Is Your Boss Trying To Force You Out? 8 Signs

• By CareerBuilder

By Debra Auerbach

In a perfect world, you and your boss would have similar personalities, agree on everything and get along 100 percent of the time. In the real world, you're not always going to click with your manager. While not being BFFs with your boss doesn't always cause problems, there are some warning signs that your rocky relationship may be putting your job in jeopardy.

According to a new CareerBuilder survey of more than 2,000 employers, 27 percent of bosses have a current direct report that they would like to see leave their company. These bosses deal with disfavored employees in different ways. While many issue a formal warning (42 percent), most send subtle signals, if any at all.

Here are eight indirect ways managers say that they handle employees that they wish would leave:

1. Point out shortcomings in employee's performance more often: 27 percent.
2. Reduce responsibilities: 21 percent.
3. Hire someone else to eventually replace the employee: 12 percent.
4. Move the employee to another work area: 8 percent.
5. Keep employee out of the loop regarding new company developments: 8 percent.
6. Communicate primarily via email instead of in person or over the phone: 7 percent.
7. Don't invite the employee to certain meetings or involve him in certain projects: 6 percent.
8. Don't invite the employee to social gatherings with co-workers: 3 percent.

While 32 percent of managers say they would do none of the above, if you were in such a situation, you'd hope that your manager would be upfront with you about any issues standing in the way of your professional success.

"It's important that managers be as direct as possible when dealing with employees that, for whatever reason, aren't a good fit for their teams," says Rosemary Haefner, vice president of human resources for CareerBuilder. "Fortunately, a plurality of managers in our survey were open to confronting the situation through a formal discussion or warning; however, some will do nothing at all, or even resort to passive aggressive behaviors that can only prolong a negative working arrangement. It's important that workers be aware of such warning signs, and if necessary, take steps to improve their situations."

It's not too late to turn things around. Whether or not your manager is direct with you about her discontent, chances are that you'll know if you're not one of her favorites. While being in such a situation can be stressful, don't look for a new job just yet. Here are some tips from Haefner on how to mend a broken relationship with your boss:

Recommit yourself to performance. Identify areas you can improve immediately and display your commitment to the company's objectives. Sixty-three percent of managers say the best thing a worker can do after a falling out with the boss is to simply improve the quality of work. In most cases, the negative attitudes will be history.

Don't hold a grudge or gossip. Fifty-nine percent of managers say one's ability to "move forward and not hold a grudge" is important to repairing working relationships. This is a two-way street, of course, but workers who are able to display professionalism in spite of personal differences will be in a better position to navigate office politics. Similarly, 38 percent of managers say simply not discussing the falling out with other colleagues is a smart way to repair a relationship.

Rewrite the terms. If you sense your manager is pushing you away, take preemptive action by presenting ideas that may improve the working relationship. Forty percent of managers cite this as a good way to move past the problem. Workers have the right to clear expectations of their roles and responsibilities. A conversation that redefines or clarifies those expectations is sometimes necessary.

Source: AOL

Recruiter: Why Most Job Seekers Get Overlooked

• By AOL Jobs Contributor

By Abby Kohut

Job seekers around the country are all struggling with the same issues. A big one? They're "unfindable" by recruiters.

While you may think it's a recruiter's job to find you, it's actually YOUR job to try to be found. The more you help the recruiters, the faster they will find you online and the faster they will stop searching for your competitors.

Let's start with keywords
Do you know why we call them keywords? It's because they are THE key to your job search success, but not in the way that you think they are.

I'm proud of the job seekers that I meet with who have figured out all the appropriate keywords from their industry and profession. They have scoured the online ads and used Wordle.net to identify the words that are most commonly used. They have reviewed their old job descriptions and have poured through industry trades.

But ... here is the key to the keywords ... you have to include them multiple times on your resume Yes, I know that you have heard that you shouldn't repeat sentences on your resume, and I would agree that you shouldn't. But if you have your keywords mentioned one time on your resume, and someone else has them two times, guess who rises to the top of the list when a recruiter types them in?

As ridiculous as this all seems, it's unfortunately a game of hide and seek these days. As recruiters, most of us get thousands of resumes and the only way for us to sort through them is by using a large database called an Applicant Tracking System. We don't have time to look at each and every resume, so we use a keyword search to help us narrow down the applicants.

Will repeating the words twice get to you to the top of the pile?
The answer frequently is, it depends. What it depends on is how many times your competition has mentioned the word. In the past, there would be no way for you to know that answer, but with LinkedIn, you can scope out your competition like any recruiter would.

And since we're talking about LinkedIn, you may have been told to post job titles on your profile and just an itty bitty description of your jobs to entice recruiters to contact you. While that seems like an interesting approach, it doesn't work if a recruiter can't find you in the first place because you don't have enough keywords on your profile. Keywords are key on your resume and they are key on your social media profiles as well.

Use abbreviations and full titles too
Most applicant tracking systems aren't smart enough to know that CTO is the same thing as a Chief Technology Officer. So, if you want to be sure you're going to be found, you may want to have both listed on your resume like this: Chief Technology Officer (CTO). Be careful of abbreviations like Admin. Asst. because you won't get credit for being an Administrative Assistant.

What about 'white' keywords?
Some people say they've heard that they need to add keywords on the bottom of their resume in a white font so that the resume gets picked up in more keyword searches. While that may have been an interesting way to play the game in the past, these days, applicant tracking systems only read in one color – black. So, your white words appear on the bottom of your resume as clear as day. If those words were important enough to add to your resume in white, why not find a way to add them into your actual resume?

The bottom line: the key to your job search is to pretend that you are a recruiter trying to find you. What job boards would you use and what keywords would you plug in? Once you are sure you have your keywords identified, spell them correctly and cleverly weave them into different sections of your resume.

And that, my friends, is your key to recruiter magnetism.

Source: AOL

9 Ways To Be Happier At Work

• By Miriam Salpeter

Since you spend so much time at work, it's a real drag if you're miserable the whole time you're on the clock. Do you need to love your job? It would be great if everyone could get paid to do what they love, but until you can achieve that elusive goal, what can you do to make the 9-to-5 more pleasant? What can you do to be happier at work?

Finish the drudgery first. Whatever you dread every day, get it done as soon as you can so that you don't need to worry about it the rest of the day. In general, try to organize and plan your time to suit your own needs. It's not always possible, but sometimes, handling the little things that you hate can make the day a little easier to get through.

Stop complaining about what you can't change. It's easy to get caught in a rut and to complain ad nauseam about a colleague who's not pulling her weight or a boss who should have been let go in the last downsizing. However, complaining about things you can't change only contributes to your misery. Don't give in to the temptation to drone on and on about the negatives; instead, focus on what you can change, and spend your energies there.

Make friends at work. There's no question that everything is better when you have a friend in your corner. You don't need to be "besties" with everyone at the office, but having one or two colleagues who are always happy to go to lunch or catch a quick coffee can make all the difference.
 

Give compliments. Look for opportunities to tell other people what they're doing well; it will make their day, and will give you a boost, too. Plus, you never know: If you begin to pass around kudos in the office, it can affect everyone's mood and perhaps improve the overall office culture. Don't fall victim to the myth that you can only help improve things if you're a supervisor or have authority; take initiative and you could really make a difference for your colleagues.

Keep track of good things. Every time something happens at work that makes you happy, make a note. Maybe it sounds a little corny, but if you can remember the good times, it could help make the challenges easier to overcome.

Take breaks. There's nothing worse than sitting at your desk, staring at the computer all day long. It's bound to make you feel draggy and depressed. Get up and move around. Stretch, take a walk, go find a window and check the weather. Daydream a little. Mental and physical breaks can make a difference in your day and make you feel better, no matter what else is going on. Give yourself the opportunity for a new perspective and you may see a difference in your day. 

Reward yourself. If no one else is paying making a point to recognize and reward your efforts, create your own system of rewards and treats. After you finish a particularly onerous task well, do something special for yourself.

Find something redeeming about your job. Even if you really don't like your job, or the people you work with, try to find some redeeming features about how you spend your time. Think about how you can be even better at what you do.

Make plans. Think about what's next. Especially if work doesn't make you happy, begin to plan how you're going to transition to something new. Review job descriptions and decide what you're most qualified to do. (Don't conduct your job search at work, though!) Start to plan how to add the skills and experiences you don't have on your resume. Update your resume. Plan how to expand your network and consider if it may be time to change careers. The more plans you make, the easier it will be to influence a change in your work life.

Source: AOL

Secrets to Successful Job Posts in LinkedIn Groups

Promoting terrific job opportunities is serious business. And nothing is more serious about business than LinkedIn, the professional networking site.

With over 200 million members—in 200 countries—LinkedIn has truly become a global phenomenon. More than 2.6 million businesses now have LinkedIn Company pages, making it a valuable resource for employers, employees and job seekers.

LinkedIn Groups can play a significant role in your recruiting strategy as millions of potential employees add their profiles each year.

LinkedIn: A Matter of Trust

The biggest reason for LinkedIn’s popularity is trust; users look to if for accuracy and veracity. In a recent survey of LinkedIn users, 47 percent say they rely on the site for real word of mouth info on brand experiences; 87 percent trust LinkedIn when making critical business decisions.

This reputation for truthfulness makes LinkedIn a natural for recruiters and candidates—both active and passive—to turn to when looking for quality job posts and genuine career advancement.

Image: commons.wikimedia.org

Network with Professionals in LinkedIn Groups

One of the most popular LinkedIn features is LinkedIn Groups. Groups are where professionals with similar interests, or in the same industry, can share content, place job posts, establish business contacts, and shape reputations as industry experts.

LinkedIn Groups are ideal for employers to network and recruit exceptional talent. Fostering LinkedIn contacts is an effective way to refer potential employees and establish contact for difficult-to-fill positions.

It is just like face-to-face networking, but considerably easier and with a significantly larger reach.

Several Ways to add Job Posts to LinkedIn Groups

As a member of a group, you have three options:

• Use the LinkedIn Commercial Job Posting Service for job posts.
• Search for an existing job post and share it with the group.
• Add a job post to the Jobs Discussion tab.

Even though LinkedIn gives a company different ways to promote job posts, the most effective is the commercial job posting service. Remember, for this method, there are fees involved.  The cost for a job post depends on the geographical location. To find out how much it will be for a single job post, go to the Post a Job page. Then enter the location of the job at the bottom of the page.

Employers can also buy a 30-day listing for a job post, or purchase a discounted 5- or 10-pack of job credits.

The Job Discussions Tab

Group members can share and discuss job posts from outside the LinkedIn job post service in the Jobs Discussions tab of the group. A job post on the job discussions tab is easy; simply copy and paste the short-URL into a post in LinkedIn Groups.  Job seekers can follow the link back to the original job post to apply.

The job post link will refer interested candidates to the company website or other location, such as posts through Ovation Technologies. Ovation helps you broadcast posts to a wide range of social networks (including LinkedIn), as well as job boards, social media and more.

Although there is no charge for posting on a group’s discussion tab, timing is limited. The page automatically removes the job post after 14 days.

Best Practices for Job Posts in LinkedIn Groups

• If you can, put a LinkedIn share button on every job post. This way, all interested parties—even those who not right for the position, but know someone who is—can pass it on to others in their network.
• When using the discussions tab for job posts, it is essential to avoid appearing to spam the group. Group managers and administrators monitor all posts and have the ability to move, cancel or reassign job posts they consider spam. Too many unrelated job posts and you risk being dropped from the group.
• LinkedIn Group members with good reputations, those regularly engaging in the group, will have the most successful job posts. Your best bet for participation is to start by asking and answering relevant questions, post related content and participate in discussions. Your standing in a LinkedIn Group is crucial, and can be vital to having a job post looked on favorably. A good group member will gain exposure to a larger audience of qualified professionals.

Yes, a good reputation on LinkedIn Groups means work. However, a long-term recruitment strategy for your business is certainly worth the effort, especially when you find your next superstar employee!

Source: blog.ovationtechnologies.com

Should You 'Lead Up'?

• By Marty Nemko

It's not just you. Even your boss is probably asked to do more with less. So she or he may not have time to help you when you need it. And make too many requests and you could be written off as high-maintenance. Writer and marketing genius, Seth Godin, proposes a solution: Lead up. He claims employees have more power to act and get things done than they might believe.

I believe Godin is on the right track. Companies have been downsized. Many managers simply have too much to do to give the kind of coaching and assistance that people got in the past, so if you wait for that, you may be waiting a long time. But, in many workplaces, especially in large organizations, there is a big risk to taking unilateral action. Alas, some bosses demand you get three signatures to blow your nose. So, depending on your boss and the organizational culture, you do risk getting in trouble, even fired, by making major decisions on your own. The notion that it's better to ask forgiveness than permission is only sometimes true.

A safer approach to leading up

My version lowers that risk while still affording you more control than the typical employee assumes is possible. It's a two-step:

• Start thinking like the boss: Coming up with the ideas you'd adopt if you were in charge.
• Then, for each, instead of acting unilaterally as Godin suggests, make it easy for your boss to say yes.

Example: Come up with a project you'd love to lead, ideally one that won't require more resources. That can be a great investment of your time: You get to work on something you care a lot about while gaining leadership and other skills. Besides, that's the sort of effort that could get you promoted or look so good on a resume that it could help you get a higher position elsewhere.

Just write your boss a concise email that explains your proposed project's benefits and that it will cost little or nothing in money or your boss's time. Conclude by asking permission in a way that requires just a one-word answer: "Is that OK?" You reduce your risk further by ensuring that your boss and other key stakeholders get due credit for any success, but you take responsibility for any failure.

You're annoyed at some cumbersome process that you or your co-workers must endure. Outline a streamlined version and ask if you might try it for a month, with no time required from the boss. Explain that, in a month, you'll report back on how well it's working.

You'd love to get that week-long training in Hawaii. In an email to your boss, make the case briefly and crisply, ending with "I have checked with Jane Jones in HR whom I've copied on this email. She said that if you approve, just click Reply to All, write 'OK' and it will be taken care of." That way, all you need to get your one-week Hawaii vacation -- oops, I mean training -- are three keystrokes.

Even my less risky version 2.0 of leading up could get you in trouble. With your particular boss, as they say, your experience may vary. But I believe Version 2.0 puts most employees' odds well in their favor. And hey, if your boss or workplace culture does require your getting approval to buy a box of paper clips, the ultimate example of leading up is to look for employment where they'd love you to lead up.

Source: AOL

Pulling The 'Parent Card' At Work

• By Laura Vanderkam

In any given organization, some people are slackers. Others, perhaps, work hard, but don't care about working visibly hard. Some people are more efficient than others. Some absorb interesting ideas about work, such as that it's unprofessional to be seen walking out of the office in the middle of the day with a gym bag. These people then project these opinions onto those who do this. Some people who walk out of the office with a gym bag aren't working hard. Some are.

The point is, none of this rises to the level of grand cultural debate until you phrase it like this: what about parents who walk out of the office at 5 pm? Then we get the Parent Card, and all of a sudden, we have a serious matter on our hands. Over at the "Dear Prudence" column recently, a 20-something attorney complained about an epidemic of parent-card pulling in her office. People with kids left promptly at 4:30 or 5, "leaving me to stay late (up to several hours) to finish up work that needs to be done. It's frustrating -- just because I don't have kids doesn't mean I don't have a life outside of work."

It's very true that this would be frustrating. It's also true that anyone with a job can, and should, have a life outside of work. As Prudence points out, if people's behavior is genuinely creating an unfair workload, our attorney should speak with her supervisor and clarify how duties are divided.

Stop Work AT 5 P.M.
But here's the thing: I stop work most nights around 5. If I were working in an office, I guess I'd be visibly playing my Parent Card to do so. I hang out with my kids for three hours. I have dinner. I have a beer. But then I fire up the computer around 8 or so and put in another hour. Or two. Sometimes three. I find it hard to believe that in a law firm -- probably a law firm where people have to hit a certain number of billable hours -- none of our parent lawyers are doing the same. Such split shifts (e.g. 8-5, then 8-10) are a great way to work a high volume of hours, yet still get a life. You don't get to watch much TV, which is what some people who work from 8 a.m. to 7 p.m. do from 8 to 10 p.m., but that's the way it goes.

Split-Shift Parenting
I'd say that most working parents who log more than 45 hours a week -- and who have some control over their time, and who value being part of their kids' lives -- employ such a strategy. That's certainly what I've seen from time logs over the years. But you don't have to be a parent to split your shifts!

Indeed, I'd recommend that if our young lawyer wants a life outside of work, she should try such a strategy as well. She can announce that she's leaving the office too at 5 p.m., 2 to 3 days per week, "but we'll all check back in at 8:30, right?" If the parents refuse, well, then you know. But if they say "Yep, like we've been checking in every night" -- or perhaps even "hey, why don't we check in at 7 a.m., when some of us are here working, but you don't notice because you get here at 8:30?" -- then you know that this is just a matter of time shifting, and not a campaign by those greedy, self-serving parents of the world to use their offspring as an excuse to be lazy.

Do you work after your kids go to bed?

Source: AOL

How To Survive The Interview From Hell

• By CareerBuilder

By Larry Buhl

Is it not enough to have a resume 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: AOL

What to Wear To An Interview: 3 Basic Tips for Creating a Professional Outfit

• By Lauren Fairbanks

An interview can be a stress inducing event. Not only do you have to remember to act polite and professional and answer interview questions concisely and with ease, but you have to look the part as well - pulling off that perfect balance of professionalism and style.

Coordinating the perfect outfit can be a bit of a hassle, but there are some basic do's and dont's that will help make picking out suitable attire a much smoother process. And if ever in doubt about a certain wardrobe piece, drop it. It's better to lean towards conservative and slightly boring, than to strive for high fashion.

1. When in Doubt, Go Dark

Dark colors are always acceptable - they look professional and don't come off as too flashy. Wearing a bright red top with a matching skirt is never a good idea, even if you know the company is laid back and has a casual dress code. You're not currently an employee and first impressions always count, so keep it simple, subdued and conservative.

2. Overdress Before You Underdress

No one wants to show up to an interview with three other people looking like a slacker. It is always better to be overdressed for an occasion, be it a wedding or a job interview, rather than underdressed. This also encompasses nixing casual clothing like t-shirts, jeans and sneakers for dress pants, slacks, tailored shirts and dress shoes.

3. Keep the Accessories to a Minimum

You can flaunt your own personal style after you snag the job, but before then it's best to keep your look "clean" with minimal jewelry and accessories. Yeah, that silk lavender polka dot head scarf looks amazing with your navy blue pencil skirt, but a job interview isn't the place to prove your catwalk-worthy fashion skills. A simple gold or silver chain will suffice for women, and men can dress it up with a simple pocket scarf or nice tie.

Source: AOL

Tricks To Getting A Great Referral

• By CareerBuilder

By Robert Half International

Job seekers know the power of networking in their search for employment. But it's not just who you know; it's also who your contacts know. An effective way to make the most of your connections is by asking for referrals.

A referral is just one piece of the hiring puzzle, but it can support a well-crafted resume and help your application rise to the top of the stack. It's a recommendation made to a hiring manager, on your behalf, by someone who knows you both.

What can a referral do for you? You may have one of several goals in mind when asking a contact to refer you: Perhaps you're hoping to set up an informational interview. Or maybe you've applied for an open position and hope to cement your candidacy with a personal endorsement.

A thoughtful recommendation gives context to your résumé and adds a stamp of approval from someone the hiring manager knows and trusts. It's a personal introduction that connects you with the company on a level that's deeper than the rest of the application process allows. A referral says, "This is someone to pay attention to."

What's in a referral? A strong referral has all the hallmarks of an effective cover letter -- it's persuasive, engaging and relevant. The advocate introduces you and explains how she knows you. Then, the person highlights the characteristics, values, experiences or skills that led her to endorse you. In closing, it might include a personal note or comment that reinforces the connection between your contact and the hiring manager.

A referral does not have to be formal. It can take many forms, from an email or social media message to a quick phone call or hallway conversation.

How to use a referral: Tap into your network to find potential advocates -- and to help them help you. Here's how to ensure a strong referral:

• Ask the right person. Review your closest contacts -- friends, business associates, former managers or colleagues, coaches or mentors. Also make a list of companies you're targeting and positions for which you're applying. Then, determine where the two intersect. Reach out to prospective advocates who have ties to those companies, requesting that they speak on your behalf. Don't send a mass email, which will seem too impersonal. Many companies have incentive programs that encourage employees to refer qualified candidates for open positions. But your advocate doesn't have to work for the company you're pursuing. Your contact and the manager may be connected socially or through a professional or charitable group, for example.
• Provide enough info. Arm your advocate with enough information to make a solid recommendation. Share your resume and also be clear about how your skills and experience align with the requirements of the open position. Don't assume that your friend or colleague knows why you're right for the job. The more thorough you are, the better able the person will be to make a case for your candidacy.
• Follow up. Once your contact makes a referral, the ball's in your court. Follow up quickly so you don't lose momentum. If your advocate copies you and the hiring manager on an email, reply by acknowledging the introduction, attaching your resume and requesting a meeting. If your advocate sends a written letter or recommends you in person, wait a day or two and then reach out to the employer, mentioning your contact by name and asking to connect.
• Rise to the occasion. When a contact makes an introduction on your behalf or endorses your capabilities, the person is putting a little of his own reputation on the line. And if you don't shine brightly, it'll reflect badly on him. You owe it to your advocate to put your best into anything that follows from the referral. That means, for example, responding quickly to any inquiries from the hiring manager or thoroughly preparing for a resulting interview.

Don't forget the last step. Be sure to thank anyone who provides you with a referral. Send a handwritten note or a small gift card or take your contact out for coffee. And if someone you've asked for a referral politely declines, don't press. Not everyone feels comfortable providing a referral -- and it's not necessarily a reflection on you.



Source:careerbuilder

Using Facebook At Work: 7 Tips

• By U.S.News

By Aaron Guerrero

You may be a social media junkie, hopping from one site to another. But if your employer suspects you check your friend's Facebook wall more than your work emails, he may be entitled to make you hand over your passwords.

Lawmakers across the country have begun weighing social media privacy laws that bar employers from hiring or firing employees for not surrendering an account username or password. Social media privacy laws have been introduced or are pending in 35 states, according to the National Conference of State Legislators, an organization that tracks legislation at the state level. Since the beginning of this year, five states -– including Arkansas, Colorado, New Mexico, Utah and Washington –- have enacted legislation that prohibits employers from accessing social media passwords of employees.

But even as attempts to shield employees from intrusive employers grow, some laws feature exceptions that allow companies to snoop. The recently passed Utah law permits employers to request passwords for social media accounts such as Facebook or Twitter when a device is supplied or paid for in whole or in part by the company. An employer can also gain access to company-sponsored accounts managed by employees.

If your state has yet to address the issue, you could fall under an employer policy that grants wide authority in acquiring social media information. About 24 percent of businesses monitor social media information, according to a 2012 survey of 1,105 employees by the Chicago-based talent management software company SilkRoad. A 2011 survey by the Society of Corporate Compliance and Ethics revealed that 42 percent of companies punish employees for behavior on social media websites, up from 24 percent in 2009. The survey received responses from 485 public and private companies as well as nonprofits.

If you're worried your tweets or Facebook posts may jeopardize your job, follow these steps:

1. Learn your company's policies. If your state lacks a social media privacy law, your employer may have one. The policy may not ban usage all together, but it may lay out explicit guidelines. Learn what you can and can't do, says Tyson Snow, an employment attorney at Pia Anderson Dorius Reynard & Moss, LLC in Salt Lake City. "With that knowledge you can tailor your actions accordingly," he says.

2. Learn the state law. If you work in a state that does have a social media privacy law, or is on the cusp of passing one, read up on it. You don't necessarily have to read the bland text of the law, but newspaper articles, magazines or online blogs, can help you understand what your state allows under the law, Snow says.

3. Go private on your profile. An inquisitive boss may be inclined to look up what you've been doing on Facebook or Twitter during office hours. Without privacy settings, he or she won't have to go through a potential legal fuss to wrangle your username and password. Snow recommends setting your privacy settings "to ensure that someone who is not your friend or follower or isn't a general member of the public doesn't have access to your content."

 

4. Pay attention to company culture. Working for a tech savvy company like Google or Microsoft, you may have free license to browse your social media pages during a shift, says Terri Thompson, an etiquette coach in Kentucky. If a policy is unclear, examining the actions of colleagues is one way to determine when visiting Facebook or Twitter is permissible. But Thompson says to lay the burden for spelling out the policy on the employer. "It needs to be communicated, maybe even as early as the interview process," she says.

5. Be mindful when using company gear. It's a great deal: Your company provides and picks up the tab for your laptop and iPhone. But if personal exchanges between co-workers or friends and family are edgy, if not outright inappropriate, then isolate your use to a personal device. "If you're an employee, and you don't want your employer to have access to any of your information, then don't access social media sites off your employer-provided computer or employer-provided cellphone," Snow says.

6. Self-monitor your time. The company you work for may have a lax policy, leaving you to either keep your roaming habits in check or letting them run amok. Thompson recommends brief exchanges and limiting usage to breaks and your lunch hour. "What can't and doesn't need to happen is being constantly on it," she says.

7. Gracefully guide the company account(s). Wanting to make a splash across several social media platforms, your company may want you to take the reins of its newly created accounts. Thompson recommends not revealing internal deliberations and straying away from posting anything text or images that can be construed as negative. "Be very, very careful that you're only ... putting the company in the most positive light possible," she says.

Source:AOL

10 Things That Will Get You Hired

By Kate Lorenz,

Do you want to extend your time looking for a job? Of course not. Candidates are always on the lookout for the most efficient, effective way to find new work. The following tips -- when heeded during the job search and interview processes -- can make job hunting go by faster: 

1. Customize your résumé and cover letter.
It might seem faster to blast off generic materials to dozens of employers, but this will cost you time in the long run. Tailor your résumé and cover letter to each open position to clearly demonstrate how your experience fills the employers' requirements. For example, if you're applying for a public relations role, give your PR experience a prime spot on your résumé.

2. Diversify your search.
If you've been responding to newspaper ads with no response, also post your résumé online, search some job Web sites, talk to your friends and attend an industry trade show. The more ways you search, the more likely you are to connect with the right employers.

3. Don't go solo.
Your friends, family and former co-workers each have a network of their own -- and a friend-of-a-friend might hold the perfect lead. Don't be shy: Reach out to your network and let your contacts know you're on the job market.

4. Find a company where you fit in.
Browse potential employers' Web sites and ask your friends about what it's like to work at their companies. Employers are looking for candidates who would be a good fit and thrive within the company culture.

5. Don't get discouraged.
Experts estimate the average job search to last anywhere between three and 10 months -- and that means a lot of rejection. Keep at it: Your dream job is out there.

6. Always be prepared.
You can never be too prepared for your first meeting with a potential employer. Before your interview, always browse the company's Web site. Find out as much as you can about the company's products, leadership, mission and culture, and prepare answers to common interview questions.

7. Be on time.
Whether it's an informational interview, an open house or a formal interview, always arrive about 10 minutes early. Allow plenty of time for traffic and poor weather.

8. Dress and act the part.
In a business setting, always dress in professional clothing in the best quality you can afford. Take the industry and employer into consideration, but a business suit is almost always appropriate for interviews.

9. Listen more than you talk.
Even if you're nervous at an interview, try not to ramble. By keeping your mouth shut, you can learn valuable information about the company and avoid saying something that you'll wish you hadn't.

10. Ask good questions.  

At the end of an interview, the employer will inevitably ask if you have any questions. Have a list of questions prepared that showcase your company research and interest in the position.

Source: careerbuilder

Do Out-of-the-Box Tactics Really Work?

Hiring managers weigh in

Rachel Zupek, 

From résumés accompanied by shoes to get candidates' "feet in the door," to candidates sending cakes designed as business cards, hiring managers have seen it all when it comes to memorable job-seeker tactics.

Facing the most difficult job market in decades, job seekers are often advised to stand out among the competition by using creative and unconventional tactics to grab an employer's attention. While that advice is sound and good, it raises the question of whether or not these avant-garde approaches actually work.

Well -- it depends.

"I personally like those candidates that think outside of the box. As an HR professional, nothing makes me happier than knowing a candidate for a marketing position has, for example, created a brochure that is actually his or her résumé," says Vani Colombo, HR director for VIPdesk, a customer and concierge service. "I'm always amazed when candidates break the rules with class to stand out. It shows they are resourceful and willing to go the extra mile."

Tactics that worked
Vinh Nguyen, 30, is a great example of someone who didn't want to fall prey to the same fate as other unsuccessful applicants -- but who stood out in a good way. Career Tiger, a service that helps people find a job through unique and unconventional methods, helped Nguyen come up with this tactic:

When asked a question during an interview with a health-care IT company, he surprised his interviewers by pulling out a whiteboard, writing down his thought process and taking control of the interview.

"Differentiating yourself from your competition makes sense. The idea is to show that you are a thought leader in your area and that your knowledge is valuable," Nguyen says. "It was awkward at first, but breaking away from the norm will pay off as long as you put in the work beforehand researching."

He got the job, and he is still working at the company as a project manager.

Dave Bowman, founder and chairman of TTG Consultants, a consulting firm, recalls a client who was a designer and really wanted to make an impression in an upcoming interview.

"As the interview began, he would wheel in a model of a previous theme-park exhibit he'd designed. He'd bring in with him three clowns who would be playing musical instruments. They would walk around the room for a minute or so, playing a song, and then exit, leaving the model for the interviewer to view in more detail," Bowman says. "The idea worked. His out-of-the-box tactics got him the job offer and at more money than he'd expected."

While both of these unconventional methods worked in these instances, many hiring managers say that alternative tactics often walk a fine line between admirable and creative and just plain inappropriate.

"I would consider a candidate who used a tactic if it was ethical and demonstrated a behavior that would be relevant to the job they were interested in," says Kim Lockhart, regional vice president for Spherion Corp., a recruiting and staffing provider. "For example, if someone was trying to get their name in consideration for a sales position and was using techniques to obtain an interview similar to the way they would approach securing a sale, I would consider it."

Tactics that didn't
Though many job seekers have successfully used creative job-search tactics, there seem to be an equal number of unsuccessful applicants, according to some hiring managers.

A few months ago, Carolyn Turner, a business coach in Portland, Ore., was helping a client hire an office manager.

"We had one applicant arrive unannounced at the office with a cherry pie she had baked that morning. She explained that she wanted to stand out from all the other applicants -- which she did, but just in a scary, stalkerish kind of way," Turner says. "I got a call from the business owner that day wondering what to do; no one wanted to eat the pie, but she left it in her own pie plate, which meant they had to get it back to her somehow. It was all just very awkward."

Turner says that having gone through hundreds of résumés for that position, it became clear that good candidates stand out just by how they present themselves in their cover letters and résumés.

"There's really no need to go over the top to get noticed," she says. "For the majority of businesses and positions, a really well-written cover letter is more than enough.  You'd be surprised at how many badly written cover letters and résumés there are."

Don't try this at home
Christine Bolzan, CEO of Graduate Career Coaching, agrees with Turner and strongly advises against extreme tactics in the job search. She says many applicants who use these methods end up with a permanent "Do Not Hire" label in their company file.

Bolzan recalls two examples of what not to try in your job-search efforts, one of which includes gift giving.

"I've received flowers, wine, perfume and the most memorable of all -- a pair of Ferragamo shoes, which was a generous attempt at a ping following our brief conversation of great things to buy at Heathrow Duty Free," Bolzan says. "This is never appropriate. In fact, many companies have a policy against accepting gifts of any sort."

Another job search no-no? Stalking the interviewer, which Bolzan says she's encountered on several different levels, including people who have waited in career fair parking lots and others who've waited outside the office building.

"The worst of all stalkers I've encountered followed me into the pool at my hotel at 10 p.m. when I was trying to get a break from a long day at a large-scale recruiting event," Bolzan says. "The same event where I found over 100 different résumés secured by the wipers on my rental car windshield, and woke in the morning to even more résumés slipped under my hotel room door."

Remember the rules
Barring stalker behavior and lavish gifts, out-of-the-box tactics can work if you play your cards right. Greg Masiewich, manager of marketing and online communications for IQ Partners Inc., offers these tips:

1. Make it relevant

"Whatever tactic you choose to use, make sure it's relevant to the position you're applying for," Masiewich says. "If you choose a tactic that you think will grab a hiring manager's attention but doesn't tie into the job, the industry, or what you're about, then it can come off as just seeming strange and weird instead of creative and clever."

2. Don't go too far

"It's important to walk that fine line between different, yet not going too far with trying to stand out. If you do something that's too overly crazy, you can come off seeming a little creepy and weird instead of like a star applicant with a sense of determination," Masiewich says. "Remember, you want to grab their attention, not become a joke in the office."

3. A good idea can get you an interview, but not a job

"Remember that no matter the tactic you use to try and gain the attention of a hiring manager, at the end of the day they're still going to hire the person who they feel can do the job best," Masiewich says. "An out-of-the-box tactic might get you an interview, but it's still up to you to show you're not only determined, but also the best person for the job."

Source: careerbuilder

Questions to ask (and avoid) when interviewing for a job

Robert Half International

The success or failure of a job interview doesn't rest solely with the answers you give the hiring manager. The questions you ask can also speak volumes.

In a recent Robert Half survey, human-resources managers recounted the most unusual or surprising question they've received from a job seeker during an interview. Some of the highly questionable queries included:

• "Do I have to be at work every day?"
• "Would you consider going on a date with me?"
• "Can I have three weeks off every three months to pursue my music career?"
• "Can my husband finish this test for me?"
• "Is the boss single?"
• "Do you want to take a ride in my new car?"
• "Can you help me search for an apartment?"
• "What job is this for?"

Peculiar or presumptuous inquiries such as these can quickly undermine an otherwise solid interview performance. On the other hand, posing intelligent and informed questions shows the interviewer you're a serious candidate while also helping you to determine if the role is right for you.

Here are some smart questions worth asking:

While researching your company, I learned that [fill in the blank]. Can you tell me more about that? Impress interviewers by making it clear you've done your homework. Learn as much as you can about the organization before your meeting.

Closely review the company's website, marketing materials and recent financial reports. Tap your professional network for anecdotal insights and follow the company on LinkedIn, Twitter or Facebook.

Weaving some beyond-the-basics information you uncovered into your questions showcases both your interest and resourcefulness.

What types of training and development programs do you offer? Generally speaking, it is unwise to ask an employer what the company plans to do for you once hired; at least until the interviewer has sent signals that a job offer is likely. But bringing up training and development opportunities in an initial interview isn't the same as jumping the gun about salary, benefits or vacation time.

Companies seek candidates who are committed to continually expanding their skills. If applicable, mention several pertinent proficiencies you've gained through professional development programs in the past.

What are some potential career paths within your company for a person starting in this position? This question shows you're goal-oriented and career-minded. It also emphasizes your desire to grow with a company. Considering the significant amount of time, money and resources that companies invest in hiring and training new staff, it's beneficial to indicate that you're looking to stay onboard long term.

Why is this job open? Some questions are less about strategically pitching yourself and more about eliciting details that shed greater light on the job and the company.

For example, it's a good sign if the previous person got promoted or the position was newly created because the company is growing. If, however, there's been high turnover or your would-be predecessor is "no longer with the company," consider these warning signs that warrant another question or two.

What do you enjoy most about working here? Job seekers don't always think of it this way, but an employment interview is a two-way street, and the efforts to impress should go both ways. Good interviewers will play up the advantages of working at the company, because they want to win you over. Asking this more personal question and getting the individual to explain why she is with the company can provide invaluable insights.

Pay attention to how the interviewer responds to this question. Was the answer delivered quickly, with detail and enthusiasm? Or was there an awkward pause followed by a vague, tepid endorsement? Remember: Happy, satisfied employees won't have any difficulty describing what they like about their job and the overall organization.

Source: careerbuilder

Job hunting after 50: Trial runs and a review

• By Guest Contributor

By Tony Lewis, Senior Recruiting Specialist, Insperity

There is one final step in the process of defining, marketing and preparing yourself for the next phase of your career. It involves “test driving” your chosen career vehicle by trying out some aspects of your new, chosen career path. This will help you get a taste of what it will be like doing the work of your target opportunity.

 

Get a feel for your new career
Once you have researched the companies and positions within your target career, try to get a feel for the work involved and the type of people who work in the profession. See if there are opportunities for consulting or part-time opportunities at your target organization that you could perform in the evenings or on weekends to get a better understanding of life on the “inside.” Explore opportunities to sharpen skills that may have gone dormant in your current position, and gain new skills that you can apply to your targeted position.

Build relationships with industry insiders
Place yourself in local chapters of professional organizations that are associated with your targeted companies, and begin to build relationships. When I initially began looking for my dream career, I had targeted training and development opportunities and joined the local chapter of the professional group associated with those opportunities. I attended the weekly meetings, participated in discussions, assisted with events and even became the editor for their online newsletter. I had many opportunities to “rub elbows” with some of the key players in that industry within my city, and I used those associations to my advantage in obtaining interviews. Though I later changed my focus away from training and development and into general human resources, the professional network connections that I gained during that experience were invaluable to me, and the skills that I gained became a part of my personal skill inventory.

Utilize after-work hours
While it is not advisable to look for your next opportunity while in the office, there is much that can be done outside of your work time to prepare for landing your dream job. Probe your professional network for opportunities within organizations that would enable you to get your “foot in the door” with the organization, or ask select network members their advice on how to best approach a new opportunity within their organizations.

Recap
In this article series, I’ve discussed much here for you to consider as you prepare for your next career opportunity. However, please understand that it is nothing more than a logical process or sequence and that many of the points presented will be concurrent and ongoing.  Here are some key points to remember:

Know yourself: Work to get a “big picture” understanding of you — your talents, skills and dreams — and make sure that those closest to you understand what will be required of you and of them in launching into your new career direction.

Personal brand building and marketing: People are much more impressed by your potential than by your track record. Help them to see all of your potential. Describe the best of what you have to offer. Tell a story that is enticing in your résumé, your online presence and within your professional and social networks.

Prepare yourself.

• Virtually — Create an online presence that is comprehensive, consistent, professional and compelling.
• Physically — Work to present the best “you” possible through polishing and refining the outside so that employers will want to know the inside.
• Mentally — Visualize the end result and work backwards from there to fill in the logical steps to reach your goal.

Trial runs. Seek opportunities to get a better understand of your new career.  Volunteer. Consult. Train. Explore. Learn. Adapt and push out.

You are not going to be remaking yourself — you are going to be refining and refocusing yourself. It is a process of renewal and revitalization. The efforts of looking for a new opportunity have likely changed substantially since the last time you were in the market, but you have acquired wisdom and experience that education alone can’t provide. Leverage your professional depth and your creativity at maximum levels so that your transition to a new and better opportunity is logical, strategic, timely and sure.  Happy hunting, and best wishes for the next exciting leap in your career.

Source: careerbuilder

Unconventional Places to Expand your Network

By Rachel Zupek,

Update résumé. Write cover letter. Post résumé online. Apply for jobs. Wait to hear from potential employers. Repeat.

Such was the process back in the days when job seeking was a simple process -- simpler than it is now, anyway. Unfortunately, in today's ultracompetitive job market, job seekers can't afford to be ordinary. As a result, they are turning to untraditional methods of job searching. Betsy Richards, director of career resources at Kaplan University, an online university, says it's important for job seekers to realize that they shouldn't be using one method or the other but rather, they should use the two strategies together.

"In today's market, you need to reach out to people who could give you access to new networks and employment communities outside of your field and your normal work group," Richards says. "Even effective job seekers may have exhausted their network and have to expand it. It could mean the difference between a successful and unsuccessful job search."

Many job candidates are finding their job searches are taking longer than expected, Richards says. In fact, 70 percent of job searches last four weeks or longer, according to a recent study by CareerBuilder.com. For these people, traditional strategies won't cut it.

"You have to use every strategy that is at your disposal. Each person has to find tactics that are a fit for them," Richards says.

Some job seekers, however, are afraid to step out of their comfort zones to do something different to attract an employer's attention. They're afraid cold-calling a company or standing on the street wearing their résumé as a billboard will be too bold and turn employers away.

"You can never be too bold. If you are not bold, you won't get the contact and you won't be taken seriously," Richards says. "Some people walk a fine line between being bold and being obnoxious. For most people, the real issue is that they are shy or uncomfortable. However, some might misconstrue a low-key approach as laziness."

For job seekers who have struck out with the traditional routes to find employment, it's time to take the job search to the streets and use creative ways to get noticed. Here are five nonprofessional places and events to consider as career opportunities, according to Richards:

1.      Sporting events. Schmoozing with fellow alumni in a relaxed atmosphere can be a great career move.  "At a [Miami] Dolphins football game just last week, a fellow I was sitting next to struck up a conversation with me and introduced himself. This led to a discussion about what each of us did for a living and he let me know that he was looking for a new job. Little did he know that I advised professionals on their career advancement and could help him plot his strategy," Richards says.

2.      Social networking sites. Each day, millions of people make connections through Facebook, MySpace, BrightFuse and LinkedIn. Consider sending out a note to your "friends" and "connections" about your job search. "Job seekers should reach out to their own network to be sure friends and colleagues know what you are looking for [in a job]," Richards says. "You have to research the people in the network and the companies and organizations they are affiliated with. Then, you have to actively ask your contacts to introduce you to the others and follow through."

3.      Local farmers markets. These community hubs are great places to trade information and chat it up. "You never know who is picking out peaches next to you! The same is true at the grocery store," Richards says. "These are relaxed environments where job seekers can strike up a conversation with another shopper by talking about their favorite types of apples or kicking around ideas for recipes and preparation. All of this can lead up to an introduction and sharing your career status and experience." 

4.      Conferences not related to your expertise. For service professionals, attending industry events and seminars that attract experts outside of your traditional industry or peer group is a good way to regenerate your network. "There are a lot of career changers out there. One approach for those seeking to move into a new industry is to attend a conference focused on that professional arena," Richards suggests. "To start building this new network, you may attend conferences about topics outside of your field. Building a new network of contacts and meeting professionals with different networks is important." 

5.      Nail salon, hairdresser, local restaurants or the gym. The places we frequent can be an oversight when it comes to the job search. The opportunities to strike up conversations with people you are already familiar with could be a breeding ground for job opportunities. "The person providing services to you at a salon comes in contact with lots of people who share their personal information," Richards says. "Lots of clients will express frustrations and be very open. While you are in the chair, the situation may even inspire a conversation with the person next to you."

Here are four ways Richards says you can pitch yourself to prospective network contacts when in nonprofessional situations.

1.      Prepare an "elevator speech" of three to four sentences that introduces your most marketable skills. Keep it succinct at no more than 20 seconds.

2.      When networking, introduce yourself and ask the people what they do for work. After they tell you, you have the opportunity to let them know that you are searching for a job. Explain what type of position fits your particular background. You should ask if  they have heard of anything that could be a match for your skills.

3.      Always carry business cards no matter what the circumstance. Keep them in your wallet, handbag or cardholder at all times.

4.      Make sure your résumé and/or bio and cover letter are prepared so you can quickly send out the information if a contact is made.

Source: careerbuilder

Your nonverbal communication can wreck your interview

By Selena Dehne,

Giving a limp handshake, letting your eyes wander and fidgeting are just a few of the subtle blunders that can botch your success in a job interview. Although you may have been unaware you were doing these things, interviewers who pick up on negative nonverbal communication are likely to doubt your fit for the job. 

Nonverbal communication can be judged just as much, and sometimes even more harshly, than the responses you give to questions you're asked during interviews. It can even be the single factor that helps hiring managers decide between you and another candidate when you're both equally qualified for the job. That's why it's so important to be mindful about your posture, facial expression and other behaviors. 

"The most important idea is to project confidence and professionalism," says Heather Krasna, author of "Jobs That Matter: Find a Stable, Fulfilling Career in Public Service."

"If you find yourself becoming very nervous about interviewing, realize that this is normal. Practice interviewing in front of a mirror, on video or with a friend or career coach until you feel a bit more comfortable," she suggests.

In her book, Krasna offers the following tips for ensuring positive, appropriate and polite nonverbal communication:

• Handshake: A firm handshake is considered a sign of confidence. Take the other person's hand in your right hand (don't use both hands), so that the space between your thumb and first finger touches theirs. Give a firm, but not crushing squeeze, and shake the person's hand up and down slightly, once. If you have sweaty hands, be sure to dry them before your interview.


• Posture and physical distance: When sitting in a chair, sit up straight or lean forward slightly (don't slouch). If you will be crossing your legs, do it so that one knee is stacked on top of the other or cross your ankles. (Do not cross your legs so that one foot is on top of your other knee.) Alternatively, keep both feet on the floor. Do not stretch your legs out in front of you or sit with your legs spread far apart -- it looks too casual. When standing near someone, about three feet of distance is standard in most parts of the United States. Standing closer than this can be quite uncomfortable for others.


• Arms and hands: You can "talk with your hands" to some extent, but do not do so to the point of distracting your interviewer. Sitting with your arms crossed in front of you can look defensive. Instead, try to have a more open posture. Don't fidget, play with your hair or pen, or bite your nails!


• Eye contact: Look in the eyes of the person interviewing you. Looking down or away frequently gives a message of not being confident or being confused. Rolling your eyes up is considered a sign of disrespect. Don't stare intensely at the interviewer; just look him or her in the eye as much as possible.


• Facial expression: Smiling is an important way of showing that you are a friendly individual and that you are enthusiastic about the position. Smile at the beginning and the end of the interview at a minimum. This can't be emphasized enough -- I know several people for whom lack of smiling was a major barrier to employment.


• Mirroring: You can also take note of the posture and expressions of your interviewer, and adopt some of his or her tone. Be careful, though -- even if an interviewer is quite friendly and casual, that does not mean you should be too casual. It is still a professional job interview.

In addition to these tips, Krasna gives international job seekers a reminder: "Nonverbal communication is quite culturally defined," she says. "If you are interviewing across cultures, be sure to know what is expected of you."

Source: careerbuilder

4 Steps to Getting Started in a New Career

Tag and Catherine Goulet,

Every month we receive a variety of questions from people asking us how to get started in their dream career. Here are a few examples.

"I am currently working in radio as a sales assistant. I thought I always wanted to be in sales, but I have only been here four months and am already ready for a change. I am a fast-paced person who likes challenges. I don't like sitting at a desk. I am interested in starting my own business and don't know where to start. Can you help me?" - JD

"I'm very interested in becoming a personal assistant for someone important. I need advice on how to get started. I know it won't be the easiest job in the world, but I'm up for the challenge. Any advice you could give me on how to get started would be great." - Annette

"One evening, I was watching television where they were interviewing people who had dream jobs. One woman's position entailed visiting resorts and hotels in order to rate them for the companies themselves as well as travel agencies. Would you have any idea where I could go to attempt to locate such a position?" - Stephen
"I absolutely love decorating my home and all my friends tell me that I have a real eye and talent for it. I don't have any formal education or experience but would love to break into this field. Could you give me some ideas how to get my foot in the door in a decorating job so that I can start getting paid for doing what I love?" - Maria
We don't normally respond to "How do I get started in ..." questions because we don't think we can provide a complete answer in only a few sentences. However, we can provide the following basic four-step overview of the process for getting started in a new career:

1. Learn about the career
Before you start looking for a job, learn as much as you can about the career, including the nature of the work, the skills needed and employment opportunities. Some ways to learn about a new career include: informational interviews with people working in the industry, attending meetings of professional associations, taking courses, finding information online and reading books about the career.

2. Develop the skills you need
Some skills, such as being well-organized and a good communicator, are helpful in many careers. Other skills are specific to the career. For example, an interior decorator needs a good eye for design while a business consultant needs to be able to identify and recommend solutions to business problems. You can develop skills through formal education. Perhaps the best way to develop your skills is by getting hands-on experience. (See step three.)

3. Get hands-on experience
Don't worry about the classic job-hunter's dilemma: To get a job you need experience, but to get experience you need a job. There are ways to get experience before you get the job. In fact, having experience will help you move into the position you want much more quickly at a higher pay rate.

Ways to get experience before you start applying for your dream job include: volunteering your services (to a department in your company, family and friends or a nonprofit organization); securing an internship; working a part-time, entry-level position; or starting your own part-time business.

4. Get hired for the job you want
If you want paid employment, this will involve preparing job-hunting materials (e.g. résumé, cover letter and portfolio), finding job openings and applying for jobs, going on interviews and negotiating salary when you're offered a job.

If you want your own business, you'll need to handle a number of details like choosing a business name, deciding whether to incorporate, obtaining inventory, finding a location, setting your prices, marketing your business and working with customers.

As you can see, there are many steps to getting started in a new career. The good news is that there are also many excellent resources available to help you get started. 

Source: careerbuilder

7 Things to Tell an Interviewer

By Joe Turner,

Many years ago when I hated what I was doing for a living, I was encouraged by my career coach to write down several short stories about times and events in my life where I influenced the outcome. I was stumped at first, but after a few days, I came up with more than 15 pages of stories of times in my life where I influenced the outcome and either grew myself and/or bettered the existence of either myself or others around me.

So what does this have to do with a job interview? If you read other books on job interviews, you'll notice they feed you lists of interview questions and answers to memorize. An interview is not an interrogation, however it's a conversation. To make it that way you need to come armed with a multitude of small stories about both your business and personal lives.

When you go into an interview, you need to leave your nerves at the door. The best way to prepare is to be yourself. The best way to be yourself is to tell your own story (or stories). This is especially great for the competency-based interview being used more today.

In a traditional interview, the interviewer will ask you questions focused on whether you have the skills and knowledge needed to do the job. A competency-based interview goes further by asking you additional questions about your character and personal attributes that can better determine whether you fit their corporate culture. These are called "behavioral competencies." A competency-based interviewer will spend about half the interview on your job skills, and about half on your behavioral competencies. He or she will be looking for evidence of how you have acted in real situations in the past. An employer wants to find out:

• Are you an asset or liability? In other words, will you make money or save money for the company?


• Are you a team player? Will you fit into the corporate hierarchy or be like sand in the gears? Can you take and give (if appropriate) orders?


• Will you fit into the company culture? They don't want prima donnas.

The best way to show these traits is to take the initiative and have several personal stories that you can tell, taking maybe 30 to 90 seconds each. You may want to start by developing your stories around these seven areas:

1. Times where you either made money or saved money for your current or previous company.

2. A crisis in your life or job and how you responded or recovered from it.

3. A time where you functioned as part of a team and what your contribution was.

4. A time in your career or job where you had to overcome stress.

5. A time in your job where you provided successful leadership or a sense of direction.

6. A failure that occurred in your job and how you overcame it.

7. Any seminal events that happened during your career to cause you to change direction and how that worked out for you. I want to emphasize that an interview should not be an interrogation. It should be a conversation between two equals. When you accomplish this you come away a step closer to your goal of landing the job you really want, because... It's the conversation that wins an interview, and it's the conversation that wins the job. To have a conversation, have your stories ready. 

Source: careerbuilder