10 Things To Never Say To Co-Workers

Whether you love your co-workers or hate them, you're stuck with them for hours each day -- and they're stuck with you. If you're not thoughtful about what you say to each other, you can make one another uncomfortable or even miserable -- and can harm your professional reputation too.

Here are 10 things you should never say at work.

1. 'Are you pregnant?'
If someone wants you to know she's pregnant, she'll tell you. Until and unless that happens, assume it's none of your business -- and asking is a good way to offend most women, pregnant or not.

2. 'You owe $10 for this gift for the boss.'
Many workers don't want to budget for going-away or shower gifts for co-workers and resent being asked to give up their hard-earned cash. That's doubly true when the collection is being taken up for the boss, who presumably earns more than them. Besides, etiquette rules say that gifts in the workplace should flow downward, not upward.

3. 'You're so skinny! Why aren't you eating?'
Commenting on other people's bodies should be off-limits in the workplace, even if you intend it as an expression of concern. Your co-workers are there to work, not to have their eating choices or their bodies scrutinized and judged.

4. 'That's not my job.'
Protesting that something isn't in your job description is a good way to plummet in your co-workers' esteem -- and your manager's. Most people end up pitching in to help on things that don't fall squarely within their job descriptions, and refusing to help will quickly earn you a reputation for being unhelpful and probably a little bit lazy.

5. 'The new manager is a real jerk.'
Snarking about the boss is rarely good for your career. Even if others join in, your comments may get back to your manager. And even if they don't, you don't want to become known as a wellspring of negativity.

6. 'I heard Kim is dating Ryan.'
If you spread office gossip, your co-workers might listen eagerly, but they'll note that they can't trust you to be discreet. It's great to bond with co-workers over life outside the office, but the details of other people's lives aren't yours to share.

7. 'You're HOW old?'
Whether you're implying someone is surprisingly young or surprisingly old, keep your amazement to yourself. Show respect for your colleagues as professionals, and don't baby the younger ones or make the older ones feel that they're one step away from retirement.

8. 'Don't ask me. They don't tell me anything.'
Complaining about how disempowered you are is a good way to undermine your own credibility and authority. If you don't have the information you need to do your job, you should go ask for it -- not complain to others that you don't have it.

9. 'Why are you so dressed up today? Got a job interview?'
You might not be thinking when this pops out of your mouth, but there's no outcome here that doesn't put your co-worker in an awkward position. If she does have an interview, you're forcing her to either confide in you or lie. If she doesn't, she now has to worry that you think she does.

10. 'I'm so hungover.'
Telling your co-workers about your long nights partying might seem like no big deal, but if you get a reputation as a lush, you'll find your credibility diminishes -- no matter how good your work.



Source: AOL

Use Your Age to Your Advantage

While it's true that not all employers will be gung-ho about hiring, or even retaining, older workers in the coming years, the overall statistics might well be on your side if you're 50 or older. The limited numbers of younger generations simply will not match the rising need for workers over the next 10 years.

This means that employers will be forced to look at alternate labor sources. Sure, they can outsource, further automate or contract their staffing ranks, but this will not suffice in all cases.

The plain fact is that you hold many advantages over your younger colleagues, but you're going to need to play your age to your advantage. If you have a few years under your belt, here are four tips to use age as an advantage in your job hunt.

Go on the offensive
Too often, older workers think they have to apologize for their years of actually working. Remind yourself that you're experienced, not old; you're seasoned, not over the hill; you're here and now, not history. It's all about spin and reframing, so drop the apologies.
You may be older, but you're not stupid and you're not dead. Use your savvy to sell against youth and inexperience. There are benefits to being older, like having wisdom, common sense and a long work record of accomplishments that you can translate into benefits to the employer. In other words, sell your track record. During the interview, take advantage of your successful work history and draw from those successes to meet the needs of the employer.

Sell results, not years
Realize that hiring managers today are looking for results, not years. Talk the language that an employer understands and appreciates: return on investment. Instead of citing 20 years of experience, identify the benefits to the employer and put them into monetary terms as much as possible. Back up your accomplishments with facts that are benefit-based. Sell them from the perspective of the result and how it benefited your present and previous employers.
Money talks and it talks loudly. Here's some good news: Money can trump age. As an employee, you either make money or save money for your employer. If the hiring manager doesn't see your value in one of these two categories, then you don't want to work for this company. In this recession, if the company isn't concerned about its bottom line, then it may not be around for long and isn't a viable option for you anyway. Get as close to money as you possibly can through the language of your accomplishments, and list them on your résumé.

Wear just one hat
While you may have accumulated experience in a number of areas, don't confuse the person reading your résumé with all the different roles and jobs you performed over the years. Focus only on the job title for which you're applying. Tell the hiring manager what he wants to know and nothing more.
Most likely you've worn many different hats during your career. If any of your duties and experiences don't directly address the job title's requirements, don't emphasize them. In fact, remove them from your résumé entirely, if possible, as they will only give employers another reason to screen you out, and you don't want that. This is your story. Tell it your way. Magnify only the aspects of your background that are relevant to your target objective. You want to focus your résumé to reflect yourself in the most positive, powerful ways possible.

Modify your résumé
Take another look at your résumé. Ask yourself, "Would I hire myself for this position?" Spin your story in your favor by reworking your résumé to emphasize your strengths. Make sure everything on it relates in some way to your desired job objective. Drop older job titles. You generally shouldn't need to show more than 10 years of work history. Any prior work is most likely irrelevant now and will take the reader off track. Remove obvious road markers, like dates. For example, remove college degree dates and other older professional training dates that may go back more than a few years.

Source: careerbuilder

10 Things to Know About Background Checks

You have been working long and hard on your search for a new job opportunity. Finally, you have an awesome interview and you get a great offer. The hiring manager indicates that the only thing remaining is a background check (BC).

Your heart starts to pound and beads of sweat appear on your forehead. Questions fly through your mind: What are they looking for? What are they going to find? Who are they going to talk to? How do they conduct the process? Am I in trouble because of the DUI I got when I was 20 years old? Will they find out about the company I didn't include on my résumé because I only worked there for two months? Will they find out I got fired instead of quitting? Will my bankruptcy from 12 years ago prevent me from getting the job? What will my vindictive former boss say about me?

Let's answer these questions for you.

Companies are using BCs now, more than ever before, to make certain they are hiring the right person. Unfortunately, BCs are now more common because so many job seekers have a tendency to "exaggerate" on their résumés. Companies want to identify severe problems in the candidate's employment or personal history. But what information are they entitled to and what privacy rights do you have?

Robert Mather, CEO of Pre-Employ.com, which specializes in background checks, has some interesting insights into the industry and process. Let's take a look at what Bob has to say and what you can expect from a BC.

Mather says that the larger BC companies conduct between 4,000 and 12,000 checks per day. The cost will vary from about $19-56, depending on the type of information the company is seeking. In addition, companies cannot conduct a BC without your written authorization. If you are turned down because of a BC, the company must tell you why, according to federal law.

Let's review the most common BC items:

1. Criminal History
Felony and misdemeanor searches can be conducted by county, state or throughout the nation. Each respective search costs an additional fee. Some states will only provide information for the past seven years. You need to check each state for its policy. Only information of public record is available. Juvenile records cannot be accessed. Bob Mather indicates that identity theft and false criminal reporting are on the increase and can appear on your BC. More about this later and what you can do about it.

2. Civil History
Similar to criminal history and includes whether the job candidate is/was a plaintiff or defendant.

3. National Wants and Warrants
If the candidate is "wanted," it will appear through the NCIC system, but this information is not frequently requested.

4. Credit Report
This is a very common item for BCs. Companies are searching for financial stability. Bankruptcies prior to seven years will not appear.

5. Social Security Reports
This will reveal where the candidate has lived for the past seven years. Name variations are frequently used to verify addresses and locations.

6. Previous Employer Verification
This is the item that makes most job seekers nervous. Almost everyone has had some form of disagreement with his or her boss. The concern centers on what the employer will say and whether they will release employment files. In most cases, because of a dramatic upsurge in lawsuits from job seekers who received false bad references, previous employers typically only confirm dates of employment. Compensation and good or bad references are not generally provided; however, that doesn't mean it is not done. A job seeker might want to consider hiring a "reference check" company to verify what previous employers are saying.

7. Drug Tests
Approximately 15 to 20 percent of all BCs include a drug test. BC companies typically contract with local medical clinics to conduct the test. It can be expensive, so it is not done in all cases. In most cases, the job requirements determine if a drug test is necessary, particularly for anyone operating machinery or a motor vehicle. Executives are also frequently screened for drugs.

8. Reference Verification
The employer or BC firm will contact references provided by the job candidate. Typically, the questions are very specific regarding job performance as opposed to personal or private information. They rarely contact anyone other than the designated references provided by the candidate.

9. Education
The BC will verify attendance, majors, degrees, certifications and dates earned. This has become a common BC item as a result of overwhelming falsification by job candidates. We have all seen news reports of leading politicians, executives, teachers and celebrities who have falsified their education. Here is a tip: Job candidates without a formal degree should not waste their money on the phony degree or certification programs where you pay a fee to get a degree based on experience. Be honest about your education. If you believe you need additional education, enroll in an accredited school. Your efforts to complete or enhance your education will definitely be viewed positively.

10. Driving History
A common and almost mandatory BC item for people required to operate a motor vehicle. They are checking for license status, holder, dates of issuance and expiration, violations, suspensions, or other actions.

"Errors in criminal history frequently occur as the darker side of identity theft," Mather says. "Most people quickly become aware of problems on credit history as a result of identity theft. But you should also be aware that false reporting of crimes may be reflected on your BC because someone has stolen your identity."

If you have any concern about identity theft, or if you wish to learn what a BC will reveal about your background, you may wish to conduct a BC on yourself for a nominal fee using www.mybackgroundcheck.com. This site also has great free resources regarding background checks and how to clean up your report if you find any errors -- use the "Consumer Resources" link.

Finally: Relax. Too often job candidates worry too much about a BC. In the overwhelming number of cases, minor problems on your BC will not be an issue. Problems that occurred in the distant past will be overlooked based on your current history and ability to perform your job with talent and integrity. If a company is going to do a BC, be straightforward with them about any problem that might be discovered. Offer evidence that this is no longer an issue. Your hard work and honesty will help overcome any mistakes from the past.




Source: careerbuilder

10 things to do after the interview

How to keep the momentum going

The interview may be over, but your chance to make an impression is not. Here are 10 strategies to continue boosting your candidacy.

1. Show that you're still interested.
Leave no doubt in the interviewer's mind about where you stand. Ask for the job at meeting's end with a phrase such as, "I would really like to contribute to this company and am hoping you select me." Also, don't leave the room without a clear idea of what will happen next in the hiring process. Will select applicants be invited back to meet other people? By what date do they hope to fill the position? Such questions demonstrate enthusiasm for the job, and knowing the hirer's timeframe will help keep you from panicking if a week has passed without a phone call.

2. Set the stage for further contact.
Nobody wants to be a pest, but could your silence as days pass be misinterpreted as indifference? Avoid the guesswork by finding out before heading home what the employer prefers in terms of checking in. Lizandra Vega, author of "The Image of Success: Make a Great Impression and Land the Job You Want," suggests asking the recruiter about her preferred method of follow-up communication and whether it would be okay to touch base again.

3. Be punctual.
If you tell the interviewer you'll send a list of references tomorrow morning, make sure you do it. Keeping your word and answering requests in a timely manner speaks volumes about the type of employee you might be.

4. Know when to sit tight.
If an interviewer requests that you follow up by phone in a week, respect her wishes. Calling the next day can be construed as pushy and desperate.

5. Send a prompt thank-you note.
A positive, nonintrusive way to stay on an employer's mind is to send a thank-you note. Vega recommends emailing one within 24 hours of the interview, then following up with a handwritten note that arrives one to three business days later.

6. Send each interviewer a personalized, powerful follow-up letter.
This piece of communication is another chance for you to shine, so don't waste space with generalities. Ford R. Myers, a career coach and author of "Get the Job You Want, Even When No One's Hiring," recommends including specific references to each person you met and tying your accomplishments directly to the company's stated challenges. You also can use the letter to introduce achievements that didn't get discussed and to elaborate on interview answers that you felt lacked punch.

7. Address one of the company's needs.
Another effective way to follow up is to act more like a consultant than an applicant. "During the interview, you learn a lot about a company's weaknesses and/or areas where the company wants to expand," states Linda Matias, president of CareerStrides.com and author of "201 Knockout Answers to Tough Interview Questions." "Consider creating a proposal on how you would address one of those areas. Doing so will demonstrate that you have the knowledge and also the enthusiasm to make a significant contribution."

8. Keep thinking and learning about the company.
Be prepared for additional interviews or follow-up phone calls by continuing to research the organization and the field. Gain new information about a topic brought up in conversation. Think of additional questions you'd like answered. These actions show the hirer that you didn't stop caring about the company after the interview was over.

9. Leverage outside resources.
Networking should never stop. "If you have contacts and connections with anyone who might influence the hiring decision, or who actually knows the interviewer, ask her to put a good word in for you," Myers says.

10. Accept rejection with grace.
Finally, keep emotions in check and don't burn bridges if someone else gets hired. One never knows what the future might hold. The accepted candidate may not work out, or a different position may open up. "If you are rejected, the first thing you should do (ironically) is send a thank-you note," Myers says. "This will help distinguish you from other rejected candidates and put you in a positive light."




Source: careerbuilder

How Much Email Is Too Much?

Many companies and employees consider email the lifeblood of work productivity. They check it repeatedly while they are at the office. And, thanks to mobile technology, many employees check emails where ever they happen to be -- on vacation, at parties, even from the bathroom. A number of recent studies, however, suggest email adds to stress and distraction, hurting productivity.

How much is too much? This infographic examines the disparate effects of email on office life and comes up with some surprising data.

Source: AOL

Looking for a job: Your wants versus needs

When you're job searching, it can sometimes seem like you're in a dysfunctional relationship. It's always about what the companies want and what you're willing to compromise to make them happy. Consider this your intervention: You're in this relationship, too, and it's time to start asking for what you want.

When evaluating a position, decide what's on your list of requirements and what items are preferred, but not necessary. This will help you get what you want and increase your chances for long-term career happiness and success.

Career path
Are you moving closer to your dream job? When looking for a job, consider what direction you want to take your career. Doing so can help you narrow down which jobs to consider. Ask yourself: Is this relevant to my educational background, does this get me a step further in my career, or can it open up new doors for me? Is having a career important, or am I looking for a job strictly to pay the bills?

Dress code
Is your inner fashionista a factor in the job you're seeking? Dress code can have more of an impact on career satisfaction than you may think. Does the position you're looking for require you to wear a uniform? Will you be expected to wear a suit most of the time? How much of your salary are you willing to spend on work clothes? Consider what you'd prefer to wear, and look for companies that are compatible with your style.

Education
Some companies offer tuition reimbursement and other educational opportunities to their employees, including access to seminars, workshops and certifications. Research the companies that interest you, and find out what they offer. While you'll typically find more opportunities at larger companies, organizations of any size may provide some degree of training.

Insurance and benefits
Are you on somebody else's insurance plan, or are you looking for a job with health benefits? Determine which type of insurance you'd prefer and which benefits may not be as important to you. This will help you figure out what questions to ask hiring managers when discussing benefits.

Location
Are you willing to relocate for a great job? Is commuting an option for you? Or are you more interested in staying local? Being more flexible may give you more opportunities in your job search. Also, consider if working from home is an option. Is it realistic, and do you have the self-discipline to work independently?

Salary
Do you have a certain income that you need to make to pay the bills? How flexible are your salary requirements? Although salary negotiations don't usually happen until after you receive a job offer, keep in mind what kind of budget you have and what your paycheck needs to be.

Travel
Are you looking for a job in which you can travel? Consider how much you'd be willing to travel for a job. Some positions require driving long distances or flying, while others only require working at one location.

Wellness opportunities
Wellness opportunities such as paid gym memberships or bicycles are increasingly being offered to employees to encourage healthy lifestyles and keep insurance costs low. Are you interested in better managing your well-being? Determine whether the companies you're researching offer wellness opportunities to their employees.
After you decide what you want out of your job, you'll have a clearer picture of what positions you should be seeking and which companies offer the most relevant benefits. The key to any good relationship is being honest about what you want and working to get it.




Source: careerbuilder

9 Annoying Lies Job Interviewers Tell

Job interviews are frustrating enough. Trying to pick out the perfect look, getting there on time (but not too early), doing research on the position ... you have plenty to worry about. Then there's the actual interview: answering the questions thoroughly (but not rambling), seeming interested but not desperate and showcasing yourself without bragging.

Yet job seekers need to remember you're conducting an interview, too; you need to decide if this is the best place for you, the boss for you, the job for you.

So while you're making your decision, watch out for these lies job interviewers like to tell:


1. 'You're in the lead for this position.'

Are you really? Have they already interviewed everyone? This might be the truth, or it might just be flattery to keep you hanging on.
Don't take these words to mean too much. You may very well be in the lead, but you also may be the first candidate they've interviewed, and you never who will come through that door next.


2. 'We think your outside life is just as important as your work life.'

This one may make you believe you'll never be working late hours or weekends, but unfortunately, that's rarely the case anymore. To really find out, dig a little deeper.
Can you work from home if you have a sick child? Do they have strict office hours, or can you be flexible? Will you travel? Answers to these questions will help you suss out a company's priorities more than a blanket statement about work-life balance.

3. 'We offer excellent benefits.'

The company might offer great benefits, but do a little investigating before you believe it. It's a tough time out there for health care, after all. And if the employer offers a lot of vacation days, will you really be able to take them all? Sometimes it's hard to take time off even if you have vacation days because of job demands, finances or company policies.


4. 'We're working on hiring someone who would help you.'

This might be a red flag that they know the position is overly demanding. Find out why. Will that new person be an assistant or hold a parallel position? What happens if they don't hire someone; will you be responsible for more than you initially thought?


5. 'Our company doesn't have any drama or politics.'

Is that possible? Whether it's office politics or office drama, it's there. Maybe not quite as much as in an eighth-grade classroom, but life has drama and politics; there's no hiding from it.


6. 'We're still not sure of the salary.'

Why not? What are they waiting for? The salary should already be in place if they're ready to hire someone. There is usually room for negotiation, but the company probably has a base line to start with. Make sure you're aware of the salary before you accept any position!

7. 'We offer lots of help/training to get you started.'

What kind of help and training? Will you have to read a big fat manual in your off hours? Will you have a mentor for the first few weeks? Some companies offer in-house training before you get started, while others only offer a couple of online tutorials. Find out so you know what you're getting into.


8. 'We'll make a quick decision and move fast.'

Even in the most ideal situations, the time from interview to start date is usually a few weeks. Between protocol in human resources and all necessary sign-offs, "quick" is a relative term.
Stay positive, but know that things take time.


9. 'If this doesn't work, we'll keep you in mind for other opportunities.'

The truth is, they probably won't. Even if they do have something else for you, it may not be what you want.
So keep looking. If it happens to work out, that's great, but don't sit around waiting for another position to open up for you.




Source: AOL

How to identify a telecommuting-friendly job

Telecommuting has many benefits for both employees and employers. It helps workers save time and money and gain more flexibility, and it can increase a company's efficiency and reduce its carbon footprint.
Yet the concept is still catching on in the corporate world. According to the latest American Community Survey data, slightly more than 2.5 percent of the U.S. workforce considers home their primary place of work. So while it may seem like a challenge to identify telecommuting jobs, by doing the right research and asking the right questions, you can find a position that matches your interests and desired working accommodations.

Look for telecommuting-friendly occupations
While every company, no matter the field, differs in their flexible-working policies, some industries tend to have more teleworking staff. "Some industries are better suited for telecommuting than others," says Kari DePhillips, owner of content-development company Content Factory, whose entire team works remotely. "[Telecommuting-friendly industries include] graphic design, public relations, social-media marketing, writing and website development. In general, I think tech and startup companies are most likely to be open to the idea of telecommuting."
You may also have an easier chance of finding telecommuting roles by looking for contract or freelance positions. "Since you'll likely be commissioned for particular projects, employers are open to allowing independent contractors to turn in work projects digitally and communicate via social media, i.e., Skype," says Sudy Bharadwaj, co-founder and CEO of job-search platform Jackalope Jobs.

Do the right research
To find jobs, go to a job-search website such as CareerBuilder and use the "keyword" search function. Christine Durst, a telecommuting and home-based career expert and author of "The 2-Second Commute" and "Work At Home Now," suggests using words and phrases including:

• Telecommute
• Telecommuting
• Independent contractor
• Work from home
• Offsite
• Virtual
• Remote
• Freelance
• Anywhere
• Work from anywhere

Durst also recommends visiting sites that specifically cater to telecommuting jobs. Another option? Try a search engine, but use specific phrases to avoid any suspicious, too-good-to-be-true work-from-home job offers. To narrow in on relevant jobs, Durst suggests using phrases such as:

• "This is a telecommuting position"
• "This is a remote position"
• "This is a home-based position"
• "Will have the option to work from home"
• "Offsite position"
• "Qualified individual will work from home"
• "Must be willing to work from home"
• "This is a work-from-home position"
• "May work from anywhere"
• "This is a virtual position"
• "Our employees work from home"
• "Position can be based anywhere"

Ask the right questions
If a company doesn't explicitly say in the job posting that it's open to telecommuting, that doesn't mean it won't allow for a more flexible work schedule. So if you're really interested in a position, don't count it out. Use the interview as a time to take the company's pulse on teleworking preferences.
"When interviewing, ask the hiring manager about the company's policy on telecommuting," says Amit De, CEO and co-founder of job-search platform Careerleaf. "If the company has a strict anti-telecommuting policy, the position's probably not a great fit for you. Just be sure that the focus of the interview doesn't remain on telecommuting. Ultimately, you still need to get hired before you can consider telecommuting."

Keep an open mind
Even if a job doesn't offer telecommuting at first, there's always the chance that, under the right circumstances, your boss will be open to the idea of a more flexible work schedule. "The key is to come with suggestions as to what tools you'll use to turn in work and interface with co-workers when work needs to get done," Bharadwaj says. "Outline practical ways to ensure your productivity, and give examples that note your sensitivity to deadlines, since with telecommuting you'll need to be a self-starter to accomplish tasks without being micromanaged."




Source: careerbuilder

Job searching in a mobile world

Forgot to turn the lights off after you left your house? Your phone can turn them off for you. Want to deposit a check into your bank account? Your phone can take care of that. Interested in capturing videos and pictures of your family vacation? Your phone can email the album to your family and friends.

Today, cellphones are capable of so much more than making a call. They can even help your job search. Checking out jobs using a mobile application, emailing potential employers, killing time on your phone while waiting to begin an interview, conducting an interview on your cellphone -- these are just a few of the ways cellphones have become integrated into a job search.

From searching to interviewing to following up, here's a guide to job-search cellphone etiquette.


Searching for a job
Job-related mobile apps are great resources to use when you're short on time. However, before sending your job application materials to a prospective company, be sure that you've done your research. Learn about the company and the open position so that your cover letter and other application materials are relevant. It may be tempting to send a résumé for every open position you find, but being choosy can be more beneficial and productive.
When you contact hiring managers using a mobile app or emailing from your phone, you still need to be formal and professional. You aren't texting friends, so proper grammar and spelling and complete sentences are required. Also, consider removing any automated signatures your smartphone adds to your email, such as "sent from my mobile phone." This doesn't add anything to the note and may come across as though you sent the message in a hurry.

Interviewing for the position
When you get contacted for an interview, consider your cellphone's role in the process. If you've listed your cellphone number as your main contact number, be aware of your surroundings when you answer any potential business calls. If you're out with friends, go to a quiet area to take the call, or return the call in a timely fashion when you can speak privately. It's not OK to text a response to the hiring manager.
If a hiring manager requests a phone interview, consider whether using a cellphone is the best choice. Will you have strong enough service where you plan to take the call? Does your phone have a history of dropping calls? If you deem your phone reliable, choose a distraction-free location so you can focus on acing the interview.
If you're invited to an in-person interview, use your cellphone as much as you like before you arrive. However, once you check in and are awaiting the meeting, keep the cellphone out of sight. Put it away so you can focus on the interview instead of getting distracted by a friend's text message or an intense game. If you have to use it while you're waiting, make sure to turn it off or keep it on silent once you get called in for the interview.

Following up
Within 24-48 hours after your interview, email or mail a thank-you note that recaps conversation highlights and expresses your continued interest in the position. While it may be tempting to shoot off an email from your phone as soon as the interview ends, it may be best to wait until you get home. That way, you can send the response that night or the next day so you stay fresh in the hiring manager's mind.
As cellphones continue improving and becoming more crucial to everyday life, remember that professionalism and good judgment are key to making a good impression on employers. That goes for every part of the job search.





Source: careerbuilder

How to network via social media

Facebook is great for staying in touch with friends, sharing funny cat videos or seeing what an ex-boyfriend/girlfriend is up to, but can it help you get a job? Absolutely. Social-media websites such as Facebook, LinkedIn and Twitter are great platforms for networking and keeping up with industry trends.

"The benefits can be huge. Although time consuming, if you do it correctly, you can gain lots of attention, fans, followers and clients," says Ashley Jones, owner of Skylight Creative Group, a marketing, graphic design and photography company. "I've done a lot of networking through social media for myself personally, my two companies and also helping other companies through their startup/launch process."

Here are Jones' top seven tips for networking via social media:

1. Don't post something just to post it. Make sure your content is relevant or interesting.

2. If you're using social media to network, stay professional. There's a tendency to relax and get too casual or personal.

3. Use the tools to their full potential. If you're on LinkedIn, join groups, answer questions or get your name and profile out there to meet new people. No matter the platform, don't expect people to come to you if you're not engaging.

4. Don't spam or post too frequently. People are bombarded with updates, messages, etc., and if you post too much fluff, you'll lose your audience fast.

5. Don't just post the same thing across different platforms. It's OK if you occasionally post something you tweeted to Facebook or upload a Facebook photo to Pinterest, but if you're constantly posting the same content across all platforms, why would anyone follow you on more than one platform?

6. Keep your content fresh. Don't let your last post sit for a month before another update. Keep things new so people come back and check for updates.

7. Follow up with connections. While this may be  time-consuming, it goes a long way when you respond to a comment, post or message. It's a great way to let your fans or followers know you care.
The key to networking is becoming an active part of the community or industry of interest. Contribute to the conversation. Ask for advice about your current job or job prospect. Interact with others, and thoughtfully answer their questions. Post links to relevant articles you find. Networking should be a mutually beneficial experience, so if someone helps you, return the favor.




Source: careerbuilder

7 Job Hunting Mistakes That Will Make You Unemployable

Most job hunters are anxious to land their next opportunities. But in case you happen to be one of those rare birds who enjoys being unemployed, here are seven things you can do to make sure you stay that way:

1. Never bother to write a cover letter.
Only about 50 percent of cover letters ever get read. So why take the trouble to make a thoughtful bridge between your resume and the particulars that an employer advertises are necessary for a successful candidate to possess? If you don't bother to make the case for why you're a great fit for a given job, you can fool the resume screener into thinking that you really aren't the right person.


2. Create a bare-bones resume.
It's OK to mention your skills and list of a whole bunch of random keywords, but don't even think about explaining how you used them to solve problems or get things done. It's fine to assume that if you've had job titles like "Project Manager," "Marketing Director," or "Software Engineer," everyone will immediately intuit what you were responsible for doing, how you did it, and what results you achieved. Remember, people will judge you by the length of what you write rather than the content of what you put on the page.

At the top of your resume, list an objective where you emphasize your narrowest possible range of jobs you will accept, rather than conveying the value you could bring to any employer lucky enough to get you.

3. Avoid people with whom you have things in common.
Forget about going to college alumni association gatherings, or professional groups where people in your industry or with your skill set will congregate. By all means, don't share your experience with other people who, like yourself, are in the same process of job hunting. After all, someone from your past might remember you, or a new acquaintance might figure out that you would be a great fit for a friend or colleague of his or hers who is looking for an employee just like you.


4. Scatter your resume far and wide.
Get on to those job boards and just apply to any and every job you can find. It's all a numbers game, right? Go ahead and apply to jobs at much higher levels that your experience warrants, or in industries that sound "cool" but which you really don't know anything about. Barrage them by sending your application in every day just so it gets noticed. For kicks, send your resume in for entry-level jobs like the one you had 25 years ago, because you don't really want to stress yourself at a higher level. It's all about what you want, and not what they want to see in a candidate, right? If you apply for enough jobs, one of them is bound to come through. No need to think about who would look at your resume and immediately understand, "this is just the kind of person who could help us get to the next level as a company."


5. Don't take the time to figure out which recruiter would value working with you.
It doesn't matter if they're a large agency or a boutique shop, what field they specialize in, or who might actually have had experience working in your field before they went into recruiting. A rose is a rose is a rose, so a recruiter is a recruiter is a recruiter, right? And everyone knows that all recruiters are sleazy, so don't worry about having any integrity when working with them, because it will never be appreciated or reciprocated.

6. Avoid participating in social networks like LinkedIn.
Even if someone ropes you into setting up a LinkedIn profile, don't complete it and keep it really vague. Don't mine LinkedIn for information about what firms near you are hiring. Keep your knowledge to yourself, never answer questions that people pose, and don't participate in Group Discussions.


7. Forget being respectful in an interview.
If by chance you follow all these suggestions and still somehow wind up at a job interview, don't worry about putting your best foot forward. Be evasive in all your answers to their questions, look out the window at the view rather than into the eyes of the person or people you're with. Tell them about all the bad things you've heard about their company, and while you're at it, make some kind of bigoted remark about people with disabilities, or whose accent, skin tone, or religious beliefs just happen to be different than yours.


Of course there are many other things you can do to avoid getting hired, but this is a really good start.

However, if by chance, you really do want to get a job where you can put your skills and experience to use and make a difference for your next employer, just do the opposite of everything described here and you will be well on your way.

Happy hunting!




Source: AOL

5 Proven Hiring Tips From A Top Recruiting Firm

Hiring the right people will eventually contribute to the overall success of a business. On the other hand, a bad employee has the potential to cost you thousands of dollars.

"The single most important driver of organizational performance and individual managerial success is human capital, or talent," says Bradford Smart, author of the book, "Topgrading: The Proven Hiring And Promoting Method That Turbocharges Company Performance" and president of Smart & Associates.

His recruiting firm, Smart & Associates, Inc., utilizes a method of hiring called "Topgrading."

In his book, Smart says that only 25 percent of hires are considered top performers, but business owners can increase that number to 90 percent by following his Topgrading methods, which have been mentioned in the Wall Street Journal, CNBC, Fortune magazine, and more.

Here a few of his tips on hiring:

Calculate your successful hires and cost of mis-hires. Smart advises business owners to be as meticulous and calculating with new hires as they are with equipment and technology. “For a piece of equipment costing $500,000, we’re disciplined in calculating ROIs, doing comparative shopping and planning installation," he says. Companies should proceed to hire with the same caution.

To aid business owners in measuring the success and mis-hires rate of employees, Smart devised four online calculators: the hiring success calculator (calculates percentage of high performers hired and promoted); the talent projection calculator (calculates the number of people you'll have to hire and fire in order to achieve a 90 percent success rate); the mis-hires calculator (calculates your typical cost of mis-hires, and your typical number of hours sweeping up after mis-hire); and the organizational cost of mis-hires (calculates how much it will cost you to replace underperformers with your current methods versus Topgrading methods).

Create a vivid job description. The job description in an ad determines the type of people it attracts. Hiring managers should put in the extra time to make the description as vivid as possible.

"Job descriptions are so vague that hiring managers and others who will be affected aren't really clear about what they are hiring someone to do and candidates are equally confused, hoping to figure it out once they're on the job. Avoidable, costly mis-hires are the result."

According to Smart, the staff at Smart & Associates often get job descriptions from hiring managers that are so vague, they have to call the client to clarify the duties associated with the job.

Recruit from your networks and have connectors. "The advantage of recruiting from your networks is that it is faster (pick up the phone, email, use your social media), better (because you know the people to be high performers), and cheaper than running ads or using recruiters (no fees)," says Smart.

Aside from having a network of A players you've worked with, Smart recommends having a separate network of people called connectors. "Connectors are people who know A players they can refer. We recommend that every manager build and maintain a list of 20+ A players and 10+ connectors — people who are not suitable for your business, but who know a lot of high-performers you might hire. This connector group can include retirees who stay in touch with lots of talented people, vendors with an eye for talent, professional associates, and former peers who know lots of As."

Avoid generic competency questions. Smart considers the face-to-face interview to be the weakest step in the hiring process. "Competency interviews fail because a typical competency question is, 'Pat, can you give me an example of when you had a lot of passion for your work?' Of course anyone can come up with an example and anyone can claim more passion than exists."

Smart once met a senior manager at a recruiting firm who coached candidates on how to successfully oversell themselves and lie during the interview process.

For this reason, he believes the key during the competency interview is to not allow the candidate to "put [one's] best foot forward." Smart suggests asking questions that show initiative. For example, "What actions would you take in the first few weeks, should you join our organization?"

Have the candidate set up a reference call. This method is done using what Smart refers to as the TORC (threat of reference), which involves arranging for the candidate to set up the reference call between the hiring manager and the previous employer or referral.

"This 'threat of reference check' scares C players away," says Smart. "C players can't get their former bosses to talk to you and C players wouldn't want their former bosses to talk to you anyway. Decades of experience confirm that high performers do get their bosses to talk and are happy to make the arrangement." Smart advises recruiters to remind candidates throughout every step of the hiring process that they will be the ones to set up the reference call between the two parties.

Source: businessinsider

6 Red Flags Employers See in Your Job History

Long before you get to a job interview, hiring managers are forming opinions about you based on your resume and your job history. Here are six of the most common red flags they look for.

1. You have multiple short-term jobs. If you have a history of quickly moving from one job to the next without staying very long, employers will wonder whether you get bored easily, or can't keep a job, or don't know how to identify the right fit for yourself. If you do have good reasons for the job changes (such as a spouse in the military), make sure to fill in your interviewer quickly so she doesn't draw the wrong conclusions.

2. You quit your last job with nothing else lined up. Since most people line up a new job before quitting an old one, employers raise their eyebrows if you left without something new waiting. They wonder what the real story is: Did you blow up one day and walk off the job in a fit of anger? Do you get upset at work and make impulsive and rash decisions? Were you actually fired but trying to claim you left on your own?

3. You were laid off from your last job. While plenty of layoffs are about company cutbacks or restructuring, employers know that companies sometimes use them as an opportunity to get rid of lower performers. To combat this question, be sure to mention if your whole team or division was let go. If you were the only one laid off, that raises more questions than if you were part of a group that was laid off.

4. You've been unemployed for a while. Even in this economy, some hiring managers look at long-term unemployed candidates and wonder if there's a reason that other employers haven't hired them. Fortunately, many employers do understand that it can take time for even good candidates to find work in this market--but it's important to show that you've been spending your time volunteering, building your skills, or something other than a year-long job search.

5. You have large gaps between jobs. When employers see gaps of unemployment, they wonder what happened during that time. Did you leave the previous job with nothing lined up, and if so, why? (See No. 2) Were you working somewhere that you've deliberately left off your resume, and if so, what are you hiding? Gaps raise questions that you don't want on a hiring manager's mind.

6. None of your past managers are on your reference list. If you only offer peers as references, or other people who didn't directly supervise your work, hiring managers are going to wonder why. Managers are usually best able to speak to the quality of your work and your strengths and weaknesses, and steering reference-checkers away from those conversations can be a red flag. Plus, employers will usually ask to be put in touch with your past managers anyway.



Source: Yahoo

How to conduct a video interview

It's expensive for companies to fly candidates in for in-person interviews, so more companies are conducting video interviews using Skype and similar technology. Internet-based videoconferencing tools allow employers to reach out to candidates virtually anywhere in the world easily and cost-effectively.

According to a recent Robert Half survey, 63 percent of human-resources managers said their company often conducts interviews via video. This is up from just 14 percent one year ago. In addition, 13 percent of respondents said they think their organization will use video more frequently to meet with job seekers in the next three years.
While use of the technology is becoming increasingly common in business, for many hiring managers, this is still unfamiliar territory. Setting the stage for a positive video-interview experience for both the hiring manager and the job seeker requires planning and practice. Here are some tips for employers:

Choose your location wisely
Videoconferencing services such as Skype allow you to schedule a meeting from almost anywhere -- your home computer, cubicle, smartphone or tablet computer.

However, no matter where you conduct an interview, don't let your surroundings interfere with maintaining a professional atmosphere. For instance, if you're working from home, dress as you would if you were conducting a formal, face-to-face interview with a job seeker -- after all, that's what you're doing, albeit virtually.

If you're at the office, remember that your webcam is the job seeker's window into the company. Select a location that is tidy, quiet and distraction-free. To ensure privacy, consider reserving a conference room. Let your colleagues know you'll be interviewing a potential hire and must not be disturbed, just as you would if you were meeting the job seeker in person.

Treat your small screen like the big screen
When preparing to conduct a video interview, think about how to make the experience more natural. For example, ensure there is ample natural light at your location and that it's directed onto your face, rather than from behind you, reducing shadows and glare.
Also, avoid leaning into the webcam; doing so can create visual distortion. However, look directly into the webcam and not at the computer screen when speaking. In a face-to-face interview, maintaining eye contact is essential to making a positive connection with a potential hire, and it's no different in a video interview.

Account for technical difficulties and time delays
Videoconferencing is a convenient but imperfect technology. Its effectiveness depends on the speed of your Internet connection and how much network traffic is being carried on both your company's and the job seeker's systems at the time.
Even under the best of conditions, delays and "choppiness" in video and voice are common; work around these issues by speaking slowly and trying not to move around too much. Allow for a second or two of dead air to pass after the job seeker finishes speaking before you deliver your next question or comment. Think of TV news anchors conducting interviews via satellite. This will help to avoid awkward and confusing conversation overlaps.
If you've never conducted an interview via videoconference, don't risk making a poor impression by jumping into the process unprepared. Practicing with a colleague can help you to build confidence and polish your skills before your debut. And always be prepared to rise above technical problems: Keep the job seeker's contact information handy just in case you have to grab the phone to complete the conversation.

Source: careerbuilder

8 Mistakes Not To Make On Your Work Emails

Could your emails be hurting your job hunt or career? It's the small details in written communication that might be undermining your message. One popular UCLA study found that 93 percent of a message is interpreted by the nonverbal components, in other words, your tone and body language. So what does this mean in your written communication? How is the reader interpreting your message as they view it? During a job search and in your career, creating the correct professional impression is within your control.

Think about how some of these overlooked details could help you get ahead.

1. Use a professional font within your email messages.
When you use an unusual or colored font, you may send the wrong message. Your outgoing messages should represent your professional image; therefore, consider using a standard style such as Arial and black font. Individuality is important, however, be selective and aware of how the recipient of your email may interpret your style.


2. Use an email address that is clearly and professionally you.
The email address you choose to use shouldn't be confusing, too personal, or your family account email. Your email address should contain your name, such as johndoe@xmail.com. Or if you have a common name, consider using your middle initial or some variation of your full name, such as johnathanjdoe@xmail.com or johnathan_j_doe@xmail. Avoid using your birth date, numbers, or information that would make your email difficult to recognize. Here are some examples of what NOT to do:

• redhotmorgans@xmail.com
• bruceandsally@xmail.com
• smellybilly@xmail.com
• george1948@xmail.com
• hunterjohn@xmail.com

3. Don't use humor.
It's difficult to convey humor or sarcasm in writing, therefore, the safest bet is to avoid it. The same is true for "LOL" or other modern acronyms or abbreviations used in texting frequently. These may get lost in translation and cross the line into being too personal or familiar.


4. Never use emoticons in emails.
Email is not the same as texting. Smiley faces or any other type of symbol used to convey emotion or feelings could be perceived as unprofessional. Therefore, avoid using them in all of your job search correspondence.


5. Copy in appropriate people.
Be selective when copying other people into your messages. If you're following up on a job posting submitted to human resources, don't copy the company's CEO or others of high rank. Nor should you copy in your mom, dad, career counselor, or others as a way of keeping them up-to-date. The receiver of the email will see these and may wonder why or may even feel threatened in some cases.

6. Wait to send an email if you're angry or frustrated.
It is best to wait until you're less emotional before sending a message. You may think your tone is neutral or you may even feel it is within your right to be angry, but do not ever send an email that is emotionally charged.


7. Use a professional email signature.
A professional email signature leaves a lasting and invaluable impression, and setting up one to appear in every message saves you time. Your signature should include your name, primary phone number, and job title, or work you're seeking. Adding your LinkedIn profile URL is certainly a valuable addition as well. Consider how you reference messages sent from your mobile devices too. You may want a slightly different and shorter signature to indicate it is being sent on-the-go. Don't miss out on this opportunity to separate yourself from the pack.


8. Always check spelling and grammar.
Double- and even triple-check your emails to prevent careless errors from slipping through. Build a process for reviewing your work before you send it. Even one simple typo can convey you lack attention to detail.


Strong communication skills, both verbal and written, are extremely valuable to employers. Every message they receive from you will serve to form an impression. Be aware of and alert to the impression you're sending. And most importantly, know that first impressions are lasting impressions.





Source: AOL

Shake the job search blues

In both his books and speeches, Donald Trump often mentions a story that his father told him when he was a child that goes something like this: There once was an entrepreneur who started a soda company called Three Up. Despite the man's passion for his company, though,

Three Up eventually went under. Undeterred, the entrepreneur started another cola company called Four Up, which also went bankrupt. He persisted on, but after Five Up and Six Up failed as well, the man was tired of struggling and gave up.

A short time later another company came along and invented 7 Up, which was wildly successful. The point of the story, according to Trump, is that if the man hadn't quit, he would have created 7 Up.

If you're a job seeker, you can probably relate to the entrepreneur in the story. It may seem hard to stay motivated in the face of rejection and success can seem elusive -- you might even feel like giving up on your job search or settling for a job you don't really like. But, if you quit when the going gets tough, you may miss out on the opportunity of a lifetime -- like the entrepreneur did.

The job search blues can certainly be tough to conquer -- but it can be done. Here's how to get through the tough times in a job search.

Pay attention to your thoughts
"Listen to the things you say to yourself about your job, your abilities and your chances of achieving your career goals," says Colette Ellis, founder of leadership consulting firm InStep Consulting and author of the e-book "Focus on your vision."

If you realize that your "self-talk" is predominately negative, make an effort to change it any time a negative thought pops into your head. "When you hear your negative messages and begin to feel badly, say 'stop!' and replace the thought or message with a more positive statement," Ellis says.

Dave Sanford, an executive vice president at recruiting firm Winter, Wyman, agrees: "You can't force hiring decisions to go your way. But you can control your reaction to the circumstances. Allow yourself that healthy moment of disappointment and then pick yourself up and dust yourself off. This will help you move on a lot more quickly, which is imperative to your search," he says.

Set goals
Let's face it: The modern job search can be a long and tedious process -- but that doesn't mean it can't also be rewarding. Set smaller goals throughout your job search to keep you focused and give you a sense of achievement.

"As part of your job search, you will certainly have set goals for yourself, [like] the number of networking meetings you will have each week, how many résumés you will send out per day and the [number of] hours you will dedicate to researching opportunities," Sanford says. "Feel good about completing your objectives and find ways to celebrate your accomplishments."

Be careful not to be too hard on yourself when setting goals, though. When outlining your job search goals, don't limit yourself to an overly-stringent time deadline for getting a job. "It may feel proactive to say 'I will be working by June 30' but you are really setting yourself up to be let down," says Cheryl Heisler, president of Lawternatives, a career coaching firm for lawyers. "Concrete goals are good -- as long as they are within your control. Do commit to goals that you can reach, like 'I will make five new contacts each week.'"

Talk to people
Making an effort to talk to people in your industry can give your job search a much-needed boost for a number of reasons: It's great for networking, it can provide you with a renewed sense of motivation and energy, it'll help you stay abreast on what's new in your field, and it can present you with options and opportunities you may not have known you had.

Best of all -- talking with your industry peers can help you get a job faster. "After speaking with someone once or twice and building a rapport, they are much more likely to bring up potential job leads or contacts for you, rather than you having to ask for them," says Kathryn Minshew, co-founder and editor-in-chief of Pretty Young Professional, a blog and online resource for young professional women.

Is there someone in your field that you'd like to know, but don't? Reach out and ask the person for an informational interview. "I firmly believe in informational interviews," Minshew says. "Everyone loves being asked for advice, and sometimes the best thing you can do to get your foot in the door is to find people who work at the company or industry you're targeting, and ask them if you can meet."

Take a break
Although it's important to maintain momentum and keep up a steady job search, it's also important to take time out of your day to de-stress. "Stress can be palpable and you don't want to present yourself to prospective employers or networking contacts as someone who will crack under pressure," Sanford says. "Whether it's a morning yoga class or walking around the block, find what works for you and incorporate it into your daily routine."

Reducing stress also means fighting the e-leash during "you" time. While you may feel compelled to check your e-mail or voice mail every five minutes, fighting the urge will help you relax. "Access your voice mail and e-mail a few times a day -- and then let it go," Sanford says.

Source: careerbuilder