Surprising places to find tech opportunities

By Debra Auerbach



Workers possessing specialized technology skills continue to be in demand. In fact, according to a recent CareerBuilder survey, among companies recruiting college grads, 28 percent are targeting computer and information science majors, making it one of the most sought-after majors in 2014.
While one may assume most of these job opportunities exist in Silicon Valley, there’s no need for college students – or any job seeker with technology experience – to pack up and head west just yet. Opportunities to work in IT can be found across the country, and not just in the obvious places like Silicon Valley; Seattle; and Austin, Texas. What’s more, if job seekers just focus their search on tech companies, they’re limiting their options.
Given how large a role technology plays in the operation of businesses, companies of all types and sizes need technology workers. Whether it’s internal computer support specialists keeping a company’s IT infrastructure running, or computer programmers writing code and creating software programs, IT workers are a central part of many businesses – inside and outside of the technology field.
Here are three examples of metros with big technology needs, and some of the more traditional and nontraditional places where IT job opportunities can be found:
Atlanta
This southern city is becoming one of the hottest emerging technology hubs in the U.S., adding more than 8,000 tech jobs from 2010-2013, according to Economic Modeling Specialists data. It’s also gaining traction as an appealing place for tech startups. According to an article in USA Today, “access to Hartsfield-Jackson airport and the metro area’s low-cost living and working expenses have encouraged many young startups to try Atlanta.”
Another reason job seekers will find a variety of tech opportunities in the area is because of the many notable corporations that are based or have offices there. For example, CareerBuilder’s headquarters reside in Norcross, and the company is often looking for qualified candidates to fill tech positions, such as software engineers, data analysts, IT support technicians and project managers. Other companies in the Atlanta area hiring for technology jobs include Corus360, NCR, Clearleap, Orion Technology Services and PGi.
The proliferation of tech startups, along with the demand for tech workers at large corporations throughout the area, have helped make Atlanta a hot spot for technology opportunities.
Detroit
While Detroit is most often associated with the auto industry, it’s quickly becoming a tech hub. According to a report by Automation Alley, a technology business association and business accelerator based in Troy, Mich., tech industry employment in Metro Detroit was up 15 percent from the previous year’s study. In an article written about the study, The Oakland Press says, “No other analyzed region had a greater technology industry growth than Metro Detroit in this same period, surpassing Silicon Valley’s technology sector, which lost 10,000 in this time frame.” Technorati reports that companies are putting down roots and investing in the growth of IT here, with Quicken Loans building a technology center and Google establishing a tech hub to help startups connect with Silicon Valley.
And while the auto industry is still dominant, many jobs within this industry are technology related. For instance, Ford Motor Company has an Information Technology career path, and according to Ford, their IT team, “enables our manufacturing facilities to receive parts just-in-time, customers to check the status of their vehicles online, and empowers employees to facilitate the sale of millions of vehicles.”
Indianapolis
Indianapolis isn’t necessarily a city that’s known for its technology jobs, but soon it may be. According to data from EMSI, the metro has experienced 12 percent growth for IT occupations from 2010-2013, higher than the national average (7.5 percent), and it’s looking as though this hiring trend will continue. A recent Robert Half Technology survey found that 25 percent of Indianapolis-area chief information officers plan to expand their IT teams in the second half of 2014, up 11 points compared to projections from the previous six-month period (January – June 2014).
One specific industry in need of tech workers in the Indianapolis area is health care. While doctors, nurses and other medical professionals usually come to mind first, technology is an integral part of the medical field, and thus workers are needed to fill these roles. For instance, the Information Services division of hospital system Franciscan Alliance is based in the Indianapolis area, and they are continuously hiring for IT positions, such as information security technologist and systems engineer.

While some metros may be better known for technology opportunities than others, tech centers are popping across the U.S., and job seekers may not need to venture far from home to find a rewarding career in IT.

Surprising places to find tech opportunities

By Debra Auerbach

Workers possessing specialized technology skills continue to be in demand. In fact, according to a recent CareerBuilder survey, among companies recruiting college grads, 28 percent are targeting computer and information science majors, making it one of the most sought-after majors in 2014.
While one may assume most of these job opportunities exist in Silicon Valley, there’s no need for college students – or any job seeker with technology experience – to pack up and head west just yet. Opportunities to work in IT can be found across the country, and not just in the obvious places like Silicon Valley; Seattle; and Austin, Texas. What’s more, if job seekers just focus their search on tech companies, they’re limiting their options.
Given how large a role technology plays in the operation of businesses, companies of all types and sizes need technology workers. Whether it’s internal computer support specialists keeping a company’s IT infrastructure running, or computer programmers writing code and creating software programs, IT workers are a central part of many businesses – inside and outside of the technology field.
Here are three examples of metros with big technology needs, and some of the more traditional and nontraditional places where IT job opportunities can be found:
Atlanta
This southern city is becoming one of the hottest emerging technology hubs in the U.S., adding more than 8,000 tech jobs from 2010-2013, according to Economic Modeling Specialists data. It’s also gaining traction as an appealing place for tech startups. According to an article in USA Today, “access to Hartsfield-Jackson airport and the metro area’s low-cost living and working expenses have encouraged many young startups to try Atlanta.”
Another reason job seekers will find a variety of tech opportunities in the area is because of the many notable corporations that are based or have offices there. For example, CareerBuilder’s headquarters reside in Norcross, and the company is often looking for qualified candidates to fill tech positions, such as software engineers, data analysts, IT support technicians and project managers. Other companies in the Atlanta area hiring for technology jobs include Corus360, NCR, Clearleap, Orion Technology Services and PGi.
The proliferation of tech startups, along with the demand for tech workers at large corporations throughout the area, have helped make Atlanta a hot spot for technology opportunities.
Detroit
While Detroit is most often associated with the auto industry, it’s quickly becoming a tech hub. According to a report by Automation Alley, a technology business association and business accelerator based in Troy, Mich., tech industry employment in Metro Detroit was up 15 percent from the previous year’s study. In an article written about the study, The Oakland Press says, “No other analyzed region had a greater technology industry growth than Metro Detroit in this same period, surpassing Silicon Valley’s technology sector, which lost 10,000 in this time frame.” Technorati reports that companies are putting down roots and investing in the growth of IT here, with Quicken Loans building a technology center and Google establishing a tech hub to help startups connect with Silicon Valley.
And while the auto industry is still dominant, many jobs within this industry are technology related. For instance, Ford Motor Company has an Information Technology career path, and according to Ford, their IT team, “enables our manufacturing facilities to receive parts just-in-time, customers to check the status of their vehicles online, and empowers employees to facilitate the sale of millions of vehicles.”
Indianapolis
Indianapolis isn’t necessarily a city that’s known for its technology jobs, but soon it may be. According to data from EMSI, the metro has experienced 12 percent growth for IT occupations from 2010-2013, higher than the national average (7.5 percent), and it’s looking as though this hiring trend will continue. A recent Robert Half Technology survey found that 25 percent of Indianapolis-area chief information officers plan to expand their IT teams in the second half of 2014, up 11 points compared to projections from the previous six-month period (January – June 2014).
One specific industry in need of tech workers in the Indianapolis area is health care. While doctors, nurses and other medical professionals usually come to mind first, technology is an integral part of the medical field, and thus workers are needed to fill these roles. For instance, the Information Services division of hospital system Franciscan Alliance is based in the Indianapolis area, and they are continuously hiring for IT positions, such as information security technologist and systems engineer.
While some metros may be better known for technology opportunities than others, tech centers are popping across the U.S., and job seekers may not need to venture far from home to find a rewarding career in IT.

How One Man Earns Up To $1,000 A Week By Standing In Line

Sample sale? Concert tickets? He's got you covered.

By Business Insider


By Maggie Zhang

Good news: You may never have to wait in line for Shake Shake, Cronuts, or iPhones, ever again.
Robert Samuel, New York-based founder of Same Ole Line Dudes (SOLD Inc.), will wait for you.

Samuel is a "professional line sitter." He waits for anything, from sample sales to Saturday Night Live tickets. Samuel charges $25 for the first hour and $10 for each additional half hour. In one week, he can make up to $1,000.

Samuel got into this business two years ago, when he lost his job as an AT&T sales representative and needed a new way to make extra cash. When the iPhone 5 came out, he put an advertisement on Craiglist offering to wait in line for it for $100.

Hours before he purchased the iPhone, Samuel's original customer cancelled on him, but decided to pay him anyway. Samuel was ready to leave the line, but decided to resell his spot.

By 8 a.m. the next day, after 19 hours of waiting, Samuel had earned $325 from selling his spot, inviting his friends to come down and sell their spots, and selling milk crates for $5 a piece to people who were tired of standing.

Samuel found this venture so profitable that he put a name to it and started SOLD Inc. in December 2012. It's not his full time job - he also works as a concierge for a luxury building in Brooklyn - but it's been a venture that he's hoping to grow.

Samuel's friends have even chipped in to help. "[They] have turned into my employees, and they pretty much do a great job," says Samuel. When he gains a new customer, he now sends a mass text out to about a dozen friends to see who wants the job.

One dedicated friend-turned-employee waited in line for a whopping 43 hours for a Shark Tank audition in Denver, earning the company $800.

More high-paying gigs like that began to roll in when the Cronut craze started last summer in New York City. For $60, Samuel and his line waiters offer to pick up two of the delicious pastries and deliver them straight to their clients. From this service alone, SOLD Inc. can make upwards of $240 per week.

Surprisingly, not all of Samuel's clients are rich. "It's all everyday people," he says. "Sometimes I get a customer who can't get out of work on time to wait for a movie premiere, or somebody on the Upper East Side who really wants a new Xbox but doesn't want to stand in the cold for seven hours before it goes on sale. It's a whole medley."

Even if Samuel isn't hired to wait in line for a big event, he will still go, just to hand out business cards. "I'm very grassroots," he explains. "When there's a line that goes around the block, I go and work the line." When he approaches people, he asks them, "Are you hot, tired? Don't want to do this again? I'll do it for you."

Samuel believes there's no such thing as overpromotion. "You have to consider everybody as a potential customer," he says. "Even if they don't take the card, I'll tell them our name. They can't unhear it, so I'll be as vocal as possible. That's business for us in the long run."

Social media works wonders for him as well. "I always tell whoever is working an assignment to send us pictures of where you are," says Samuel. "We post them to reinforce people's trust in our company and brand, and we also send the photo to the customer to show what they avoided by hiring us." In addition, he writes the name of his company in chalk on New York sidewalks, especially in SoHo near the Cronut bakery, sample sale locations, the Apple store, and subway entrances.

In the past, most line waiters were hired off Craigslist or Task Rabbit. Samuel's company is different because he put a name to it. "It's not like Joe Smith, some random person you found on Craiglist, is standing in line for you," says Samuel. "We are the Same Ol Line Dudes - people hear and talk about us, and I'm grateful for that."

7 in 10 Employees Value Skills Training More than Degrees

Glassdoor Employment Confidence Survey (Q2 2014)

By Glassdoor



While 82% of college grads believe having a degree has helped them in their career, the value of an education remains an ongoing national debate. In fact, although most employees believe a degree is important, a majority of employees (72%) believe specialized training to acquire specific skills is more valuable than a degree in the workplace. This is according to Glassdoor's Q2 2014 Employment Confidence Survey¹, revealing how employees value their own education and higher education overall as it relates to their careers and the workplace.

Each quarter, the Glassdoor Employment Confidence Survey also monitors four key indicators of employment confidence: salary expectations, job security, the job market and company outlook.

How Employees Value Education

When it comes to what's most important to advance their career and earn a bigger paycheck, more than three in five (63%) employees report learning new skills or receiving special training, compared to those who report receiving a college or graduate degree (45%), transitioning careers or looking for a new job or company (38%), and networking with professionals (34%), among other options.

In addition, employers and hiring managers may be looking for something other than a specific degree as three in four (74%) employees believe their employers value work experience and related skills more than education when evaluating job candidates. Plus, half (48%) of employees with a college degree believe their specific degree is not very relevant to the job they do today, while four in five (80%) report that they have never been asked about their college GPA (grade point average) during a job interview. More than half (53%) of employees also believe a graduate degree is no longer necessary to be offered a high-paying job.

Despite this, employees acknowledge that higher education still adds value in the workplace, as more than half (56%) also believe if they had a higher level of education, they would be more successful in their career.



"The national conversation about the value of higher education and gainful employment is a topic alive within companies. While education is still valued as one piece of the puzzle for a successful career, we're seeing a shift in the workplace in which most employees feel gaining the latest skills relevant to their job and industry is more valuable to help advance their careers, and they're feeling it's what employers are truly seeking to really help move business forward," said Rusty Rueff, Glassdoor career and workplace expert. "For any employee looking to earn a bigger salary or move up the corporate ladder, they should do their research on how their industry is evolving, including identifying specific skill sets that are in demand. Going back to school may be one way to learn and improve, but there are also non-traditional ways, such as certificate programs, bootcamps, webinars, online non-degreed courses, conferences and more."

Pay Raise Expectations Drop

Down seven percentage points from last quarter, Glassdoor's Q2 2014 Employment Confidence Survey reveals 37% of employees expect to receive a pay raise or cost-of-living increase in the next 12 months. This is down from last quarter, when it was at its highest level in more than five years at 44%. More than two in five (43%) do not expect a pay raise, while one in five (20%) are unsure.



Job Market Confidence Remains High and Steady

Though employees are not as optimistic as last quarter about pay raises in the next 12 months, employees' confidence (including those self-employed) in the job market remains steady. More than two in five (44%) employees believe it is likely they could find a job matched to their experience and current compensation levels in the next six months, remaining unchanged since Q1 2014.However, among those unemployed but looking, 32% believe it is likely they could find a job in the next six months, up from 31% since the first quarter.



Check out more from our Q1 2014 Glassdoor Employment Confidence Survey, including our survey supplement which provides a detailed quarter-by-quarter breakdown of results.

¹ The Glassdoor Employment Confidence survey is conducted online by Harris Interactive on behalf of Glassdoor.

15 Things You Should Never Say In A Salary Negotiation

Never throw out the first number

By Business Insider



You secured the interview, brought your A game, and landed the job. Now comes the hard part: negotiating your salary.

"Salary negotiations are like any other type of negotiations - except the words you use can be extremely powerful, since there is a personal aspect to the discussion," says HR expert Steve Kane. "The negotiation is not over the worth and price of an inanimate object, but rather the value of you to some enterprise."

Here are 15 words and phrases that may hurt more than they'll help in a salary negotiation:

"I accept [the first offer]."

Remember: This is a negotiation, so be careful not to end it before it has even had a chance to start, says Ryan Kahn, a career coach, founder of The Hired Group, and author of "Hired! The Guide for the Recent Grad."

"I'm looking for X."

Never throw out the first number. "You want to leave room for discussion," says Lynn Taylor, author of "Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job."

Kahn agrees. "A good negotiation strategy is to let the employer offer the first number. That puts you in a position to see the number they are offering and gives you the opportunity to negotiate it up from there."

"That's all you're offering me?"

Never say this, or anything else that will offend the employer - even if you think the salary they're offering is laughable.

"No."

"In negotiations, you'll have to be willing to be flexible and provide counteroffers when the offer isn't in line with what you are seeking," says Kahn. By saying "no" you could be quickly closing the door on the offer at hand.

"I have other outstanding offers right now that are much more lucrative."

Even if it's true, you shouldn't use "that card" to pressure the employer, Taylor says. "Only discuss the offer at hand."

And if you don't have another offer on the table, you'll definitely want to avoid this tactic. "You could shoot yourself in the foot," Taylor says. "The hiring manager may ask you to elaborate and if you're bluffing, it'll be hard to save face."

"Bottom line"/"This is my final/last offer."

These phrases sounds like threats, and they typically close out the negotiation, says Kane. "If you say any of these things, and the demand is not met by the employer, the negotiation will be over and you'll have to be prepared to walk away."

"I know this may sound a little aggressive, but..."

If your rationale is based on fact, you should never have to preface your request with this type of disclaimer.

"I need..."

You should never say you need X amount more because of expenses or debt. "Don't bring in personal issues; this is about your merit and the job fit," says Taylor.

"I hate to have to ask for this, but..."

True, it might not be the easiest thing to ask for more money - but saying you "hate to have to do it" is a flat out lie. Plus, it's just a really terrible way to preface the negotiation.

"I think..."

Don't use "I think" or "maybe" or any other "uncertain words," says Jessica Miller-Merrell, editor of Blogging4Jobs.com and CEO of Xceptional HR. "Always speak confidently."

"The least I'd be willing to accept is X."

If you tell them the parameters of the lowest offer your willing to take, that could be what you'll get.

"Sorry"

Have confidence in yourself. "If you know your value and what you'll be bringing to the company, there will be no need to apologize for asking for more," Kahn says.

"Cheap"/"Lousy"

These words are demeaning or disrespectful to the employer, Kane explains. "The employer may decide they don't want you to work there after all because of the lack of respect you show them."

"But I'm worth so much more."

Of course you'll want to mention your value in a salary negotiation - but try to say it in a way that isn't so obnoxious. You never want to come off as arrogant.

"You might not think I'm worth this, but..."

Just don't.

"You want to be direct, polite, and concise in your negotiation to show that you are competent and a valued member of the team," Miller-Merrell concludes.

The 5 Points of Success

And how they intersect

By Jessica Hagy

The 10 Worst Questions to Ask During An Interview

“How important is attendance?”

By Glassdoor



By Heather Huhman

You're sitting in an interview, and the hiring manager is about to wrap everything up.

Just when you think you're free to leave, the hiring manager asks, "Do you have any questions for me?"

You're speechless.

In an effort to think on your feet, you blurt out, "How much does this position pay?" Immediately you realize this probably wasn't the best question to ask once you see the expression on the hiring manager's face.

There are two mistakes job seekers make during the interview process: They don't have questions prepared for the interviewer, and they ask the wrong questions.

As you prepare for your next job interview, here are 10 of the worst questions you should avoid asking a hiring manager:

1. "Can you tell me more about your company?"

Before any interview, the first thing you must do is research the company. If you ask this question, the hiring manager will think you didn't do your homework before the interview.

2. "How much vacation time would I receive?"

Never ask about additional perks or benefits during a job interview, especially not the first one. This question should only be asked if the the hiring manager brings up the discussion first.

3. "How quickly could I earn a raise?"

Again, this question is a big no-no. Questions regarding compensation should not be asked unless the hiring manager brings up the topic.

4. "Do you perform background checks?"

When you apply for a job, it should be a given that the employer will perform a background check. In fact, 69 percent of employers perform background checks on all job candidates.

5. "Who is your company's competition?"

If you've done your research prior to the interview, you shouldn't have to ask this question. Hiring managers expect you to have a good idea of how their company is positioned before you enter the interview.

6. "How important is attendance?"

Asking about attendance during an interview can send a red flag to the interviewer. You should automatically assume you should arrive to work on time and avoid taking off unnecessary vacation days.

7. "Can I work from home?"

If a company allows employees to work from home or telecommute part of the week, it's typically stated in the job description. There's no need for you to ask this question during a job interview.

8. "Do you have casual Fridays?"

Casual Fridays and other perks like company parties and entertainment are things you can learn about once you're hired. Save this question for your manager or coworkers once you're hired.

9. "What is your review process like?"

Although you might be genuinely concerned about your performance or how managers give feedback, avoid asking questions about the review process. This can make hiring managers worry about how well you'll perform on the job once hired.

10. "I don't have any questions for you."

Whatever you do during an interview, don't tell the interviewer you don't have any questions. Every hiring manager expects candidates to have at least one question to ask at the end of the interview.

Asking the wrong question during an interview can definitely cost you a job offer. By avoiding these questions and doing your research, you'll be better prepared with thoughtful questions to ask at the conclusion of a job interview.

4 Ways to Get Over Your Fear of Cold Calls

Follow this step-by-step guide to banish fear of cold calls 

By Rhona Bronson

One problem that both Millennials and Boomers frequently share is the need to widen their network. Millennials, being young in their careers, generally don't have much of a network, and Boomers may have too narrow a network – for instance one deep in one industry but not wide across industries. When in a job hunt, a network can make the difference between just being a nameless resume in a pile and having a shorter, more successful job search with real people personally invested in and pulling for your success. Here are some tips to consider when preparing your own networking plan.

Everyone seems to accept the value of networking, but most tend to approach it in a very traditional meeting manner. They attend mixers, networking events at local meeting halls, or events that attract mostly job seekers rather than hiring managers. They spend time, money and energy in shallow networking, missing the real value of developing a personal relationship – one that puts you in direct contact with people of influence who can add something - anything – to enrich your job search.

The best way to do this type of deeper networking is from your desk, computer and phone not by standing in a meeting hall. As the career center of a prestigious university told one young person I know – find the people who have the jobs you might want 10-15 years from now and start talking to those people.

There are several ways to find these type of influential people from LinkedIn to industry association lists, references from your own contacts, and even cold calling a desired job title of someone in a company of interest. Many job seekers are afraid to call total strangers, but as my young colleague found – people like being contacted, particularly if you're asking an honest question and not formally seeking a job on the call.

Related Article: How I asked a Recruiter what recruiters want in a candidate.

Still nervous about calling someone you don't know? Here are 4 reasons to initiate a cold networking call with a potential new contact:

1. Get a question answered. Generally people are flattered to be asked a question as a perceived expert. Introduce yourself, and state that the reason for your call is to gain some information about a career aspect of your desired profession. Sample questions might include "Do you feel I need extra certification to get started in this field?", "Can you let me know if you feel it's worthwhile to join a particular membership organization?", or "I'm wondering which local companies you think might be leaders in this field that I should consider in pursuing potential opportunities?" The question should be one you really want answered, and without keeping the person too long on the phone, it should lead to at least one or two followup questions that allow you to have a quick,meaningful conversation.

2. Gain feedback. This is similar to getting a question answered, but more personal. You might ask the person to review your resume and let you know what skills they think you might be lacking or need to strengthen. If they did have a job open, could they role play with you and give you honest feedback on what their reaction might be to your resume? Since there is not official job open, their feedback may be more honest, and if you're really lucky they may know of a job position soon to be opening up. Either way, they'll be giving you hints of key attributes hiring managers may be seeking and how to better position yourself in the tight job market.

3. Get Industry Insights or Background. This is great for people looking to enter new careers. For instance, I was considering going back into the field of Association Management during my last job hunt. I made sure to contact association executives in several fields to get their insight into the viability of the career change.

4. Put Yourself on the Radar Screen. Just by reaching out with humility and genuine interest to an influential stranger you'll differentiate yourself as someone bold and willing to take risks. You must start the conversation by introducing yourself and letting the person know why you chose them for the call, as well as asking if they have the time to spare. If all the answers are in your favor, you've met a friendly person who will now know your name. And if you're lucky, your new phone "mentor" of the moment, may have a networking suggestion that can lead you to your next hiring manager, or help you in a career/life decision.

Related article: Embracing hard choices as special opportunities to become distinctive.

Never just hang up. The first conversation should be short – likely no longer than 15 minutes. After that time, it's smart to thank them for taking time out of their busy day. You can then ask for more time at a later date when they can fit you in for a longer conversation, or thank them for their time and ask if they can recommend anyone else you should speak to about positive career suggestions. If you only get one new name, it's someone who can continue to help you widen your network with people who can make a real difference in your career hunt.

Important Note: These types of calls are NEVER to HR people. You're targeting people known as "subject matter experts" - people in your desired career, in a desired company, or with a future goal title who can help provide insight on what it takes to succeed in their chosen and your desired career path.

People generally like to help other people. Effective networking means finding the people who can help without it feeling like an imposition on their time. For most, networking has become an evening out hoping to meet someone and generally falls flat. For great networkers, however, effective networking is more likely to be done on the phone. Making a great phone call is a skill most Millennials lack and many Boomers forget to use to their advantage. So the next time you're tempted to attend a local networking event – don't necessarily decline, but before you accept, make at least one new phone call.

The do’s and don’ts of networking

By Guest Contributor 

By Milton Kiang, professional resume writer at resumeprofessional.net

We network because we don’t work and live in a silo. Due to human nature, we tend to trust doing business with people we know or who are referred to us. People often think of the need to network whenever their jobs are in jeopardy, or whenever they’re in search of new business. You hear them say, “I need to go out and start networking!”
But building up a good network doesn’t happen overnight. Business professionals need a better understanding about what networking is and isn’t. Here are 10 do’s and don’ts of networking:

Networking is:
1. About taking a keen interest in people and what they do. Some say that in a social setting, people don’t want to talk about work. Nonsense. Why should talking about work be limited to just industry cocktail functions? People like to talk about themselves and, generally, the work they do. Try to make connections on a personal and professional level.
2. About carrying business cards everywhere you go. I can’t remember the number of times that people forget to carry their business cards when I ask them for one.
3. About joining an organization, association or committee outside of work, where the mandate, activity and people interest you. Your aim should be to seek enjoyment and fulfillment from your participation.
4. About attending a business reception or cocktail event at least once a month. There are some who aren’t crazy about attending networking functions. They might be put off by crowds or feel hesitant talking to strangers. But it still gives you a chance to get out of the office and meet people whom you otherwise wouldn’t talk to in your normal course of business. If you make it an objective to meet at least one or two interesting people, and limit yourself to staying an hour, then you might find yourself enjoying these events.
5. About staying in touch. If someone has made an impression on you, drop her an email to say “Hello.” This helps solidify your bond, and even if you don’t meet up again for the foreseeable future, your email will help her remember you. Every so often, reach out to acquaintances who normally aren’t part of your “inner circle,” and go out for lunch or coffee. Maintain your presence out there, no matter how busy you might be.

Networking isn’t:
6. A “one-off” activity, or something that you can “switch on” whenever you need new customers or job contacts. It’s something that you do on a continuous basis. It’s a mindset, a holistic way of thinking about people and relationships.
7. About creating a huge number contacts over a short time period. It’s about developing quality relationships over the span of your career. Take the time to find out more about the people in your business or social circle. If you think that two people in your circle might benefit from knowing one another, don’t hesitate to make introductions. That’s what a “good networker” does, and people will remember you for it.
8. About attending business functions simply to find new customers or pitch for new business. This is the wrong approach. People don’t like being “sold to” at cocktail receptions, even if those events are industry-related.
9. A one-way street, where the sole purpose is for you to capitalize on your contacts. You might hear a person telling a networking success story about how he got his new job through a contact he knew. What you don’t hear is that this person was either incredibly lucky or relied on a contact whose relationship took years to cultivate. For networking to work, you must give, which means giving referrals, making introductions, and supplying helpful contacts to acquaintances.
10. About relying solely on social media. Facebook and LinkedIn make it easy to build up contacts, but this isn’t the same as meeting someone in person. You need to be seen and heard, and you need to create an impression.

9 Tips to Negotiate Your Starting Salary

It pays to know the risks and benefits

By Glassdoor

By Linda Whitney

How would you like to get a raise before you have the job offer? It is possible, and candidates are doing it right now. Employers are not averse to increasing pay packages to secure the right candidate.

If you have the kind of specialist skill or unique experience that employers are desperately seeking right now, it could pay to negotiate over the starting salary for a new job. Here's how:

1. Benchmark your value. Check vacancies that require your skills and experience, and read relevant trade press articles and statements by recruiters that specialise in your sector. If it turns out that you are a desirable commodity, you stand a good chance of being able to negotiate up the salary quoted in vacancies.

2. Apply for jobs as normal, but try not to get involved in discussions about salary at initial interviews. Asking about salary before you have been offered the job is usually risky because it looks as though you are only interested in the money. For those who plan to negotiate the salary upwards, it's an even bigger mistake. You don't want the employer to rule you out at an early stage because they fear you will be expensive.

3. Meanwhile, prepare your case. Start with the current pay rates for employees like you, and then factor in the extra value you bring based on your special skills, experience, network of contacts, visibility within your sector and greatest successes, expressed in terms of financial benefit to your employer. Work out the amount of extra salary you ideally want, and have solid evidence that shows you are worth it. Base your reasons on the benefits you will bring to the new employer, not the benefits for you.

4. Then work out the amount you will settle for as a compromise. Look at the whole remuneration package, including benefits. If they will not pay the total salary you are looking for, they may be persuaded to make up the shortfall in increased benefits so as to bring the whole package up to a level that suits you.

5. Wait until they offer you the job. Simon Horton, author of Negotiation Mastery, says, "You are strongest when they have offered you the job but not named a figure. Then get in first with a high figure, otherwise they will start low and it will be hard to negotiate upwards." State your ideal figure. You may be lucky; they may simply accept.

6. If they demur, ask why and listen carefully to their reasons. Be prepared to explain why you are asking for more money. Again, stress the benefits for the employer. It will make you a stronger negotiator if you do not see it as an oppositional process. Horton says: "If you enter a deal with a win-lose approach, you will invoke a win-lose approach from the other party." Realise that you are both on the same side – they want you as an employee and you want their job. Then it just becomes a process of working out how you can achieve your mutual goal – both sides win.

7. Have a plan B, such as taking a job with another employer or staying with your existing job. If you have an alternative offer, it may be worth mentioning it. Whether you choose to do this or not, the knowledge that you have an alternative plan will make you a more confident negotiator.

8. Be flexible, but do not compromise too soon or too easily. Be prepared to give them time to think, and to ask for time to think yourself.

9. If all else fails, be prepared to walk away.

Making A Good First Impression With Your Interviewer

10 time-tested tips

By Susan Ricker, CareerBuilder writer

Meeting with a job interviewer evokes a strange feeling: This person, who you've likely never met before, has a strong hold over your future, and you want them to like you and approve of you. After all, that approval can translate to a job offer and other potential career perks.

What if you had a checklist of the important criteria the interviewer is hoping to see? A cheat sheet of what the interviewer is looking for in a star candidate?

From the time you get offered an interview to the days following your meeting with the hiring manager, there are some key steps to take that will ensure you meet the hiring manager's criteria, as well as stand out from the competition. Ford R. Myers, president of Career Potential, LLC and author of "Get The Job You Want, Even When No One's Hiring," offers job candidates his 10 guidelines to make a good - and lasting - first impression:

1. Be mindful of the other person's time. Ask how much time the other person has to devote to the meeting, and hold to that time frame.

2. Ask questions about the company and the open position.

3. Dress appropriately.

4. If you were referred by a mutual friend or colleague, reference that person in positive terms. This helps build a "personal bridge" and establish rapport.

5. Take notes throughout the interview. This shows that you are interested and engaged enough to be taken seriously.

6. Arrive to the meeting on time. This shows that you respect the other person and that you are a true professional.

7. Be fully prepared. Learn everything you can in advance about the company, the opportunity and the interviewer.

8. Make a connection between your past successes and how they relate to the prospective employer's needs and challenges.

9. Present yourself as a solutions provider rather than an applicant. Offer to be of service, and show genuine interest in helping the interviewer solve his business problems.

10. Follow up with a timely thank-you note. This is a must.

From Myers' tips, it's clear that hiring managers are most likely to consider candidates who demonstrate an actual interest in the position and company and show respect for the interviewer's time and expertise. Also key to a job candidate's success is creating a personal bond with hiring managers: Any common bond you can establish with them makes them more likely to view you as a good fit for their organization and someone they can relate to and work alongside.

Remember that the interview isn't a time to coast by on your intuition or something that you can get through by faking it. These opportunities are still infrequent for many job seekers and shouldn't be treated lightly. "In today's tight job market, so few job seekers actually make it to the interview stage," Myers says. "By incorporating these simple suggestions into the interview process, job seekers will make a good first impression, be memorable, receive better feedback and ultimately get more job offers."

And as Myers' tips and advice reveal, by taking time to prepare for the interview, being mindful of the hiring manager's needs and taking steps to be punctual and thoughtful before and after the interview, it's possible to make a strong impression on the hiring manager and even get the job.

The Weekly Roundup: All In On LinkedIn

43 Tips To Supercharge Your Profile

By Bill Hartnett

LinkedIn is your resume, cover letter, online portfolio, professional social network, blog, business card and more all rolled into one. More than 300 million people use LinkedIn and it keeps expanding in size, power and influence. If you're not making the most of what the site has to offer, you are missing a massive opportunity to grow your network and forward your career.

I've written plenty about LinkedIn before, from the basics to headline tweaks to their newest app, so let's get right to business and see what the experts around the web have to say. We've got smart tips for beginners and hard-hitting advanced studies for the LinkedIn pros. That's a total of 43 great strategies and tactics to put to use immediately. And away we go.

Search Job Openings

In Partnership With

4 Rookie Mistakes You Need To Avoid On LinkedIn
Let's start with the basics. If you want to get a jump on the competition right from the get go, check out a must-read from the brilliant minds at Careerealism. This is a great primer in how NOT to behave on LinkedIn. Don't become a LinkedIn casualty, start your education here.



3 Things You Must Do to Improve Your LinkedIn Profile
Social Media Today has more LinkedIn blocking and tackling to get you on the right track from the beginning. The focus on profile picture, job title and making the right connections is spot on and will set you up with a great foundation. Jump in right now.



Do You Have a Professional LinkedIn Profile Picture?
It seems like a no-brainer, but countless people don't even have a headshot on LinkedIn and others post a photo that is completely inappropriate or unprofessional. Don't forget the power of a first impression, people. Still need help? AppleOne breaks it down into an easy checklist for you on their Career Seekers blog.



7 Ways to Get the Most out of LinkedIn in your Job Search
Who better than a recruiter to tell you exactly how to optimize your profile to get results when hunting for a new opportunity? Andrew Glave from Simply 360 provides deep insights into making your LinkedIn presence recruiter-ready right here.



6 Recruiter-Recommended LinkedIn Tips
Continuing on the Inside Baseball knowledge straight from recruiters, Social-Hire has not just six as advertised, but EIGHT great tactics to power your profile. This is all killer, no filler information and you can put them into action right away by heading to their website.



10 Tips for the Perfect LinkedIn Profile
This might be one of my favorite LinkedIn pieces ever. The great people at Link Humans teamed up with LinkedIn on how to build the perfect profile. Not only did they break it down into truly actionable advice, they rocked it with an infographic suitable for framing. See it below and you can tap into additional wisdom on their site.





10 Ways to Boost Your LinkedIn Presence to That Next Level of Awesome
Good things seem to come in tens this week. And this fine example of LinkedIn post-graduate studies from the US News & World Report On Careers blog is pure gold for job seekers. Some of these are expert-only, so if you want your profile to POP then start by clicking now.

What are your insider tips on optimizing LinkedIn for job search? Share them in comments. Have a great 4^th of July weekend!

Debunking Workplace Mythology

Boilerplate career advice will only take you so far 

By Jessica Hagy

We're told to be passionate, dedicated, educated, and focused. But boilerplate advice will only get you so far before you begin to doubt it, and see what's really determining your career path.




Myth:
Your work is your deepest passion, your truest love, and your reason for being.
Fact:
Even when you like what you do, work is called work for a reason. Don't feel too terrible if you love your spouse more.




Myth:
If you work hard and make yourself useful, you will be rewarded. Your status and position is entirely up to you.
Fact:
Life happens. Politics happens. Recessions happen. Setbacks will occur. Not every talented person is rewarded, and some dim bulbs scamper up the corporate ladder with ease. Don't take any of it personally.




Myth:
Your education, skills, experience, and dedication are the foundation of your career.
Fact:
It's not about what you can do. It's about who you know. You can be brilliantly impressive on paper, but without connections, you will languish in the dark.




Myth:
You need to specialize early and focus on a very narrow skillset, so that you can become an expert in your chosen field.
Fact:
Times change. Markets change. People grow. Technology advances. You need more options than a tiny niche affords you. Give yourself room to think so that you can adapt to all these things.

The competitive effect: 10 metros with high post-recession growth

By Matt Ferguson



By Matt Ferguson, CEO of CareerBuilder and co-author of “The Talent Equation”

Economic experts declared June 2009 as the start of the U.S. recovery from the Great Recession. While that assertion was statistically true, it hasn’t necessarily been felt in all corners of the job market in the years since. The growth rate in local economies throughout the U.S. didn’t always reflect the economy at large. New research from CareerBuilder and Economic Modeling Specialists explains why some metropolitan areas have been thriving more than others since the start of the recovery.

Consider that total U.S. employment grew 4 percent from 2010 to 2013. You might assume that same growth rate occurred consistently throughout the country, but that’s not exactly what happened. For example, had Houston grown 4 percent over that period, 142,378 jobs would have been added. Instead, it added 250,607 new jobs, significantly outpacing national growth—an unexpected addition of 108,229 jobs, also known as the competitive effect.

CareerBuilder and EMSI looked at the total job growth across industries for the 50 most populous U.S. metros between 2010 and 2013. Each metro’s job growth was compared to what would have been expected during that same period based on national growth trends. The difference between the two measurements is called the competitive effect. In the case of Houston, this competitive effect—as seen in the additional 108,229 jobs—signals a unique driver in its regional economy.

Top 10 metros
Of the metros that experienced the largest post-recession growth, Houston exceeded expectations the most in terms of the raw number of jobs added. With 6 percent, Austin experienced the most growth in terms of percentage of total jobs gained due to a metro’s competitive effect.

Metropolitan Statistical Area (MSA) Employment from 2010-2013
MSA	Total employment in 2013	No. of jobs actually added	No. of jobs expected to be added *	No. of jobs added beyond expected growth  (competitive effect)	Percentage of total jobs due to competitive effect
1. Houston, TX	3,030,835	250,607	142,378	108,229	3.6%
2. Dallas, TX	3,370,536	221,161	130,742	90,419	2.7%
3. San Francisco, CA	2,336,223	165,768	80,549	85,219	3.6%
4. Los Angeles, CA	6,282,545	283,664	207,319	76,345	1.2%
5. Austin, TX	929,439	84,774	29,152	55,622	6.0%
6. Phoenix, AZ	1,956,524	124,501	70,263	54,238	2.8%
7. Miami, FL	2,540,304	134,588	83,934	50,654	2.0%
8. San Jose, CA	1,040,777	90,559	46,767	43,792	4.2%
9. Detroit, MI	1,932,779	125,330	89,148	36,182	1.9%
10. Riverside, CA	1,432,813	76,646	42,412	34,234	2.4%

* Based on national job growth

Metros by industry
Although you might expect to see some of the nation’s most high-profile metros on the top 10 list, their respective competitive effects were negative—despite adding more than 100,000 jobs each. New York experienced job loss due to downward national trends in finance, manufacturing and health care. Chicago didn’t see the expected manufacturing growth, and it lost a critical amount of government, hospital and insurance carrier positions. Meanwhile, Philadelphia suffered from losses in education, commercial banking and manufacturing jobs.
Many of these metros are heavily dominated by specialized technical industries with well-established local supply chains. The overall job growth in these markets is not primarily a product of national economic trends, but rather distinct factors in the local economy such as energy resources in Houston, technology hubs in Silicon Valley and Austin, or the motion picture industry in Los Angeles. Thirty-two of the top 50 metros have outperformed national employment growth post-recession which, in turn, can have a positive influence on other geographies.
Each of the top 10 metros for competitive growth has a core set of industries that help drive its local economy:

1. Houston: Oil and gas extraction; support activities for mining, architectural and engineering services; and education.

2. Dallas: Commercial banking; computer systems design; education; and general medical and surgical hospitals.

3. San Francisco: Computer systems design; Internet publishing and broadcasting and Web search portals; and management of companies.

4. Los Angeles: Motion picture and video industries; payroll services and accounting; agents and managers for artists, athletes, entertainers, etc.; surgical and medical instrument manufacturing; and guided missile and space vehicle manufacturing.

5. Austin: Data processing and hosting; computer system design, management, scientific and technical consulting services; and semiconductor manufacturing.

6. Phoenix: Private colleges, universities and professional schools; commercial banking; professional employer organizations; and semiconductor manufacturing.

7. Miami: Legal services; business support services; freight transportation; payroll services; and activities related to real estate.

8. San Jose: Computer system design; computer manufacturing; semiconductor manufacturing; and software publishing.

9. Detroit: Motor vehicle manufacturing; engineering services; and temporary help services.


10. Riverside: General warehousing and storage; offices of physicians; and heavy and civil engineering construction.

5 Crucial Secrets of Reference Checking

Experts reveal top 2014 reference checking trends

 By Sarah Browne

When Molly finally landed an interview with a company she'd been interested in for months, she was thrilled. Her phone call with the hiring manager had gone well. Or so she thought. Weeks later, she still hadn't heard about scheduling an in-person interview. Molly was baffled. Her background matched the job description closely; her references were excellent, and the recruiter had been encouraging. The vanishing act made zero sense.

Later that year, she ran into an old friend who worked at the company where she'd interviewed. The friend, promising to look into the situation, said "They loved you. I don't understand." She contacted Molly shortly afterwards: "They couldn't find two of your references. Your longtime boss, and a supervisor. They tried phone numbers and emails but couldn't get answers."

Molly's heart sank when she realized what happened. These references had recently retired. Of course the emails and business phone numbers hadn't worked.

Reference checking is a perplexing and often painful part of the job search process. Radical shifts in the industry, from legal to cultural to digital, make it tough to keep up with the latest employment, HR and recruiter requirements. Last year's hottest trend in hiring may suddenly cool while new trends force job seekers to revamp everything from resumes to references.

AOL Jobs turned to the reference-checking experts at AllisonTaylor for guidance on this crucial part of the hiring process. The company has identified 2014's hottest trends -- the ones that could help you get the job you want:

1. References have become more, not less, valuable with former supervisors becoming increasingly important. Prospective employers realize that former supervisors are far more likely to give candid feedback about a candidate than more traditional HR references.

2. Employers are increasingly conducting reference checks earlier in the job screening process. An increasing number of employers are deciding that it is more efficient to conduct the reference checks prior to the interview process. Weeding out the candidates with negative references protects the valuable time of the interviewers.

3. Maintaining close contact with your references has become increasingly important due to demographic shifts in the workplace. Many people in upper-level management are "boomers" who are now hitting retirement age. If that key reference retires, and you don't have his or her current contact information, it could be detrimental to your job seeking process. Molly learned this lesson the hard way.

4. "Boomerang" hiring is up so staying in touch with former employers can be crucial. Companies that may have had to lay workers off in recent years are now looking to increase their numbers, and many are more than willing to rehire old employees.

5. Effectively formatting one's references can give a candidate an edge on the competition. An effective reference list will identify those attributes the references can attest to, something that will make the prospective employer's job easier - and is guaranteed to reflect the job seeker in a proactive light.

Good news from another controversial hiring area: The social media background check trend is fading fast, falling victim to increasing concern over possible state laws, discrimination suits or other hot potato issues. "Shoulder surfing" -- forcing the applicant to log in to a website and giving a potential employer access to personal social content -- has lost its appeal, as has requiring an applicant's password. Some of this is because of the growing savvy of job searchers' use of social media, as more understand the power of social to help or hurt their efforts.

What are your weaknesses? 10 tips to deal with the inevitable question

Michael Kingston, freelancer

Unless you've suddenly morphed into Henry Cavill's Superman and can confidently reply "only Kryptonite," "What are your weaknesses?" is the one interview question you can't avoid. While there is no one-size-fits-all response, the following tips will help you prepare for the inevitable question.

1. Be honest with yourself: We all have weaknesses. We all make mistakes. You need to be as clear on your weaknesses as you are on your strengths. If you're unsure, take an online personality profile test or ask colleagues who you trust to give you a candid opinion of what they perceive your weaknesses to be (and strengths).
2.  Put a positive spin on it: Always highlight examples of where you've turned your weakness into a strength, but don't mention a weakness you're still working on. Any you reveal to the hiring manager must be those you've resolved, especially if they are in any way related to the vacancy for which you've applied.
3. Watch your language: Words such as "frustrated" and 'impatient" will reflect negatively on you, for example, "I get frustrated when analyzing financial information." Respond with, "I don't always find financial analysis an easy part of this job, but I have attended additional training courses and spent time with our financial manager to gain a thorough understanding of what's needed. He was so pleased with my progress that last month he asked me to prepare a financial report for his department." This demonstrates a depth of self-awareness and an ability to respond to your personal weaknesses.
4. Don't rehearse the response: It's impossible to role play an exact response to this question as it will be influenced by the way the interview is progressing. Mentally prepare a general answer but nothing more. Most hiring managers prefer a natural reply, not a clearly rehearsed one.
5. Some weaknesses won't be relevant: If you struggle with admin but you've applied for a sales position, that won't generally be an issue. Good sales people are notoriously bad when it comes to admin. You are demonstrating that your job search is focused on roles that will play to your strengths. Apply a positive approach, for example, "I'm quite weak when it comes to admin so I have developed my own checklist in every job that I've been in and monitored it throughout the project's life cycle." In that way, you demonstrate your awareness of your weakness and how you manage it.
6. Stick with work-related weaknesses: Your inability to resist munching your way through copious amounts of popcorn every time you go to the movies isn't really relevant.
7. Don't use clichéd responses: "I work too hard" or "I'm a perfectionist" are typical responses to this question uttered by many candidates. They don't ring true and sound rehearsed. Don't be tempted to use them.
8. Make it specific: By citing "lack of organizational skills" as a weakness, your response is too vague. Give specific examples, such as those mentioned above. Why are your organizational skills poor? How have you taken steps to resolve those issues?
9. Avoid jobs that work on your weaknesses: Continually being called to work in an area of weakness is demoralizing for employees and one of the top reasons that people change jobs.  If you know you lack the confidence or ability to make a formal presentation to a room full of potential clients, don't apply for jobs that rely on those skills.

10. Above all, be authentic: Having a weakness doesn't make you inadequate, it makes you human. Even Superman had a weakness, remember?