With 9/11, Hurricane Katrina, wars in Iraq and Afghanistan, the Great Recession and everything in between, many of us are saying “good riddance” to what Time magazine referred to as the “Decade from Hell”. As 2009 winds down many people are ready for a fresh start in a new decade.
December 2009
Monthly Archive
Is your job search is showing no signs of life? Are its vital signs weak?
Today we have a guest post from Duncan Mathison, who is the co-author of the book “Unlock the Hidden Job Market: 6 Steps to a Successful Search When Times Are Tough” with Martha I. Finney (FT Press, 2009). You can check out their Web site at www.unlockthehiddenjobmarket.com.
Job Search CPR: How to Bring Your Job Search Back From the Dead
The difficulty with evaluating the progress of your job search is that there is only one true sign of success – a new job. So when you don’t see a lot of progress in this awful job market, you have to ask yourself, “Am I doing the right things to land a job or am I simply missing the mark?”
OK, so your job search might not be completely dead, but if it is not showing much life it is probably time to check its vital signs. Here are the signs of trouble and the right treatment to bring your job search back on track.
Your calendar is blank. You have no job interviews or networking meetings scheduled except coffee with an old friend. You might also have next month’s networking mixer mostly attended by other unemployed people. Your search is on life support.
The treatment: Start by scheduling the activities that will fill your schedule with interviews. In addition to meetings, schedule the time you will check job postings, research companies, and catch up on your professional reading.
Schedule specific telephone time to follow-up with every networking lead you have including those intimidating, very important and hard-to-reach people. With busy people, it is easier to schedule appointments a few weeks out than next week when they are heavily booked. Sure you want to be working instead of networking next month. Be happy that you won the appointment. If you land a job before then, the meeting can always be cheerfully cancelled.
Nonresponsive employers after a having “for sure” job interviews. It has been weeks since a promising job interview after which you heard nothing. Even your follow-up calls have not been returned. Careful, this can be a job search momentum killer.
The treatment: Grit your teeth, give out a low growl and vow never to treat a job applicant like that once you are in a position to hire. Sorry, but this is pretty typical (and inexcusable) behavior of employers. It’s time to move on. The best cure for a job that does not pan out is to have another two in the hopper. While you are at it, vow never to ease up on your job search just because you have a hot prospect.
Flat-lined with no new job leads. On-line job search tools significantly cut the time it takes to find any posted positions in the open market both for you and everyone else. As a result, employers are often buried in applicants and competition can be intense. Often employers bypass posting positions preferring informal sourcing instead.
The treatment: Apply only to posted job ads that are a fit and skip the long-shots. Adjust how you invest your time and go after the hidden job market through targeted identification of possible employers and, of course, the holy-grail of any job search: networking.
Exhausted network with no pulse. You have talked to “everyone” and they don’t know of any jobs “out there.” Now you are starting to feel like a stalker and you soon will have no friends left much less networking contacts.
The treatment: The important thing about networking is to know that networks tend to form in clusters of smaller groups. Network clusters can be insular and you may find yourself operating in a closed loop of contacts, thus the impression you have talked to everyone possible. If so, it’s time to “cluster jump.”
Start with the “100 rule.” Make a list of 100 people you know regardless of their relationship to your profession as well as industry experts such as authors, professors and consultants. Make sure every one of those people know the type of job you are looking for, the typical job titles of someone who would be your manager, and the industry you could work in. For bonus points, give them a list of 75 employers you think might hire someone with your skills. Ask them if they know of anyone who might know something about employers on the list.
Not enough major employers. You think you know who they are. You have established who among the top local employers could hire people with your skills, you have spoken to the hiring managers and they have your resume. Now what?
The treatment: According to government statistics, about 50% of all jobs are with employers who have less than 500 people. It’s time to dig deeper beyond the darlings of the local business media. Consider that many companies could have small field offices and R&D operations in town. Can’t relocate? In today’s virtual world, your job may not require you to be in an office or at corporate headquarters. Look outside of your community for employers if your job can be done remotely.
Duncan Mathison is the co-author of the book “Unlock the Hidden Job Market: 6 Steps to a Successful Search When Times Are Tough” with Martha I. Finney (FT Press, 2009). For more information or to contact the author directly, visit www.unlockthehiddenjobmarket.com.
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17 companies hiring in December
By Anthony Balderrama, PrimeCB.com writer
As 2009 winds down, you can’t help but realize what a roller coaster of a year it’s been. No one knew what to expect coming into this year, and we constantly looked for signs that the economy would turn around.
Fortunately, we have seen some clues that the situation isn’t as bad as it once was and won’t get as bad as we once feared. That said, plenty of people still need to find work and need a steady income to pay bills and living expenses. The need for a paycheck is especially high during the holiday season.
Job seekers will be happy to know that many companies are still hiring new workers. While some employers haven’t fared well this year, many others are booming. In fact, they’re doing well in a variety of industries. For example, Alabama-based manufacturing company ThyssenKrupp Steel is not only surviving the economy — it’s thriving. Home health-care company Bayada Nurses knows that health issues don’t stop for a recession, and they continue to need qualified employees to care for clients.
To simplify your job search, whether you’re looking for a job in your current industry or want to try something new, we’ve put together a list of companies hiring right now. What better way to end your year than with a new career?
Here are 17 companies hiring in December:
1. adidas
Industry: Retail
Number of openings: 250
Sample job titles: Store managers, team leaders, sales associates, district and regional managers, buyers, retail area trainers
Location: Nationwide (including Florida, California, Oregon, Texas, New York, Illinois and Las Vegas)
2. BAE Systems
Industry: Global defense and aerospace
Number of openings: 500
Sample job titles: Network security, systems integration
Location: Nationwide
3. Bayada Nurses
Industry: Home Health Care
Number of openings: 500
Sample job titles: Clinical managers, registered nurses, licensed practical nurses, certified nursing assistants, home health aides, physical, speech and occupational therapists, management trainees
Location: Nationwide (including Massachusetts, Connecticut, Vermont, New York and New Jersey)
4. Bridgestone / Firestone
Industry: Automotive
Number of openings: 900
Sample job titles: Automotive technician, store managers, automotive retail sales associates
Location: Nationwide
5. Career Education Corporation
Industry: Education
Number of openings: 500
Sample job titles: Admissions representatives, full- and part-time instructors, directors of admissions
Location: Nationwide (including Illinois)
6. Century 21 Department Stores
Industry: Retail
Number of openings: 300
Sample job titles: Loss prevention managers, sales associates, maintenance managers, general store managers, buyers
Location: New York
7. Check N Go
Industry: Retail / Finance
Number of openings: 70
Sample job titles: Customer service representatives, store managers
Location Nationwide
8. Dallas County Community College
Industry: Education
Number of openings: 50
Sample job titles: Nursing faculty, adjunct faculty, administrative deans, IT, staff positions
Location: Texas
9. EZ Pawn
Industry: Retail
Number of openings: 150
Sample job titles: Sales and lending associates, pawnbroker, inventory assistants, bench jewelers, multi-unit managers
Location: Nationwide
10. First American Payment: Summit Merchant Solutions, Trans Tech Merchant Group, Eliot Management Group
Industry: Merchant solutions, credit card processing Solutions
Number of openings: 500
Sample job titles: Outside sales representatives, customer service representatives, technical support representatives
Location: Nationwide
11. Gentiva Health Services
Industry: Home health care and hospice
Number of openings: 1200
Sample job titles: Registered nurses, physical therapists, occupational therapists, nurse managers, rehab managers, medical sales
Location: Nationwide
12. MarketStar
Industry: Sales, retail, electronics
Number of openings: 100
Sample job titles: Weekend sales associates, retail sales representatives, electronics sales, customer service
Location: Nationwide
13. Paycom
Industry: Internet payroll
Number of openings: 100
Sample job titles: B2B sales, sales representatives, payroll specialists, new client setup, administrative
Location: Georgia, Illinois, Oklahoma, Texas, Florida, Colorado, Arizona and North Carolina
14. Rollins, Inc.
Industry: Pest management
Number of openings: 50
Sample job titles: Outside sales, inside sales, pest management specialists, branch managers and region managers
Location: Nationwide (including Georgia)
15. Star West Satellite
Industry: Satellite TV
Number of openings: 100
Sample job titles: Satellite TV installers, satellite TV technicians
Location: Montana
16. ThyssenKrupp Steel
Industry: Steel / Manufacturing
Number of openings: 70
Sample job titles: Energy sourcing managers, energy (natural gas/electricity), technical specialists (hydraulic and pneumatic), safety specialists, quality systems specialist
Location: Alabama
17. YAI
Industry: Social Services
Number of openings: 90
Sample job titles: Occupational therapists, nurses, counselors, physical therapists
Location: New York and New Jersey
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.
Preparing for Your 2010 Job Search
5 tips to get you ready
By Robert Half International
The good news: You have a job. The bad news: You’d like to find a new one, and the current state of the economy has undermined your efforts.
You don’t have to wait out the storm. You can take steps to prepare for your job search. By laying the groundwork now, you’ll be well-positioned once the job market recovers, giving you a valuable edge.
Following are five tips to get you started:
1. Update your résumé. The most essential element of any job search is an up-to-date résumé. If you haven’t touched your résumé in awhile, dust it off and make sure it highlights your most recent skills, areas of responsibility and accomplishments. Taking a little time over several weeks to work on this document is better than rushing to complete your résumé all at once. Keep in mind that this draft of your résumé will serve as a starting point. You’ll want to customize it to each position for which you apply.
2. Keep your profile current. Your professional profiles on networking Web sites such as LinkedIn and Facebook serve as an informal résumé for recruiters, who are more frequently using these sites to locate talented candidates. Make sure your profile is complete and current. Also, consider taking advantage of the extra features many of these sites offer. For example, LinkedIn allows you to secure recommendations from members of your network for display on your page. Adding a few to your profile can help you stand out from the crowd.
3. Put your best digital foot forward. In a competitive job market, a polished professional reputation — both online and off — can make or break someone’s chances of landing a coveted position. As a result, it’s important to get a sense of your digital footprint, or the presence you have on the Web. Building a strong reputation online, or remaking a poor one, can take some time.
Start by searching for yourself on several search engines. If you discover unflattering information, such as an embarrassing picture from a college trip to Mexico, remove it or ask the person who posted the information to do the same. You also should adjust your privacy settings on social networking Web sites to ensure that personal details or photos are available only to the people you select.
4. Make new friends. The best time to expand your network of business connections is when you don’t need a job. Reaching out to new contacts now allows you to nurture the relationships. Maintain regular communication with your contacts and offer your assistance as necessary. When you launch your own search and you’re in need, they’ll be willing to return the favor.
5. Prepare your references. You’ll need several people with whom you’ve worked to sing your praises to prospective employers when your search begins. So why not start identifying and reaching out to these contacts now?
Although most hiring managers ask to speak to three to five individuals, you’ll want to prep more people than this. Like your résumé, your reference list should be customized for each opportunity. That means you’ll want to be able to call on people who can speak to several different aspects of your career — for example, your work ethic, management skills or ability to work with diverse audiences.
Check in with former managers and peers to ask if they would be willing to recommend you if contacted by a hiring manager. If it’s been awhile since you’ve connected with a potential reference, arrange to meet for coffee or lunch, or send a note along with an article you think the person would find interesting. Let each person know you’ll contact him or her if a prospective employer has requested your references.
Although you can’t control the economy, you don’t have to be a passive observer. By preparing for your entry into the job market now, you’ll be ready to take advantage of new opportunities as soon as they arise.
Robert Half International Inc. is the world’s first and largest specialized staffing firm, with a global network of more than 360 offices worldwide. For more information about our professional services, please visit www.rhi.com.
18 Jobs to Rebuild and Modernize America
By Selena Dehne, JIST Publishing
The movement to rebuild and modernize America is gaining momentum, creating job opportunities in a variety of fields and industries.
“Daunting challenges have forced us to rethink our longstanding ways of doing business and providing services,” says Laurence Shatkin, Ph.D., one of the nation’s leading occupational experts and author of the recently released book “200 Best Jobs for Renewing America.” “Now our nation is transitioning into an economy built on new assumptions and, in doing so, we are discovering great opportunities for becoming a more productive and competitive economic force in the global marketplace. These opportunities translate into job opportunities for you.”
Throughout his book, Shatkin explores the six industries at the center of America’s shift toward a forward-looking economy: education, infrastructure, health care, information and telecommunication technologies, green technologies and advanced manufacturing.
According to his research, using a variety of government sources, the following list outlines the best jobs in each of those six fields.
The three best jobs in education
Health specialties teachers, post-secondary
Average annual earnings: $80,700
Percent growth: 22.9 percent*
Business teachers, post-secondary
Average annual earnings: $64,900
Percent growth: 22.9 percent
Biological science teachers, post-secondary
Average annual earnings: $71,780
Percent growth: 22.9 percent
The three best jobs in infrastructure
Construction managers
Average annual earnings: $76,230
Percent growth: 15.7 percent
Average annual earnings: $54,920
*Percent growth: 18.5 percent
Average annual earnings: $71,710
Percent growth: 18.0 percent
The three best jobs in health care
Average annual earnings: $60,010
Percent growth: 23.5 percent
Average annual earnings: $69,760
Percent growth: 27.1 percent
Average annual earnings: $64,740
Percent growth: 30.1 percent
The three best jobs in information and telecommunication technologies
Computer software engineers, applications
Average annual earnings: $83,130
Percent growth: 44.6 percent
Average annual earnings: $73,090
Percent growth: 29.0 percent
Computer software engineers, systems software
Average annual earnings: $89,070
Percent growth: 28.2 percent
The three best jobs in green technologies
Construction managers
Average annual earnings: $76,230
Percent growth: 15.7 percent
Average annual earnings: $71,430
Percent growth: 20.3 percent
First-line supervisors/managers of construction trades and extraction workers
Average annual earnings: $55,950
Percent growth: 9.1 percent
The three best jobs in advanced manufacturing
Industrial engineers
Average annual earnings: $71,430
Percent growth: 20.3 percent
Average annual earnings: $64,250
Percent growth: 17.3 percent
Maintenance and repair workers, general
Average annual earnings: $32,570
Percent growth: 10.1 percent
*Percent growth between 2006 and 2016 in the number of available jobs.
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/).
10 tips for providing recommendations
By Rachel Zupek, CareerBuilder.com writer
The importance of references seems to be a hot topic these days. Employers want to make sure they are hiring the right person for the job; but some thwart the process because checking references can be labor-intensive. On the other hand, job seekers provide references they know will give a glowing report, but employers are getting smarter and finding references you didn’t provide.
So, what’s the deal? Do references matter? Do employers even check them anymore? What’s the protocol for providing them to a potential employer? Who are the best people to include as references? And, if an employer doesn’t call any of your references, is it a bad sign?
While the definitive answer to any of these questions depends on the employer, overall, yes, references do still matter. The process has just changed.
“References play a huge role in the hiring process, perhaps now more than ever,” says Heather R. Huhman, founder and president of Come Recommended, an online community that connects internship and entry-level job candidates with employers. “Oftentimes, hiring managers fall in love with a candidate on paper and then again in an interview, only to find out through a reference check that none of their previous employers would ever hire them again. By checking a candidate’s references, hiring managers save themselves the frustration of hiring a person who is not a good fit for a company. In this economy, where hiring budgets are slim, every hire must be a great fit.”
Provided references are no guarantee
Though the majority of employers do check references, others skip this step. Not only is it labor-intensive to check references for people who might not be poised for a job offer, but Jack Harsh, adjunct professor at the University of Richmond Robins School of Business, says that many employers worry about the risk of liability in rejecting a candidate based on poor references.
“[Hiring] decisions cannot be based on information that is discriminatory in nature, so to avoid any liability, the checks are forgone,” Harsh says. “Sadly, the first reference the employer gets in such cases is from colleagues after employment has begun.”
Steve Langerud, director of career development at Depauw University, adds that sometimes, the quality of references is benign.
“Everyone wants to be helpful and supportive to former employees, but in the end, they offer little substance to a new employer,” he says. “Legally, they are limited by what they can or want to say about former employees. I think the old formal system of references is dead in most professional fields.”
Langerud warns that just because an employer isn’t checking personal references the traditional way doesn’t mean he isn’t checking references at all.
“Employers are more likely to check the informal, but tangible, behavioral reference sources like LinkedIn, Facebook, credit history [or] criminal history than the more subjective references provided by candidates,” he says. “Candidates should be much more intentional about crafting a professional identity that serves the role of a ‘reference’ but within the context of the work, profession and colleagues you seek to engage. It eliminates the weaknesses inherent in the old style of references that become so watered down they are useless.”
Making the right choices
The last thing you want to do is give an employer useless references, but many job seekers make the mistake of not taking the time to thoughtfully choose the right people to speak on their behalf, says Elaine Varelas, managing partner for Keystone Partners, an outplacement and talent management consulting firm.
“You want people who can speak to your role as a professional, not as a nice neighbor,” Varelas says. “Candidates can make their references count by prepping them to discuss their specific skills as they relate to the job and the impact they brought to the job, which can be just the differentiation needed in this highly competitive market.”
Harsh agrees that when he receives a résumé with references attached, he gives them virtually no weight.
“They seldom are specific to the role my company seeks and are not meaningful in considering qualifications or traits of successful candidate,” he says.
Finally, when it comes to protocol for submitting references, the process has changed as well. It used to be that applicants sent them in with their other application materials, but now, Varelas says, you should wait to provide references until you are asked.
“Most companies do not want your references until the end of the process and they will let you know when to provide a list of names and contact information. Do not send written references,” she says. “These do not offer the highest impact as they are not specific on how you will fit into the job you are pursuing. It is better to spend your time preparing your references for the kinds of questions they will be asked, and what they can do to help you close an offer.”
Helpful hints
Harsh, Varelas and Langerud offer these 10 tips to ensure you do everything right when it comes to providing references:
1. Include references only when requested by an employer.
2. Carefully consider whom to provide after discussion with the prospective employer. The time to check references is before an offer is made, but after the candidate is either the final candidate or among the final few for the job.
3. Seek references from people who actually know you and your work. Ask for permission to list them as a reference.
4. Ask directly if they can provide you with a positive reference for the position(s) you are seeking. If they hesitate, move on!
5. Prepare your references about who will be calling them and what to focus on when talking about you. Always ask them to call you after they have been called.
6. Prepare your references to speak consistently about your skills, but not identically. Suggest a different highlight for each person. Have 100 percent confidence in what they will say and how they speak about you, or cross them off the list.
7. Provide accurate contact information about your references, and ask your references how they prefer to be contacted (e-mail, phone, etc.).
8. Let your references know what happens to you and the position(s) you applied for. Thank your references.
9. Prepare a LinkedIn site to demonstrate your skills and interests.
10. Participate in professional blogs to create a history of professional involvement in your field that is independent of your work history.
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: http://twitter.com/CBwriterRZ.
7 Things You Should Have Said at the Job Interview
By Linda Matias, author of “201 Knockout Answers to Tough Interview Questions”
One common complaint among job seekers is that they go on interview after interview and never receive a job offer. If you fit into this category, consider the possibility that you might be unknowingly sabotaging yourself by offering a weak interview performance.
Below are typical interview scenarios, common job-seeker mistakes and the best way to manage each situation.
Scenario No. 1: The interviewer came out swinging, asking tough but appropriate questions regarding a professional hiccup: your employment gap and job-hopping image. The question either left you stuttering with an incoherent message or sounding defensive because you were confrontational.
What you should have said: When the interviewer read your résumé, she knew about your job- search challenge and invited you in for an interview. As such, your hiccup wasn’t a deal breaker, but a negative response could be one. Explain your situation without getting emotional or hotheaded by saying, “In the past I made the mistake of accepting a position based on salary alone. That mindset led to hopping from one job to another, because I was never completely satisfied. Now, I’m looking to work for a company where I’m compensated well and the company values complement mine.”
Scenario No. 2: The interviewer asked, “Why should I hire you?” You listed strengths that align with the open position. Although there’s nothing technically wrong with your response, you could have taken your answer a step further.
What you should have said: “That’s a fair question. Instead of providing a canned response, I’d like to participate in an audition interview so you can see my work ethic firsthand.” An audition interview is when you perform the tasks of the position as though you were hired. This way, the hiring manager can see your performance before extending an official job offer.
Scenario No. 3: “Why are you looking to leave your existing position?” is another typical question, one that you were expecting but weren’t quite sure how to address. Your motive is grounded in bad feelings, and you blurt out, “My boss is out to get me. I’m tired of being looked over for promotions.”
What you should have said: Honesty is always the best policy when answering interview questions. There is a difference, however, between shooting yourself in the foot and providing a straightforward response. If you’re leaving a position because of office politics, the interviewer doesn’t need to know the specifics. As a result, a neutral response such as, “I’ve advanced as far as I can with ABC Co. So I’m looking for a position where I can manage a larger territory and bring in lucrative accounts,” works well because it’s truthful without oversharing.
Scenario No. 4: Since the average person searches for a new job about every two years, the interviewer wanted to know how long you planned to stay with the company if hired. Not sure how to respond, you said, “Until retirement.” At first blush, the response sounds like a good one, because you’re making a commitment to the hiring organization. But the response comes off as brown-nosing and not entirely believable in today’s environment.
What you should have said: Show your ambition alongside your dedication by saying, “I plan on staying on board as long as I’m contributing to the department and growing professionally.”
Scenario No. 5: You committed an interview misstep by arriving late. Nervous, you rambled with a long excuse, bringing prolonged attention to your blunder.
What you should have said: Apologize and move on quickly. Extend your hands and say, “My apologies for my late arrival. I’m enthusiastic about the position and am looking forward to discussing how my accomplishments support the open requirements.”
Scenario No. 6: Toward the end of the interview, you were given an opportunity to raise questions. You asked typical questions, such as, “How soon do you expect to make a decision?” but stopped short of asking for the job outright.
What you should have said: “Based on today’s conversation, do you have any reservations about extending me a job offer? If the interviewer provides a reason for hesitation, resell your qualifications. If the interviewer says “no,” respond with, “I’m interested in the position. Can I have the job?” You’ll be surprised that many will hire you contingent on a referral check.
Scenario No. 7: At one point during the interview you were asked about your salary requirements. Based on advice you read over and over again, you throw back the question by asking, “What’s the budget for the position?” Unfortunately, you did this one too many times, and the interviewer became irritated.
What you should have said: It’s acceptable to avoid answering the salary question one or two times, but answer the question when asked a third time. You can provide a range by saying, “Based on the responsibilities of the job and my proven success in driving profits, I’m looking for compensation within the $60,000 to $75,000 range.”
With the right responses, you can turn those awkward interview situations around and land the job you want.
Linda Matias, JCTC, CIC, NCRW, is the author of the new book “201 Knockout Answers to Tough Interview Questions: The Ultimate Guide to Handling the New Competency-Based Interview Style” (Amacom 2009). As the president of CareerStrides, a career consulting firm, Matias coaches clients on effective interview techniques. For additional information visit: www.careerstrides.com.
What Everyone Ought to Know About Nontraditional Education
4 options for you
By Anthony Balderrama, PrimeCB.com writer
When you hear the phrase “nontraditional education,” you might not know what to make of it. You might immediately think of unaccredited diploma mills that don’t offer much in the way of quality academics, but that’s not what nontraditional education is.
Traditional education typically refers to community colleges and universities. Nontraditional education is any education that caters to adults or students who choose to earn credit in a manner other than a standard course.
The two worlds aren’t that far apart, as many nontraditional education opportunities occur in traditional colleges, universities and trade schools. The difference is that these students take a different path to reach their degrees or credentials, and they don’t go straight from high school to the dorms to the graduation stage four years later. Some students simply choose different educational avenues, while others are sidelined due to personal circumstances.
These students aren’t just a tiny fraction of school-goers, either. According to the U.S. Department of Education, an estimated 90 million Americans “participate in some form of adult education each year, including training and basic education offered outside traditional higher education.” The department also states that 40 percent of American college students are 25 or older.
If you don’t fit the mold of a “traditional” student and you want to know what other options exist outside of traditional courses, nontraditional education might be the best choice for you. To help you understand what’s available, we’ve put together a list of nontraditional education options and given you some food for thought on each one.
Here is what you should know about nontraditional education:
Distance learning
What it is: Perhaps one of the most widely used forms of nontraditional education is distance learning, which has gained popularity due to the wealth of online courses available.
Why you should choose it: Distance learning doesn’t require you to be in any specific location as long as you have a computer and the time necessary to complete assignments.
Why you shouldn’t choose it: The freedom to work at your own pace or on your own time works only if you’re a disciplined student.
Who offers it: Traditional four- and two-year colleges, online universities.
Credit for experience
What it is: When adults have spent years working for a business or organization, they can sometimes earn college credit at a university for their experience.
Why you should choose it: If your experience translates into lessons taught at a university, and you can prove that you’ve learned something more than just the task, you could save yourself classroom time and tuition.
Why you shouldn’t choose it: The chance to opt out of certain courses could mean you lose out on other valuable lessons that you didn’t learn at work.
Who offers it: Many universities and colleges, although they have a strict set of guidelines for granting credit, so discuss it with an adviser.
Standardized exams
What they are: Universities offer standardized exams that allow students to skip certain courses and get credit for them if they achieve a certain score.
Why you should choose them: For some students, a course in Spanish might be redundant if they are fluent (in both written and spoken forms), so testing out of it would be a wise move.
Why you shouldn’t choose them: If you know you’re proficient in a language or on a certain topic, but also know you have plenty to learn in that area, you might be shortchanging yourself by testing out of the class.
Who offers them: Most universities offer a form of test placement, but for which courses and for how much credit varies.
GED® Tests
What they are: GED (General Educational Development) Tests allow nontraditional students to exhibit command of the subjects and skills found in high school courses.
Why you should choose them: GEDs are an excellent opportunity for individuals who did not receive their high school diploma and need one, or the equivalent, either to qualify for a job or to continue with higher education.
Why you shouldn’t choose them: If you have received your high school diploma, GEDs are not a necessary step toward advancing your education.
Who offers them: GED Tests can be taken only at authorized testing centers, but there are testing centers in every state and throughout the world.
GED® and the GED Testing Service® are registered trademarks of the American Council on Education® and may not be used or reproduced without the express written permission of the American Council on Education.
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.
Making age differences work at work
By Kelly Services
Despite any sweeping changes that recent economic challenges have brought to the U.S. business landscape, many dynamics remain the same. Time passes, eventually to a brighter future. And with it, the generational shift in our workplace marches on revolutionizing the way we all work together.
Most everyone recognizes the three main generations in the American workplace today: Gen Y (18-29), Gen X (30-47) and baby boomers (48-65). We understand that each age group brings a different perspective, its own unique expectations and its own culture. But how does this generational mix really affect our day-to-day affairs? And how can employers effectively manage a work force across multiple generations, with differing opinions and conflicting styles of communication?
No matter the age bracket — to attract and motivate the best talent available today, companies must communicate a value proposition and actively engage employees in their work. But there are some key factors that managers should address in juggling their needs, according to the latest findings from a recent international workplace survey by Kelly Services.
Understanding the differences
The study concludes that differences in communication style and attitudes toward rewards are key factors that managers should address when addressing the needs of the three main generations. The Kelly Global Work Force Index obtained the views of nearly 100,000 people in 34 countries, including more than 13,000 across the United States.
When receiving rewards and bonuses, the younger workers of Gen Y largely prefer cash payments, while many older workers opt for nonmonetary rewards such as time off work and training opportunities. Baby boomers tend to be the most tolerant of generational differences. That group was also the most positive about the benefits to productivity of diverse input spanning all generations of the work force.
Recognizing the needs and preferences of employees from different generations, cultures and life stages will go a long way toward ensuring that they are effectively engaged. Mike Webster, Kelly Services executive vice president and general manager, says that generational differences can sometimes cause friction between employees, but may not be as difficult to manage as is often imagined.
Leveraging the similarities
“A range of views and opinions from different perspectives is more likely to produce creative and innovative approaches. It is worth recognizing the differences in people’s needs at different stages of their life and career in order to best manage a range of age groups in today’s workplace,” Webster says.
The survey discovered that although Gen Y is increasingly using instant messaging, all generations overwhelmingly prefer face-to‐face discussion when communicating with colleagues, over any written or electronic formats. And workers share more common ground than they tend to think.
All age groups across the spectrum readily acknowledge that age‐related differences affect the way people go about their work. But most are willing to bridge any perceived gaps — with 72 percent saying they adapt their communication styles when dealing with colleagues from a different generation. Key findings from the U.S. show:
· Workers in the South are the most positive about the workplace benefits of generational differences, and those in the Midwest are the least.
· Respondents in the Northeast are the most concerned about the way they are being managed and rewarded.
· In the West, the greatest incidence of generational conflict in the workplace occurs among Gen X.
Bridging the gap
Baby boomers say they understand the generational differences better than their younger counterparts in Gen Y or Gen X. Yet across all age groups, the survey concluded that 39 percent of U.S. respondents actually think the differences among generations make the workplace more productive — whereas just 22 percent thought that they interfered with productivity. An additional 26 percent said they make no difference.
Webster says it is important that employers recognize and effectively manage the key differences among generations in order to achieve a harmonious balance and a productive work environment, concluding, “Managers who can juggle the generational differences and harness the benefits will have a great advantage over their competition.”
Kelly Services is a world leader in work-force management services and human resources solutions, providing employment to nearly 650,000 employees annuallywith skills including office services, accounting, engineering, information technology, law, science, marketing, creative services, light industrial, education and health care. For more information, please visit www.kellyservices.com.
Feel Like Giving Up on Your Job Search?
5 ways to shake things up
By Rachel Zupek, PrimeCB.com writer
According to the Bureau of Labor Statistics, 36 percent of unemployed people — or 5.4 million — had been without a job for 27 weeks or more in September 2009.
Whether you’re out of work for five days, five weeks, five months or five years, any period of unexpected unemployment can be frustrating — especially when it seems to go on forever. Although the economy seems to be showing signs of recovery, any job seeker who has been out of work for a long time will tell you: It’s still not easy to find a job.
“Even though there are positive indicators, companies aren’t adding jobs now at the rate they cut jobs over the last year,” says Noah Blumenthal, best-selling author of “Be the Hero: Three Powerful Ways to Overcome Challenges in Work and Life.” Despite that, Blumenthal reminds us that economic activities are cyclical. “Every boom feels like it will last forever and so does every bust. But none of them do. Know that things will turn around. The jobs will come back.”
Laura Torres, a 28-year-old development associate in Boston, knows firsthand about being frustrated with a job search. She was laid off in December 2008 and didn’t find a job for about nine months.
“The most frustrating aspect was not feeling totally in control of the process — particularly once you started interviewing at a job,” she recalls. “Obviously you can play the game and even play it well, but your fate is still up to a small group of people. The agonizing wait between the interview and the follow-up is eerily reminiscent of trying to date someone who ‘just isn’t that into you.’”
Elena Sokolow-Kaufman, 30, who works at small nonprofit in Massachusetts, also had a frustrating job search. After being unemployed for a little more than two months, she reached a breaking point.
“I had sent out a lot of résumés and had a few interviews for specific job opportunities, but nothing seemed like it was moving forward. At the time I was going on a lot of informational interviews, and at that point I started to feel very burned out,” she recalls.
If you do reach a breaking point like Sokolow-Kaufman, Blumenthal says it’s important to switch things up and try something new in your job search. Doing so will reinvigorate you and help you stay motivated.
“When you’ve been searching [for a job] for a long time, it can wear you out. You need to do things to keep you excited about your job search so that you keep going,” he says. “The most important thing you can do is keep yourself eager, motivated and energized to continue the search.”
To revitalize her efforts, Sokolow-Kaufman says she started a blog, in addition to working on her search in coffee shops with friends who were in the same position.
“It helped me a lot to feel less isolated and was a good reminder that many other people were in the same boat I was in,” she says.
Torres also took measures to revive her job search by narrowing her focus in order to find a job she really wanted. In the meantime, Torres challenged herself by applying for jobs outside of her interests or background.
“I never got interviews for these jobs, but it helped me think outside the box a little,” she says. “I also sometimes just had informational interviews with people whose careers were markedly different from mine. Again, this was to broaden my horizons a bit and give me more perspective.”
If you (and your job search) are stuck in a rut, here are five ways Blumenthal suggests to rejuvenate your job search and mix things up a bit:
1. Go online
“You’ve sent out more résumés than you can count. But have you tweeted? It’s a social networking world. Build your online connections on services like Twitter, Facebook and LinkedIn. Then use that platform to make value-added observations about your line of work and job searching. You never know where your electronic connections can lead,” he says.
2. Separate yourself
“Hiring managers and recruiters receive tons of résumés. Some are better than others, but frankly, none of them stand out. You need something else,” he says. “Try writing an article or two about your field. Print them up on glossy paper with a nice graphic design. Add a professional bio, and put it all together in a nice folder. Now, instead of sending a résumé, you’re sending a press kit on you. That stands out.”
3. Have fun
“I know a woman who once sent her résumé folded up and stuffed inside of a baby sneaker. Her note said she was sure to be a ‘shoe-in’ for the job,” he recalls. “If you are bored with your job search, it will show in your materials, your applications and your interviews. So have some fun.” (And yes, the ‘shoe-in’ did get the job.)
4. Set a big goal
“You’ve already met 100, 200, 500 people? Set a goal to meet and have one-on-one conversations with 100 new people this month. Is it possible? Can you do it? Use Facebook. Go to professional meetings. Ask 10 friends to introduce you to 10 new people. It doesn’t matter if they are in your field. This is the “Six Degrees of Separation” game. Meet up and let the new connections take you where they will,” he says.
5. Go to work
“Volunteer at a local charity or political organization. You have the time, and this helps you in so many ways,” he says. How? It feels good to help; you’re using your skills; you’re meeting new people; you’re getting off the couch and out of the house; and you will build your stockpile of stories. “When you meet people or interview, the connections you make are through your stories. What better story to tell than something that happened while you were helping make the world a better place?”
Ultimately, Blumenthal reminds job seekers to treat their job search like a job, and like a project that has a long-term objective.
“Do what you would do if this were such a project. Celebrate milestones and accomplishments along the way. Appreciate what you love about this job. After all, you can work in your pajamas, set your own hours, work from Starbucks and pick your kids up from school.”
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: http://twitter.com/CBwriterRZ.
By Rachel Zupek, PrimeCB.com writer
In the current economic climate, people are finding themselves in dire situations. Veteran workers find themselves laid off after 20-plus loyal years with the same company. College graduates, with their diplomas hot off the press, can’t find a job. Parents, who perhaps have never had to work outside the home before, find themselves desperate for a job.
Sometimes, these parents find themselves job searching in an unusual situation: with their children.
“This scenario is becoming more prevalent with the current job market, leaving new grads sometimes competing head-to-head with baby boomers and seasoned professionals for jobs,” say Diane Crompton and Ellen Sautter, co-authors of “Seven Days to Online Networking: Make Connections to Advance Your Career and Business Quickly.” “Job search is a stressful situation for most families to go through. It’s easy to highlight the negatives of this scenario but there can be some productive aspects of this as well.”
Andrea Densley, 54, and her daughter Maria, 26, are both looking for work. Andrea Densley was laid off in February, and Maria Densley is unemployed after teaching English in Japan and working as a substitute teacher. Although the situation isn’t ideal, they are helping each other as best they can.
“While I was a young mother, I never would have imagined this situation. I thought I would be successfully operating my own business. I anticipated that when our daughter graduated from college, she would embark on her chosen career,” Andrea Densley says. “It has been hard because I just want to ‘fix’ things for her, make everything smoother for her. I find job ideas or training opportunities that I think would be very helpful for her, things that seem interesting, yet I have to think through what I am offering and remind myself that she is an adult; this is her life and her decisions to make.”
The Densleys say they help each other by sending each other job postings, reviewing each other’s résumés and cover letters and, most importantly, providing each other with support and encouragement.
“When I am just feeling burdened by the past-due bills, the disconnect notice of the phone, the struggles to hunt for work and crafting the beginnings of my own business, Maria has encouraged me, told me not to give up, that I was doing a good thing,” Andrea Densley says. “It has really made a difference to me.”
If you’re a parent or child looking for work, here eight ways you can help each other in your job search.
Parents can: Offer privacy protection
“Parents can provide some guidance to their children regarding protecting their online presence. Not all parents have a sophisticated comfort level regarding social media and being ‘out there,’ but they can advise caution when it comes to showing too much personal or unflattering information that may be picked up in an online search,” Crompton and Sautter say. “More and more hiring managers and recruiters are going to their keyboards to find and check out viable candidates. It’s a good idea to make sure that whatever turns up in an [Internet] search is on target and portrays the job seeker in the best light.”
Children can: Look for the right culture and reward
“Gen Xers and Gen Ys need more in a job than a certain income. Equally important can be the ability to get noticed and rewarded and to have a more personal connection to the corporate culture. This can be an important aspect of considering a next job that could also help a parent to make a well-thought-out decision,” Crompton and Sautter say.
Parents can: Be realistic
“With years of experience behind them and working themselves up in the ranks, parents can encourage their children to start with realistic expectations about their first job,” Crompton and Sautter say. “The reality of starting in an entry-level role that may not be challenging or an ideal job, but could provide excellent training for a ‘next’ role, can be a scenario that supports longer-term job objectives.”
Children can: Share the knowledge of technology tools
“Young professionals grew up learning to use computers and technology tools as part of their daily lives. Sharing their takeaways and providing guidance on leveraging social media, computers and technology could provide some practical and hands-on tips to parents,” Crompton and Sautter say. “This is especially important with the popularity of online networking as part of job search and overall career management. Having a presence online is no longer considered a ‘maybe’ and is a critical part of a successful job search. Children can share their insider tips and guidance on using social media and professional networking tools including Facebook, LinkedIn and Twitter to the benefit of their parents.”
Parents can: Leverage connections
“With years of professional experience and amassing professional and personal connections, parents can be of real benefit to their children, who may have fewer contacts to leverage when it comes to landing a job,” Crompton and Sautter say.
Children can: Offer optimism and energy
“Energy, lack of fear and optimism can be wonderful youthful traits to offset possible cynicism of parents,” Crompton and Sautter say.
Parents can: Impart wisdom
“More mature professionals who may have been given outplacement services with their companies can share these practical tips and insights with their children to make their job search as effective as possible,” Crompton and Sautter say.
Children can: Land a job
“A child could actually land a job earlier than a more seasoned parent, especially with the likelihood of fewer jobs at senior levels,” Crompton and Sautter say. “This could be a wonderful way for a child to feel like a contributor to the household, without being made to feel the entire weight of responsibility on his or her shoulders.”
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: http://twitter.com/CBwriterRZ.
Acing a Job Interview After 50
By Joe Turner, the Job Search Guy
“I was fully qualified and it makes no sense.”
“They simply don’t know how to hire.”
“They told me that I was overqualified.”
Randy Block, a seasoned career transition coach and consultant in the Bay Area, hears these comments often.
If you’re an “older” job hunter, more than likely you already know that the ultracompetitive job search process in today’s economy is especially hard on you. Part of the challenge you’re facing is a major generation gap between baby boomer job hunters and the Gen X hiring managers of today. As Block noted, “30-somethings don’t want to hire their parents. Unfortunately, that’s how we often come across — as their parents.”
You can succeed during interviews with younger hiring managers, but you’ll want to think and act differently. Here are five areas to start with:
Show passion for your work
Relationships are based on shared values, which make up most of what we call chemistry, Block says. Chemistry is enhanced when we meet others who have a shared interest. This extends to your work, profession or industry. If there is little passion or commitment from you for your work, how can you expect others to get excited during the interview? On the other hand, if you consider yourself driven or committed to what you do for a living, you’ll most likely meet up with a hiring manager who has a shared interest in the same area. This, in fact, may be a new area for you as you undergo a possible career change. It gives you the opportunity to take your transferable skills and put them to use in some new ways for a different industry. If you’re genuinely excited about your possibilities, your excitement can be contagious, especially during your interview.
Sell your brand
The best way to prepare for an interview is to start with a focus and brand that sells you. Develop a personal brand statement for yourself, a simple sentence that offers three important selling points about you. First, it should say who you are. Second, it should offer your biggest strength(s) and third, it should offer the biggest benefit that you would bring to your next employer.
The purpose of your brand is to go beyond mere duties and job descriptions and get to the “what’s in it for them” benefit that will make the employer sit up and take notice.
Being ‘led’ versus being managed
Another disparity that needs to be addressed, according to Block, is the fact that boomers want to be “led” and not managed. In his coaching practice, he found that most 30-something managers look for someone they can manage. In coaching sessions with young managers, he observed that their leadership skills typically lag behind their management skills.
If you’re a boomer, take note and realize that you might not get the visionary leader you hoped for in your next hiring manager. Block has discovered that most young managers need help and guidance. They actually appreciate being mentored, coached or advised. They recognize the need, but look at it as a temporary or project-based opportunity.
This is an opportunity to sell yourself as a consultant whose many years of expertise can be useful in the role of a temporary coach or mentor. This may be a great meld between the “management versus leadership” dichotomy. This also increases your opportunities, since companies are hiring more consultants in this economic downturn. As the economy improves, that 1099 contract could well turn into a salaried position.
Think ‘tactical’ versus ‘strategic’
According to Block and other employment analysts, many companies today view their short-term survival needs as having paramount importance. They’re looking for players who can hit the ground now and help them grunt through the next six to nine months. That will require a change in your marketing approach as phrases such as “long-term” and “strategic” won’t have the sales impact of a year ago. Rather than emphasize the long haul in your résumé and interview marketing, look instead at selling yourself as an expert who can get in and fix the problems of today quickly and efficiently. Downplay any talk about long-range solutions and instead focus on clear, results-oriented achievements for short-range problems.
Talk money
Money talks and it talks loudly. Money can also trump age, so try to get as close to the money as you can [TS1] when you describe who you are and what you bring to the table.
Keep in mind that all organizations have only two basic needs: revenue and productivity. This is what keeps any top manager up at night. If you can help them, they will seek your advice and counsel. Therefore, come to the interview armed with specific examples of how you can solve their money (or productivity) problem. Your past achievements are examples of how to tackle the similar problems they’re faced with today. If you can show yourself to be the problem-solver they need, you’ll quickly rise to the shortlist of candidates. Your goal is to become the “go-to” person for their short-term revenue or productivity problems.
Summary
Gen X managers need your help. Your working relationship will likely begin as either part time or a short-term contract but can extend into full time once you’ve proven yourself. Focus on ways you can help their short term “survivability” through this recession and get as close as you can to their revenue or productivity concerns. Talk money and how you can help them produce immediate results. A younger manager would have to be shortsighted not to explore a working relationship with someone more experienced. Capitalize on your wealth of experience to make a positive difference in the lives and careers of the Gen Xers.
A former recruiter, Joe Turner spent 15 years finding and placing top candidates in some of the best jobs of their careers. The author of “Job Search Secrets Unlocked” and “Paycheck 911,” Joe also hosts his weekly “Job Search Guy Radio Show” on JobRadio.fm as well as other locations. You’ll find Joe’s free tips and advice on landing a job in this tough economy at: http://www.jobchangesecrets.com.
By Robert Half International
Research conducted for the “2010 Salary Guides” from Robert Half International is painting a surprising picture about the salary landscape for the new year. Starting salaries in the accounting and finance, information technology and administrative fields are expected to remain relatively flat or see modest declines in 2010. But base compensation for certain positions will buck the trend, in some cases even increasing over 2009 levels.
Here are 10 jobs, segmented by industry, with the best prospects for 2010: