What winter means to you probably depends on where you live. You know the postcard scenes of families enjoying a warm fireplace as pure snow falls outside the window? That might be accurate in some towns, but in many Southern locales, that’s about as realistic as “Jurassic Park.” In some of the Midwestern and Northern regions where snow does blanket the ground, it’s not quite as pretty as you’d think. The ivory snow looks more like mushy charcoal after enough cars drive over it.

Some people love wearing shorts in January. Others can’t imagine walking to the mailbox in fewer than seven layers of clothing. Different wintry strokes for different bundled-up folks.

Whether you want to be waist-deep in the embrace of Jack Frost or you want to be baking under the sun, you can find work when the vernal equinox rolls around.

Here are five jobs that are popular during winter:

1. Accountants
What they do: Accountants are knowledgeable on various financial fronts, including tax issues.
Why they’re popular in winter: Although many people begrudgingly file their taxes as close to April 15 as possible, many do it as soon as they get all the necessary documents. Beginning in January, when W-2 forms are sent to employees, accountants are busy helping their clients navigate all the messy forms and confusing jargon.
Salary: $54,440

2. Cruise line passenger attendants
What they do: On cruise ships, attendants see that passengers have everything they need to enjoy their voyage. They might help guests with accommodations or assist with group activities.
Why they’re popular in winter: Ask anyone who lives in a painfully cold climate where the winters stretch on for an eternity, and he’ll tell you that by February, you need to see some sunlight. That’s why so many people book cruises in the midst of winter. They get out of their gloomy city and onto a bright, sunny boat deck.
Salary: $23,211

3. Personal trainers
What they do: Work with clients to set fitness goals and help them achieve those goals through exercise at fitness centers or private gyms.
Why they’re popular in winter: People worry about their weight during all four seasons, but on Jan. 1, many people vow to get better about eating right and exercising. Of course most people don’t stick to these promises, but for the first few months of the year, the gyms are packed with clients eager to begin anew.
Salary: $46,049

4. Snowplow operators
What they do: Snowplow operators clear streets, highways and paths so that snow doesn’t prevent drivers and pedestrians from getting around.
Why they’re popular in winter: Well, it’s hard to use a snowplow in any season other than winter.
Salary: $33,799

5. Tow-truck drivers
What they do: Tow-truck drivers haul vehicles that have broken down or been wrecked.
Why they’re popular in winter: Snow and ice wreak havoc on cars, and even the best drivers can end up with a sputtering engine on the side of the road. That’s where tow-truck drivers come to the rescue.
Salary: $39,373

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.

Although the economy is showing signs of recovery, there are still millions of people looking for work. Although full-time employment may be hard to come by, job seekers can look for a short-term reprieve during the last few months of the year.

Many companies, typically retailers, hire an abundance of seasonal workers to prepare for the boost in activity during the holiday season. The National Retail Federation reports that in 2008, the average monthly employment during the holiday season was 15.5 million workers. Retailers hired an additional 231,000 workers for the holiday season last year. Although these numbers are lower than in previous years, companies know that they still will experience increased traffic in the coming months and plan to staff accordingly.

Toys”R”Us, for example, announced that they are hiring approximately 35,000 seasonal employees in its stores nationwide. This number is equal to the total work force hired during each of the previous two holiday seasons. Dan Caspersen, executive vice president of human resources at Toys”R”Us, says that the company looks to its employees to provide expert assistance for those looking for the perfect gift.

“Because we are in the toy business 365 days a year, our sales associates know toys and are dedicated to providing gift-givers with recommendations for products that are right for kids of all ages, abilities and interests,” he says. “We’re looking for hard-working, reliable individuals who enjoy working as part of a team and want to provide customers with memorable store experiences.”

If you’re looking for seasonal employment this holiday season, here are 10 companies that are hiring now:

1. AT&T
Industry: Communications
Number of openings: 1000+
Seasonal positions available: Retail sales associates; store managers; and sales support
Location: Nationwide

2. A Wireless
Industry: Telecommunications
Number of openings: 250+
Seasonal positions available: Store managers; sales consultants; district managers; information technology; customer service
Location: Nationwide

3. Blockbuster
Industry: Entertainment
Number of openings: 1000+
Seasonal positions available: Retail sales associates; store managers
Location: Nationwide

4. hhgregg
Industry: Appliance and electronics retail
Number of openings: 800+
Seasonal positions available: Appliance and electronics sales
Location: Indiana; Ohio; Kentucky; Alabama; Georgia; Florida; North Carolina; South Carolina; Tennessee

5. Hickory Farms
Industry: Specialty retail
Number of openings: 4,000
Seasonal positions available: Sales associate
Location: Nationwide, shopping malls

6. Macy’s
Industry: Retail
Number of openings: 1,000 +
Seasonal positions available: Part-time season retail help in gift wrap, sales associates, etc.
Location: Nationwide

7. Olan Mills Studio
Industry: Studio photography
Number of openings: 100+
Seasonal positions available: Photographers; portrait sales; customer service
Location: Ala., Ga., Pa., Ky., Tenn., N.C., Ind., Mich.

8. RadioShack
Industry: Electronics sales
Number of openings: 1000
Seasonal positions available: Retail sales associates
Location: 250 cities

9. Toys”R”Us
Industry: Specialty retail
Number of openings: 35,000
Seasonal positions available: Management positions; sales associates, including cashiers, shelf stockers and customer service roles; and back-of-house stock opportunities
Location: Nationwide

10. UPS
Industry: Shipping and distribution
Number of openings: 200+
Seasonal positions available: Package delivery drivers; tractor trailer driver
Location: Nationwide

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.

After months of sending résumés, interviewing and networking, you’ve found a job. You’re excited, particularly in this employment market, but you’re also a little nervous. Not only will the people, policies and procedures be new to you, but you’ll also have to adjust to a different routine — one that involves once again setting the alarm for 6 a.m.

Following are some tips to help you get back in the swing of things and successfully prepare for your new role:

Take some time
You probably have a routine you’ve followed since you’ve been out of work — or perhaps a lack of routine was your routine. If you have the flexibility, give yourself a week, or at least a few days, to prepare for the transition. You might start waking up earlier to get used to your new schedule or plan a trip to the new museum exhibit you’ve been hoping to catch. However, you choose to spend your time, your goal should be to start your new position well rested and ready to go.

Conduct more research
You probably learned a good deal about your new employer in preparation for the job interview. Now that you’re hired, look for additional information about the firm on the Web and ask your boss for materials that might help you prepare for your new role, such as the employee handbook or background on a large project you’ll be contributing to right away. Also tap your network to see if you have any connections to current employees.

Think about the details
Before you start your new role, take care of all the little things, like bringing your clothes to the cleaners or doing a dry run of your commute. Though small, these tasks are important, and you don’t want them to slip through the cracks. After all, you wouldn’t want to be late on your first day of work because you didn’t realize there was construction on your commute route.

Talk to the boss
It’s essential that you and your manager are on the same page once you start your new job. Plan to meet with your supervisor during the first few days to discuss your responsibilities and how your position fits into the grand scheme of things. Ask what your priorities should be and how your performance will be evaluated.

Assess the culture
In your new role, spend some time studying the work habits of your colleagues. Note when people arrive and leave, the preferred communication style and whether people take work home. Adjust your own habits accordingly.

Connect with colleagues
Make a point of getting to know those with whom you’ll be working. That means speaking to them for a longer period of time than the introduction you’ll likely get on your first day. You might, for instance, arrange to meet a member of your team for coffee or lunch for a more extended conversation. Your goal is twofold: You want to learn specifics about the other person’s role, how his or her responsibilities impact your own and how you can most effectively work together. At the same time, you also want to get to know him or her on a personal level — after all, you’ll be working together every day. While you want to focus first on your immediate team, don’t limit yourself to these individuals — it’s helpful to get to know people you’ll interact with in other departments as well.

Don’t overdo it
Begin your new position with a can-do attitude and a desire to pitch in where needed. But don’t bite off more than you can chew. You need time to get acclimated to the company and position. Let your supervisor know when you’re ready to take on more, but don’t volunteer for new projects if you’re not completely confident you can handle the extra work. Although you want to be perceived as a go-getter, failing to meet expectations at the outset will have the opposite effect.

When starting a new position, first impressions count, and by preparing for the transition ahead of time, you’re more likely to begin on the right foot.

Robert Half International 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.

In the current state of our economy, there are more than 15 million unemployed people. That’s 15 million people who are all looking for a little help, whether it’s in the job search, writing a résumé, interview advice, networking or even help finding a new career path.

Many times, people who need job-search help enlist a professional. Career coaches and counselors are usually certified professionals who focus on career exploration or choice, changing career paths or even helping you beef up your résumé and perfect your interview skills.

In the 2009 International Coaching Federation Global Coaching Client Study, 15 percent of coaching clients said career opportunities are the most important reason to enlist a coach, compared to business management (14 percent) and self-esteem or self-confidence (13 percent). The study, which included input from more than 2,000 coaching clients from 64 countries, also cited more than 80 percent of respondents indicating a positive change in areas such as interpersonal skills, work performance and team effectiveness.

Costly counseling
While career coaches can definitely be a useful resource, good advice doesn’t come cheap. In a 2007 study from the ICF, which focused on coaches rather than clients, the average fee for a career coaching session was $161 per hour. Depending on your financial situation and employment status and considering you’re inclined to buy more than one session, that’s a hefty investment.

The question is, is it worth it?

It wasn’t for Nick Pitarys, owner of the Arizona Cheesecake Company. Pitarys says he was extremely disappointed with his experience in hiring a career coach and it was definitely not worth the money.

“After an $8,200 investment and the entire 12-month period, I had nothing to show for it,” he says. “My adviser — also the owner — had way too many clients to satisfy and thus, the effort she applied to me was less than substantial.”

But, there are two sides to every story. While there are a number of people who feel that their investment in a career coach was a waste of money, there are an equal (or greater) number who feel that the investment was money well spent.

Sixty-eight percent of individuals indicated that they had at least made back their initial investment in coaching in increased earnings from personal salaries or investments, or through increased savings through debt reduction, according to the ICF study, which was conducted by Association Resource Centre Inc. and PricewaterhouseCooper LLP.

Here are just a few testimonials from people who felt their career coaches were worth the investment:

“My career coach was most definitely worth the investment. I am an educator with absolutely no business background or experience. She helped me parlay the skills I do have into a successful side business that has grown at a manageable pace. I feel very in-control of the business growth and am able to balance the two jobs with my life, which is a priority for me. My coach provided a calm voice when, internally, I was going a bit crazy. I eagerly anticipated our sessions because I knew I would leave with concrete actions that would assuredly promise success. We could ALL use a coach!” ­- Laura Glaser

“I hired a coach about nine months before I was laid off and it was the best thing I ever did. What I learned about myself was that I was more passionate about starting my own business instead of staying where I was. I never believed I would be laid off — I always had great performance reviews and won the top award at the company a few months prior — but I was. I was also very prepared. Two weeks prior to the layoff announcement I had just given my Web site team the verbal OK. All is well and I couldn’t be happier.” — Thomasina Tafur

“I used a career coach about eight years ago while I was trying to figure out how to continue my career after having two children and being ready to get back to work. The career-coach experience was great for me, in particular where I realized that some aspects of my career to date did not excite me the way other parts of it did. The four sessions ($300/each) helped me to really understand how I wanted to define the next part of my career. I went back in a previous direction with more confidence. I now understood how teaching excited me and how I could teach using some of my newly acquired expertise, and not just go into a traditional classroom. It helped me bring great enthusiasm to the work I’ve chosen for the last eight years. I’m convinced that this subtle ‘ah-ha’ moment made all the difference for me.” — Kate McCauley

If you want to try enlisting a career coach, Dr. Miriam Reiss, career coach, offers these 10 tips:

1. Choose wisely
“[Choosing] a career coach is not like buying a vase. For coaching decisions, you need live contact. Admire great Web sites and recognize that Web sites demonstrate writing, not coaching skills,” Reiss says.

2. Mass solutions won’t work
“Career transition is an individual journey. Beware of one-size-fits-all career programs and vehicles like group coaching,” Reiss says. “These may sound good and fit your budget but ultimately leave you frustrated. There’s no substitute for the undivided time, attention and results you get from having individual coaching sessions.”

3. The difference is in the numbers
The difference between a good career coach and a great coach is about $100-$150 per month — a fraction of one monthly paycheck, Reiss says.

“Unlike some professions, there’s not that much price differential between coaches with a few years of experience and senior coaches. A seasoned career coach can save you months of fruitless wandering,” she says.

4. Look out for “fast” promises
“No career coach, regardless of seasoning, can predict just how long your individual career process will take. Coaches know you don’t like this answer, but that’s the truth,” Reiss says. “Timing considerations include how diligent you will be around fieldwork assignments, what careers you wind up exploring and much more.”

5. Take advantage of sample sessions and don’t over-shop
Some coaches offer a free, introductory session so you can get a feel for each other.

“Decide how many coaches you want to talk to, and then pick your coach,” Reiss advises. “Talking with too many coaches will confuse you, create inner commotion and impede the process.”

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.

The Internet has significantly changed how we carry out many everyday tasks. We don’t have to receive bills in the mail or go to the bank to check our account balances. Hop online and almost everything we want to do is at our fingertips. Online job hunting has replaced flipping through the newspaper want ads to find that elusive open position.

Another significant addition to the Internet is social media. Social networking sites have suddenly put us in touch with long-lost friends or helped us make new ones. They’re like class reunions and dating services rolled into one. And now they’ve become professional tools, too. You can use your online profile to display your work history and skill set.

As great as these advances are, some people fail to understand that new isn’t always better. Sometimes older, more traditional methods are better than the newer, flashier ones. It’s something that plenty of job seekers need to realize when they’re looking for work and professionals should think about when using their profiles to network.

The job seeker’s friend … and foe
When looking for work, the biggest drawback to social media is the virtual paper trail you might leave. Attorney Robin Bond reminds job seekers that how you interact with friends is probably not how you interact with a boss or even co-workers, so make sure your professional side is what people see.

“Use separate sites for business and personal contacts,” Bond advises. “If you were having a party, it’s unlikely you’d invite all your party pals to the same event where you were entertaining your boss and work colleagues.” For that reason, take advantage of professional networking sites like LinkedIn and BrightFuse for displaying your skills to potential business contacts and employers.

Keep the more irreverent profiles on a separate site and out of the hands of employers. Even then, Bond cautions against posting potentially damaging photographs because it is the Internet and nothing is entirely private.

“If you think your mom would be embarrassed by something you post, then think twice about posting it,” he says.

Naturally, the visibility that could potentially ruin your career could also be what gives you one in the first place. David Gammel, author of “Online and On Mission: Practical Web Strategy for Breakthrough Results,” sees the value in social media’s prominence when used for good.

“If you have posted lots of content under your identity that enhances your qualifications, it will show up high in search results and benefit how you are perceived,” Gammel says. “If that content is unprofessional or otherwise at odds with the job you are pursuing, it may stop you in your tracks.”

Although social media is an asset, it’s yet to become the definitive way to land a position, he says.

“The best way to find a new job is still through a personal referral from someone who trusts you to someone who trusts them,” Gammel says. “Social media might be used for communicating, but it won’t create that trust. Good old-fashioned relationships will do that.”

Remember the “network” in social network
For professionals who already have a job, and for those who are considering a career move, social media can supplement traditional networking methods. It doesn’t replace them, but it offers new opportunities alongside them.

“I think the biggest problem is that people treat social media and ‘the real world’ as if they are two separate modes of contact all too often,” says Sam Ford, director of customer insights for communications agency Peppercom Inc. “The best answer is to use a combination of the two when searching for jobs, building relationships with potential employers, building out your network, etc. In my own network and in dealing with job prospects, I’ve found that a combination of the two makes all the difference in the world.”

That amalgamation can add another dimension to an otherwise dull online experience.

“I find myself wanting to connect with people on Twitter [and] accepting LinkedIn connections particularly if we’ve had a strong face-to-face or phone conversation in the past,” Ford says. He found that the online component enriches the relationship and wouldn’t have occurred had they never interacted in a traditional way first.

Ultimately, what job seekers and professionals interested in networking need to remember is that business doesn’t only exist online or face-to-face. Technology is part of everyday business and there are people behind those Tweets and profiles, so you should remember to make both new and traditional methods part of your networking practices.

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.

Overcoming unemployment during a job market drought can present quite the dilemma, all on its own. It can be particularly problematic, however, for job seekers without a college degree or with a questionable work history, for instance. Barriers such as these are all it takes in today’s highly competitive job market to screen job seekers out of consideration for a job before they’ve ever scored an interview.

That’s why it’s imperative that job seekers be aware of their job-hunt barriers and know how to downplay them on their résumé.

“Remember, your résumé is a marketing document in which you select the mix of information that will sell you to your next employer. You’re not required to reveal every wrinkle in your background or bend over backwards to make sure a potential employer knows about your areas of weakness,” says Louise Kursmark, author of “Sales & Marketing Résumés for $100,000 Careers, Third Edition.” “Don’t lie, but approach these challenges with creativity and a focus on the employer’s needs and interests rather than on any problems you perceive in your own background.”

To handle common job hunt dilemmas, Kursmark offers the following résumé tips:

Dilemma No. 1: I’m afraid the employer will think I’m too old.
Economic woes have prompted many older workers to defer retirement or seek lower-level jobs than the ones they previously held. Job seekers in such situations often worry they’ll be screened out immediately because employers will think they’re too old for the job. Job seekers who want to avoid broadcasting their age on their résumé should consider Kursmark’s following tips:

· Eliminate dates of college graduation.

· Avoid any dates in the 1960s, 1970s and early 1980s.

· Truncate your experience by leaving off early jobs (disguising perhaps five to 15 years).

· Provide 10 to 20 years of experience, with dates, and then summarize prior experience under a subheading such as “Experience before 1990″ or “Prior Professional Experience.”

Dilemma No. 2: I don’t have a college degree.
Certainly, a college degree gives job seekers an advantage. It’s important to remember, though, that it’s not the be-all and end-all. The key is to emphasize work history, skills and confidence and downplay lack of a degree. According to Kursmark, job seekers without a degree may want to:

· Eliminate the education section of their résumé altogether.

· Head up the section with “Professional Development” or another title that doesn’t call attention to an education credential.

Remember that some college is usually viewed more positively than no college. If you’ve taken some college courses, here are, according to Kursmark a few options for addressing your education on your résumé*:

· UNIVERSITY OF CALIFORNIA, SANTA BARBARA — Studies in Business and Economics (full-time 3 years).

· COLORADO COLLEGE OF MINES — Completed 50% of requirements toward Bachelor of Science in Mechanical Engineering.

· Southern Connecticut State University, New Haven, Conn.; Quinnipiac College, Hamden, Conn. – Coursework in Business, Marketing and Economics, 1997–2000.

Dilemma No. 3: I’m worried employers will suspect I’m a job hopper.
The term “job hopper” describes an individual who has been employed in a series of short-term stints with a handful of employers. Instances of job-hopping tend to make employers doubt everything from the candidate’s behavior on the job to their ability to make a long-haul commitment to an employer. In today’s highly competitive job market, these doubts are all it takes to prompt an employer to reject a job seeker before he or she has ever scored an interview.
Kursmark suggests the following tips for presenting a more positive appearance:

· Consider eliminating one or more of your jobs, provided that doing so does not leave a gap that will provoke immediate questioning, thereby spotlighting the very thing you want to downplay.

· If circumstances beyond your control contributed to your short tenure, consider adding a brief explanation along the lines of “Merger with Megacorp eliminated all regional sales offices in spring 2009,” or “Sales unit dissolved when software was discovered to be unready for market.” Generally, Kursmark advises against explaining or excusing in a résumé, but says that sometimes brief statements such as these can immediately overcome a negative reaction.

· Concentrate on finding job opportunities through networking, where a personal referral can get you in the door, and you can then wow the interviewer with your capabilities and provide a rationale for the short tenure of your recent jobs.

Dilemma No. 4: I performed poorly in my last job.
For job seekers who made a complete mess of their previous job, or simply weren’t in it long enough to make an impact, creating a powerful résumé may seem impossible. To sidestep this dilemma, Kursmark encourages job seekers to skip their excuses and try to find one or two success stories, and include them without a great deal of elaboration. For instance: “Only sales representative to secure multiple agreements for the company’s primary sales strategy, a 3-month in-store trial” or “Successfully maintained sales volume in a flat industry and market.”

Point out what you did accomplish and learn. For instance: “Laid the groundwork for a successful career in real-estate sales through intensive prospecting and community relationship-building.” Don’t mention that you didn’t sell a single piece of property.

Another example: “Developed regional marketing strategy to improve brand recognition and increase market share by 10 percentage points.” Kursmark asks, “Why broadcast that your plan was rejected by the senior VP? The accomplishment you’re claiming is the development of the plan, a valuable management skill.”

Kursmark reminds job seekers that problematic issues may come back to haunt them after the initial résumé screening. “You must be prepared to answer questions about such situations on the first phone screen. Be sure to practice your explanations so that they are concise, non-defensive and as positive as possible,” she says.

*Excerpted from “Sales and Marketing Résumés for $100,000 Careers, Third Edition” by Louise Kursmark.

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/).

When great poets see green leaves grow brittle and turn colors before they fall to the ground, they see the passage of time, and the slow march of death that will inevitably conquer us all.

When I see a pile of autumn leaves, I think of “It’s the Great Pumpkin, Charlie Brown” and free candy.

Few people think of the career opportunities or seasonal jobs that come with the fall. During the winter holidays, job seekers know they can count on retail jobs when everyone’s shopping. During the summer, they can mow lawns or work as a lifeguard. In the fall … what exactly do you do?

We’ve put together a list of jobs that you can find in the fall, many of which take advantage of the cooling weather.

1. Retail sales clerk
Where: Halloween superstores

Why: Every September and October you see stores that sell only Halloween costumes and decorations pop up in every city. They’re dormant all year, but once fall rolls around, these stores are ready to serve your every ghoulish desire and they need workers to do so.

2. Sports referees
Where: Recreation centers, sports complexes, local leagues

Why: Everyone associates exercise and sports with the summer, but the fall has its own bevy of athletic opportunities. Recreational leagues, community centers and schools have plenty of football, soccer and basketball games going on year-round that need officiating.

3. Landscape workers
Where: Businesses and homes

Why: Not all homeowners have green thumbs and business owners can’t tend to their gardens themselves, so they enlist landscape workers who know what they’re doing. Some plants die in oncoming winter weather, so they need to be moved. Certain flowers need to be planted well before spring in order to bloom on time. And all those crispy leaves aren’t going to rake themselves. For people who enjoy working outdoors and have botanical skills many of us lack, landscaping is great work.

4. Exterior seasonal decorators
Where: Businesses and homes

Why: As soon as October arrives, business and homes are adorned with seasonal decorations. In October it’s either Halloween skeletons and witches, or rustic autumnal scarecrows and apples. In November, you’ve got bales of hay (and even inflatable turkeys in extremely festive neighborhoods). Plus, as November ends, many places begin to bring out their winter decorations early. Many people prefer to leave the daredevil tasks of hanging lights on the roof to the professionals.

5. Interior seasonal decorator
Where: Businesses and homes

Why: If you think the explosion of decorations you see from the street is impressive, wait to you walk through the front door. Businesses usually add a little seasonal color, but more often than not, they need to keep it tasteful. Homeowners are under no such obligation, and many of them revel in the chance to transform their normally quaint living room into a terrifying haunted mansion or a charming farmhouse. That’s where seasonal decorators come in.

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.

Resources for job seekers

When microblogging and social networking site Twitter debuted three years ago, plenty of people wrote it off as yet another pointless addition in the overcrowded networking world. Little by little, users proved the site’s worth to nonbelievers. Considering the site only allows people to post, or Tweet, messages of 140 characters or less, you can’t blame early skeptics.

Last year, student James Karl Buck was traveling in Egypt and wound up in jail. He Tweeted “arrested” to notify his friends of what was going open and ultimately get out of jail. During the 2008 presidential election, candidates reached out to voters using the service. When a plane crashed into the Hudson River in January, a Twitter user posted the first photograph from the scene.

Although we’re in the nascent stage of Twitter’s existence and therefore have no idea how long it will be around, we do know it has more growing to do. If you’re not yet certain you want to start posting your own daily activities for everyone to read, you can still use the service as a resource for tips on finding a job and keeping up with industry news. Job seekers can follow people who will make your job search process easier, from the interviewing stage to the salary negotiations.

I follow many people whom I think give great advice, post informative articles and know what they’re talking about. Seeing as the Twitter feed refreshes constantly so that I see new posts instantly, it’s like having a scrolling news ticker about only the subjects I want to read. I suggest you do the same to improve your job search.

Here are the 10 job Tweeters you should be following.

@adriennewaldo
About the author: Adrienne Waldo, a New York-based writer, consultant and blogger, made a name for herself when she began blogging about Generation Y.
Why you should follow her: Waldo, a Generation Y-er herself, offers advice as someone who’s in the same shoes as many of her equally young Twitter followers, but she also uses her experience to let followers know what employers are thinking.

@AlisonDoyle
About the author: Alison Doyle regularly writes articles on job-seeking issues, ranging from interview advice to using social media appropriately.
Why you should follow her: She’s prolific, so you always have something to read, and she knows her stuff.

@AnitaBruzzese
About the author: Anita Bruzzese is the author of “45 Things You Do That Drive Your Boss Crazy” and also writes a workplace blog full of tips and advice for employees.
Why you should follow her: She lets you know when she’s updated her blog, which is full of helpful advice. She also shares quirky, sometimes off-topic links that lighten the day’s mood.

@CAREEREALISM
About the authors: Careerealism.com founder J.T. O’Donnell and a group of job experts let you know when they’ve posted new advice for job seekers. They also respond to job seekers with career questions — in 140 characters or less, of course.
Why you should follow them: As a follower, you get to read advice from several experts who know what they’re talking about and give their own perspectives.

@careerdiva
About the author: Eve Tahmincioglu blogs, publishes articles and Tweets on career issues.
Why you should follow her: Her advice is excellent and she often brings up issues you might not have otherwise considered.

@CBforJobSeekers
About the authors: CareerBuilder’s team of experts writes for the job seeking blog TheWorkBuzz.com and workplace articles, such as the one you’re reading right now.
Why you should follow them: The team’s Tweets are a mix of tips, news stories, helpful articles and blog posts to keep you informed of what’s going on in the world of job seekers.

@heatherhuhman
About the author: Heather Huhman is an expert on helping Generation Y job seekers and recent graduates navigate the professional world.
Why you should follow her: Huhman Tweets when she writes a new article, directs followers to other helpful experts and offers her own tips from time to time.

@InterviewCoach
About the author: Lewis Lin is a Seattle-based interview coach who prepares clients for the difficult questions that will come their way during a job search.
Why you should follow him: Lin Tweets his own interview tips, as well as other experts’ advice and news articles.

@Keppie_Careers
About the author: Atlanta-based Miriam Salpeter is a career coach and résumé writer for Keppie Careers. She helps job seekers spice up their résumés, prepare for interviews and achieve their career goals.
Why you should follow her: In addition to posting links to the day’s job seeker headlines and news, she also offers career advice and lets you know where she’ll be giving presentations.

@Writerbabe
About the author: Chicago-based Raven Moore authors The Writerbabe Series, a blog that explores professional, pop-culture and newsworthy topics.
Why you should follow her: Moore directs you both to her own writings and to other writers’ works, as well as interesting news items she comes across. Plus, some of her personal Tweets are entertaining enough to make you forget about the current economy.

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.

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/).

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.