Resist Making A Resolution For A New Job

Instead, try the "three words" technique



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Each New Year, a spate of articles appears on resolutions for improving something or several things in your life. If you're unemployed, under-employed, or unhappily employed, you may be tempted to make a resolution to get a new job in the new year. Don't.

It's not that I don't want you to find a new job in the new year. I do. It's why I'm writing this post. But there is much about getting a new job that is out of your control, from the economy to the availability of jobs, as well as the generally competitive landscape. A better use of your time is to find things within your control that better position you for ultimate success.

Finding a job and being gainfully employed is, in fact, so important that I don't want you to relegate that effort to a lowly resolution--especially when research continues to show that resolutions, like diets, don't work. New Year's Resolutions can run strong for up to 60 days, but invariably fail by February (if not after a week).

More importantly, it can be devastating to set a timeframe for a resolution, e.g. lose 10 pounds by Valentine's Day, or get a new job by the end of Q1. Life is on its own time management regime, and like so much else, time is largely out of our control. So as bad as setting a resolution can be, putting a timeline on a resolution can be even worse, as it can set you up for failure. It's why some pundits recommend keeping resolutions vague.

So if a resolution is out of the question, what can you do to create a successful mindset for the new year? One idea is to try Chris Brogan's concept of three words. The concept is simple. Pick three words that resonate with you on whatever you want to focus on throughout the year. Brogan, a respected digital expert and entrepreneurial motivator, and his collaborator Rob Hatch have been practicing it since 2006, and Brogan annually publishes his words. Just Google "Chris Brogan Three Words" to see past lists.

Last year, I joined a digital learning community, a small group of likeminded individuals that meets weekly for an hour to discuss various topics. As a group, we agreed to each adopt three words as personal mantras for the year. I had the hardest time choosing three words, and kept changing words throughout the year. This month, after an in-person get together for the holidays, the group, pleased with how the three words concept worked for them, decided to give it a go again. I'm now in the process of selecting three new words for the new year.

Can this work for you if you're struggling with work issues? Give it a try. Here are some word suggestions to get you started:

Focus. Certification. Professional. Move. Forward. Gratitude. Optimism. Risk. Commitment. Punctuality. Learning. Study. Stamina. Sleep. Routine. Coaches. Mentor. Volunteer. Patience. Clarity. Form. Design. Enrich. Visibility. Steps. Faith. Fishing. Digital. Footprints. Asks. Connection. Community. Ownership. Responsibility. Accountable. Assured. Growth. Practiced. Patience. Confidence. Experience. Motivation.

I could make a case for any of them, and there are thousands more. There are no right three words and no wrong. And, if you're like me, they don't have to last all year long--just until a different word comes along to pull at your heartstrings. Each word can mean something different for different people. The only thing that's important is what the word means to you.

Even with three words, however, focus can fail, just as it does with resolutions. The reason may be in your support system. One common theme in resolution articles is the need for a buddy system or support group. It is why many advocate for job clubs similar to the value of Weight Watchers for dieters. More a fan of going it alone, I'm not an advocate of either concept, but I have to admit that my weekly digital learning group is certainly a type of support system.

In the group, we committed to collectively review our three words monthly. Like most resolutions, we faltered in the monthly reviews, but we did discuss our three words several times during the year. One member clearly credits the three words with his success in achieving a long-desired goal.

The truth is that January 1 is like any other day, and January is like any other month. If you were unhappy in your job in July, you'll likely be unhappy in January, unless something changes. The beauty in each new day is the possibility of reinvention and new things happening. The phone can ring any day of the year and offer you the chance to take a leap into a new unknown. January is as good a time as any to rethink how you're going to approach making change happen. It's not magical, but it is an opportunity to consider how you can position yourself to see open doors rather than closed windows.

For me, words are powerful. Not only because I'm a writer, but because I believe words are sacred. Biblical references abound in the power of words and prayers, which can be defined as a series of words sent to the heavens. New Age forums similarly expound on the value of "thoughts becoming things" and affirmations, also words strung together to create positive thoughts. Words are how we communicate with each other, and increasingly we're shown how we might now also use words to better communicate with ourselves.

My wish for you for the new year is to find work that provides value to you and those around you. It may be a new job, a new promotion, or a reinvention of your current job. Regardless of position, may you find the words that help you move yourself forward for to achieve three words I hope become really true for you: Happy New Year.      

How to be a great career wingman

careerbuilder



Step up your professional development with the help of a career wingman.
If you’re just starting out in your career or don’t have much of a professional network to utilize, it can be tough to make progress in your professional life. While it can be helpful to find a mentor, or work on your social media presence, some people—like recent graduates—really benefit from having a career wingman on their side.
So what is a career wingman, and how do you excel at it? Instead of a mentor, or somebody who’s likely more mature and established in his career and can pass on the benefits of their experience to you, a C.W. is often somebody at the same age and experience level in his career as you are. And because you’re both in the same spot, it can be equally beneficial to serve as career wingmen for each other because you’ll be able to offer personalized support for what the other is working through.
As for how to be a great career wingman, here are the three rules to get you both ahead in your careers.

Rule No. 1: Know each other’s strengths and weaknesses
Just like when you’re setting a friend up with a date, it’s helpful to know personal details about your C.W. that will entice others into meeting him. Be sure to know their professional goals, past experience, what they’re currently working on and their personal working style. These are professional basics that employers want to know, as well as others you’ll be networking with or encountering along your career path.
On professional networking sites, vocalize the skills and expertise that your fellow C.W. possesses, as well as the proof and results you’ve seen of their work. For instance, you might endorse their skills on social media, or leave a review of them on their professional website. Employers don’t mind if a potential employee is missing a few of the requirements for a position if they can demonstrate that they have great potential and have already established some success in their life. By backing up your C.W.’s work ethic and professional experience, you’re giving the potential employer a boost of confidence that your C.W. is capable of getting the job done.

Rule No. 2: Network together
Most people don’t enjoy networking, and younger professionals often find the process intimidating since they don’t have many bargaining chips to use when meeting others. But if you have a C.W. on your side, a networking event may begin to feel like any other social event you’ve attended. The key is to have fun, be outgoing and play a support role to your C.W., just like they’ll be doing for you.

For networking events, prepare ahead of time and research who else might be attending, and also look into recent industry news for conversation starters. At the event, people are much more likely to be attracted to your conversation if it’s clear that you and your C.W. are enjoying yourself and being social. And because you and your C.W. already know each other’s strengths and accomplishments, it will be easy to introduce them to networking attendees who may be a good connection, and share why your fellow C.W. is someone they need to meet.

Rule No. 3: Work on professional development together
From public speaking and persuasive writing, to tax forms and nonprofit organization standards, whatever profession you’re getting into, there are some areas you’re going to have to master in order to get ahead. Whether it’s a professional certification you need to study for, or simply a presentation that you want to practice for, having a C.W. means having somebody to bounce your ideas off of, somebody to study with and somebody to review your work.

The biggest benefit to having a career wingman is that you’ll always have somebody that’s invested in your success, and will be there to help you achieve it. A C.W. is different than a spouse or family member who wants to support your happiness, because your career wingman should be a source of honest feedback, informed advice and inspiring ambition. While family and friends will often encourage you to take a hit in your career if it means personal happiness, your C.W. should have better insight on how to get ahead in your career, even if it means working through some unsavory parts of your professional development. The good news is that no matter what, your career wingman will be there to make sure you come out on top.

Ask Jack Holiday Work Dump Older Job Seekers Job of the Week

Co-workers clogging your in-box right before the holiday break! Well, can you read this too before you leave today? OK thanks.


Do I Get Extra Pay For Working Holidays If The Office Is Closed For Holidays, Do I Get Paid

Don't get fired by demanding extra pay to which you're not entitled



American dollars on the Christmas tree as decoration

AOL Jobs readers have lots of questions about holiday pay. Most think you get paid extra if you work on the holidays. Here are some questions I've been asked:
On my job here in Illinois I worked on the holiday and was paid regular time. My boss said she gave me two days off doing the week so working on the holiday gave me 40 hours and I don't get paid double. I explained to her that it if you work on the holiday you get paid double pay. I went out on an appointment with a patient and stayed out 4.5 hours over and was told I had to leave 4.5 hour early so my time adds up to 40 hrs. that week. My question is this legal?
My employer has several "policies" that are unfair at least if not illegal. This is a construction job out of NJ. Among other issues, there are no paid holidays. Is this inconsiderate, immoral or illegal?
I work in a NY hospital. I worked a 6 pm to 12 pm shift, on New Year's Day. The day shift got paid time and a half for their hours but I was told that my shift did not qualify for holiday pay. I thought the holiday is a 24 hour day. Did this hospital do anything illegal by paying some employees and not others for the same work performed?
So, are you entitled to time and a half or double time if you work on holidays? Does the employer have to pay if you don't work on a holiday because the company is closed? Here's what you need to know about holiday pay:

Extra pay for working on holidays

There is no federal law requiring any extra pay for working on a holiday for non-government employees who aren't working on federal contracts. Not double time. Not even time and a half. What the federal law requires is that if you work over 40 hours per week, and you aren't exempt from overtime, you must be paid time and a half. So if you work Christmas Day as a favor to a coworker who wants time off, and you already worked 40 hours this week, you have to be paid overtime if you aren't exempt. But yes, if you work on Christmas and that takes you to 40 hours, your employer can demand you take the rest of the week off to avoid paying overtime

If you don't know whether you are exempt, check out my column, Salaried Workers, Do You Get Overtime? Odds Are You Should. My column 10 Tricks Employers Use To Cheat Workers Out Of Overtime might help too.

I haven't found any state laws requiring extra pay for holidays for private sector employees either, so if your state has such a law, let me know in the comments section. (By the way, Rhode Island has an interesting law, saying employers can't make you work on holidays, and can't discriminate against you if you refuse.)

If you have a contract, union agreement, or if the employer's policy says you get paid holidays, then it may also require extra pay if you have to work on a holiday. Some employers offer incentive pay to encourage employees to voluntarily work on a holiday. However, they can designate all or part of the holiday for paying that incentive pay. If the employer's policy or the contract designates the entire holiday for extra pay, then the entire 24-hour period probably qualifies for that extra pay.

Otherwise, you probably get regular pay for working on a holiday.

Holiday pay if the office is closed

If you're exempt from overtime, and you worked any part of the week, then you must be paid if the office is closed. If you aren't exempt, then there is no federal law requiring any paid holidays for non-government workers who aren't working on federal contracts. I haven't found any state laws requiring any paid holidays in the private sector either. If your state has such a law, let me know in the comments section. So, is it inconsiderate and immoral not to pay employees for holidays? Yes. Illegal? Probably not.

If you don't work for government, then you may have a contract or union agreement requiring paid holidays. Many companies offer paid holidays, but private sector companies can change their holiday pay policies whenever they want.

Working on government contracts

Two federal laws address holiday pay as benefits for employees who are working on federal contracts: The McNamara-O'Hara Service Contract Act and the Davis-Bacon Act. These laws mandate certain paid holidays. How much extra you get paid under these laws for working overtime depends on whether you are full-time or part-time and some other factors. The details on holiday pay for McNamara-O'Hara are here. More information on Davis-Bacon Act holiday pay is here.

Happy still-employed holidays

So, have a wonderful holiday season, but don't get yourself in trouble demanding extra pay you aren't entitled to, or by refusing to work unless you get extra pay. This is a very bad time of year to get fired.

10 Tips to Stay Productive at Work Around the Holidays

Because it's not Christmas yet.



Santa lying on boxes in storage room, side view

By Deanna Hartley, CareerBuilder writer

As you glance over at the festive decorations and empty cubicles around you during the holidays, trying to stay awake and productive can feel like trying to compete in a triathlon.

Here are 10 tips to help you stay productive at work around the holidays when no one's around.

1. Set daily goals for yourself. Write down a list of tasks that you need to accomplish for the day. Keeping something tangible by your side may increase your motivation to cross all the items off your list before you leave for the day.

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2. Remember: It's OK to take a break. Try taking a lap around your office building to get some fresh air or making a quick run to a coffee shop for a dose of caffeinated goodness. Don't think you're doing anyone any favors by staying in your cubicle and sleeping with your eyes open.

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3. Clear your desk. Holiday decorations are cheery, but they can also be distracting if they're taking up a bulk of the space on your desk. A little tidying up or clearing away can go a long way toward putting you in the right frame of mind to knock out a few tasks.

4. Put your blinders on for increased concentration. As you're about to start working on a task or project, close out all your entertainment tabs - that includes YouTube and other social networks, and possibly even email if you think it will be distracting. Putting your smartphone away or turning it off for a while can also help eliminate unnecessary distractions.

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5. Reach out to others in the office. See who else is working around the holidays and invite them out to lunch. This is probably one of the best times to try to get to know your co-workers better because they'll likely have more spare time and be more laid back than during regular stressful work days. Plus these outings could double as informal brainstorming sessions for projects in which you might have hit a wall.

6. Prioritize your tasks. Not everything is top priority - especially around the holidays when almost everyone is out of the office. Try breaking out your tasks into "must-do" and "nice-to-do" piles so it's easier to tackle them one by one.

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7. Hit the gym. You could try putting your lunch break to good use by squeezing in a good workout. Not only will it help in your desperate quest to stay awake, but it will also do wonders for your mood and stress levels.

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8. Treat yourself. It works just as well on you as it would on a 5-year-old. Promise yourself various treats throughout the day - coffee, candy, social media breaks, etc. - as you stop procrastinating and cross items off your to-do list.

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9. Seek some solitude. If it helps, choose pockets of time when you need to really concentrate. Then, lock yourself in a conference room - they will probably all be vacant and available around the holidays - and try to knock out your assignment in much less time than they'd normally take if surrounded by distracting co-workers.

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10. Make sure you're getting enough sleep. Tempting as it is to stay up till the wee hours watching holiday movie marathons, it's important to try as much as possible to stick to a regular sleep schedule lest you mess up your body's rhythm and find yourself constantly nodding off throughout the day.>

4 Dos and Don'ts For Your Office Holiday Party

You never know what opportunities may arise


Obamacare, Handbooks, Benefits And More: Your End-Of-Year Career Checklist

Everything you need to know to make 2015 great



Old clock with stars and snowflakes

As things slow down at the end of the year and you're maybe taking some time off from work, now is a good time to do a checkup on your career. Do you know everything you need to know to make 2015 a good year? Is there a benefit or policy you're missing out on that could make or break you at work or financially?

Here are six things you should be checking up on to make sure your 2015 is the best year at work ever:


1. Obamacare/Affordable Care Act: Yes, I know it's Affordable Care Act or ACA and not officially called Obamacare, but most people still know it as Obamacare. What you need to know, especially if you're on COBRA, is that now is the open enrollment period, which ends February 15. If you've lost coverage at work, then you can qualify for coverage under the Affordable Care Act. If you needed coverage effective January 1, you may have missed your deadline, although a number of states opted to extend it Monday--so it's worth checking if yours is one of them. If you are looking to switch ACA plans, enroll for the first time or switch from COBRA, you have until February 15 to enroll.

2. Check your benefits: Your company may have an open enrollment period for benefits. If you haven't done so already, review your health insurance and other benefits, ask HR what other benefits may be available, and find out when you can enroll or switch. Now is also a good time to get copies of your Summary Plan Descriptions, which describe, supposedly in plain English, your benefits and rights. You'll have a Summary Plan Description available for your health care, pension, 401K, and most other benefits. If it's too late to enroll or switch this year, calendar your deadline for 2015. Find out if your benefits like pension, stock options and 401k employer contributions are vested. If not, when do they vest? If you have options, when can you exercise them? Check the value and see if you might profit by exercising them now. What you don't know about your employee benefits can hurt you.

3. Check your handbook: When was the last time you read the employee handbook? If yours is from 1980, ask HR for the latest version. Your handbook contains important information, such as how to report when you're sick, what to do if you're going to be late, how to apply for medical leave and when you qualify, how to seek accommodations for a disability, how to report discrimination or sexual harassment, information about vacations and PTO, any severance policy, and the company's rules and procedures. You might be surprised what's in your handbook, such as ways the company is spying on you. Read it and be informed. It's the company's manual on how to survive your job, so it's important.

4. Get copies of your contracts: Do you know whether you have a noncompete, confidentiality, nonsolicitation, intellectual property, arbitration or other agreement with your employer? Most people are surprised to learn what they signed when they started their jobs. If you don't read what you sign, or don't keep copies, now is a good time to check with HR to get copies. While some employees are afraid to ask, for example, for a copy of their noncompete agreement because it might alarm HR and make them think you're looking for a job, here's your excuse. Blame me. Print a copy of my article and tell them you're doing your end-of-year checkup. I've never understood HR departments that don't insist you keep copies of what you signed. How are you supposed to know what you're allowed to do if you don't have a copy?

5. Gather evidence: If you think you're the victim of race, age, sex, national origin, disability, religious or other discrimination, whistleblower retaliation or some other legal violation, do you have your evidence where the employer can't grab it? If not, make copies of any evidence you need (don't take trade secrets home, please), get your notes out of your desk drawer or the company computer, update your witness lists with any new contact information and take it home. Put it in a safe place. If you have a notebook where you're keeping notes, put it in your briefcase, purse or someplace where the employer can't grab it. A locked desk drawer, your company locker, and your company laptop are all places you may be denied access to if you're fired.

6. Report it: If you've suffered from sexual harassment, racial, age, religious, national origin, pregnancy or other illegal workplace harassment, think about reporting it, in writing, to HR. Don't wait until you're disciplined or get a bad year-end review to report it. They'll just assume you're disgruntled and making it up if you don't report it promptly.

If you've done everything on this checklist, then you're well prepared for 2015. You know your workplace rights and responsibilities. So relax and have a wonderful holiday season.

One more thing, on another note: I need your vote. My blog, Screw You Guys, I'm Going Home, was named one of the American Bar Association's Blawg 100, representing the top blogs in the legal community. Mine is the only employee-side blog listed in the Labor and Employment category. Now they're asking for votes for the top blog in each category. It only takes a minute to register and vote. I'd sure appreciate your vote. Voting ends Friday.

How Calling In Sick Saved This Woman's Life

An attentive colleague and lucky medical treatment advance let her beat the odds.




Sharon Dajon had a headache and hadn't felt well most of the day. Dajon knew she was healthy -- training for the October Marine Corps Marathon should have put doubts aside -- so the president and managing director of American Health Consulting wrote it off as the luck of the draw. "I just brushed it aside," she told WTVR-TV, and called in sick.

That single call saved her life. A co-worker who took it noticed something strange about Dajon's voice and got her to treat the situation as potentially more serious. It was. An emergency trip to the hospital revealed a brain aneurysm.

An aneurysm is a "balloon-like bulge in an artery" that carries oxygen-rich blood to a part of the body, according to the National Heart, Lung, and Blood Institute. A brain aneurysm happens in a blood vessel in the brain. As the Mayo Clinic explains, if the brain aneurysm leaks or ruptures, the person has a stroke, which can lead to long-term problems or death.


Most brain aneurysms don't leak or rupture and show no symptoms. They're stealth problems and doctors usually come across them by accident. Dajon had one: a previously-hidden brain aneurysm that suddenly ruptured. A fifth of people with a ruptured brain aneurysm die before they can get to the hospital, Dr. John Gaughen, a neuro interventional surgeon with the University of Virginia Medical Center told WTVR-TV.

Luckily for Dajon, she was taken to Bon Secours St. Mary's hospital in Richmond, Virginia. The hospital had been working with UVA Medical Center on a new type of aneurysm treatment only approved by the FDA since 2011.

The treatment involved a minimally invasive technique, notes the Bon Secours website. Rather than literally opening part of the skull to perform open brain surgery, the new technology involves a small incision on an artery. A catheter is inserted and routed up to the damaged vessel in the brain.

In Dajon's case, Gaughen inserted the catheter with a flow-diverter stent, which can bypass the weakened wall of the blood vessel, into an artery in her hip. The medical team then threaded the catheter up to the brain and positioned the stent.

It's been six months since the procedure. "We're going to consider her cured," Gaughen told WTVR-TV. "That the stent is going to be open, and for all intents and purposes will be cured of this, and she can go on and live the life she was living before."

Speaking of going on with life, after a short recovery, Dajon plans to get back on the road to train for the Myrtle Beach Marathon on Valentine's Day. She told the station, "I like that endorphin high."

How to Get Ahead of a Layoff

Don't get caught up in the hysterics


4 Reasons Working From Home Isn't All It's Cracked Up To Be

Be careful what you wish for





By Aaron Taube

For many office workers, telecommuting is a dream opportunity, one they believe will offer them increased flexibility and allow them to skip the morning commute.

But despite the appearance of freedom, working from home might not be the right option for you.

In a post on Linkedin, JobAdvisor.com.au founder and CEO Justin Babet explains why he tells people they're better off going in to an office, even if they are running their own business.

1. There's no separation between work life and personal life. 

Babet writes that he was excited to work from home when he first started JobAdvisor.com.au, but soon found that being at home all day made it impossible for him to get away from the anxieties of his job, even if it was one he loved.

Now that he works out of an office, he appreciates being able to come home and focus on his personal life.

"While it might not feel like this for the first few weeks of working from home, pretty soon what started out as your sanctuary from the world will start to feel like your office," he writes.

2. Being at home can encourage procrastination. 

Babet says that while he spends more time working when he's at home than he does in the office, he's not always more productive. That's because having the carrot of being able to go home from the office for the day gives him a deadline and pushes him to finish things in a timely fashion.

3. Even with all of the technology we have, collaboration is still harder at home. 

One of the benefits of working at an office is the energy you get from your peers who are working to achieve the same goal say you, Babet says.

And even if you have Gchat, Skype, Slack, and other communication tools, there's still the inconvenience of either needing someone's undivided attention or having to wait for a response from them. Plus, Babet points out, if you're not using a video chat tool, you could miss out on important non-verbal communication.

"I've found when working with web developers and designers that being in the same room as them when they're working will make them at least twice as fast because the feedback loop is instant – they don't have to message or email me and wait for a response, I can give them an answer on the spot while they're still focused on the issue at hand, and I can be a lot more precise about what I want," he writes.

4. It can be lonely.

Despite the headaches of so-called "office politics," it can be nice to be connected to the people you work with.

Plus, who wants to spend all their time sitting at home alone?

"I also find when I work from home I rarely leave the house and that's just plain unhealthy, particularly if you do it for weeks and months at a time," Babet writes.      




How to Deal With a Clueless Co-Worker

Remain professional at all times


Businessmen fighting in office

By Robert Half Technology

While companies do their best to avoid making a poor hire, team members sometimes have to deal with a clueless colleague - and pick up the slack. What should you do if this happens in your work group? Here are five tips for how to deal with a co-worker who may not be the sharpest pencil in the box.

1. Be professional. First and foremost, don't allow this person or situation to make you bitter. When you resent a teammate, it shows in your attitude and work quality, and this can affect morale in your workplace. No matter what problems or challenges your co-worker is causing, remain professional and above the fray. Don't turn this person into the fodder for office gossip. And if others do, keep yourself out of it.

2. Decide whether "clueless'" is the right label. Does this underperforming co-worker truly need a call from the cluephone, or could you be looking at the situation from the wrong angle? Sometimes the problem is that she is really smart and skilled, but just not suited for the current role. Maybe he lacks the appropriate training and needs time to learn and grow. Or this employee has a personality that clashes with your team. Jumping to the clueless conclusion before you fully understand the person or circumstances doesn't help the team and just causes you unnecessary frustration.

3. Help struggling colleagues succeed. If certain co-workers seem unmindful of the requirements of the job because they're new hires, less experienced or have subpar interpersonal skills, be a friend and lend a helping hand. If they just need to learn the ropes, ask your supervisor whether you or other co-workers should spend time helping them.

4. Let management handle it. If the additional help and training she's offered doesn't seem to make a difference, and this colleague is dragging down your team's productivity, have another heart-to-heart with your boss. There comes a time when someone above your pay grade has to step in. One of the responsibilities of a manager is to deliver criticism in a way that helps rectify the problem and move the team forward. If a co-worker is a wrong fit for the job, it's up to management to train, reassign or fire him. After you've talked with your boss, there's not much more you can do to "fix" the problem.

5. Tread lightly when a boss needs a clue. Of course, if the problem is your manager, then you have an entirely different situation on your hands. Take the time to find out why he's struggling. Often, a frustrating boss is simply overwhelmed, especially if he's new to the team or position. If this is the case, politely offer your assistance without offending him. In a situation where a supervisor is seriously incompetent and bringing the team down, you may have to talk to someone in human resources. Again, maintain your workplace professionalism and don't succumb to badmouthing. You don't want to make an enemy, burn a bridge or get a reputation as a tattler.

It's not easy knowing how to deal with a co-worker whom you think isn't up to the job. With communication and patience, the situation can be turned around, even if that exasperating person is your boss.

Manage Your 'Screen Name' for a Successful Job Search

You never know who shares your name on Google




lovely woman in rabbit costume...
What do you do when recruiters are Googling you, but you share a name with a Playboy playmate?

When someone (like a recruiter) searches for you on Google or LinkedIn, who pops up on their computer screen: you, or other people with a name that's the same or similar to your own?

Many job seekers think that not appearing in search results is demonstrating maturity and good taste. In fact, invisibility (having no entries in the first page of search results in a search on their name) makes them vulnerable to mistaken identity and, also, to looking out-of-date. Either result can end an opportunity--perhaps many opportunities.

Employers research job applicants

Like anyone contemplating an expensive "purchase," employers research job candidates on the Internet using search engines before they hire someone. A CareerBuilder study showed that a "bad hire" (someone who doesn't work out) can cost the employer as much as $50,000. So a new hire is an expensive risk, and researching candidates before hiring them is a good way for employers to try to avoid a costly mistake.

Recent studies show between 50 percent and 90 percent of employers perform those searches, and that number has been increasing. In the last three years, I haven't spoken with a single recruiter who didn't answer "yes" to the question about online research of candidates. Often, they do the research before they interview the candidate--and certainly before they hire the candidate. What they find is very important to those candidates' chances of landing a job.

Why job seekers should research their names

I recently helped a job seeker who is a computer programmer determine the best name to use for her job search. I found some very interesting people, associated with different versions of her name, including the following:

• A Playboy "Playmate of the Month" from a couple of years ago
• The mug shot of a woman being sought by the police for stabbing her boyfriend
• The obituary of 93-year old woman who died in a different part of the country
• An interior decorator with a great deal of visibility, including appearances on national TV

The job seeker opted to use the version of her name associated with the obituary, since that was the version of she used most often--and clearly, if she was applying for a job, she wasn't dead. She avoided the other versions of her name because she didn't want a potential employer to think she was wanted by the law or had experience and visibility in a field an employer would not expect--or necessarily want--for a programmer.

Self-defense for job seekers

People often shy away from Googling themselves because they don't want to be accused of "ego surfing," which sounds very shallow and self-centered. Ignore that concern. Considering the example above, I call searching on your name "defensive Googling," because that's what it is. Defensive!

You can't address or fix a problem if you don't know you have one. Know what Google will show an employer associated with your name. Otherwise, you are at risk of being disqualified because of someone else's activities, or because something you have posted shows you in a bad light.

The best strategy is to regularly (at least once a month) search in Google and Bing to see what is being shown to employers related to your name. Search on the version of your name you use on LinkedIn and in your resumes. Then search on other versions of your name--with and without your middle name or middle initial. You're trying to find a "clean" version of your name--one without anyone else's "digital dirt" stuck to it--and to avoid versions of your name that could lead a potential employer to avoid you.

Be consistent!

When you find a clean version of your name, consistently use that version of your name for your professional visibility. This doesn't mean that you need to legally change your name. You simply choose the best version to use for your LinkedIn profile, resume, and other job search activities and visibility.

A job seeker I know called himself Edward, Ed, or Eddie, depending on the job he was applying for. On LinkedIn, he called himself "Edward J." This created confusion for employers trying to research him, so Ed now officially calls himself "Edward J." on all of his job search documents and professional visibility. This "connects the dots" for employers and recruiters researching him.      

9 Not-So-Obvious Career Truths

Lessons learned in the trenches of career coaching



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Here are nine things I've learned from having been career coach to 4,600 people.

CHOOSING A CAREER

Just pick something.
It's widely assumed that if you root around long enough, you'll come up with a career that makes you say, "Eureka, I have found it!" Rather, I've found that most people who are happy in their careers wouldn't have known that in advance. If they had waited on the sidelines for that Eureka! moment, they might as well have been waiting for Godot.

In most cases, you can't just hear about a career and expect to feel ecstatic any more than you can expect to have an orgasm just by listening to someone. So after a modest amount of career exploration, just pick the career that feels best and start down that path as though you were passionate about it. If you feel you made a bad choice, it's usually quickly apparent and you can then try another career path.

It's akin to this analogy: If I dropped you on top of a frigid mountain and you just sat there, you'd die. But if you quickly picked the path down that looked best, you'll have either picked a good path, quickly found it was a dangerous one and scrambled back up to choose another, or found a good side path you couldn't have seen from the top.

After you've chosen a career, key to being happy in it is to get high-quality training. Plus, as with a clothing outfit, you need to tailor and accessorize it to suit you. For example, if you decide to be a counselor, hone a style that's consistent with your personality: If you're a relaxed person who enjoys listening and facilitating, find training and supervisors who'll encourage that. If you prefer to more actively participate in sessions, build on that. If you like working as part of a team, join a group practice. If you hate commuting, see if you can work at home. Off-the-rack, a career will probably look just okay. To really be happy with it, you must tailor and accessorize it.

Cool careers are overrated. The emotional problems, drug addictions, and deaths of many celebrities only hint at the reality that "cool careers" often aren't cool enough to make people happy. Indeed, the competition for jobs in entertainment, environment, journalism, academia, fashion, etc., is so fierce that salaries are often poor and there are oodles of applicants for every good position. And if you beat the odds and get hired, you're often treated badly, for example, paid poorly as a temp, because the employer knows those oodles are still salivating in the wings for the opportunity to work for low wages or for free to fundraise on behalf of the snail darter. You're always worrying that if you screw up, you can easily be replaced.

Instead, you might want to consider less prestigious careers. Indeed, prestige can be the enemy of contentment, witness all the unhappy lawyers. Competition is less intense in less statusy careers, especially if under-the-radar, for example, optometry, neon-sign maker, program analyst for government, child-life specialist, manufacturer's rep for fine china, and forensic accountant.
Generally, career happiness comes not from a career's "coolness" but from your job having the basics met: a reasonable salary, job security, workload, boss, co-workers, ethics, learning opportunities, commute, and your having taken the time to become expert. One of my clients is a first-line manager at a local utility. While the job isn't sexy, it has all of the above characteristics and she's very happy.

Instead of a career change, consider a career tweak. Changing careers is much harder than some gurus would have you believe. You need the time and ability to retrain, can afford the lost income during training and usually in your first job(s) in the new career, and be able to convince an employer that it's worth hiring you, a newbie, over experienced candidates. And, ironically, many career changers don't end up happier in their new career-They bring their issues with them: poor reasoning skills, procrastination, annoying personality, etc.

It may be easier to try to tweak your current career: a job description changed to replace tasks you dislike with tasks you do, upgrade your skills, change bosses or employers.

LANDING A JOB

A resume's greatest value may be as a tool for self-discovery. Employers give only modest weight to resumes, knowing it's difficult to tell how honest it is or even whether it was written by the candidate. But creating your resume is an excellent way to inventory your accomplishments, skills, and abilities. After creating it, you'll like be more confident, plus you'll have the basis for identifying a job target and for explaining-in networking, cover letters, and job interviews--why you'd be good.

SUCCEEDING ON THE JOB

Treat time as treasure. Most successful people realize that time is their most valuable possession. They carefully consider whether a chunk of time could more wisely be spent: how perfectionistic to be on a given task, what to say yes and no to, and what to delegate. They're wary of major time sucks such as excessive TV watching, sports and video-game playing, shopping, meal preparation, a long commute, and non-essential travel, such as trekking cross-country to their second cousin's third wedding.

Be publicly positive, privately negative. American culture values positivity, being upbeat. If you too often criticize, even if justifiably, your career may well suffer. The politically sensitive person sets aside non-central criticisms and then decides to bring up an important concern publicly or to leak it to a trusted person who might.

Beware of being politically incorrect. I'd like to believe that "the truth shall set you free" but I've too often seen politically incorrect candor causes the person to be set free from his job or at least censured. We claim to celebrate diversity but dare an idea veer from today's orthodoxy, severe punishment is often imposed. I have great respect for those who put themselves on the line for their beliefs but we live in times in which it is riskier to do so than I can ever recall.

Hire slow, fire fast. It's axiomatic that a manager's most important task is to hire wisely. That requires finding candidates primarily by referral from trusted colleagues and friends than from want ads. If a trusted person refers a candidate, s/he's more likely to be good than is an unknown applicant whose resume, cover letter, and even references may be legitimate or may reflect their having paid a hired gun and/or exaggerating their accomplishments. The choice of whom to hire should be based more on simulations of the job's difficult central tasks than on the too-often invalid resume, cover letter, interview, and reference check.

If possible, hire the person on a trial basis. Otherwise, there's risk of a wrongful termination suit. Often, you can tell in the first day or two, whether the person is likely to work out. If after a brief attempt at remediation, you still sense the probability of the person being a good employee is low, it's wise to cut your losses. It's easier to find a good employee than to try to turn a bad employee into a good one.

Steak, not sizzle. Some people put more effort into networking, wardrobe, and elevator pitch than to building expertise. That may succeed, especially in the short run, but often results in ultimate failure or at least a chronic case of the imposter syndrome. Most successful and contented people put more effort into their steak than their sizzle.

7 Lessons From Stupid Social Media Mistakes Workers Have Made

Talking smack about your boss: generally not a good idea



Drunk man slumped on bar asleep
Social media: do you really want your boss seeing you like this?



By Deanna Hartley, CareerBuilder writer

Celebrities aren't the only ones who get notorious press for posting inappropriate - and sometimes downright offensive - posts on social media against their better judgment. (Cough, Khloe Kardashian, cough. Maybe she was trying to #breaktheinternet, too.)

Take a look at these real-life workers who got in trouble for getting a little too click-happy before stopping to think about it.

1. Don't think posts about race are funny. Just the other week, someone tweeted this beauty using the Dave & Busters official Twitter account to promote its Taco Tuesday special: "'I hate tacos' said no Juan ever." To think that this came from a someone likely trained in the do's and don'ts of social media is baffling.

Even if you think it sounds funny in your head, say it out loud - preferably to many different people at work - before posting something your gut tells you could be risky. Better yet: NEVER post anything with racial undertones or that could in any way be racially offensive.

2. No nudity or gross behavior, please. When you think food, I'd venture to guess that the last thing you'd want associated with it is nudity and/or poor hygiene. Yet somehow that's the vibe a poor misguided (now former) cook at Chili's decided to put out there by posting Facebook pictures of himself cooking while shirtless. There was also the infamous Taco Bell employee who captured himself in this compromising act at work. And the Wendy's employee who was forever freeze-framed chugging down ice-cream directly from the machine.

Unless your name is Channing Tatum and you're posting from the set of the Magic Mike sequel, please keep your shirt on while at all times while at work.

3. Sharing can make you just as guilty. This was a bizarre case of an assistant principal at a high school with a 94 percent minority enrollment who retweeted a racially offensive tweet involving mixed race couples at a school prom.

Just because you share - instead of create - such posts yourself doesn't mean you won't be held liable. Your "share" or "retweet" or even "like" may not count as an endorsement per se, but it certainly affiliates you in some way with the message.

4. Remember that you represent your employer. In what was probably one of the most notorious social media faux pas of all time, former PR executive Justine Sacco posted what she thought was a joke on Twitter just before hopping on a plane to Africa. Little did she know that when she landed on the other end, a firestorm of controversy would be awaiting her. It later became known as the "tweet heard round the world."

Even if you post to social media during off hours and from a personal account - in this case Justine's Twitter profile identified her as an employee at her (now former) company - doesn't mean you can avoid accountability. Whether you like it or not, you have a personal brand online, and that by default means that you represent or at least are affiliated with your employer, so act accordingly.

5. It's too late to backtrack once the damage is done. A (now former) CNN reporter decided it was a good idea to tweet her condolences and admiration for a notorious controversial figure upon his death. She later claimed that it was his supposed support for women's rights that she was really talking about, but guess what - the damage was already done.

It should be obvious to be very cautious about posting to social media about controversial issues, but it's tempting to assume that all your followers and friends will understand exactly what you mean. It's best to avoid posting about sensitive topics - especially if it doesn't have much context - as much as possible. If you really have to, first stop and think real hard about the impression people will walk away with.

6. Exercise caution when posting about your...err...recreational activities. We get it - it's tempting to showcase your every interesting move to friends and followers online. Instagramming all your food pictures is annoying one thing, but publicizing other, ahem, NSFW activities may not be as innocent.

Unless you're secretly auditioning to be on Celebrity Rehab, hopefully this just boils down to having common sense.

7. Don't talk smack about your employer online. A frustrating day or experience is not a good reason to broadcast online your grievances with your employer, like this woman did.

We all have bad days and experiences we'd rather forget. Granted there are ongoing developments in terms of what employers and employees are allowed to do in a legal context,
but remember - literally nothing good can come of venting about it online, so just don't.      

How to search for RN jobs




Registered nurses are people of action--and searching for a new RN job means taking the right actions to find the right opportunity for you.

Did you know 30,206 employers are searching for registered nursing resumes in our database every month? By posting your resume to CareerBuilder.com, employers can search and find you without you ever applying for a job.
Registered nurses have a great instinct for knowing just when to step into a situation, whether it’s providing care for patients, bringing a doctor up to speed or acting on a lucrative opportunity for a step up in your career.
But if you’ve been so busy in your current job or preparing to qualify as a registered nurse that you haven’t had time recently to search for a position, it can be unclear where to start or how to search for RN jobs. Read on to learn about best search practices for looking online, as well as the resources offered to give you a competitive edge for the best new opportunities and pay. A new position means new opportunities to help care for the world and also step up in your career.
High demand online for RNsAccording to data by Economic Modeling Specialists Intl., in the summer of 2014, there were 1,060,000 job postings for registered nurses online, with a higher posting intensity for RNs than for all other occupations and companies in the region, indicating that companies may be trying harder to hire this position.
That trend is only expected to grow as an aging population will require more health care options, and a recovering economy means expanding health care teams and new facilities that will need to be staffed. So how can you make sure you’re visible to the right employers in this time of high demand for RNs?
Two steps to new opportunitiesYour first step is to share your desired job title (do you want to search for registered nurse positions? Or a more specific health care role? Suggestions will load as you begin to type, helping you to connect with the terms and titles employers use, ensuring that job seekers and employers are on the same page. Next, include the area you’re looking to work in and upload your resume. Also include how visible you’d like to be to employers.


Next, sign up or sign into your account. Your first and last name, email address and a password are the only fields required to create and access your account, which is home base to the best job-searching tools for RNs. With an account, you’ll be able to view recommended jobs, your resume and cover letters to keep your materials straight, your saved jobs, searches and alerts, as well as the HireInsider Report, a free report that helps you check out the competition. Two steps is all it takes before you’re accessing countless jobs that could be the right career move for you and connect you with a great employer.


Check out the competitionThe HireInsider report allows you to gauge your chances of getting the job and viewing stats on the competition, like the average level of education that applicants have, as well as years of experience and the volume of resumes that hiring managers are receiving. You can even see if you’re one of the first to apply! All of this information allows you to make informed choices and have a clear plan for you how see your career going.



If you don’t have a resume, you can build it free!Resume Hero helps you create a stellar resume that will stand out to employers, and takes the guesswork out of putting your resume together. Don’t let a resume be a roadblock to your next great opportunity in nursing. Instead, take advantage of resume services like Resume Hero or Resume Share, which can invite others to help improve your resume and give insight to your search.


Click here to begin searching for jobs now, as well as upload your resume or create a new one for free. A new position as a registered nurse or a related opportunity is just around the corner!

Liar, Liar! You Won't Get Hired

Employers reveal the lies they've discovered



Lie
By Debra Auerbach

People lie about a lot of things: age, weight ... number of Botox injections. Sometimes lies can be harmless (who needs to know that your natural hair color isn't really blond?); other times they can get you into big trouble.

When it comes to employment, bending the truth on your resume might seem worth it in today's competitive workforce, but it will likely get your resume sent to the reject pile. According to a CareerBuilder survey, 58 percent of hiring managers say they've caught a lie on a resume; 33 percent of these employers have seen an increase in resume embellishments post-recession.

While half of employers (51 percent) would automatically dismiss a candidate if they caught a lie on his or her resume, 40 percent say that it would depend on what the candidate lied about. Seven percent of employers would even be willing to overlook a lie if they clicked with the candidate.

Most frequent fibs
So what fabrications are job seekers most likely to make on their resume, with the hopes that they'll go unnoticed? According to employers, the most common lies they catch relate to:
  • Embellished skills – 57 percent
  • Embellished responsibilities – 55 percent
  • Dates of employment – 42 percent
  • Job title – 34 percent
  • Academic degree – 33 percent
  • Companies worked for – 26 percent
  • Accolades/awards – 18 percent
Incidences by industry
Lies aren't confined to a certain occupation or job level – job seekers of all types commit lies to boost up their resume. Yet some fields have more offenders than others. The survey found that employers in the following industries catch resume lies more frequently than average: "Trust is very important in professional relationships, and by lying on your resume, you breach that trust from the very outset," says Rosemary Haefner, vice president of human resources at CareerBuilder. "If you want to enhance your resume, it's better to focus on playing up tangible examples from your actual experience. Your resume doesn't necessarily have to be the perfect fit for an organization, but it needs to be relevant and accurate."

The tallest tales ever told
It's one thing to spin your experience to make it more relevant to the position you're pursuing. It's another thing to claim you have more years of experience than is possible at your age. And that's actually happened: One employer surveyed says an applicant claimed to have 25 years of experience at age 32.

Other unusual and outrageous lies employers recall include:
  • Applicant included job experience that was actually his father's. Both father and son had the same name (one was Sr., one was Jr.).
  • Applicant claimed to be the assistant to the prime minister of a foreign country that doesn't have a prime minister.
  • Applicant claimed to have been a high school basketball free throw champion. He admitted it was a lie in the interview.
  • Applicant claimed to have been an Olympic medalist.
  • Applicant claimed to have been a construction supervisor. The interviewer learned the bulk of his experience was in the completion of a doghouse some years prior.
  • Applicant claimed to have worked for 20 years as the babysitter of known celebrities such as Tom Cruise, Madonna, etc.
  • Applicant listed three jobs over the past several years. Upon contacting the employers, the interviewer learned that the applicant had worked at one for two days, another for one day and not at all for the third.
  • Applicant applied to a position with a company that had just terminated him. He listed the company under previous employment and indicated on his resume that he had quit.
  • Applicant applied twice for the same position and provided different work history on each application.
    

How to Fix Your Boss

Who's really the problem? The boss or the employee?


"How to Fix Your Boss"--there is enough presumption in that title to choke a horse. "Fixing the boss" assumes that the boss is the problem. As a recovering Idiot Boss (iBoss), I confess that I have been the idiot husband, the idiot teacher, the idiot student, the idiot boss, and--yes--the idiot employee.

I've been an equal-opportunity aggravation to more people than I care to count. So I hesitate to throw stones at bosses until they are proven guilty. But in western civilization, bosses are assumed to be guilty until proven innocent--so stones tend to fly with every boss-sighting.

In a culture where we are socialized from early childhood to rebel against authority, it's hard to accept that rebellion is not necessarily the most effective response to not having our expectations met. That's the behavior we tend to most frequently associate with authority figures; they stand between us and the expectation we have for something they never promised us in the first place.


We Americans have rebellion in our DNA. The United States was born by kicking its mother country out. We grew up listening to our parents complain about their bosses. We were raised on songs like "Take this Job and Shove It" and "I've Been Workin' on the Railroad" (which, if you look it up on Wikipedia, is not the most pleasant story).

We go to movies like Nine-to-five, Office Space, or Horrible Bosses, and munch popcorn while we watch bosses "get what's coming to them," and laugh at their pain. We work all day in offices that we hate, then go home and watch reruns of The Office.

After listening to our parents kvetch about their bosses, we go to school and embark on a life-long journey of rebellion which begins with declaring war on our parents, our teachers, and our school administrators. When they won't allow us to stay in school any longer, we finally get jobs and spend the rest of our working lives taking our unresolved adolescent rebellion issues out on the most visible, available, and socially-acceptable target: The Boss.

Just when you thought it was safe to attack anyone and anything with institutional authority and thus invoke your hard-earned iconoclasm (natural hatred for authority), along comes Dr. Hoover saying, "Don't screw up your long-term options." What I mean by "long-term options" is this: the sooner you can stop assuming the boss is the problem, the sooner you might repurpose that anger and become a more nimble, agile, and fluid navigator of complex corporate waters.

Why would becoming a more nimble, agile, and fluid navigator of complex corporate waters be a good thing? Because while everybody else is bashing their bosses, you could be sailing to the head of the pack, top of the heap, star of the show, penthouse suite. You should want to hit the executive floor eventually, and be granted all of that executive authority--if, for no other reason, so you can be a good and gracious boss who bestows good things on the employee population.

You'll never become Glenda the Good Witch of the office by boss-bashing. And never forget that the one thing all the bad bosses you ever had have in common...is you. So ask yourself: Am I truly a victim of my boss's cluelessness, or am I a volunteer?

In any dysfunctional workplace relationship, there are at least four factors in play. (Okay, there are more likely a million, but we'll just deal with four.) We'll assume because you chose to read this article that your boss faces some issues vis-à-vis being an effective leader. That, as they say in Vegas, is a "safe bet." That means that some part of the problem is your boss.

But if you stop there, you're missing a big piece of the truth--and therefore, any possible solution to the real problem: How to fix the problem you are having with your boss. To some degree, you are part of this problem. Again, do your own math, but don't give yourself a hall pass and expect to come up with a real solution.

Then consider circumstances and systems. Your luck may have gone south for the winter, and/or the whole system you're operating in might be broken; both of which will make it look it look like your boss is just unbearable. But before you reach for your boss bat, try this formula:



Subtract the Dysfunctional Employee (you) from the Dysfunctional Boss Factor. From that number, subtract the sum of the Bum Luck Factor and the Busted System Factor. How bad does it look now?

I don't know what values you ascribed to the four primary factors, but the mathematical result should mitigate your anti-authority emotional coefficient to some degree. If everything is equally bad, you might be caught in the perfect storm where the poison pill is your only hope.

Doesn't that sound silly? Really? Before you approach every workplace relationship with the assumption that the boss needs to be fixed, which will poison your working environment, make it a mutual-sum game. If the total score is 100, how many numbers are in each of the four circles?

Chart: John Hoover      

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