What it’s like to be a temporary worker

• By Susan Ricker

Editor’s note: This is the first installment in a three-part series about temporary work. We’ll be exploring its benefits, how it can factor into your long-term career goals, and what it’s like to be a temporary worker.
Temporary workers, also called independent contractors or free agents, are self-employed and are hired by businesses or people to provide an end-result of work. From flexible schedules to control over projects and clients, being a temporary worker offers a number of perks that permanent employees can’t always enjoy.
“Transitioning to an independent contractor is a good choice for those who have a valuable skill or expertise along with a reputation for excellence,” says Jill Notte, a temporary worker and marketing consultant who has worked with Choice Logistics, a company that specializes in mission-critical service parts logistics. “It provides flexibility and a foundation to build a larger business in the future when the demands of family lessen and the work week can be lengthened.”
So what are some of the career benefits of being a temporary worker and what does it take to be successful in this self-employed role? Six temporary workers weigh in on the perks, offer advice and describe the qualities needed for this position.

Career perks
A flexible schedule is one of the main attractions of being a temporary worker. However, that’s not all this position offers. “I can work from anywhere, from a fast food shop in Tokyo to a coffee shop in Sioux City, Iowa,” says John Paul Engel, a temporary worker and founder of Knowledge Capital Consulting. “[I’m] largely independent because the client mainly just cares the work is done.” He adds, “Multiple streams of income means it’s unlikely I would lose them all at once.”
Deborah Scanlan, a temporary worker and style consultant for J. Hilburn, a luxury men’s clothing company, agrees. “Perks are that you can work a flexible schedule, work from home and in my case, be in control of how much money I make. [I’m] commission-based and have access to great training opportunities for my professional development.”

Tips to succeed
Since temporary workers are largely responsible for their own careers, they’re the ones who have to make tough business decisions and ensure they’re receiving a paycheck. What does it take to be both a successful boss and employee?
“Treat your contracting business exactly like an office gig,” says Susan Miller, a temporary worker and founder of Ewing Miller Communications. “That means showing up at 8 a.m. and leaving at 5 p.m. Invest in tools and technology to do your job properly. Before beginning a solo practice, make sure that you’ve set aside funds for the professional tools you’ll need, whether that’s a media database subscription, faster Internet connection or professional association fees. Promote and connect. Offer to speak at service clubs, leadership venues and in college classrooms. The college approach can lead to connections with affordable and intelligent emerging talent as your business grows.”
Dorin Rosenshine, a temporary worker who has worked with Jay Suites, a full-service business center that provides fully-furnished office space to clients, says, “It’s difficult to build your reputation, get exposed and win new clients — so word of mouth is key. I’ve grown my workload and client base pretty much exclusively through referrals. Focus on medium-size businesses that don’t have the time to manage whatever work is your specialty, are sufficiently large that they can afford to spend on someone to do it for them and lack the clout of large firms. These middle-of-the-road companies often find great value in the one-on-one interaction and high accessibility that are the hallmarks of independent contractors. Develop relationships with them, keep them happy, and they’ll want to help keep you in business by referring to you other similar-sized businesses they know.”

Traits of top independent contractors
Although there are plenty of reasons to be interested in this career choice, the demands of being self-employed may not be for everybody. Katie Heaney, a temporary worker for Vector Marketing and Cutco Closing Gifts, says, “Some of the keys to being a successful contractor are exceptional time management — I am my own boss and don’t have a ‘clock-in, clock-out’ system; goal-setting — there is not a manager or boss telling me what my benchmarks are, so I make goals quarterly and track them week to week; and relationships with current and past clients and referrals are key.”
Personality is just as important as the work you’re offering as a temporary worker. “Consider this move only if you’re a free-spirited introvert with a high degree of self-discipline, because it’s easy to get distracted when no one is directly watching you, and much of the time, you’ll likely find yourself strictly on your own, typing away on your laptop in a silent room,” Rosenshine  says.
“Being an independent contractor is not for everyone,” Scanlan says. “Successful ICs are entrepreneurial, multitaskers and self-motivated. You have to be disciplined to time-block your calendar and not get distracted by things you could be doing in your home — household chores, social media, etc.”

Source: careerbuilder

Why Don’t Employers Call You Back?

• By CareerBuilder blogger

Of all the complaints we hear from job seekers, one of the most popular is, “Employers never call me back.” They say that not receiving any communication makes them think their application materials weren’t received, and it’s frustrating. After an interview, they expect to hear something, even if it’s bad news. They just want to know, one way or the other, if they might be in the running for the position.

It’s a valid frustration and one that we’re all familiar with. It’s understandable that employers are swamped with applications, especially because they’re getting up to 75 resumes for a single position. Job seekers get that they can’t always respond to every single applicant…but to never so much as e-mail or call someone back after an interview?

Our sister blog, The Hiring Site, decided to help us out with this question by asking their audience of employers to give us the low-down on why this might happen. Last week, we got an answer that was worthy of telling you, as it was filled with sound advice.

HRPro gave this response:

“Job searchers, please understand that hiring managers and HR professionals are receiving 10times the amount of resumes than they would have a year or two ago. Their time is spread thin and it is difficult to respond to each resume or application. Don’t expect to hear from every company that you’ve applied. The position may have filled and the manager has moved on.
If you interview for a job, though, a good hiring manager will always follow up. Additionally, be mindful of several things.

1. First, don’t apply for a job for which you clearly are not qualified.
2. Second, prepare for your interview. If you know nothing about the company you are interviewing with, it’s an immediate red flag to the hiring manager.
3. Finally, if a hiring manager indicates that she will contact you in two weeks and you have not heard from her, you should follow up with her. It may be that the process is taking longer than she expected. Remember, two years ago, job seekers were particular about the jobs they would accept. Today, managers are trying to find the “perfect” candidate rather than settling on a candidate.”

So there you have it. What do you think, job seekers?




Source: careerbuilder

Stay on Contacts' Radar Screens: 4 Vital Post-Interview Moves

By Selena Dehne, 

Imagine spending three months training for a race, launching your body to a strong start and sprinting past the competition on your way to a victory. After so much preparation and effort, you wouldn't give up and walk through the finish line, would you?

This scenario represents how many job seekers misstep in the interview process. They begin doing everything right, like researching the company and preparing questions in advance. They make a great first impression and dazzle recruiters and hiring managers with their knowledge and ideas. But too often they fail to finish strong, because they underestimate the importance of following up after their interviews.

"Potential employers will be influenced and continually impressed not only by what you did, but what you continue to do, which is why it's imperative to take action immediately after an interview is over to stay on contacts' radar screens. It's your job to sustain their enthusiasm for you over time," says Molly Fletcher, author of "Your Dream Job Game Plan."


Below are four post-interview steps she believes are vital for scoring an interview victory:
1. Write notes immediately after the interview Reflect on your observations, impressions and conversations throughout the interview. Jot down any information that may be valuable for when you write a thank-you note to your interviewer, move on to the next interview round or start the job.
Key pieces of information include recent projects, professional organizations, industry events, upcoming conferences and companywide meetings. You'll want to remember personal things about the interviewer, too, such as any pet peeves or hobbies she might have mentioned.

2. Send an e-mail to say "thank you" as soon as you can
Be professional throughout your e-mail and mention some specific points from the interview that you noted to demonstrate that you were interested and listening. Answer any questions or issues that may have been left unresolved.

3. Follow up with a handwritten thank-you note, too Within 24 hours of the interview, snail-mail a personal thank-you note. This extra, personal touch is something many other job seekers are unlikely to do and gives you another opportunity to stay in the minds of interviewers through very little effort.

4. Follow up with any referrals you were givenDuring the interview, you may be encouraged to reach out to other people or organizations who the interviewer believes might interest you. If so, contact them in a timely manner to demonstrate that you are fearless, passionate and serious about moving your career forward.
"This follow-up process will not only help you track your action steps, but will also efficiently and effectively develop your relationships with people who can connect you to great job opportunities," Fletcher says.

Source: careerbuilder

The math you need to do in your job search

By Susan Ricker

inShare9

It’s hard to deny that one of the main reasons for getting a job is to get the paycheck that comes with it. However, it’s not unusual for job-seekers to leave the salary details to the end of their search, usually finding out what they could be potentially earning only when a job offer is made.

Besides working on your cover letter and customizing your résumé, there’s another step you should include in your job search — researching your own budget needs and what salary range will meet those needs. If you’re not sure how to get started, here are some steps to figure out the math you need to do in your job search.

Figure out your budget
Taking inventory of your own or your household’s bills and expenses will give you a good idea of how much money is going out of your budget every month, an important first step in figuring out how much money you want coming in.
First, list out bills that regularly occur, like your monthly utilities, membership fees or subscriptions. Also rank how important each of these bills are. Some, like credit cards and utilities, need to be a priority, while others, like cable or gym memberships, may be more easily cut.

Examples:

• Utilities (water, sewer, gas, electric)
• Mortgage or rent, and homeowners or renters insurance
• Transportation costs (public transportation or car costs, like gas, insurance, car payments, parking)
• Groceries and food
• Credit card bills
• Cable, phone, internet
• Education costs for family or self, including student loans
• Clothes and dry cleaning
• Gym memberships, sports fees or exercise costs
• Magazine, newspaper and website subscriptions

Also take into account any medical bills you might regularly pay. Do you already have insurance? Or are you looking for a job that offers insurance coverage? Make a note of what benefits you’re looking for in a job, and also rank by priority.

You may also have financial goals, like putting away money for retirement, saving for a college fund or buying a new house. These larger goals are easier to tackle with the help of someone with professional financial experience. You can meet with a financial planner at your bank or ask a friend to refer somebody for help planning out these larger goals.

Also note that if you’re looking at jobs that would require you to relocate, there will be additional one-time costs, like finding a new home, traveling there and possibly hiring movers. There are also tips for the best ways to negotiate a salary for an out-of-state job.

Research jobs by salary range
Once you’ve figured out how much money you’re roughly spending every month, you can figure out what your goal salary range is. Start by researching the median pay of roles you’re interested in applying for. The Bureau of Labor Statistics offers pay information on a large number of roles in their Occupational Outlook Handbook. This will help you determine if the jobs you’re looking at will meet your budget needs, or if you’re better off searching for a different role or function.
After you’ve found a role that could meet your budget needs, research how that median pay will be affected by outside factors, like the level of experience you have related to that job, the size and success of the company, the industry the job is in and how that industry is performing in the job market. Understanding all of these factors will give you a good idea of how your own salary offer will be determined.

Negotiate the salary offer
After all your hard work in your job search and research, you’ve aced the interview and have been offered a job, as well as a salary. Don’t skip the salary negotiations, though. This is the last step in ensuring that your budget needs are met, as well as how figuring out how much extra you’ll be taking home.
Remember that the salary figure you’re offered won’t really be reflected by the number you see on your paycheck. Take into account that your take-home pay will actually be less, due to taxes and other deductions like contributions to your 401(k) or flexible spending account for health-related purchases and bills.
Taking that into account, have three figures in your head when you enter salary negotiations. The first number will be 15 percent higher than your budget needs, the next will be 10 percent, then five percent. This is a good way to put a number on what an ideal salary win would be, but also to determine where to draw the line in negotiations.
After agreements have been made and contracts have been signed, you can celebrate your new job and have the confidence of knowing you’ve made a smart financial decision.

Source: careerbuilder

Job hunting after 50: A personal inventory

• By Guest Contributor

inShare100

By Tony Lewis, Senior Recruiting Specialist, Insperity

Are you a professional over the age of 50 who is trapped in a job that doesn’t meet financial needs or is out of sync with your personality, character or mind? It’s not that you are unappreciated or taken for granted. You still have dreams, and your current employment situation is just no longer fulfilling. You are a clever person with substantial skills, and nothing has stopped you from exploring new paths in the past. So don’t let anything stop you from refocusing yourself now.

I am an example of someone who, five years ago, found himself wanting to change careers. I entered the workforce as a teacher and spent the next nine years learning and growing in this profession. But after my wife and I began our family, I decided that I needed to be in a profession that allowed me to earn more money. So I took the leap and went into sales. I found that many of my skills as a successful teacher were easily adaptable to a sales career, thus making my transition easier than I imagined.

However, after almost 22 years in sales, I found it to not be as fulfilling as it once was, and I again found myself searching for a new career path. My efforts to remake myself led me to the career that I have now — one that I not only enjoy but makes a difference in the world as well.

I’d like to share the steps I took to find a new career after 50 for those of you considering a similar change. My suggestions are separated into four parts, all of which will be shared in the coming weeks. Here’s part one.

Know yourself: A personal inventory

Take some time to do a self-assessment. If you haven’t picked a career path yet, look at your personality, character, spiritual needs and values, skills, achievements and hobbies, and think about how all of those pluses can best be applied in a new profession. What do you really want to do with your life? How can you do that and still fulfill your responsibilities to your family and anyone else who depends on you?

Determine what you’re missing. Once you’ve completed your self-assessment, ask yourself, what are you missing that will help you to be more marketable in your new career? Have you talked with anyone in your network who works in that field to get some pointers? Will you need to acquire a new certification or complete any coursework to learn new technology or gain a new skill? Have you considered joining professional organizations associated with your chosen career? Have you extended your social and professional network — especially in the areas that you are targeting? Determine the “missing pieces” you’ll need to acquire to be considered for your new role, researching any associated costs, and then go after them.

Talk to your family. Once those first two steps are complete, you should know yourself fairly well and have a good idea of what you need in the way of “filling in the blanks” or supplying the “missing pieces.”  Now it’s time to talk seriously with your family — the people who are most dependent upon you, your well-being and your income — and let them know what you are thinking. Be ready with a plan about how you will pull this off and not jeopardize the family’s well-being, whether it’s taking classes at a community college in the evening while you continue to work or picking up part-time work on the weekends or evenings to gain experience. Also explain the cost and time associated with the change so that they are aware of the challenges and sacrifices necessary. When you have their blessing, you are ready to begin the next steps.

Source: careerbuilder

5 Ways a Big Paycheck Can Backfire

By Rachel Zupek,

Amanda* was unhappy with the amount of money she was making at her job, so she went after a position with a competitor and negotiated a higher salary. When she told her current employer about the higher salary offer, it countered with a considerable increase in her current salary to keep her on board. Hoping this is what would happen all along, Amanda accepted the new salary and stayed with her employer. 

One year later, the company made a round of layoffs because of changing market conditions and Amanda was one of the first to go. Not because she was a bad employee -- because she was overpaid compared to her contributions.

In today's society, workers associate earning a high salary as one of the most important aspects of their jobs. They assume making a lot of money equals happiness, satisfaction, less stress and job security. Unfortunately, this is not always the case; Amanda's story is just one of many examples of how having a higher paycheck can backfire

"Our sense of value and self-worth is often tied to how much money we make," says Michael Zwell, human capital expert and author of "Six-Figure Salary Negotiation." "There is an illusion that we live with and believe that a bigger paycheck makes us happier and more valuable."

In fact, research shows otherwise. Studies have shown most people feel happier in a five-figure job where they are earning more than the majority of other people in the company than they do in a six-figure job where they are making significantly less than others, says Stan Smith, founder and CEO of Smith Economics Group Ltd., in Zwell's book. Ultimately, he says, people can't rely on short-lived salaries, promotions and raises to keep them happy but rather the contributions they make in the long run.

Smaller paychecks reap large rewards

In some situations, having a smaller paycheck than you'd like can actually be a bonus. If you are in a job where there's a steep learning curve, for example, getting a smaller paycheck will buy you time to develop the skills and experience to earn more in long run, Zwell says.

 Additionally, less money can buy you more flexibility on the job, Zwell says.

"Compensation is based on an exchange of value for value. Depending on your life circumstances, you may want to contribute less and put in more time on another key area of your life," he says.

If you've always thought a bigger salary was your dream, take a look at how making more money can actually work against you. You might start to appreciate what you currently earn. 

Potential backfire No. 1: You're one of the first ones to be laid off

When the economy is weak and companies need to cut back on costs, one of the first places they look is the highest-salaried employees, as exemplified in Amanda's story.  This is not to say that just because you earn more than others you're a target for layoffs. Nevertheless, if you're earning more than you should be for your market or contributions, chances are that your job could be under scrutiny.

Potential backfire No. 2: The more money you make, the more money you lose

Let's say you earn $85,000 annually and you received a raise that brought you up to $90,000. Sounds exciting at first -- until you the do the math and realize your new check is only a couple hundred dollars more than your old one.

One of the negatives to earning a high salary is that your marginal tax rate is higher than other people's. While you might be earning more than your co-worker, he or she might be taking home a similar -- or higher -- amount per check because they aren't taxed as much.

Potential backfire No. 3: You might be priced out of the market

Zwell uses the example of, Joseph, an accountant for one of today's biggest accounting firms. After three years, he got a huge promotion and was making $10,000 more than any of his peers. He was in a dead-end job however, doing accounting work that became routine.

When he looked for another job, he found that all the jobs he was qualified for paid much less than he was making. He didn't want to take a pay cut and even if he was willing to, companies would rather hire someone for whom the move was an increase in pay, not a decrease. In other words, nobody would hire him because he was currently making too much money for his experience -- thus, his high salary backfired.

Potential backfire No. 4: You could inadvertently trap yourself under a glass ceiling

Knowing where you are in a salary range reveals a lot about your career path, Zwell says. A young man is recently hired by a bank, for example, at the highest salary grade for a non-manager. He is already at the top of a salary range for his title, therefore less likely to earn any more money without changing positions or companies.

Potential backfire No.5: Earning more money does not mean more happiness.

Sure, you might earn $200,000 annually -- but what does it matter if you're not doing something you enjoy? Many workers find themselves saying, "If only I earned $XX, then I would be happy." Then the day comes when you are earning that amount and -- surprise, surprise -- it's still not enough. Ultimately, the only time you'll really be happy is when you don't care about salary at all.

Source: careerbuilder

Tips for looking good on paper and in person

By Rachel Zupek Farrell,

When Lynn Hazan, president of recruitment firm Lynn Hazan & Associates, found a candidate who had excellent experience on paper, she wanted to learn more about him. As it turned out, he was difficult to work with in person: He missed a scheduled talk with her, sounded annoyed with the staff on the phone and was unresponsive with follow-up materials. Ultimately he was not a good fit for the client.

This situation isn't uncommon. With all of the advice available about résumé and cover letter do's and don'ts, almost anyone can look like the perfect candidate. But just because a job candidate looks good on paper doesn't mean he will be a good fit for the company.

"While education, past work experience, qualifications and skill set will always be a major influence in hiring, there are many other factors that are used to determine if the candidate will be a good fit for the organization," says Samantha Lambert of Blue Fountain Media, a media design company in New York.

"I can immediately tell if a candidate spent time researching us and personalizing his job application as well as if he pumped out his résumé to any job that looked somewhat appealing. You can tell a lot from email correspondence with a candidate, but nothing is as substantial as meeting him in person to gauge his compatibility with the company culture."

Eszter Szikora, marketing communications manager at an information technology recruiting firm in Sunnyvale, Calif., remembers when his company was seeking to hire a senior recruiter.

"The candidate had excellent references and a pitch-perfect résumé with plenty of experience -- all the qualifications we required. On paper, she was the dream candidate to fill this job. However, when our team started to interview her in person, we quickly realized that she did not fit into our energetic, fun, multicultural environment," Szikora says. 

"We ended up hiring someone who was not the picture-perfect candidate on paper. She did not have that much industry experience but she had the drive and the personality to succeed. Sometimes it is better to hire someone who really wants the job and has the right attitude than someone who has all the skills you need but simply does not fit the environment."

Ideally, the perfect candidate looks good on paper and in person. To achieve that goal, here are some tips from Lambert and Lynne Sarikas, executive director of the MBA Career Center at Northeastern University in Boston.

On paper:

1. Make sure your name and contact information are up top and clear so the hiring manager can contact you, Lambert says.

2. Always include a customized cover letter. "Don't expect the hiring manager to review your résumé and think about how your experience relates to what they need," Sarikas says. "Demonstrate the value you add by preparing a customized cover letter that clearly identifies how you can address their business needs. It is about them, not you. Use key words from the job description. Make them want to talk to you."

3. Don't be afraid to write something catchy in the subject line that will make you stand out among the competition and intrigue your reader, Lambert says.

4. Take the paper to the next level. "Use your networking skills to build a network within your target companies. Then, when a position becomes available, ask your contact to share your résumé and cover letter with the hiring manager. Increase your chances of being seen by leveraging your network," Sarikas says.

5. Remember: "The goal of your résumé and cover letter is not to get you the job, but to get you an interview. Make the hiring manager want to talk to you," Sarikas says. 

In person:

6. Lambert suggests that you arrive early to explore the office, use the bathroom and get a glimpse of what the average day at the company looks like.

7. "Bring a notepad so you have the questions you want to ask as well as an opportunity to take notes," Sarikas says. "Bring extra copies of your résumé just in case it is needed. Be prepared with a list of references just in case you are asked."

8. "Do your research on the company and especially on the person that will be interviewing you," Lambert says.

9. "Dress professionally and conservatively; your best suit, polished shoes, impeccable grooming, etc. Make the best possible first impression," Sarikas says.

10. "Prepare at least five talking points as to why you would be the best fit for the position," Lambert says.

11. "Be yourself. Let them see the person behind the résumé. Your personal brand should be consistent across your cover letter, résumé and interview. Answer questions honestly and thoughtfully. Give them strong examples. Show how you can add value to the company and help solve their business problems," Sarikas says.

12. "Do not ask about compensation and incentives unless an offer has been extended," Lambert says.

13. Focus on what you can do for the company, not what they can do for you, Sarikas says.

14. Always thank the interviewer for his time and demonstrate your sincere interest. Be sure to follow up within 24 hours with a handwritten thank-you note. Customize the note by referring to something you learned or discussed and again confirm your interest, Sarikas recommends.

Source: careerbuilder

Layoff Worries? 5 Conversations You Should Have

By Joseph Grenny,

As the economy continues to take a downturn, more and more American jobs are at risk. In fact, the unemployment rate hit a 14-year high this October with 1.2 million jobs lost in 2008 alone. But with all the cutbacks, what's the likelihood that you will face a layoff in the coming months? A new study shows that the majority of people fear the worst.

An online poll conducted by VitalSmarts, a Utah-based corporate training company, reveals that three out of four people believe their organization is likely to issue layoffs in the next 12 months. Incidentally, one in three people believe their job is at risk today. 

So with the pending threat, what are you doing to either ensure your job is not the next casualty, or reduce the consequences if it is? 

As it turns out, people are doing very little to secure their jobs in this weak economy. For example, one of the easiest steps to take is to solicit information from your boss about layoff potential; yet according to the survey, more than one-fourth of respondents fail to take even this simple step.

For those who really want to secure their careers, or at least prepare appropriately for what may come, five simple and straightforward conversations can substantially increase confidence and serenity in these uncertain times. 

1.     Ask long-timers about past practices -- How have layoffs been handled in the past? Is advance notice given? Are cutbacks across the board or targeted? How are the decisions made?

2.     Clarify compensation surprises with HR -- Will the company be paying normal bonuses or annual raises this year?

3.     Assess your general risk levels -- How likely is a layoff in your division? Department? Team? Job? If there are open forums with executives or other higher-ups, these are great places to ask these questions.

4.     Assess your specific risk level -- Find out where you stand with your supervisor. What skills, job changes, projects or other actions would make you less dispensable?

5.     Have a conversation with yourself -- What should you be doing now to prepare yourself to survive a layoff?

Knowing the right conversations is one thing, but actually holding them is another. Here are a few tips on how to hold these conversations effectively:

Motivate yourself to speak up by reversing your thinking Most of us decide whether to speak up by considering the risks of doing so. Those who are best at crucial conversations don't think first about the risks of speaking up. They think first about the risks of not speaking up. If you're worried about your job and stay paralyzed in silence rather than speak up about crucial issues, you surrender your ability to control your own destiny. Motivate yourself to speak up by thinking first about the risks of not holding these crucial conversations rather than the discomfort of holding them.

Change your emotions to elicit greater opennessThe primary reason we do poorly in crucial conversations is that we are irritated, angry or disgusted with the other person. When you think your job is in jeopardy you are particularly at risk of coming into a crucial conversation with hostile or defensive emotions. If you approach your boss, HR leaders or others to ask about job security concerns, you need to be sure you don't come across as accusatory or insulting. Assume they are "reasonable, rational, decent people" who also have concerns and challenges. If you approach them respectfully, they're much more likely to sympathize with your questions and be more liberal with information you need.

Make others feel safeThe unskilled believe that certain topics are destined to make others defensive. The skilled realize people don't become defensive until they feel unsafe. Try starting your next high-stakes conversation by assuring the other person of your positive intentions and your respect for him or her. When others feel respected and trust your motives for speaking to them, they let their guard down and share more openly.

Start sensitive conversations by saying something like, "I know no one can predict the future perfectly, and yet, like you, I have to do my best. Could I talk openly with you for a few minutes about some questions that will help me understand what the next year might hold in our company? I don't want to put you in a position to make inappropriate commitments, but I want to understand as much as I can about what's likely to occur. Would that be OK?"

Prime
One of the best ways to help people feel safe disclosing sensitive concerns is by priming the conversation. You do this by saying the tough thing for them and allowing them to confirm, disconfirm or modify what you say. For example, if you're asking your boss for feedback about her real view of your performance and she seems reluctant to open up, you might say, "I know some of my peers have been here a lot longer than I have and have worked for you on a number of teams. If I were you I would probably feel a great sense of loyalty to them. If tough downsizing decisions had to be made, I'd expect you to put some of them higher on the list than some of us newcomers. Is that a reasonable expectation for me to have?" When something might be tough to say, say it for others as a way of demonstrating that it's safe to acknowledge.

Come ready with questions These conversations are tough enough to hold even once. Don't make the mistake of coming unprepared, then walking out and realizing you failed to ask the most important question. There's nothing wrong with bringing a list of the four or five questions you have and referring to them to ensure you've gathered all the information you want. Do not take notes during the conversation, however. If you do, the other person may feel a need to be on his or her guard for a future legal battle, and you will have cut off your source of information. If you want to confirm something in writing, do it later, perhaps by e-mail, and ask the other person to respond with corrections to your understanding. Do this only if the other person agrees to be "on the record" with his or her comments.

The best way to predict your future is to create it. Those who step up to these five crucial conversations skillfully put themselves in a much better position to create -- and control -- their own destiny. 

Source: careerbuilder

How and why to sweat the small stuff

10 small job-search steps that shouldn't be overlooked

Sweating the small stuff can be the difference between landing a job and remaining on the sidelines. But many people fail to realize that the seemingly little things you do -- or don't do -- can make a big impression on potential employers.Here are 10 small steps you shouldn't overlook.

1. Cross your t's. You wouldn't think it's a huge deal to misplace an apostrophe or confuse "effect" with "affect." After all, everyone makes these types of mistakes. The truth is that a single résumé typo can knock you out of contention. Regardless of the job you want, demonstrating attention to detail is critical. Proofread diligently, run spell-check and ask the biggest grammar geek you know to review your work. 

2. Stick to the facts. Most people wouldn't dream of putting a boldfaced lie in their application materials, but a pinch of résumé padding can't hurt, right? Wrong. The tiniest of half-truths can prove costly if it's discovered during a background and reference check, which more employers are doing. Don't give a hiring manager any reason to question your integrity. 

3. Avoid ambiguity. Review your résumé and cover letter to make sure you're presenting the clearest picture possible. Fuzzy phrases such as "participated in" are red flags. That's because plenty of job hunters use vague wording to obscure a lack of in-depth knowledge or experience in a particular area. When describing your work history and expertise, be as specific as possible. 

4. Recognize when the job interview really starts. The evaluation process begins the second you set foot on company grounds. Be friendly and courteous to everyone you encounter; you never know who has the boss's ear. For example, six out of 10 executives we polled said they consider their assistant's opinion important when evaluating potential new hires. Help your cause by displaying excellent etiquette and making small talk, as appropriate.

5. Keep it real. While you should prepare for a job interview, you don't want to come across as an overly rehearsed robot. Employers are looking for insights into the real you, not a series of canned answers brimming with clichéd buzzwords. What does "I optimize value-added solutions" mean anyway?

Highlight your technical abilities and contributions to the bottom line, but also share anecdotes emphasizing your ability to work well with others. Cultural fit is a key consideration for employers.

6. Go with the flow. Take your conversational cues from the interviewer. Some hiring managers are all business, while others enjoy a little chitchat. Be adaptable and follow his lead. 

7. Watch more than your words. It's not just what you say in an interview but also how you say it. Showcase your confidence and engagement by smiling, maintaining eye contact, projecting your voice and having good posture. Nervously tapping your foot, rocking in your seat, slouching, talking too fast and checking your watch can signal discomfort, disinterest or both. 

8. Name names. If a hiring manager takes you on a tour of the office and introduces you to would-be colleagues, greet each individual with enthusiasm. It's a great way to quickly establish rapport. Saying, "It's so nice to meet you, Martin!" makes a far better impression than, "Hey there." Plus, stating the person's name helps you commit it to memory.

9. Put pen to paper. Manners still matter. Send a thank-you note to the hiring manager within a day or two of your interview. An email will suffice, but there's nothing quite as classy as a handwritten card. Express your appreciation for the opportunity, reassert your interest in the job and recap your top selling points. Write a thank-you note to each person you met with at length. 

10. Help your references help you. Lining up the right professional references is only half the battle. Touch base periodically to keep your allies apprised of the jobs for which you're applying. If you know a particular employer is likely to make contact, give your references a heads up so they can prepare. Offer an updated copy of your résumé and mention the skills and attributes the job requires. The more notice and information you give your references, the more help they'll be.

Source: careerbuilder

What Does Your Handshake Say About You?

10 Worst Grips

By Rachel Zupek, 

Have you ever shaken someone’s hand and in the same instant, felt every bone in your fingers and palm shatter? Or, even worse, felt like you were shaking the fin on a dead fish?

Handshakes have been around since the birth of civilization. In fact, they were originally a way to prove you had no weapons in your hand when meeting someone new (given today’s state of affairs, that might not be a bad idea). Nowadays, we use handshakes in meetings, greetings, offering congratulations, closing a business deal or sometimes just to say, “How’s it goin’?”

No matter the basis of your handshake, it should become part of your repertoire. Handshakes are a sign of trust and help build strong relationships. Imagine meeting a well-groomed, well-dressed expert for the first time – but when you shake his/her hand, you feel like you’re grabbing an infant’s finger.

Prospective employers said they’re more likely to overlook visible body piercings and tattoos than an ineffective handshake, according to a 2001 survey of human resources professionals. Plus, when you shake hands with people upon meeting, they’re two times more likely to remember you than if you didn’t shake hands, according to a study by the Incomm Center for Trade Show Research.

The time has come to find out if your grip is powerful, pathetic or just plain bad. Pamela J. Holland and Marjorie Brody, workplace/career experts and co-authors of “Help! Was That a Career Limiting Move?” say it’s time to practice.

10 nightmarish handshakes to avoid

To evade making a bad first impression, losing a business deal or simply embarrassing yourself, take heed of Holland and Brody’s 10 terrible grips to avoid:

1. The “macho cowboy”… is the almost bone-crunching clasp many businessmen use to shake hands. What are they trying to prove, anyway? There’s no need to demonstrate your physical strength when shaking another person’s hand.


2. The wimp… is usually delivered by men who are afraid to “hurt the little lady” when shaking women’s hands. Modern female professionals expect their male counterparts to convey the same respect they’d show their male colleagues.


3. The “dead fish”… conveys no power. While there’s no need to revert to the macho cowboy death grip, a firm clasp is more powerful than one that barely grabs the hand.


4. The “four finger”… is when the person’s hand never meets your palm, and instead clasps all four fingers, crushing them together.


5. The cold and clammy… feels like you’re shaking hands with a snake. Warm up your hand first before grabbing someone else’s.


6. The sweaty palm… is pretty self-explanatory, and pretty gross. Talcum powder to the rescue.


7. The “I’ve got you covered” grip… happens when the other person covers your hand with his or her left hand as if your shake is secretive.


8. The “I won’t let go”… seems to go on for eternity because the other person won’t drop his or her hand. After two or three pumps, it’s time to let go. “It’s a lot like a kiss – you know when it’s over,” Brody says.


9. The “southpaw”… happens when the person uses the left hand to shake because the right hand has food or a drink. Always carry your drink and plate with your left hand to keep your right one free for meet and greets.


10. The “ringed torture”… occurs when the person’s rings hurt your hand. Try to limit the number of rings you wear on the right hand to only one or two and be mindful of any that have large stones.

Three steps to a proper handshake
Some other things to keep in mind:

• As you’re approaching someone, extend your right arm when you’re about three feet away. Slightly angle your arm across your chest, with your thumb pointing up.


• Lock hands, thumb joint to thumb joint. Then, firmly clasp the other person’s hand – without any bone crushing or macho posturing.


• Pump the other person’s hand two to three times and let go.

Six tips to an effective meet ‘n greet

1. Stand up


2. Step or lean forward


3. Make eye contact


4. Have a pleasant or animated face


5. Shake hands


6. Greet the other person and repeat his or her name

Source: careerbuilder

Quiz: Which administrative support role is right for you?

Susan Ricker,

Office and administrative support workers are in nearly every industry and are responsible for a variety of tasks that help keep a business running smoothly. Most jobs require a high-school diploma or equivalent and can serve as a gateway to a career in a desired field.

You may be considering an office or administrative support job for the first time or looking for another option that's better suited to your strengths. Take this quiz to discover which role is right for you.

1. What was your best subject in high school?
A. Math and science; I'm good with numbers and equations.
B. Physical education; I'm happiest outside or moving around.
C. Literature and history; I have a talent for communication and dates.

2. Which skills can you bring to the job?
A. I'm exceptional at spreadsheets, balancing budgets and preparing reports.
B. I'm great at multitasking and have excellent organizational skills.
C. I have good listening, interpersonal and written communication skills.

3. In an interview, what would you name as one of your strengths?
A. I have a flair for finance and can keep track of budgets, bills and costs.
B. I perform well under stress, can regularly meet deadlines and enjoy interacting with others.
C. I have strong critical analysis skills and can quickly sort through and apply data and information.

4. What career path most interests you?
A. Banking, business and the financial industry -- I'm business-savvy and motivated.
B. Health care, government work, not-for-profits -- anything that helps people.
C. Media and communications -- I enjoy language, design and organizing content for readers.

5. What are some of your favorite games?
A. Sudoku, Monopoly, blackjack
B. Racing video games, chess, sports
C. Crossword puzzles, word searches, Scrabble

Results

Mostly A's: Administrative roles in finance, banking and bookkeeping

• Bill and account collectors try to recover payment on overdue bills. They negotiate repayment plans with debtors and help them find solutions to make paying their overdue bills easier. Median annual pay: $31,310.*
• Bookkeeping, accounting and auditing clerks produce financial records for organizations. They record financial transactions, update statements and check financial records for accuracy. Median annual pay: $34,030.
• Financial clerks do administrative work for banking, insurance and other companies. They keep records, help customers and carry out financial transactions. Median annual pay: $33,710.
• Tellers are responsible for accurately processing routine transactions at a bank. These transactions include cashing checks, depositing money and collecting loan payments. Median annual pay: $24,100.

Mostly B's: Administrative roles in fast-paced, unconventional environments

• Couriers and messengers transport documents and packages for individuals, businesses, institutions and government agencies. Median annual pay: $24,080.
• Police, fire and ambulance dispatchers answer emergency and nonemergency calls. They take information from the caller and send the appropriate type and number of units. Median annual pay: $35,370.
• Postal service workers sell postal products and collect, sort and deliver mail. Median annual pay: $53,090.

Mostly C's: Administrative roles in communication and customer service

• Customer service representatives interact with customers on behalf of an organization. They provide information about products and services and respond to customer complaints. Some also take orders and process returns. Median annual pay: $30,460.
• Desktop publishers use computer software to design page layouts for newspapers, books, brochures and other items that will be printed or put online. They collect the text, graphics and other materials they will need and then format them into a finished product. Median annual pay: $36,610.
• Information clerks provide administrative and clerical support in a variety of settings. They help maintain records, collect data and information and respond to customers' questions or concerns. Median annual pay: $29,990.

A combination of A's, B's and C's: Administrative roles that provide general business support

• General office clerks do a broad range of administrative tasks, including answering telephones, typing or word processing and filing; however, tasks vary widely by field. Median annual pay: $26,610.
• Material recording clerks keep track of information to keep businesses and supply chains on schedule. They ensure proper scheduling, recordkeeping and inventory control. Median annual pay: $24,100.
• Receptionists perform various administrative tasks, including answering telephones and giving information to the public and customers. Median annual pay: $25,240.
• Administrative assistants perform routine clerical and organizational tasks. They organize files, draft messages, schedule appointments and support other staff. Median annual pay: $34,660.

Source: careerbuilder

How to survive brain-teaser interview questions

By Larry Buhl,

Is it not enough to have a résumé bursting with accomplishments, an action plan for how you can benefit the company and a winning interview style to land the job? Now, you're also expected to answer brain-teaser questions? Seriously? 

Seriously. "This trend toward asking off-the-wall questions started in high tech a few years ago and has now emerged in interviews for jobs in a variety of fields," says John O'Connor, president of North Carolina-based CareerPro Inc., a professional career-coaching and branding company.

These questions are often brain teasers and can be anything from a complex, multilayered math and logic problem to a wacky question with no real answer. Some examples include:

• How many rocks are on the face of the moon?
• How many jellybeans can fit into a gallon jar?
• Why are manhole covers round instead of square?
• How many pounds of breakfast cereal are sold in the U.S. every year?
• What are the decimal equivalents of 5/16 and 7/16?

It may seem like some sort of interviewee hazing, but there's often a method to the madness. In many cases, you won't be expected to come up with the right answer. In fact, the interviewer might not even know the answer. "They're more interested in your thought process and your ability to present ideas, debate and think creatively," O'Connor says. "They want to see candidates who can walk them through their way of thinking. And they're looking for candidates who will be thrown a curveball and not freak out."

So don't freak out. Below are ways to prepare for the brain teaser.

Bring tools. Show up to the interview with pens, paper, markers, calculator, stopwatch and ruler to work out a possible brain teaser. It's unlikely that you'll be asked, point blank, how many times heavier an elephant is than a mouse and be expected to answer it on the spot. You'll have time. And depending on the job and the field, what you do on your scratch paper is more important than the conclusion you reach.

Don't be shocked or offended. A question might surprise you or seem silly given the job for which you're interviewing. Don't let it throw you. Again, the answer is usually not the destination. Sometimes the wackiest question deserves an equally wacky process to reach a conclusion. But do take the questions seriously. Don't assume that it's being asked to tick you off or make you the butt of a human-resources joke.

Question the question. Show your ability to think through a problem by asking a clarifying question regarding the brain teaser, suggests Paul Bailo, a New York-based recruiter and author of "The Official Phone Interview Handbook."

"Asking a follow-up question will give your mind a break and buy you time to help you fully understand what is being asked so you don't solve the wrong problem," Bailo says.

Speak out your logic. Listen to what you are thinking, Bailo adds. "Sounding out" the process of reaching an answer can help you think through the process in a different way. "Leveraging the logical speaking method will allow for a quicker answer and faster mental processing," he says. "Think of it as reading a book out loud, only the book you are reading out loud is your mind thinking through a problem."

See what you are thinking. Just like sounding out a problem can give your brain a productive whack, drawing it out can help you edit and improve your approach. 

Practice. You can't prepare for the exact question unless you're sure you know what they'll ask. But you can exercise your mind by reading philosophy books, playing mental games, doing crossword puzzles and thinking about big problems, O'Connor says. "How would you solve the world energy crisis? What would the world do without drinking water? Think of these exercises as a workout for your mind." 

Source: careerbuilder

How to get the most out of a recruiter

By Kelly Services

 

Using the industry knowledge and networks of recruiters can be a critical component of any job search. A professional recruiter can offer career advice, inside knowledge of your target industry or company, compensation guidance and "cultural fit" insight on prospective employers.

With the right recruiter you can:

• Avoid the general inbox: Recruiters have relationships with human resources and hiring managers, so your résumé goes directly to them, not a "job response inbox" containing hundreds of résumés.
• Access unadvertised opportunities: Recruiters often know about and fill positions well before they are advertised.
• Gain valuable insight regarding company culture: A good recruiter should be able to tell you about the company culture and what to expect from individual interviewers on your schedule.
• Get your own advocate: As an advocate, a recruiter can present you in the best way, provide feedback and follow-up, and provide assistance through the negotiation and hiring process.

Different types of recruiters

Staffing recruiters work for staffing firms to provide a wide range of candidates to customers. Staffing recruiters may place administrative, professional or technical candidates, ranging from entry level to senior level, in temporary contract or permanent jobs.
Corporate recruiters handle most aspects of the employee recruitment process for their own organization. Corporate recruiters are typically in the human resources division.
Executive contingent recruiters work for search firms that are engaged by clients to perform a specific search for a range of mid- and senior-level positions. Contingent recruiters receive a fee only upon the successful placement of a candidate.
Executive retained recruiters work for search firms that are engaged by clients to perform a specific search for a senior executive position. Retained recruiters receive a retainer (upfront fee) to execute a search.
Make a recruiter shortlist

There are many types of recruiters, and each may have a specific industry or area of expertise. Ideally, you should focus on building relationships with the recruiters that can best help you with your career aspirations.
Don't just engage a recruiter, build a relationship
The best recruiter-job seeker relationships are mutually beneficial. A candidate receives access to unadvertised career opportunities and gains an advocate. A recruiter will appreciate reciprocal access to your network of potential referrals as well as specific company or industry insight.
A common job-seeker mistake is to engage with a recruiter only when actively searching for a new job. A strictly transactional relationship -- candidate needs a job, recruiter needs a candidate to fill a job -- is less valuable for you, the recruiter and ultimately the hiring organization. Be prepared to invest time in building and maintaining a long-term relationship.

Consider these guidelines to strengthen a good working relationship with recruiters:

• Make a good first impression: Approach a recruiter as you would a prospective employer, and send an email with a professional cover letter or social media message.
• Make an introduction: Introduce yourself during the first conversation, just as you would in an interview. A recruiter will need to be comfortable with you before advocating for you as a candidate to a prospective employer.
• Provide information: Let recruiters know how you found them and if you're interested in working for a specific company or targeted industry.
• Think longer term: Be prepared to stay in touch over the short, medium and long term to find the right opportunity.
• Keep your information current: Ensure they never have an out-of-date résumé on file, and update your recruiter when things change.
• Be open to constructive feedback: A recruiter can share a great deal of information about the company, job requirements and even specific interviewer characteristics before an interview. After the interview, ask for and be open to constructive feedback.
• Share insights: What did you learn in the interview that would help both you and your recruiter? Was the job as described by the recruiter or has it changed? Was there a new interviewer in the process? Is this the right role for you based on your career goals?
• Keep the communication open: Maintain a positive relationship for the future, even if you secure another job.
• Become a resource: Share your industry knowledge and network of contacts who may be interested in learning more about an opportunity.
• Consider all kinds of work: Short- or long-term project and contract work can often be a steppingstone to a permanent job and allows you an opportunity to evaluate the job and company.
• Be clear: An open dialogue regarding your work experience, career goals and salary requirements will increase the chances of a successful placement.

Source: careerbuilder

10 Questions You Should Ask in an Interview

When preparing for an interview, most applicants concentrate on formulating well-crafted answers to potential questions from their interviewers However, not many realize it is just as important to prepare a few good questions they themselves should ask during the interview.

"When interviewing job applicants, I often learn as much from the questions they ask as from the responses they give," John Langland, president of Langland & Langland Consulting, says. "What potential employees inquire about reveals what they deem important -- as opposed to merely answering my questions with information they think I will find important."

What can asking questions in an interview do for you?

Show your interest in the position and the company

Give you an active role in the interview

Offer explanations about the position and the company, which helps you decide if you want to work for that organization

Showcase the depth of your knowledge and help you guide the discussion into a particular area of expertise

Langland suggests preparing at least three questions in advance and taking notes during the interview to record the responses. "A few insightful, knowledgeable questions can speak volumes about you and distinguish you from other job candidates," he says. "However, as important as asking questions is asking bad questions, such as, 'How many vacation days does the company offer?' is worse."

Langland advises asking these 10 questions during your next interview:

1. What are the top three tasks you want the candidate to perform after being hired?
This gives you a concrete idea of the projects you will be working on if hired. Often job ads list general qualities and capabilities the position requires, but the answer to this question will lay out the actual specifics of the job.

2. Why did you choose this company?
The answer will help you determine the organization's strengths and weaknesses with this insider's perspective.

3. How do you see me benefiting the company?
This tells you exactly what they're looking for in a candidate and where they see your strengths.

4. Is there room for growth and advancement?
This points to your drive and initiative and underscores your intent to secure a career, not just a job.

5. Are there opportunities for professional training or further education?
This shows a willingness to learn and adapt as changes in the position or industry occur. Adaptability is very important in today's fickle employment market and may make you very valuable to the company should a reorganization occur.

6. How will I be evaluated and by whom?
This provides insight into the company's corporate culture and the department structure in which you will be working.

7. What is the general culture of the company?
This can tell you if you will fit into the organization. If they're strictly a "suit and tie" operation and you're all about comfort clothes, you may want to rethink the position.

8. Are there other job responsibilities not mentioned in the ad?
This reveals exactly what the ad meant when it said: "...and other duties as assigned." Will you be helping other departments in a pinch? Making coffee? These are things you should know before going any further in the candidate selection process.

9. When will you be making a decision on the successful candidate?
Knowing this helps you gauge when to follow up on the interview.

10. May I call you if other questions arise?
This keeps the door open for further communication.

The interview is an artful conversation designed to help both parties learn more about each other in an effort to decide if the candidate and the position are a good match. Use it as an opportunity to spotlight your accomplishments and determine if the job is right for you. 

Source: careerbuilder

13 tips to great storytelling that will help your career

Rachel Farrell, 

Stories rule our lives.

When we were young, we told our parents detailed narratives, which originated from our imaginations. As we grew older, we told stories (er, lies) to our parents to keep us out of trouble. And we shared anecdotes with our friends to make ourselves appear interesting enough to make them like us.

Now as we try to "make it" in the real world, telling a good story can help our careers, says Peter Guber, author of "Tell To Win: Connect, Persuade, and Triumph with the Hidden Power of Story."

"It occurred to me that everybody in business shares one universal problem: To succeed, you have to persuade others to support your vision, dream or cause," Guber writes in his book. 

"Whether you want to motivate your executives, organize your shareholders, shape your media, engage your customers, win over investors or land a job, you have to deliver a clarion call that will get your listeners' attention, emotionalize your goal as theirs, and move them to act in your favor. You have to reach their hearts as well as their minds -- and this is just what story telling does."

Simply put, if you can't tell it, you can't sell it.

The best part is that anyone can tell a story, Guber says. "You don't need a special degree to tell the story of your company, brand or offering and make it a powerful call to action. You don't need money or privilege. This really is a vital skill that's freely available to anyone."

The key is knowing how and when to tell a story effectively, whether it's in an interview, at a networking event or if you're making conversation with the CEO.

"In any situation that calls for you to persuade, convince or manage someone or a group of people to do something, the ability to tell a purposeful story will be your secret sauce," he says.

"Purposeful" is the key word, Guber says.

"Purposeful stories have a goal, a call to action that tellers want their listeners to do. The power in telling a purposeful story makes the purpose -- the object of the story -- emotional rather than intellectual, and aspirational rather than inspirational," he says.

What you want to avoid is informational storytelling. While you should of course share facts about yourself, especially in terms of figure or data where possible, it's more important to put that information in the context of a story.

"Very few people remember facts, figures and data. Research on memory absolutely shows that you can remember details of things much more effectively when they are embedded in a story," he says. "When you bond information with emotion, which is the catalyst in every story well told, the information is then experienced, ingested, emotionalized and thus recalled and acted upon more effectively."

Of course, not everyone has inherent storytelling skills, but that doesn't mean they can't be learned.

"Practice, practice, practice. You will tap into your inherent resource," Guber says. "Be clear to yourself about what your intention is, that you want to be heard and felt and what you want as your goal."

Here are 12 quick tips to remember when telling purposeful stories that could help boost your career, from Guber's book.

1. Data dumps are not stories -- dump them, don't tell them!


2. A purposeful story is a call to action -- be sure to make your call.


3. Successful stories turn "me" to "we" -- align your interests.


4. Be sure your story tells what's in it for them.


5. Be interested in what interests your listeners and they'll find your story interesting and your goal compelling.


6. Remember, the context in which you tell your story colors the story you tell.


7. Your firsthand or witnessed experiences are the best raw material for your story.


8. Employ the element of surprise.


9. Craft the beginning to shine the light on your challenge or problem.


10. Shape the middle around the struggles, then meet the challenge.


11. End with a resolution that ignites in the listener your call to action.


12. To tell a great story, make preparation your partner. 

Source: careerbuilder