional networking sites will be useful while searching for candidates in the next few years. Thirty-five percent of respondents said they would use social networking sites as a recruitment resource.

2. You’re skipping the cover letter online
For some reason, people can’t get used to the idea of submitting a cover letter online, so they just skip the step altogether. Wrong move, people. Your cover letter is your chance to make a good first impression or address any inconsistencies on your résumé. When sending your application via e-mail, your cover letter serves as the body of the e-mail and your résumé is attached.

3. Your cover letter is generic
Now that we know you have to send a cover letter, the next step is making sure that it’s not generic. You need to tailor each letter to a specific job and person, while clearly identifying the aspects of your background that meet the employer’s needs, says Ane Powers, managing partner at The White Hawk Group, a career management firm.

“Your cover letter is your ticket to the interview. The ticket is voided and placed in the ‘thanks, but no thanks’ pile if it doesn’t scream, ‘I am a perfect fit for this position,’” she says.

4. You’re procrastinating
Oftentimes, when we don’t see the results we want, we get frustrated and worried. After applying to so many jobs without hearing anything, you just don’t have the energy to update your résumé, write a targeted cover letter or follow up with a hiring manager, so you put it off until tomorrow, then the next day and the next day. But why put off until tomorrow what can be done today? Your dream job is not going to fall from the sky, so continue to endure and be proactive in your search.

5. You’re searching for jobs only on the Internet
While job boards and company Web sites are a great starting place to find a job, the majority of open positions are never advertised, Powers says. Communicate with people who can help you: Human resource managers, recruiters and successful professionals will all be key in discovering new opportunities.

6. You’re not doing your research
This might be the most basic piece of job advice out there, yet some people still choose not to follow it. Executives polled by Robert Half said 25 percent of candidates didn’t have any knowledge of the company or industry to which they’re applying.

Things change every day in business, especially in today’s market. It’s important to know of any changes going on at the company where you’re applying. If you are applying for work in a new industry, do some research to prove that you can be a valuable addition to that field.

7. You’re blanketing the market with your résumé
“Attractive candidates demonstrate strategic marketing. Blanketing the market with your résumé demonstrates desperation and lack of strategic thinking,” Powers says. Don’t send résumés to every single job opening out there. Identify the organizations that meet your requirements and go from there.

8. You’re not following up
Too many job seekers assume that if they haven’t heard back from an employer, it’s because they’ve been shot down for the position. While that may be true, there is also every possibility that your résumé never made it to its final destination or it got lost in the flood of submissions. Eighty-two percent of executives say candidates should contact hiring managers via e-mail, phone or personalized letter within two weeks of submitting their résumés, according to Robert Half. Just contact the hiring manager to say that you wanted to confirm your application was received and ask if he or she needs anything else from you.

9. You have too many distractions
Try to focus on only your job search for a couple of hours each day — don’t check your personal e-mail, make phone calls or surf the Internet (unless it’s for jobs).

“Conducting a job campaign is a full-time job. As with any job, to achieve results, one needs to set goals and develop an action plan to achieve the goals,” Powers says.

10. You don’t ask for the job
Many candidates are shy about being too outspoken or upfront about their desire for the job, but many hiring managers will be impressed with your candor.

“Employers are looking for candidates who are excited about the position,” Powers says. Be forward and ask for the position by telling the interviewer why it is a good fit for you and the organization.

Rachel Zupek is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

By Rachel Zupek, PrimeCB.com writer

There are certain things you probably shouldn’t ask your boss:

“Are you an idiot?”

“Who actually pays you to do this?”

“How much did you spend on that bad toupee?”

But what about the things you should ask your boss? In today’s turbulent job market especially, it’s important to ask important questions and be on your boss’s radar (and not because you asked him if he showers daily).

Some job seekers and employees mistakenly think asking questions shows lack of intelligence, says Caroline Ceniza-Levine, partner at SixFigureStart, a career coaching firm. On the contrary, it’s worse to think of questions later and then have to go back and get them answered. It’s even worse to not ask questions at all and find out you misunderstood or left something out.

“Thoughtful questions show professional maturity; clarification questions show that you are actively listening and thinking of the details,” Ceniza-Levine says. “If you are just asking the boss to repeat herself, then you show you are not paying attention. If you ask a question that deepens and expands the discussion, then you demonstrate that you are paying attention, reflecting on what is said and adding to this.”

Here are nine questions to ask your boss that can help boost your career:

1. How will we gauge my success in three, six or 12 months?
It’s important to know how you and your boss will gauge your success, and to have a working time frame, Ceniza-Levine says. You need to know that you are working on what matters and aiming for results that will be measured. The less subjective you can make your work, the better it will be for you come bonus or promotion time.

2. How do you prefer to communicate and how often?
It’s important to talk to your boss formally for things like performance evaluations, but it’s also imperative to know how to get feedback on an everyday basis, Ceniza-Levine says. Does the boss want you to check in every day, every week or only when a specific project is happening? Does he want you to swing by unannounced, make an appointment, send an e-mail or call first?

“People have different expectations in terms of frequency and method of communication, so ask how your boss likes to communicate and adjust accordingly. If you need more or less feedback, this will be something you need to communicate,” she says.

3. What does my career path look like at this company?
This is a tricky one. On one hand, asking this question shows that you are focused on making a long-term career at the company. On the other hand, you have to be careful not to appear as if you are constantly looking outside, Ceniza-Levine says. Ask this question after you know that your boss is happy with you in your current job and then you can decide what your next move is.

4. What areas do I need to develop to advance my career?
This shows your manager that you’re being proactive in making something happen for yourself. You’re trying to get explicit direction regarding advancement, and asking for specific feedback shows that you aren’t assuming what your weaknesses are.

“You don’t want to assume that you need more strategic planning or more analytical skills,” Ceniza-Levine says. “Maybe they really value relationship building, and the time you spend in front of the computer is time better spent meeting people in other departments.”

5. What’s our top priority?
Oftentimes, bosses assign employees more work than they realize. Asking him or her upfront what takes precedence makes your boss choose among the many projects you may have been assigned, Ceniza-Levine says. This is important so you know how to budget your time. You want to know the top priorities and save your best work for these.

6. Let me see if I understand this correctly … am I missing anything?
After your boss has explained something to you, it’s beneficial to summarize what you’ve heard so that the boss knows what information you retained and can fill in the details where you may have missed something, Ceniza-Levine says. Repeat what your boss says so that you are on the same page about next steps, otherwise you’re in for a rude awakening when the due date comes around.

7. What are my strengths?
You want to know your strengths so you can build on these to advance your career down the line.

“Sometimes people value things that you don’t realize; it might be so natural to you that it is unnoticeable,” Ceniza-Levine says. “Now that you know your boss notices and likes this strength, you can find a way to incorporate more of it into what you do.”

8. What can I do to help you?
Asking how you can help is important because it shows you are willing to go above and beyond, Ceniza-Levine says. Make sure you’ve completed everything already asked of you, otherwise it might seem like you’re angling for something other than your current job.

9. I’m working on projects X, Y and Z — do you think I can handle this task?
As mentioned earlier, managers don’t always know if you have too much on your plate. If you ask before committing to a new task, your boss’s priorities will dictate your choices — not your personal preference, Ceniza-Levine says. By listing what you already have going on but offering to do more, you come across as willing to go the distance.

Rachel Zupek is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

By Kate Lorenz, PrimeCB editor

For many, the road to success cuts through college and often graduate school. But the skyrocketing cost of education, coupled with the widespread squeeze on people’s bank accounts and time, makes pursuing a traditional four-year or graduate degree a pipe dream.

For others, like IT professional Chris Moyer, success isn’t contingent on a bachelor’s or master’s degree. Moyer’s career path began in high school, where she was able to take two weeks of technical training per month. After high school, she moved into data entry and computer operations. While she raised her small children, she did temporary computer work and then went to technical school for computer programming.

“I found a job at a small company, which had purchased a computer and some business software and needed someone to get it up and running,” Moyer says. “I took the job at minimum wage and earned the experience I needed to move on. There were similar jobs after that and I increased my salary along the way.”

She eventually worked her way into consulting and today, Moyer is an assistant vice president of IT working for a major bank.

Moyer’s situation is not unique. There are millions of people who find themselves in this situation including those who:

· Have a high school diploma or GED

· Have some work experience but no college degree

· Want to try a new career but don’t want to go through years of schooling

· Can’t afford the money or time to go back to school

So how do you land a job or change careers when your educational options are limited? Here are 20 jobs that require a high school diploma, on-the-job training, vocational training, certification or a combination:

1. Automotive service technicians
What they do: Also called mechanics, automotive service technicians inspect, maintain and repair automobiles and light trucks using traditional equipment and computerized tools.
What they need*: Post-secondary vocational award; certification from National Institute for Automotive Service Excellence (ASE) is highly regarded.
What they earn**: $37,662

2. Accounting clerks
What they do: Also known as accounts payable clerks or accounts receivable clerks. Their duties may include posting details of transactions, computing interest charges, making sure loans and accounts are up-to-date, and ensuring account accuracy.
What they need*: A high school diploma and some accounting course work or relevant work experience.
What they earn**: $29,991

3. Carpenters
What they do: From highways and bridges to kitchen cabinets, carpenters construct, erect, install and repair structures and fixtures made from wood and other materials.
What they need*: About three to four years of both on-the-job training and classroom instruction.
What they earn**: $36,889

4. Customer service representatives
What they do: Serve as the direct point of contact for customers of all types of businesses by answering questions and concerns, providing information and addressing complaints.
What they need*: Moderate-term on-the-job training.
What they earn**: $31,685

5. Dental assistants
What they do: Not to be confused with dental hygienists, dental assistants work closely with dentists and perform a variety of duties including instrument sterilization, obtaining records and preparing patients for treatment.
What they need*: Many skills are learned on the job, but there are also dental-assisting programs, which often take one year or less to complete.
What they earn**: $32,246

6. Electricians
What they do: Install and maintain wiring, fuses, circuits, outlets, load centers, panel boards and electrical machines in homes and businesses.
What they need*: Long-term on-the-job training, often in the form of an apprenticeship program lasting four to five years.
What they earn**: $47,869

7. Fitness trainers
What they do: Lead and instruct people in exercise activities, either individually or in a group setting , in fitness centers, gyms, hospitals, universities and clients’ homes.
What they need*: Post-secondary vocational award or certification is critical and depends on the employer and specific type of fitness work.
What they earn**:$24,890

8. Gaming managers and supervisors
What they do: Oversee the operations and personnel in an assigned area of a casino or gaming facility and ensure workers and gamblers are aware of and adhering to the rules of the games.
What they need*: Related work experience and a license from a regulatory agency.
What they earn**: $47,429

9. General maintenance and repair workers
What they do: Troubleshoot, inspect and diagnose problems in many different crafts (like carpentry, plumbing, air conditioning and heating, and painting) and decide the best way to correct them.
What they need*: Moderate-term on-the-job training.
What they earn**: $27,890

10. Home health aides
What they do: Assist elderly, ill or disabled people at home instead of health-care facilities. They provide services like administering medications and checking temperatures, and may also do housework and assist with personal care.
What they need*: Short-term on-the-job training by registered nurses or experienced aides.
What they earn**: $22,163

11. Interpreters and translators
What they do: Interpreters convert one spoken language into another and must express thoughts and ideas clearly; translators convert written materials from one language into another and should have excellent writing and editing skills.
What they need*: Fluency in two or more languages and long-term on-the-job training.
What they earn**: Interpreters — $37,700; Translators — $42,229

12. Manicurists and pedicurists
What they do: Also called nail technicians, they groom and polish fingernails and toenails and provide manicures and pedicures.
What they need*: Post-secondary vocational award; license may be required.
What they earn**: $19,978

13. Medical assistants
What they do: Perform administrative and clinical tasks (depending on what’s allowed by the state) in doctor and other health practitioner offices.
What they need*: Some may be trained on the job but others complete one- to two-year programs.
What they earn**: $30,136

14. Nursing aides, orderlies and attendants
What they do: Provide a variety of hands-on and routine tasks in many aspects of a patient’s care, including but not limited to: helping patients eat and groom, escorting them to exam and operating rooms, and taking temperature or blood pressure.
What they need*: Pos-tsecondary vocational award.
What they earn**: $25,133

15. Office clerk
What they do: Specific duties vary depending on type of office but can include administrative duties, data entry and using office equipment.
What they need*: Short-term on-the-job training.
What they earn**: $29,410

16. Pharmacy technicians
What they do: Work in retail and mail-order pharmacies assisting pharmacists by preparing medication, stocking shelves and performing administrative duties; state rules regulate specific duties.
What they need*: Moderate-term on-the-job training or certification.
What they earn**: $28,624

17. Restaurant cooks
What they do: Measure and cook ingredients according to recipes, use kitchen equipment and order food supplies.
What they need*: Long-term on-the-job training or vocational training.
What they earn**: $21,774

18. Retail salesperson
What they do: Assist customers in choosing merchandise, maintain the look and feel of store to set standards, and operate the cash register.
What they need*: Short-term on-the-job training.
What they earn**: $24,223

19. Skin care specialists and aestheticians
What they do: Cleanse and beautify the skin by giving facials, full-body treatments and head and neck massages, as well as applying makeup.
What they need*: Post-secondary vocational award and license.
What they earn**: $28,259

20. Truck drivers, heavy and tractor-trailer
What they do: Drive and operate large-capacity trucks and vans and transport goods including cars, livestock and other materials city to city or over long distances.
What they need*: Moderate-term on-the-job training, good driving record and commercial driver’s license.
What they earn**: $34,618

*Requirements listed are minimum requirements according to the Bureau of Labor Statistics’ Occupational Outlook Handbook. Requirements may vary by employer, job level and state requirements.

**All salary figures are U.S. national averages, according to CBsalary.com, powered by SalaryExpert.com.

Kate Lorenz is the editor for CareerBuilder.com and its job-seeker blog, www.TheWorkBuzz.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow her on Twitter www.twitter.com/katelorenz.

By Anthony Balderrama, PrimeCB.com writer

As fashion fads come and go each decade, so do employment trends. Back in the late 1990s and very early 2000s, it seemed that all things Internet would be around forever. Employment for dot-com jobs seemed to be on an upward trajectory with no limit.

Then 2001 came and things changed.

Internet-related jobs weren’t the first positions to take a hit, and they won’t be the last. But through all of these ups and downs — and it’s fair to say that this economy is down — some jobs fare better than others.

The idea of a stable job in this economy might sound impossible to you, but it’s not. Looking at the Bureau of Labor Statistics’ employment trends, certain industries are showing job growth or remaining flat, even during these tough times.

We looked at these industries and then drilled down to see what positions have been poised for job growth over recent years. Of course, geography plays a huge role in how available some of these jobs are, so your city might have taken a bigger hit in some industries than other places have. Still, this is a good place to start if you’re looking for some jobs that are still gaining momentum.

Here are some of today’s stable jobs and their average annual salary:

Civil engineers for the federal government
What they do: Design public goods (such as roads, bridges, airports) and monitor the progress of construction. They are involved from the concept to the execution of these structures.
Education requirements: At least a bachelor’s degree in engineering; additional coursework or training a plus.
Earnings: $62,804

Computer software engineers for the federal government
What they do: Create computer software, which can range from the applications you use at work to the games you play at home. Computer software engineers are involved from the creation to the testing stages.
Education requirements: At least a bachelor’s degree in computer science or software engineering; graduate work in mathematics and system design also beneficial.
Earnings: $75,850

Electrical engineers for the federal government
What they do: Work on and test the electrical equipment that you find in homes, office buildings, cars and airplanes, among other places.
Education requirements: At least a bachelor’s degree in engineering; additional course work or training a plus.
Earnings: $76,264

Managers for general merchandise stores
What they do: Oversee the daily operations of stores, which means they write schedules, ensure merchandise arrives and address customers’ concerns.
Education requirements: No strict education requirements, but high school diploma and extensive experience are common requisites.
Earnings: $74,010

Marriage and family therapists
What they do: Work with families or married couples where one or more parties are experiencing an emotional or mental disorder.
Education requirements: Requirements differ by state, but a master’s degree with relevant course work and a counseling license are standard for many therapists.
Earnings: $40,293

Personal and home care aides
What they do: Assist people who need care with daily tasks in their own home due to illness or disability. They perform housekeeping chores and help patients bathe or move around the house, depending on their needs.
Education requirements: Much training is on-site and there are opportunities for certification, but experience often is the biggest asset.
Earnings: $22,163

Sales associates for general merchandise stores
What they do: Assist customers with purchases and answer questions about products. Sales associates are often the first and only point of contact customers have when shopping at retail stores.
Education requirements: No minimum education requirements, but many employers have experience requirements.
Earnings: $21,923

Industry information based on data from the Bureau of Labor Statistics.
Salary figures based on data from CBsalary.com, powered by SalaryExpert.com.

Anthony Balderrama is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues.