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Biggest Interview Blunders


The interview is the most critical point in the job search process. While you might look great on paper, the real test starts when you get in front of a hiring manager. You've got the skills, now you need to prove that you'll be a good fit with your future co-workers and company. And it's oh-so-easy to sabotage that much-coveted and highly-valuable face time.

According to a recent CareerBuilder.com survey of 866 hiring managers, almost 70 percent recalled unusual behavior by job candidates. While the usual suspects did come up, some of their experiences were downright jaw-dropping. Here are some examples of how not to behave in an interview:

Hugh Hefner Wants His Pants Back
Clothes make the man (or woman) and what you wear has a direct impression on a hiring manager. Comfortable clothes will curb your nervousness, but that doesn't mean you should wear pajama bottoms like one job seeker did. The company dress policy may be casual, but save the Goth clothes and socks with slippers until you get the job. If you're hitting the beach after your interview, it doesn't give you license to wear your bathing suit and flip flops. And seriously guys, the flashy medallion on a bed of chest hair will not impress anyone.

I'm With the Band
Unless you're in need of a seeing eye dog, you shouldn't bring an animal or another person with you to an interview. It seems like common sense. Nevertheless, many a job seeker has brought a companion along on the interview including a child, spouse, friend, pet and even the entire family. An invitation to a job interview never includes a guest.

Have You Tried Hypnosis?
They might be normal to you, but to others, some personal quirks are downright frightening. Those things you do in the privacy of your own home are not meant to come out in front of someone you are trying to impress. During an interview candidates have chewed gum, lit cigarrettes, picked their nails, passed gas, burped, picked their noses, scratched various body parts, laughed erratically and even spit. Make sure to check this behavior at the door.

Intoxicating Ways
Some things are strictly taboo at work, and you should behave in an interview like you would on the job. Alcohol impairs your judgment, as do drugs (not to mention they're against the law). They should be off limits -- but some job seekers don't think so. Job seekers openly admitted drug use and arrived at the interview high, intoxicated or hung over. One thirsty candidate requested whiskey, while another brought his own wine. Another asked if he would get the job even if he didn't pass the drug test. And one candidate simply left the interview after finding out about company drug testing.

Truth is Stranger Than Fiction
And then there are the incidents that are just plain bizarre, perhaps provoked by ambition, a desire to impress, or anxiety. One candidate constructed a shoebox diorama of himself on the job. Another did a Ben Stiller imitation. One job seeker offered a sexual favor to the interviewer. Still another knitted during the entire interview. And another barked at the hiring manager.

Creative ways to commute to work

Water taxiWhen I was young, I loved watching “The Jetsons.” I thought that when I grew up, maybe I’d live in a place like Orbit City, have a talking robot and take flying cars to work every day.
Unfortunately, flying  automobiles don’t yet exist, which is too bad since they’d come in handy during the daily, often grueling, commute to the office. Yet even without air travel as an option, there are a lot of different ways to get to work these days, beyond sitting on a cramped bus or driving alone in bumper-to-bumper traffic.
If you’re like me and you’re sick of your daily commute, consider exploring some of the newer or more creative ways to get to work:

Water taxi/ferry
Water is known to have a calming effect, and who wouldn’t want to feel more relaxed and at ease heading into a potentially stressful day of work? For workers living near lakes or rivers, water taxis or ferries are a great option for their daily commute. Cities across the country, including Chicago, New York, Boston and Seattle, offer shuttle service to workers looking for an alternate, and more enjoyable, way to start and finish their day. Some even operate like a tour, so you can get a little history and culture while you’re on the ride. Depending on the city, the service may be seasonal, so be sure to check schedules and availability.

Technology-driven rides
Considering you can use your smartphone to do almost anything these days, it only makes sense that you’d be able to get a ride to work with just a few taps of your finger. Services such as Uber, Taxi Magic and HAILO have cropped up in cities across the U.S., offering apps where people can quickly book a taxi. This beats waiting in long lines at a taxi stand or jumping in front of someone on the street to grab that coveted cab so you’re not late for work. Plus, you store your credit card information in the app, so once your ride is over, all you have to do is say “Thank you” and get out, without worrying about breaking a $20. Plus some of these services allow you to rate your driver, helping to ensure you have a satisfactory experience each time you ride.

Social rides
On days when the weather is crappy, the buses and trains are packed and there’s not a taxi in sight, you probably wish it was acceptable, or safe, to hitchhike. The transportation network Lyft is basically like hitchhiking, but without having to stick out your thumb — or jeopardize your safety. Instead of using taxis, Lyft employs regular people with cars who want to make some extra cash. Riders can book a ride through Lyft’s app, and they’ll get picked up by a friendly — and thoroughly vetted — driver. The idea of the service is to make the ride more social; they encourage you to sit in the front seat and make a “new friend” while you’re on the way to work or wherever your destination may be.

City bikes
A lot of cities are making their roads more bike-friendly, and with that, they’re offering residents the chance to ride bikes without having to own one. Bike-sharing programs such as Citi Bike in New York, Divvy in Chicago and Capital Bikeshare in Washington, D.C. have stations set up across the city so it’s easy to pick up and drop off bikes at your starting point and destination. The purpose of these bikes isn’t to take long-distance, leisurely rides; it’s to help commuters get from one place to another — thus why they’re ideal for workers heading to the office. As a bonus, you get some fresh air and exercise while you’re at it.
So the next time you get that feeling of dread as you start your daily commute, skip the train and opt for a more fun and creative way to get to the office.

How to address being overqualified in an interview

A business woman listens to the other woman in her office
The main concern about being “overqualified” for a job is that you’ll leave your potential employer as soon as something better comes your way. Anything you can say to demonstrate your sincere commitment to the employer and interest in staying long term will help you overcome this doubt.

Communicate the benefits
Don’t view being overqualified as a sign of a possible setback during the interview or as the end of your candidacy for the position. Instead, view it as an invitation to enlighten the interviewer of a new way to think about this situation, focusing on the advantages and opportunities as opposed to the drawbacks.

You can explain to the interviewer that there could be very positive benefits for both of you in this potential match. For example, you can let him know that based on your strong experience and education, you can start to contribute right away by building profit, solving long-term problems or assisting in other departments — perhaps faster than someone who would need more time getting up to speed.

You can say the following: “I am confident that given this opportunity, I will be able to contribute to the needs and goals of the organization almost immediately since I have had the opportunity to grow and develop a set of skills and proficiencies necessary to the success of any organization.”

Prove your value
There is also the value of all the training and years of experience that other companies have provided you with. Your potential employer would be getting all of this value without having to pay for it. With a candidate who has yet to acquire that level of experience, she would have to gain it on the employer’s budget and time.
You can say the following: “Currently, I’m looking to make a long-term commitment. At this point in my career, I’m no longer interested simply in advancement and in job titles, but mainly in a permanent role where if I perform genuinely well and with excellence, other opportunities within the company will open up. In time, I’ll find many ways to help this company and in the process, achieve my goal of a long-term commitment.”

Stress your staying power
When it comes to knowing how to work well with others and getting the most out of them, there’s no substitute for what you learn over many years of direct experience. So, most importantly, stress to the employer that you are looking to make a long-term commitment in your career. This will alleviate and hopefully eliminate any doubt or hesitation of viewing you as an overqualified candidate.

7 Signs You're Working With a Psychopath

Look for these red flags that you're working with one

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Getty Images/PhotoAlto
By Vivian Giang

How do you know when you're face-to-face with a psychopath? There are more out there than we'd like to imagine, and they all tend to exhibit essentially the same traits, says behavioral analyst Lillian Glass, a language expert who's worked with the FBI on unmasking signals of deception.

Psychopathy is an anti-social personality disorder where the sufferer tends to adopt erratic and impulsive behaviors. Psychopaths have an inability to internalize social norms.

While it's difficult to know how many psychopaths reside in the U.S., a survey cited in a Reuters article found that out of the 500 senior executive respondents in the U.S. and U.K., 26% said they had "observed or had firsthand knowledge of wrongdoing in the workplace" and 24% believed that those in the financial industry need to "engage in unethical or illegal conduct to be successful."

Based on Glass' new book "The Body Language of Liars," we pulled out seven red flags that you may be dealing with a psychopath in the cube next door.

They constantly use the past tense.

Researchers have found psychopaths use past tense more than present tense, which could signal that they're detached from the present, writes Glass.

They use cause-and-effect statements.

"Because psychopaths are entitled and see the world and others as theirs for the taking, researchers at the University of British Columbia found that they used more words such as 'because' and 'so that'" says Glass, since they tend to rationalize their actions with their own logic.

They talk excessively about their basic needs.

Since they're typically not occupied with anything else, psychopaths think about their basic needs a lot, such as food, shelter, and clothing, writes Glass. When talking about their basic needs, psychopaths tend to use twice as many words as usual or provide too much information.

They don't take responsibility or blame.

Psychopaths usually think that they're the victims, which comes from their sense of entitlement, says Glass.


"The psychopath will speak of himself in grandiose terms while blaming others and taking no responsibility for his actions," she says. You can hear this in the lack and emotion of their voice.

They contradict themselves often.

This may even happen within the same sentence. "[Psychopaths] will lie or omit information when you ask them a question, but they may tell you the truth if you rephrase the question slightly. Researchers have discovered that this has to do with the particular way their brain is wired," says Glass.

They are really bad at crying.

"When [Susan Smith] gave a press conference and cried about her missing children, her fake tears were actually what raised suspicions that she was the killer," says Glass.

When psychopaths cry, Glass says they will often wipe underneath each eye, one at a time. "When people cry genuine tears they cry with both eyes, and so they will tend to wipe both eyes at once."

Their body language is different than what they say.

Glass says psychopaths will often say one thing, but their body language will tell a different story. For example, while saying the word "yes," the psychopath could be shaking their head no.

How To Get A Raise In 60 Days

Take control to earn more money -- and respect

Image by Shutterstock

I got this recently from a reader:
Dear J.T.,

I need a raise - FAST! I just found out my co-worker is making 20 percent more than me. What's frustrating is she started six months after me. Everyday since I found out, I go into work a bit more angry. I like my job and don't want to leave. But, how can I stay knowing I'm being taken advantage of? My only solution is to get a raise. What can I do?

Angry Adam
Okay, while I'm glad Adam wants to stay and focus on getting a raise, I have to address this comment, "...how can I stay knowing I'm being taken advantage of?" Adam isn't being taken advantage of. Adam is an at-will employee. He's not locked into a contract. He can quit anytime he wants. Especially if he feels the working relationship isn't fair. Furthermore, Adam admits he likes his job, so the real issue is he's been caught off-guard by the fact his company isn't paying everyone the same rate. Yet, this is normal business practice - and, as you'll see, can work to Adam's advantage...

Supply & Demand = Secret Weapon to Getting a Raise

Companies pay for talent based on what they need. Just because you have a PhD, doesn't mean a company will pay you $200,000/year to be a salesperson at their fast-food counter. Why? There are plenty of people out there without PhDs who will do the job for less. The Law of Supply & Demand applies here. The more people capable and available to do the job (high supply), the less of a need there is for all of them (low demand), resulting in the employer being able to pay lower wages and still get the employees they need. That can be frustrating to a professional who feels the employer dictates the pay. But, there's a flip-side to this: if you can create your own niche (low supply), and be of extreme value to an employer (high demand), you can ask for more money - and get it!

Step 1: Identify the "Money-Making" Tasks

When you work in a job where there are multiple people doing the same thing, there's a standard level of productivity expected. Start with your job description and performance reviews. Map out the baseline level of performance everyone is expected to deliver. Then, ask yourself, "What else could I be doing above and beyond to save, or make the company money?" The only way you'll convince the employer to pay you more is to justify how your contributions will increase profitability as a way to cover the cost.

TIP: Be sure to take a closer look at the contributions of the person making more money than you. Try to determine what she's doing outside the scope of the normal job expectations to earn more. Perhaps your boss has even complimented her for actions she's taken? A clue would be why she joined the team. Your boss may have specifically explained why she was hired and what expertise she brings to the organization. This can give you insight into what the company values more in talent. Sometimes, it can be as simple as a positive attitude. There are many factors that go into being a top-ranked, higher-paid employee. Consider all the things that could be giving your co-worker the financial advantage.

Step 2: Set a Meeting With Your Boss

You need to sit down with your boss and share the fact you want to be of more value to the company as a way to earn more money. Don't mention you know your co-worker is making more than you. Bringing it up now will look petty. This is about your working relationship with your employer. Keep in mind: you're a business-of-one that wants your customer (a/k/a employer) to pay you more.

How do you feel when a service provider (i.e. cable, phone, etc.), suddenly announces a rate increase? It's frustrating, isn't it? That's why they also do their best to explain the reason for the increase and all the additional value it will bring you. The same applies to your employer. You want to focus on what you can do to help your boss make or save money so a raise can be justified. Then, tell your boss you'd like to leave the meeting with a clear sense of what additional tasks you could take on to earn a raise within the next two months.

TIP: In this meeting, start by asking your boss what problems are most pressing on the business right now. What pain needs to be alleviated and how can you help him with them? Let your boss share the challenges that keep him up at night. Then, offer up your own suggestions of things you could do using the research you did earlier. Hopefully, you and your boss can agree upon some additional tasks you can do that will have a real impact on the bottom-line. Also, don't underestimate the value of tasks that will make your manager's life easier. Anytime you can relieve stress or workload for a boss, you add significant value!

Step 3: Regularly Update Your Boss on Your Progress

While you don't need to touch base everyday, it is smart to update your boss weekly on the progress you are making with respect to the new tasks you are handling. Especially when you can point to some tangible results. For example, if you can showcase how you saved or made money, be sure to include it in the update. You could do this in a casual one-on-one meeting at the end of the week. Or, you could simply send an email summarizing your results. Either way, be sure to consistently show your boss you are focused and committed to executing these additional tasks and adding the value you promised in exchange for more money.

Step 4: The 30-Day Review

After one month, set another formal meeting with your boss to get his feedback on your performance. You want to make sure he feels you are on-track for that raise. Simply say, "How am I doing? Do you feel I'm making a measurable difference?" The point of this meeting is to ensure your boss is still on-board with the raise. You don't want to get to the end of the 60-day period and be told that your performance wasn't meeting his expectations for a raise. This is your chance to make any changes necessary to ensure the raise comes through.

Step 5: Continue Adding Value and Keeping Your Boss Informed

Repeat the same strategy you had in month one. Your boss will be watching to see if you really are committed to adding more value, or if this was just a temporary ploy to get a pay increase. You need show consistency and determination so your boss knows your efforts are legit. Also, you should start to gather some real momentum in your results, providing cost-saving or money-making activities that are adding up to real value. Remember, financial results are necessary for you to get that raise.

Step 6: Have the 60-Day Review and Ask the Status of the Raise

In this meeting, you'll review all of your activities and summarize your financial impact. The more you can quantify the results of your efforts, the better! Once you present the facts you can ask your boss what the steps are for you to receive a raise. Be prepared to hear it may not be something he can put into effect the next day, but he should be able to tell you when you can receive it.

Step 7: What If You Don't Get the Raise?

If your boss still doesn't give you a raise after this process, you now could consider letting him know you are aware your co-worker makes more than you. It will no longer seem petty since you made such a committed effort to offer value in exchange for more money. This can be sticky because you'll have to explain how you learned about the wage difference, but it should open up the conversation and force your boss to justify the salary differences. Keep in mind, you may not like what you hear, but at least you'll know the reason you aren't getting that raise. At which point, you can either continue to work with your boss to determine how you can make more money or get some added benefits (i.e. flextime). Or, you can start privately looking for a new job where you will be better compensated. Remember: you are an at-will employee. If you think you are worth more, then go find the employer who is willing to pay you more!

Bonus: You Gained New Skills You Can Market!

Even if you don't get the raise, the new skills and the measurable impact you've had on your employer's business is something you can put on your resume and leverage in your job search. The two months you spent trying to get a raise won't be for nothing. While you didn't get one from your current employer, the chances are much better now you can go get it with a a new employer.

FAQ: Bringing up salary in the interview

Salary is one of the subjects we get asked about the most, particularly on our social accounts. While negotiating a salary is a topic that gets plenty of attention, the timing of when to bring it up is less discussed. Or rather, the discussion can leave you with more questions than answers.
Why? Because salary answers are often categorized into “yes” or “no” answers. That’s usually fine, but in today’s ever-evolving job market, some job seekers are finding themselves in situations that require a “maybe” or “sometimes.”
In order to take out some of the mystique of approaching salary during the interview process–before an offer is on the table–we put together these tips:
Should I ever bring up salary first?
Shorthand: No. The reason for this old but still relevant rule is that employers are still wary of job seekers who bring up salary at the wrong time. It can make you seem presumptuous, as if you have the job offer already–and employers do not like arrogant interviewees. Bringing up salary at the wrong time can be akin to going up to a stranger at a bar and saying, “So what time should I pick you up for our date?” It’s too much too soon.
So I can never, ever bring up salary first?
Of course there are exceptions. Perhaps the most obvious and easiest scenario to be in is if you’re changing careers or taking a step back and your current salary range is significantly higher than the industry average (or the range given on the posting). Think a director moving to a mid-level role. If you’re worried that you have priced yourself out of consideration, so to speak, then you might want to say, “If I may be candid, I realize my current salary might concern you, but I assure you I understand the industry range for this role and am looking for a change. Should we get to the offer stage, I’m open to further discussion and want to stress how interested I am in this role.”
Bringing up salary when you know you’re in a position to take less is easier to do–and it’s a challenge most job seekers would love to face. For the rest of us who want to earn more money (not less), we want to know the salary range to ensure we’re not wasting our time  in four interviews that lead to an unlivable salary offer. In this case, you’re just inherently at a disadvantage. You certainly can bring up salary first, but understand you’re taking a risk that could turn off the employer and derail your interview process. It’s a gamble each job seeker has to decide for himself or herself.
What if the interviewer brings up salary first?
Answer their salary questions! You can only sit there and play coy for so long before the hiring manager will get frustrated. Don Draper can say, “I’ll tell you when I’m ready to talk about salary.” You cannot.
If you’re asked to give your current salary, don’t lie. Whether or not the interviewer cares about your salary, HR probably does and will do fact checking. So don’t get caught in a lie. It could lead to you getting the offer withdrawn, even after you’ve accepted it. You can also make it clear that you’re satisfied with your current role and only want to change jobs for the right opportunity. Employers know that luring good workers requires some incentive.
Instead of, or in addition to, the current salary question, you might be asked for your desired range. This is where you have the most wiggle room. Give a reasonable but broad range that encompasses the absolute lowest salary you’ll accept all the way up to your wouldn’t-it-be-nice ideal. This way you can negotiate a solid number if an offer is made and you’ve already made it clear where your minimum is.
Having a conversation about salary now that they’ve brought it up, whether it’s the first interview or the third, behooves you both. This way you both know if you’re on the same page or if you’re not going to be a monetary match.
How can I make sure I’m giving a range that won’t ruin my chances?
As with most interview conundrums, the answer is research. Look at the Bureau of Labor Statistics’ Occupational Outlook Handbook, CareerBuilder’s Salary Insights tool, and industry-specific publications. You’re sure to find a variety of salary answers, but they should help you decide on an acceptable range. A range of $5,000-10,000 is reasonable; a range of $50,000 is not.
Don’t forget to read the job posting carefully. Some employers do include the range, which doesn’t mean they’re sticking strictly to that when an offer is made, but at least it gives you a frame of reference to give an acceptable answer.
Why do some employers ask about salary so many different times?
You might notice that some job applications require you to enter your current salary and your desired salary, then in the interview the hiring manager or recruiter asks again, and it might come up again before the offer is made. They’re not trying to catch you in a lie as if your’e taking some sort of personality quiz. The applicant tracking system (or ATS) might use the range to weed out candidates asking for too much; it doesn’t mean that information makes its way to HR. Sometimes the person interviewing you doesn’t receive the full application–just the résumé and cover letter. HR might know your salary requirements, but it doesn’t mean your future boss does. This is also why you shouldn’t lie about current salary–it can be hard to remember your life three or four times. And also, lying is just wrong (according to my mother).
If you have questions about the actual salary negotiation, which can be its own question-riddled process, check out our posts here. And as always, let us know what questions you have in the comments below or on our social accounts.

How having a bad boss can teach you management skills

By Gretchen Barton,
 
Unfortunately for the American worker, management skills are not always taught in the way they should be. Many books and articles have been written on the subject, but most management skills are most powerfully taught on the ground, experientially. As a result, new managers, for better or for worse, often just mimic what their former managers did when they were under their charge. Many an employee has been subject to a difficult manager, and while these experiences are certainly unpleasant, they're also learning opportunities for those who wish to avoid the mistakes of those who have come before. Here are some habits inspired by bad bosses of this author's past to avoid practicing in management:

Being overly controlling: Managers who enjoy their status can often be overly controlling. Whether it's micromanaging their subordinates or creating impossible rules to follow, being overly controlling can discourage workers who are self-motivated, hamper creativity and create a culture where all employees become overly dependent on managers to do their job.

Can't admit mistakes: Albert Einstein once said that "anyone who has never made a mistake has never tried anything new." If Albert Einstein believes that mistakes are necessary, certainly managers can make mistakes. And they will make mistakes. It's only human. But it's wrong for a manager to not admit when he's made a mistake. Mistakes happen, but not admitting them sets the wrong example.

Double standards: Managers who give out mixed signals by saying one thing and doing another only frustrate and confuse their staff. When the one rule of thumb is, "Do as I say, not as I do," you can be sure that double standards are in place. Managers with double standards often model the very behaviors they want to eliminate in their staff, from being late to work to being a workplace gossip to failing to continually improve and strive for excellence. Managers have the privilege of setting the tone at the workplace, and if the tone is positive, the workplace will reflect that.

Punish the good, reward the bad: Along the lines of the double standards principles, managers who are often intimidated by their better employees will find ways to punish and ultimately bully their best workers. At the same time, managers will reward their worst workers. Why? Because punishing the good and rewarding the bad is a way for managers with low self-worth to feel better about themselves. It's also a way to destroy a business.
Certainly, managers play an important role in creating a business culture which is positive, growth-oriented and stimulating for the workers they are supervising. While management skills are often picked up from managers who have come before them, new managers have an opportunity to take the management skills they've learned and consciously use them or discard them based on whether or not they are skills which grow a healthy business.

Informational interviews: A networking strategy

Informational InterviewInformational interviews are my favorite job-search strategy to help advance one’s career. This type of interview provides a rare opportunity to gain invaluable, up-to-date knowledge about a specific business or industry from an “insider,” as well as build a new network connection. Informational Interviewing is a job-search strategy that puts you in the interviewer’s seat. You are reaching out to high-value contacts and asking for their time to ask questions about their company, job or industry.
I encourage you to find opportunities in your current job-search situation to reach out to new contacts and have these conversations. It is also a great way to gain experience talking to industry professionals to improve your interview skills.
Who to connect with about your career interests
Focus on targeting the following high-value connections for informational interviews:
  • Job titles one, two and three levels above your target job title. These individuals can introduce you to the decision maker or might be in a position to make hiring decisions themselves.
  • Your job title and similar. These people can give you the inside scoop on challenges within this position so you can best understand how to market yourself.
  • One level beneath your job title. This is a good way to learn about how the organization promotes and provides growth opportunities for employees.
  • Titles that interact with your job title. Focusing on these individuals can help you understand the goals of the departments that interact with your target job title and how to promote your communication skills in a relevant way.
  • Staffing consultants/head hunters.
  • Corporate recruiters.
How to make the connection
Once you have targeted people you feel comfortable approaching, you’ll need to contact them to see if they are interested in having a brief meeting or phone call. If someone refuses or ignores you at this stage, move on and try someone else. If a person is receptive, set up a meeting.
These meetings are not about asking for job leads; the point is to learn something and make a connection. Think about informational interviews as a way to build a relationship, expand your network and learn inside information about a company, job title or industry.
Wait for the right time. The other person is doing you a favor, so it should be about what’s convenient for the connection, not you. Follow their lead as to timing, in person or by phone, location and how long the meeting should last. People who are successful at something (the reason you’re approaching them) are often pressed for time, so be respectful. Ask how much time the person has. It’s safe to assume that a 20-minute phone call or a 30-minute meeting is a reasonable request.
Finally, it is your responsibility to set the agenda for this meeting and thus make the most of it. If a person accepts your informational interview invitation, make sure you come prepared.
Before the meeting, do your homework. Try to find out about the person you’re meeting. What’s going on in his company or industry? Do a Google search and set up a Google news alert so you don’t miss big developments.
Also, know what you want. Prepare questions that forward the conversation as well as generate the information you are seeking. Here are some examples:
  • What do you like most about what you do, and what would you change if you could?
  • What have been your greatest moments and biggest challenges?
  • How do people break into this field? How did you get started in the field?
  • What is your typical day like?
  • What emerging trends do you see affecting your job or industry in the next five years?
  • Are there any professional or trade associations I should connect with?
  • What do you read — in print and online — to keep up with developments in your field?
  • What skills and abilities will I need to be successful in this line of work?
  • Do you have three people you would feel comfortable introducing me to so I can continue to expand my network and conduct more informational interviews?
Show the person that you’ve done your homework by preparing questions that specifically relate to her career path. Here’s an example: “I read in a trade magazine article that you started this business when you were just 24. How did you do it? What lessons did you learn?”
When and how to follow up
After the meeting, make sure to follow up with a thank-you email and a thank-you card within 24 hours. If you said you’d send an article, contact someone or do something, make sure to do what you said you would and communicate your follow up. If you want to continue the relationship, figure out how to stay in touch. Ask if they are willing to connect on social media. If there was no connection, move on.
Initiating conversations with high-value contacts is an essential job-search strategy in today’s competitive landscape. More companies rely on word of mouth referrals and internal recommendations to make hiring decisions. Use informational interview requests to find five internal connections at each of your target companies to start strategically networking your way into your future career.

What Sized Company Is Right For You?

One size company does not suit all applicants. Here's why

Group of office workers in a boardroom presentation
Getty Images/OJO Images
By Susan Ricker

Beginning your job search can be intimidating, to say the least. Besides gathering the necessary application materials and customizing résumé and cover letter content, you're still left with finding and applying for jobs.

In that search, if you're only exploring by job title or location, you're missing an important qualification in the roles you consider. Including a preferred company size not only gives you more structure in your job search, but it can ensure you work in an environment that best meets your needs and plays to your strengths. Check out these three different company sizes, as well as their attributes, and determine what your best match is.

Small-sized companies

If you enjoy handling a variety of responsibilities or you're looking to join a close team, this may be a good fit for you. A small-sized company (1-200 employees) offers plenty of attention, as well as big expectations.

"Small companies need flexible workers who can pitch in a variety of roles," says Susanne Riehle, a professional speaker on leadership, negotiations, interviewing and career development. "These companies need people who multitask well, who consider themselves generalists and who can quickly dig deep when needed. In a small company, it helps to be able to 'think like the owner.'"

In addition to being an employee who can do it all, you're likely to be close to your co-workers and top leadership. "The greatest advantage of smaller companies is their ability to be flexible and adaptable to individual employee circumstances and needs," says Lynda Zugec, managing director for The Workforce Consultants. "They also provide greater access to top management and decision makers. If you enjoy a fluid environment and the ability to be creative, a small-sized company may work best."


Medium-sized companies

Working in a medium-sized company (201 - 1,000 employees) can offer the benefits of a small-company work environment, as well as present opportunities to set yourself apart as a key player in the company's growth and success. "Middle-sized companies bridge the gap," Riehle says. "Employees who understand growing pains in the business world are valuable. There is a different set of problems that middle-sized companies face, because they have survived the frying pan of the small business world and now are navigating the fire of growth. Middle-sized companies need to establish quality standards and procedures. People that understand processes have an edge."

Working for a medium-sized company can serve as a jumping off point in your career or give you time to test the waters. "Medium-sized companies present a mix of opportunities, depending on their growth rate and vision," Zugec says. "They may be the best bet if you are looking to explore which sized company works best for you."


Large-sized companies

If your career needs a catalyst because you're in a rut or you lack experience, a large-sized company (1,000 full-time employees or more) may be a solution. "Career development and training opportunities are likely more readily available in larger organizations as they typically have more resources and position openings," Zugec says. "They may also encourage global understanding and are willing to accommodate requests to work abroad."

In addition, larger companies offer the structure of big goals and projects and need many workers to help move their vision forward. "Larger companies need patient workers who drive consensus and work well on cross-functional teams," Riehle says. "These companies need specialists -- especially specialists in a career as well as an industry. It's the nexus between career specialty and industry specialty that allows quick promotion upward in a large company. Workers need to know that the department you work in within a large company is just as important as the company size. In large companies, departments can be quick moving and forward thinking or slow and ponderous."

A company's size can directly impact the responsibilities and career trajectories of its workers, as well as influence the opportunities available to those workers. By considering company size as one filter in your job search, you can determine which company culture will likely complement your work style the most.

10 Common Sense Interview Tips Too Many People Flub

Kaitlin Madden,

When we refer to something as being "common sense," we usually mean that it is something we think everyone should know. Often, though, it turns out that what may seem like common sense to one person isn't always so to someone else. For example: Veterinarians spend their days around animals, so they might consider it common knowledge that cats sleep about 18 hours per day; hence the reason your vet seems so amused when you bring Muffin in for a checkup, concerned about her inability to stay awake.

Similarly, because human-resources professionals constantly screen and interview candidates, what may seem like a common-sense interview tip to them might not have crossed a job seeker's mind. Following are "common-sense" interview tips straight from the experts' mouths.

1. Be presentable
Wear a suit that fits, and don't cut corners when it comes to ironing or dry-cleaning, says Monique Honaman, CEO of leadership development company ISHR Group. "I knew one guy who was in such a rush the day of his interview that he only ironed the front of his shirt. Later, during the course of his interview day, it was hot and he was encouraged to remove his jacket and get more comfortable and it was clear that he had cut corners and only ironed the front! He was very embarrassed," Honaman says.

Also, while you should always wear deodorant, try to avoid perfumes and colognes. You never know who will be allergic or just downright averse to your scent. "A hiring manager once told me a story of how he didn't select an incredibly well-qualified candidate for a role because she wore the same perfume as his ex-wife," says Danielle Beauparlant Moser, a career coach with Blended Learning Team. "He said she walked in the room and his only thought was how to get her out of his office as quickly as possible."

2. Don't be too early
While you should always arrive at your interview a few minutes early, try not get there more than 15 minutes before your scheduled interview time, advises Ben Yeargin, a manager at Spherion Staffing. "[Arriving early] will lead to anxiety on the candidate's part because they have to sit and wait for an extended period of time, and it will lead to frustration on the hiring manager's part because they will feel rushed with the project that they are trying to accomplish prior to the interview," he says.

If you find yourself getting to the building earlier than you thought, wait in your car or take a walk around the block until it's closer to your interview time.

3. Know whom you're meeting with
"Know the name of the interviewer so that you can ask for that person at the receptionist's desk," advises Cheryl Palmer, president of Call to Career, an executive coaching firm. "It's embarrassing when the receptionist asks, 'Who are you here to see?' and you can't remember. Have this information either in your head or write yourself a note that you refer to prior to arriving in the waiting area," Palmer says.

4. Remember: You are being interviewed as soon as you walk in the door
"Most people would never think of the receptionist as being an interviewer, but it's true," Palmer says. "It's fairly common that the receptionist will report back to the hiring manager how candidates behaved in the waiting area. Don't be remembered as the one who ate all the candy out of the candy dish or spoke disrespectfully to the receptionist."

5. Make proper eye contact
"One of the most obvious mistakes interviewees make is with eye contact, and it costs a lot of people a lot of jobs," says Barry Maher, who owns a California-based career coaching firm. "Eye contact is simple," he says. "Any given eye contact should last about five seconds at a time. And if there's one interviewer, make eye contact with him or her about 40 to 60 percent of the time. More than 60 percent is intimidating. Less than 40 percent comes off as shifty and perhaps insincere, even dishonest."

6. Eat before the interview, not during it
Duh? Not according to Yeargin, who has experienced interview-snacking firsthand. "I was in an interview, no more than 10 minutes into it, and I got called out for two minutes to answer a question," he says. "When I returned, the applicant was eating some sort of granola or other snack bar. Needless to say that individual did not get a job with my company." No matter what the candy bar ads have to say, your hunger can wait.

7. Make sure that what you do eat beforehand does not involve onion or garlic
You want to be remembered for your professionalism and outstanding skills, not for what you ate for lunch. Advises Palmer, "Don't eat anything that has a strong odor before the interview."

8. Don't look at your watch
Block at least two hours of time for the interview, says Cindy Loftus, co-owner of Loftus O'Meara Staffing. Loftus also advises keeping your schedule relatively clear on the day of the interview, to avoid feeling the need to rush. "Don't create distractions to your interview," she says.

9. Tell the interviewer you are interested
Don't forget to tell the recruiter you want the job. "If you truly feel the position is a fit, let them know and tell them you would like to get to the next round of interviews, and be prepared to tell them why," Loftus says.

10. Get business cards from your interviewers -- and use them
"Ask for the business cards of all of the interviewers that you have met and make sure you take a second or two to read their card," Loftus says. This will not only be helpful in remembering each person you met with, but will make it easier to send proper thank-you notes and follow up e-mails, which should always be done within 24 hours of leaving the interview.

Turn job rejection into progress in your search

Business Woman Over-Worked
By Shannon Dauphin Lee, OnlineDegrees.com
An internship is often considered a rite of passage for those who are approaching the end of college and want work experience to bolster their résumé. Internships come in both paid and unpaid varieties and can often be used to earn college credit. But new court rulings on internships could make the unpaid labor of students a thing of the past.
Unpaid internships: Beneficial or illegal?
During filming of the 2010 movie “Black Swan,” Fox Searchlight Pictures employed interns to take lunch orders, answer phones, file papers and make photocopies, among other similar activities. In June 2013, a federal court ruled that Fox Searchlight violated both minimum wage and overtime labor laws by not paying the interns for the work they did while on the set, according to ProPublica.
It is a legal precedent that has already seen intense debate and more legal filings. Two days after the federal ruling on “Black Swan,” former interns for The New Yorker and W magazine sued parent company Condé Nast Publications over being paid less than minimum wage for their work, according to The Huffington Post. Shortly after that, another lawsuit was filed, this one against Atlantic Records and Warner Music Group for taking advantage of an intern’s work without offering pay or educational experience in exchange for his duties, according to International Business Times.
Unpaid internships aren’t inherently unlawful. According to the Department of Labor, they can be legal as long as they meet these guidelines:
  • Though the internship might benefit the employer, the training given to the intern is similar to the training given in an educational environment.
  • The internship clearly benefits the intern.
  • Regular employees are not displaced from their jobs, and the intern works under staff supervision.
  • The employer receives no immediate advantage from hiring the intern, and in fact, company activities might be impeded by the presence of the intern.
  • The internship is not a guarantee or suggestion of employment after the internship is over.
  • Both the employer and the intern understand and agree that no wages will be awarded to the intern for the internship.
Many unpaid internships do comply with these criteria, but the legalities surrounding them could stay in the spotlight for quite some time, as the number of paid internships appears to be dropping. Five years ago, 75 percent of employer respondents to a Collegiate Employment Research Institute survey (.pdf) said they offered paid positions for interns. In the 2012 survey, that number had dropped to 66 percent. Today, anywhere between 20 and 25 percent of all internships offered are unpaid.
Why unpaid internships still matter
With these lawsuits suddenly changing the landscape of internships, should students still accept unpaid positions? Though there is an obvious advantage of a paycheck, unpaid positions have their own perks, according to The Savvy Intern. They can offer valuable work experience, provide you with college credit and open up networking opportunities in your community.
Some may even allow for limited benefits, as well as perks such as free parking, a stipend for lunches and other concessions that help you balance out a tight budget. Unpaid internships can also offer more flexible hours, a lighter workload and a better opportunity to learn about the business.
But perhaps most importantly, unpaid internships tend to be more readily available than paid ones. That means that if you are looking for valuable experience in your field, an unpaid internship might offer you a chance to work now for a bigger payoff later.
In some fields, an unpaid internship might be all that’s available. This is especially true in areas such as fashion, broadcasting and journalism, where paying your dues is part of the industry culture, according to The Savvy Intern. In these cases, unpaid internships can be the norm, and employers may expect to see them on a résumé.
How to protect yourself from overreaching internships
If you do accept an unpaid internship, how can you make sure that your new job isn’t crossing any legal lines? Start by knowing the law when you sit down to negotiate the terms of your internship. Don’t accept an internship that creates a valuable situation for the company but leaves your education lacking — remember, the internship is supposed to benefit you.
Keep a log of the hours you work and the work you complete while you are on the clock. Get your internship agreement in writing, and adhere to it as closely as possible. Remember that your internship is a job, even if you aren’t getting paid, and you should treat it as such.
Finally, don’t forget your schoolwork. No internship can make up for mediocre grades, so if you sense your marks are starting to slip, it’s time to give a second thought to whether an internship — paid or not — is right for you at this point in your college career.

7 Ways To Protect Yourself If Your Boss Is a Bully

Steps you can take to stop being a victim of workplace bullying

Businesswoman shouting with megaphone into co-worker's ear
Blend Images/Getty Images
Last week, I answered a question from a "used and abused" reader who was facing a workplace bully. I talked about five ways that your workplace bully might be breaking the law. Today, I'll tell you some things you can do, starting today, to protect yourself if your boss is a bully.

Here are seven things you can do, starting today, to protect yourself if your boss is a bully:
  1. CYA: If your boss tells you to do things, then denies it later, document everything. If she tells you, for instance, to do something you know violates company policy, send her an email along these lines: "This will confirm your instruction that you want me to do XYZ even though this would normally be contrary to Policy No. 123. Unless you advise me that this is incorrect by (insert a time), I will follow your instruction forthwith."
  2. Don't be insubordinate: If the bully tries to bait you, don't react. Be calm. He's trying to get you to do something stupid so he can say you were insubordinate. As much as you want to grab him by the collar, don't do it. If he orders you to do something, even if it's demeaning, do it (unless it's unsafe or illegal). Then document it. Use it as evidence if you figure out that he's engaging in discrimination or something else illegal.
  3. Keep track of the bullying targets: While bullying at work isn't illegal in any state, workplace bullies are just like the old playground bullies. Who do bullies target? The weak and the different. If your coworkers and you (or just you) are being targeted because of race, age, sex, religion, national origin, pregnancy, disability, taking Family and Medical Leave, making a worker's compensation claim or some other protected category, then the bully is breaking the law.
  4. Safety in numbers: Let's say the bully isn't doing anything illegal, like discrimination. If he's picking on coworkers too (and you aren't a supervisor yourself) then you are allowed to discuss working conditions with coworkers. The National Labor Relations Act protects most non-government employees against retaliation for these discussions with coworkers. You're also protected against retaliation if a group of coworkers gets together to complain about working conditions. If you complain on your own behalf as well as at least one other coworker, you are probably protected against retaliation even if you aren't protected when you complain for yourself alone. So get together and write a complaint to HR signed by the bully's targets. It will possibly go in his personnel file and might even get the company to take some action.
  5. Complain so you're protected: If you're alone, and you still want to complain, make sure you complain about something the bully is doing that's illegal. For example, if you've figured out that she's targeting older employees, then call it a "Formal Complaint of Age Discrimination." Put it in writing and lay out all the evidence you have of ways younger employees are favored over older employees, ways older employees are targeted for discipline that younger employees don't get, age-related comments, promotions going to younger employees, anything you have that makes your point. Don't focus on "unfair treatment" or bullying. Focus on what's illegal. That way you'll be legally protected against retaliation.
  6. Don't quit without having a job: If the bully is intolerable, then leave, but do it when you have something lined up. Don't let a bully force you out of a job you need to support your family and you. Because discrimination against the unemployed is still legal in most states, it's easier to get a job if you have a job.
  7. Start looking: It may seem obvious, but I can't tell you how many people come to me after they were fired, and they'd been tortured for years. I ask why they didn't get the heck out of there and they look at me funny. Sometimes, if a boss is abusive, the bully can convince you nobody would hire you, and that you're worthless. They're wrong. Don't wait until you're fired. Leave on your own terms, not the bully's.
With a little preparation, you can survive a bully and even come out on top of a workplace bullying situation.

7 ways to pull yourself out of a work rut

work rut“Have I used up all of my sick days?” “Can I ask my boss to work from home today?” “Should I say I’m not feeling well so I can come in late?”
If your workday usually begins with one of those questions, you may be stuck in a rut at work … and it may be following you home.
The good news: Everyone’s felt unmotivated or unhappy at some point during his career, and it doesn’t necessarily mean it’s time to find a new gig.
While searching for a new job is always an option, it’s not always the right answer. You may take your problems with you, and you may end up in a rut again. Taking on the same duties or a similar role at another company “will equate to jumping from the frying pan to the fire,” says career coach and strategist Lisa K. McDonald.

Consider the following seven tips to help you get out of your professional funk.
1. Figure out what you want.
“Do you want to feel as though you are contributing more? Do you want to work on more interesting or important projects? Do you want an opportunity to do something different? Identify what you need,” McDonald says.
2. Take (more) responsibility.
If you aren’t being challenged enough, know that the ball is in your court. Don’t wait for your boss to hand you new goals. Establish them for yourself and welcome every new opportunity you can. “Employees need to assess their goals, set new ones [and] bigger ones, and then engage with the most senior person and be upfront with their rut,” says motivational speaker and author Grant Cardone. “The best way out of a rut is to take on more responsibility and lead — don’t retreat.”
3. Be proactive and vocal.
Break up the monotony by throwing a new task onto your plate. Let your co-workers and your boss know that you’re ready to lend a hand wherever you can. “If you want to work on different projects, talk to your boss or project manager,” McDonald says. “Identify how you can contribute to these projects and let them know you would like the opportunity to participate. If you feel you have outgrown your skill set, look for new skills to learn.”
4. Take advantage of education benefits.
Office perks can help you dig yourself out of a ditch by allowing you to broaden your skills. Consider earning a professional certification or finding other ways to further your education.
“If your company offers tuition reimbursement, take classes that will enhance your résumé,” Palmer says. “If you do not yet have an advanced degree, you might consider using the tuition reimbursement program to obtain that degree to increase your marketability.”
5. Get involved.
Getting more involved at your company doesn’t necessarily equate to a bigger workload. Consider the other opportunities you have access to, including committees, employer-sponsored community service programs or mentorship programs.
“If you have a number of years of experience in your field, you can increase your job satisfaction by passing along your experience to employees who are newer to the organization,” says career coach Cheryl A. Palmer. “There is fulfillment in helping others, and mentoring other employees can make your time at your current job more enjoyable.”
6. Count your blessings.
Don’t get bogged down by the negatives you encounter day-to-day. Instead, focus on what your position or your employer gives you, and take time to be grateful. “When you start looking at the positive things that your job provides, it will help you make that attitude change and move out of your rut,” says life coach Sean Nisil.
7. Consider whether to make a move.
If you’ve been in a rut for longer than you can remember, ask yourself some tough questions. Does your current job support your values? Does it allow you to be yourself? Have you taken action and you just can’t seem to change things? Depending on your answers, it may be time to make your move — even if it’s a lateral shift. “When your job isn’t offering anything to get you closer to a bigger goal, then it is time to move on,” Cardone says. “You can’t let the job rut lead to a life rut, which is what ultimately happens.”

Cover Letter No-No's (What Kills the Chances of Yours Getting Read)

Cover letter techniques to help you get noticed by hiring managers

Image by Shutterstock

An estimated 50 percent of recruiters never read cover letters. It's no wonder why. After speaking to several recruiters I know who place hundreds of people in jobs each year, here's what they shared:

When they open a cover letter, if they skim it and see it's just a repetition of what is already in the resume, they skip reading it.

In fact, studies show you have less than six seconds to get their attention. According to my recruiting colleagues, most job seekers fail miserably in that short window of time!

A Cover Letter Isn't a Resume

The resume is a fact-based summary of your skills and accomplishments. A cover letter is your chance to share with the employer how you feel aligned with their company, mission, product, service, etc. According to my recruiter friends, here are just a few examples of things job seekers commonly put in cover letters that they don't like:

1) As you'll see, I'm a motivated, high achiever with 15 years of experience in...
You are telling the recruiter flat out you are repeating what they'll see in the resume, ultimately, wasting their time.

2) I know I would be a huge asset to your team.
You are making a big assumption about your value, which recruiters don't appreciate. They'll be the ones to decide if you could be a "huge asset."

3) At XYZ Corp, I was instrumental in a cost-saving measure that...
Again, telling them something they can find on the resume, and therefore, wasting their time.

4) I am applying to your ____ position as seen in the _____.
They already know you are applying if you are submitting the application online. Don't use up the body of the cover letter explaining the obvious. If they asked you to make note of the job you are applying to in the application, simply put a "RE: Applying for ___ Position" below their address and before your "Dear Hiring Manager," in your cover letter as a way to let them know.

I could give you a lot more examples, but you get the drift. If you want your cover letter to get read, give the recruiter something worth reading!

Good Test For Your Cover Letter - Would You Say It In Person?

A great way to tell if your cover letter is sending the right message is to ask yourself, "If the hiring manager was standing in front of me, could I read this cover letter to them and sound normal?" The answer is usually "no," because we tend to mistakenly write cover letters in a formal, self-promotional tone.

4 Tips for Creating a "Disruptive" Cover Letter

If you want to improve the chances of your cover letter getting read, then you need to give it a F.A.C.E. Lift. You should focus the content of the letter to include the right:

Format - Clean-lined font, 11 point in size, left-text justified with one-inch margins. Stay clear of fancy, scripted fonts and tiny type - both make it impossible to read. And, keep margins in place so there is plenty of whitespace on the page for easier reading.

Attitude - Use conversational speech (no fancy words) and don't be afraid to show enthusiasm. This is your chance to let your personality show.

Connection - Discuss how you feel connected to the company's product, service, mission, business model, etc. You have to share how you feel part of their corporate tribe.

Experience - Tell a story about a personal or professional experience that taught you how important the work is they are doing. Find a way to back-up the connection you share with them by validating it with an experience that taught you what they do is valuable.

PS - Always Start With An Exciting Statement

The best cover letters get hiring managers at "hello." Don't be afraid to open the cover letter with a bolded, powerful statement like,
  • I remember the first time I used your product.
  • My life was changed the day I learned how to ____.
  • I've been tied to your company for 10+ years now. Here's how...

These are wonderful openers that engage the reader to pay attention to the story you are sharing with them. And, if you do a great job, they'll be inspired to go over and check out your resume, too - they might even give it the proper attention it deserves. (Here's a free video tutorial where I explain step-by-step how to create a disruptive cover letter with a bold opening statement.)

Better still, when done right, the disruptive cover letter makes for a great conversation piece when the recruiter contacts you. Many of my clients have told me the first thing a recruiter has said to them during a phone interview is, "Wow, your cover letter really was outstanding. It was so refreshing to read one like that." And that's exactly what you want, right?

15 of the weirdest excuses used when calling in sick

It’s that time of year when the weather gets colder and people start missing work because of illness.
Or because of bats in the hair. Or deer bites. Or from back injuries sustained while chasing a beaver. Yep, these were just some of the excuses people used when calling in to their boss to say that they’d be out for the day.
In our annual survey, one-third of employers reported that workers call in sick more often during the winter holidays than any other time of the year. While cold and flu season has much to do with the abundance of absences, some people are using up those sick days to spend more time with their families, get in some last-minute shopping or just relax in bed when the weather outside looks too bleak to even deal with.
Twenty-nine percent of workers admitted to playing hooky this year, citing errands and plans with family or friends among their top reasons for calling in sick. But check out these fifteen weird excuses that people used to miss work. I’m not sure how anyone even pulled these off without busting out in laughter…
  1. Employee’s 12-year-old daughter stole his car and he had no other way to work. Employee didn’t want to report it to the police.
  2. Employee said bats got in her hair.
  3. Employee said a refrigerator fell on him.
  4. Employee was in line at a coffee shop when a truck carrying flour backed up and dumped the flour into her convertible.
  5. Employee said a deer bit him during hunting season.
  6. Employee ate too much at a party.
  7. Employee fell out of bed and broke his nose.
  8. Employee got a cold from a puppy.
  9. Employee’s child stuck a mint up his nose and had to go to the ER to remove it.
  10. Employee hurt his back chasing a beaver.
  11. Employee got his toe caught in a vent cover.
  12. Employee had a headache after going to too many garage sales.
  13. Employee’s brother-in-law was kidnapped by a drug cartel while in Mexico.
  14. Employee drank anti-freeze by mistake and had to go to the hospital.
  15. Employee was at a bowling alley and a bucket filled with water (due to a leak) crashed through the ceiling and hit her on the head.

Check out our nifty infographic here!
 Or click on the image to see the full graphic!
More interesting stats on absenteeism in the workplace:
  • More workers call in sick in the first quarter of the year, with 34 percent of employers saying workers call in January through March.
  • Phone calls are still the dominant way in which people tell their bosses they aren’t coming in to work (84 percent); emails are second (24 percent) and text messages are third (11 percent).
“While outrageous events are known to happen, frequent absences and over-the-top excuses can start to bring your credibility into question,” said Rosemary Haefner, Vice President of Human Resources at CareerBuilder.
“Many employers are more flexible in their definition of a sick day and will allow employees to use them to recharge and take care of personal needs. This is especially evident post-recession when employees have taken on added responsibilities and are working longer days. Your best bet is to be up front with your manager.”

The excuses you should never use when calling in sick

Calling in sickIf your alarm clock’s going off but you still want more sleep, your friend’s in town for the weekend, there’s a home project you’d like more time to work on or your DVR is about to reach its limit of saved shows, you’ve probably considered calling in sick from work.

On the flip side, there are days when your throat is scratchy, nose is runny and a killer headache is just around the corner, but you’ve still gone in to work. In fact, 30 percent of employees say they’ve gone to work despite actually being sick in order to save their sick days for when they’re feeling well, according to a national CareerBuilder survey of more than 3,400 workers and 2,000 hiring managers and human resource professionals across industries and company sizes.

What’s going on with employees and their sick days? These cherished get-out-of-work-free days can cure all kinds of ailments, it seems. However, not all employers agree with the remedy. Before you call in sick, check out what the survey found about how employees are using their sick days, what employers aren’t okay with and the most outrageous excuses workers have tried.

Prescribing your own schedule
There are times when a sick day can make the difference in your workload or personal schedule. Twenty percent of workers say in the past year they called in sick but still ended up doing work from home throughout the day.
For the slightly less motivated, a sick day can be the perfect time for some R&R. In the past year, nearly one third (32 percent) of workers have called in sick when not actually ill, up slightly from last year (30 percent). What motivates these workers who may occasionally be allergic to the office? Apart from actual illness, the most common reason employees take sick days is because they just don’t feel like going to work (33 percent), or because they needed to relax (28 percent). Others spend their sick days going to the doctor (24 percent), catching up on sleep (19 percent), or running personal errands (14 percent).
There are more common times for workers to use sick days as well, whether due to the flu or personal commitments. Three-in-ten (30 percent) employers say they notice an increased number of sick days among their employees around the holidays. Nineteen percent of employers say that December is the time of year that employees call in sick the most, followed by January (16 percent) and February (15 percent).

Sick tricks
Employers aren’t unaware of the fact that you’ll likely use sick days for reasons other than chicken noodle soup and bed rest. However, not all employers are okay with this: 30 percent say that they have checked in on employees who have called in sick to make sure the excuse was legitimate. Of those who verified employees’ excuses over the past year,
  • 64 percent required a doctor’s note
  • 48 percent called the employee
  • 19 percent checked the employee’s social media posts
  • 17 percent had another employee call the sick employee
  • 15 percent drove past the employee’s house.
For those who have been caught lying, some may wish they really were sick: 16 percent of employers say they’ve fired employees for calling in sick with a fake excuse.
If all that sounds extreme to you, just know that employers may have some reason to be skeptical. When asked to share the most memorable excuses for workplace absences that they’ve heard, employers reported the following real-life examples:
  • Employee’s false teeth flew out the window while driving down the highway
  • Employee’s favorite football team lost on Sunday so needed Monday to recover
  • Employee was quitting smoking and was grouchy
  • Employee said that someone glued her doors and windows shut so she couldn’t leave the house to come to work
  • Employee bit her tongue and couldn’t talk
  • Employee claimed a swarm of bees surrounded his vehicle and he couldn’t make it in
  • Employee said the chemical in turkey made him fall asleep and he missed his shift
  • Employee felt like he was so angry he was going to hurt someone if he came in
  • Employee received a threatening phone call from the electric company and needed to report it to the FBI
  • Employee needed to finish Christmas shopping
  • Employee’s fake eye was falling out of its socket
  • Employee got lost and ended up in another state
  • Employee couldn’t decide what to wear

Factors to Consider Before Accepting a Job Offer

 
Searching for a job is hard work. Scanning help-wanted listings, researching companies, sending out customized cover letters and résumés and attending interviews can be tiring and time-consuming. If you're like most job seekers, you're excited -- or at least relieved -- when your efforts result in an employment offer.

In some cases, a pressing need for a paycheck may outweigh any potential drawbacks to a new role, especially given the uncertain economy and rising prices for gas and food. But if you are in a position to be selective, you must consider every angle before rushing to accept a prospective employer's offer. After all, a new full-time job usually isn't a short-term affair. Following are some guidelines to help you determine whether to accept a job offer or wait for a better opportunity:

Scrutinize the job description

Carefully reviewing the job requirements, key tasks and responsibilities, as well as whom you will report to, may be the single most important step in assessing an offer from a potential employer. Ask yourself these questions:
  • Will you enjoy the day-to-day duties of the position?

  • Will you be challenged?

  • Is the level of responsibility appropriate considering your experience?

  • Are you willing to make any required lifestyle changes (e.g., travel, longer commute, rigid work hours) that may affect your quality of life?
    If the answer to any of these questions is no, accepting the position might not be in your best interest. While some negative factors can be overlooked -- a slightly lower starting salary than you prefer, for instance -- fundamental problems with the job itself are a definite deal-breaker.

    Evaluate the company
    The work environment affects how you feel on a daily basis, so make sure it's one you feel comfortable in. If, for example, you strongly prefer a conservative corporate culture with set hours and established processes, you probably won't be happy in an informal atmosphere with a "fly-by-the-seat-of-your-pants" business approach.
    Also consider the work styles of your future boss and co-workers. If you sense that you and your potential colleagues have conflicting styles or personalities, tread carefully. While differences in character and opinion can result in better group dynamics, frequent disagreements often lead to unproductive and unhappy work teams.
    Review the compensation package
    How does the salary compare to what you made in your last position or what others in your specialty and with the same skills earn? Take a look at the benefits package, too. How generous are the perks? Keep in mind that attractive benefits can sometimes outweigh sub-par compensation.
    Or perhaps you're offered a job that requires you to work long hours but offers the option to telecommute. Being able to work from home several days a week may give you the time you need to attend to personal obligations and compensate for the rigid work schedule. Additionally, if an offer meets most of your requirements but doesn't include a benefit that's important to you -- such as tuition reimbursement for a professional certification you seek -- it doesn't hurt to ask if that perk can be included in your employment agreement.
    Ask about opportunities for growth
    There's nothing worse for your career than getting stuck in a dead-end job. While a so-so role may be fine in the short term, holding a position that does not allow for advancement for an extended period of time can take a toll on your health and happiness.
    Try to get a realistic idea of the growth opportunities available within the company. For example, have people who held the job before you moved up with the firm? Where did your prospective manager start out? If the answers to such questions don't seem to support a policy of promoting from within, you may want to continue your job search.
    Careful consideration of the issues discussed above will help you decide whether to accept, reject or negotiate a better offer. If, after evaluating each of these points, you are still unsure which way to swing, go with your gut. If your intuition tells you that something is a little off, conduct some additional research or ask more questions of the hiring manager before making your decision. Moving into a new role is a big step, and you want to enter the arrangement knowing all the facts. With a thoughtful analysis of the pros and cons, you'll be able to make the best decision for your career.
  • 5 Ways Your Workplace Bully May Be Breaking The Law

    'Used and abused' asks what a small staff can do

    Anger
    Getty
    This reader faces a problem many employees encounter at work – the workplace bully. In this instance things are complicated by the small staff's distance from any HR assistance.
    Hi Donna,
    What action would you suggest staff take when the Executive Director of a tax funded nonprofit organization, which is overseen by a board, is abusive to staff? Staff does not have access to HR; they report to the ED who reports to the board. Some incidents have been "investigated" by one or two board members and the HR of the employer of a board member. Nothing has improved. Incidents have been the ED slapping the hand, kicking, and yelling at an employee to "go do your f****** job," commenting on how an employee is dressed, yelling at staff, "forgetting" they did or said something, not following policies and procedures consistently and speaking harshly as to show their superiority. We are at a loss as to what to do. We are not permitted to speak to any member of the board without the ED's consent. We are a small staff, under 15 employees. Suggestions would be most welcome.
    Thank you.
    Used and abused


    Hi "Used and abused," It sounds like you're dealing with a bully, which is all too common these days. A career counselor or health care professional might view things differently, but I'll give my perspective as an employee-side employment lawyer.

    I've written before about how workplace bullying is not illegal in any state. Although 23 states have tried to pass anti-bullying laws, none have succeeded. Eleven states currently have anti-bullying laws pending, but I'm not optimistic. Still, there's hope for the bullied. Bullies frequently cross the line into illegal behavior at work.

    Here are five ways your workplace bully might be doing something illegal:
    1. Targeting the weak: Just like playground bullies, workplace bullies target the weakest employees, or those the bully perceives as weak. While that's not necessarily illegal, who does a bully consider weak? Disabled, pregnant and older employees are easy bullying targets because the bully knows you can't lose your job. If you're a caregiver for a disabled child, parent or spouse, you may be a target. Targeting these protected categories crosses the line into illegal discrimination.
    2. Targeting the different: Bullies hate people who are different from them. Who might be different to a bully at work? If you notice that you're being targeted along with others of the same race, sex, religion, national origin, or color, then the bully is engaging in illegal discrimination.
    3. Sudden change: If you weren't the bully's target and suddenly are, maybe something changed for you. Did you recently turn 50? Take Family and Medical Leave? Return from military service? Make a worker's compensation claim? Find out about a genetic condition? If so, the bully might be breaking discrimination, retaliation or other laws.
    4. Stalking: Your state may have anti-stalking laws that prohibit the bully's behavior. For instance, Florida's anti-stalking statute provides, "A person who willfully, maliciously, and repeatedly follows, harasses, or cyberstalks another person commits the offense of stalking, a misdemeanor of the first degree." There are also specific cyberstalking laws in some states.
    5. Assault/battery: If your bully makes you fear you're about to be hit, that's assault. If they actually engage in offensive or harmful touching or hitting, they've engaged in battery. Both assault and battery are against the law in every state.
    So, now that you've figured out that your workplace bully is breaking the law, what can you do? I'll be writing next Tuesday about some things you can do to protect yourself against your workplace bully.