How to get noticed by recruiters

By Robert Half International

 

Whether you're about to start a new job search, or you're a passive job seeker who likes to keep tabs on potential opportunities, a recruiter can be a valuable ally.

Recruiters can enhance your job search by helping you broaden your network, providing job leads you wouldn't otherwise hear about and offering background on prospective employers. In addition, recruiters are an excellent source of career guidance and information. They can offer interview tips, salary data, résumé advice and other suggestions to help you improve your marketability. And once an employer makes an offer, the recruiter becomes a valuable go-between in helping you and the prospective employer reach a mutually satisfying agreement.

But getting noticed by a recruiter for the right reasons is key. Regardless of the type of relationship you're looking to forge with a recruiter, here are some guidelines that will earn you a place on a recruiter's go-to list:

Work with a specialist. A specialized recruitment company boasts more industry-specific opportunities and contacts than a generalist company. As a result, a specialist company is more likely to excel at helping you accurately assess your marketability and identify openings that are a good match for your skills and preferences.

Trust the recruiter. The time to thoroughly vet your recruiter is before you engage with him. Take your time screening potential recruiters, checking out their reputation and talking through any questions or concerns you might have about how you'll work together.
Once you agree to let someone act as your advocate, step back and trust the person to do so without undue second-guessing. Remember that recruiters have a vested interest in ensuring an all-around good fit, so have faith in their ability and desire to help you find the right situation and reach a satisfying agreement.

Honesty is always the best policy. Recruiters are busy and appreciate candor. If you're unlikely to consider a job change, say so. Don't string the recruiter along just to hear what's going on in the job market.
On the other hand, if you're actively working with a recruiter, make sure the person has all the necessary information to represent you properly. This includes being honest about what you're looking for in a new job and your salary expectations.
Also, if you're trying to set up a job interview on your own through your contacts, mention this. It would be embarrassing for the recruiter to recommend you for a job that you're already pursuing.

Be helpful. If a recruiter unexpectedly contacts you about an opportunity that you're not interested in, consider whether you know someone else who might be. Recruiters love to be referred to good prospects, and the fact that they can say, "Joe Smith said I should get in touch with you" helps break down barriers to new candidates. Furthermore, you never know when something could change with your employment situation. By being polite and helpful, you'll be in a position to enlist the recruiter's help, should you need it in the future.

Spare them the extras. Recruiters appreciate job seekers who are respectful of their time and needs. They know exactly what they're looking for in candidates and how to assess a possible fit with a role, so let them ask questions and answer them concisely. They don't need to hear your life history.
In addition, don't tell them to check out your professional networking profiles, instead of offering a formal résumé. And don't try to friend them on more social-oriented sites such as Facebook. They need to learn about your skills and accomplishments, not your favorite bands or movies.

Stay engaged. Keep in mind that finding the right position doesn't always happen right away. That's why it's essential you remain an active participant in your job search.
Back up the recruiter's efforts by reviewing notifications of new openings from the recruitment firm. You might see a position that interests you that your recruiter has not yet considered. By staying informed about the job market and checking in regularly with your recruiter, you'll demonstrate that you're committed to working together to reach a good outcome.
Although staying in touch is important -- especially returning emails and phone calls promptly -- don't call or email the individual every day. There's a difference between being proactive and being a pest.
Recruiters love an easy sell, and who can blame them? Candidates who do all the right things make the recruiter's job much easier. By observing some of these fundamental rules of interaction, you're more likely to land at the top of a recruiter's dream list.

Do hiring managers consider social-media recommendations?

• By Susan Ricker

Social media have become an integral part of the job search, both for job seekers and hiring managers. It’s now common practice for job seekers to use social-networking websites such as LinkedIn to market themselves and for hiring managers to use these sites to research potential candidates before making contact.

But how influential are these networking sites in the hiring process, particularly the recommendations, endorsements and other social-media tools? Hiring managers, recruiters and employers were asked if they consider social-media recommendations in the hiring process, and their answers may surprise you.

Yes, these sites and tools can offer important insight
Not only are professional-networking sites a great way for hiring managers to get to know more about candidates, but they’re also helpful for learning about their working relationships with others. “Do I care about social-media recommendations? Absolutely,” says Jenson Crawford, senior manager of software engineering at PriceGrabber.com. “I use LinkedIn to see what recommendations a candidate has and who they are from. [The] positives are when their recommendations are from both supervisors and co-workers.”

Crawford says that if the job seeker is applying for a management position, he also looks for recommendations from the people who reported to the candidate. “The negatives are if the recommendations are one-sided — lots of recommendations from co-workers, but none from supervisors. Social-media recommendations are not the only data that I use, but they are an important tool in helping me make an informed decision about a candidate quickly.”

These sites can also be an important screening tool for hiring managers. “As a human-resources leader, I often would have hiring managers check applicants online before committing to interview them,” says Lisa Chenofsky Singer, an executive career management and leadership coach with Chenofsky Singer & Associates. “When they searched candidates and a LinkedIn profile appeared, many have called their mutual connection to see what they thought of the candidate. This is a common practice.”

Somewhat; these sites can give mixed messages about a job seeker
Most hiring managers, recruiters, employers and professionals believe that these sites can be a good supplemental tool in researching candidates but shouldn’t solely be relied upon to make a decision. However, these professional profiles can tell a hiring manager a lot about a candidate in other ways. “I don’t think it is necessary that someone have dozens of recommendations, but if someone doesn’t have any, it could be a red flag,” says Megan Fox, career coach and résumé writer. “Employers may jump to conclusions that the candidate doesn’t build good relationships within the workplace, or perhaps leave jobs on bad terms.”

Recommendations aren’t the only part of your profile employers are looking at either. “My business partner and I hire contractors on a rolling basis, and while we may take a glance at who’s a ‘recommended’ candidate via LinkedIn, it’s not a big deciding factor for us,” says Joan Barrett, owner of The Content Factory, a company that specializes in online marketing, social media and web content. “However, we do look at profiles when hiring, especially when it is for our social-media department.”

Barrett looks for the following things when viewing profiles:
1. Clever, clean and error-free updates.
2. A presence on sites such as LinkedIn, Facebook and Quora.
3. Consistent interaction.
4. Updated profiles.

“I suspect that we will start looking more at LinkedIn recommendations as time goes on,” Barrett continues “It’s a great alternative to calling a list of references and hoping that the person you’re speaking to is actually the candidate’s former boss and not just a former roommate from 2005. What’s also useful is checking out if we have any mutual friends and connections, because we can contact those individuals and ask their opinion of them, if appropriate. That’s beneficial no matter what position we’re hiring for.”

No, these sites can misrepresent a candidate
Some hiring managers and HR professionals don’t necessarily believe that a robust networking page is a good indicator of a job seeker’s capabilities. “I never use recommendations or endorsements from LinkedIn or other social-media sites,” says Cindy Smith, HR manager at Kyriba, a company that offers cloud-based, treasury management solutions. “The reason is because they are typically a reciprocal agreement: ‘I’ll write something nice about you if you write something nice about me.’ For HR professionals, these endorsements carry about as much weight when it comes to endorsing a person as a ‘Like’ on Facebook or a Twitter follower and are often little more than an online popularity contest. I view a personal recommendation from a close colleague or co-worker — who would also be willing to speak in depth about their strengths and weaknesses — as infinitely more credible than a brief social-media recommendation.”

The bottom line? While a personal-networking profile and supplemental tools such as recommendations and endorsements can show the time and effort you’ve put into your career, they won’t replace cover letters, résumés and interviews anytime soon.

What You Need To Do To Impress The Employer

• By glassdoor.com

By Vickie Elmer

Some people want to work for Google more than anything. Others are smitten with 72 and Sunny or Leo Burnett and some are gunning to get a job at Glassdoor or Quora.

Anyone with just two or three employers on their A-list of targets needs a smart strategy to show they're sweet on those companies. Whether you're first connecting around Valentine's Day, Cinco de Mayo or Labor Day, you may woo an employer, hiring manager or recruiter for months or sometimes years. So persistence and professionalism must fit in with inventiveness in your campaign.

Perhaps you will send the hiring manager or recruiter chocolates with a note saying, "I'd really love to work for you just before Valentine's Day." That could get some attention, especially if she's a chocoholic. "But some people might get creeped out" by that, said Laura Laser, an executive recruiter in the advertising world and president of Laser Talent Group in Los Angeles.

Before you start your campaign, check out the person's online profiles and presence to find out as much as you can about her or him. Discover their hobbies and interests and check on Amazon or Goodreads to see if you share an appreciation for particular kinds of books, said Laser.

Her all-time favorite way a client connected with her involves her little dog, Livvy, who sometimes comes to work and shows up on her profile photo. She was in the middle of a Skype interview with a creative director / job candidate when the pooch decided to join in. Livvy jumped into her lap and the job seeker used Skype to take a photo of them. Then he painted the dog's picture and sent it to the recruiter.

"It was just amazing that he did that," Laser said. "How could I not love that guy?" She's told other recruiters about him and shares the story regularly as an example of the "thoughtful extra things" that can really create a bond or make you stand out.

Even if you couldn't paint a wall, you still can show your targeted recruiters and managers that you're sweet on them. Here's six ways:

1. Be a standout. Use humor or say something clever in your email subject line -- or both. Recruiters receive a lot of email each day. Laser remembered one that was funny and "real' starting with the subject: "Recruiting you to recruit me." The person mentioned that he had trekked through Peru and ended the note with, "If you like what you see, please contact me and we can talk more. If you don't like what you see, contact me and we can talk more."

2. Get introduced by someone. "Ask a mutual connection to make a recommendation on your behalf," she suggests.

3. Retweet their best. Follow the recruiter, hiring manager and the company on Twitter. Then, find something worthwhile to retweet occasionally, in hopes that that will lead them to your profile. (Make sure your online profile conveys your professionalism and brand, and while you're at it, check your Facebook page so it's squeaky clean.)

4. Share relevant ideas. This can work well if the company targeted has some widely known growth plans or a problem it is grappling with. You will need to invest some time and analysis to offer something of value, and then present it succinctly, perhaps via a SlideShare or PowerPoint, Laser said.

5. Bring them coffee and cookies. This works well at career fairs or corporate events, where a recruiter may be stuck in a chair all day long. Just learn ahead of time whether they're vegan or dieting; this often can be discerned by their Facebook or MeetUps.

6. Persist politely. It may take three or more emails, notes and connections before they recognize your name and your value. Your dedication to the company and to regular connections could be part of what shows your appreciation and your talent.

Make sure you don't cross over into annoying or ridiculous. Nor do you want to come off as a stalker by showing up at the school play where the recruiter's children are performing -- unless of course, your niece is also in the cast.

How To Dress For Success In Your Next Interview

• By glassdoor.com  

By Vickie Elmer


"Clothes make the man. Naked people have little or no influence on society." -- Mark Twain

Mark Twain forgot to mention accessories, from glasses to belt and even your coat, can make you appear to be a winner, a leader, a standout -- or else someone who's stuck in decades old items. Your suit may seem fine to you, but the HR manager across from you is wondering why you are wearing something so outdated or ill-fitting.

And while professionalism is crucial for job interviews and networking events, it does not mean boring. "Show a little personality. It's about having you come alive," said Jayne Mattson, senior vice president of Keystone Associates, who helps people explore career options and transitions.

If you're unsure which pieces work for you and convey professionalism, ask a friend to shop with you -- and choose one who has a good eye and a professional job. Or, head to Nordstrom or a fashion blog or magazine to see what suits your personality and the industry in which you want to work, Mattson said. Or, create a list of items that will dress up and update your job hunt in 2013 and send it out to Aunt Helen or your brothers right away.

Here's some more advice on how to dress for success, whether you're headed to a job interview or an important networking event:


1. Go Fashionable.
"We're in more of a fashionista period," said Mattson, who is proud of her fashionable taste. So you don't want your jewelry or your shoes to shout "purchased in 1999." More chunky jewelry looks stylish, so it's great to choose a bigger earring or necklace. Watches are in vogue again, so wearing one with a smidgen of sparkle is fine. Just don't go too far on the jewelry or watch; in an interview, you want the focus to be on you and what you're saying, not how amazing or unusual your accessories are, she said.

2. Add Color.
"Color in your wardrobe is one way for you to stand out," said Mattson. She recalled a recent Keystone event, where most of the 100 people in the audience were job seekers. "I saw all dark colors," blacks and grays, with no one showing the verve of a red or blue shirt or blouse. A splash of color would have made the wearer much more visible.


3. Go for New Glasses.
Since they sit right on your face, the right frames can make you seem clever and contemporary -- or the opposite. If yours are outdated, replace them, and this goes for men as well as women, she said.

4. Pick a Pen.
"Buy your interview or your job seeker pen," the Keystone executive suggests. That way during the interview, when you jot down some notes, you won't be brandishing a chewed up Bic or worse, writing with one that promotes whirlpool spas. It doesn't have to be silver plated or super expensive, but it should look and feel good.


5. Add a Belt or a Broach.
Maybe you will choose a vintage piece of jewelry, or a bold colored portfolio to show off your work, suggests Margaret Lilly, owner of Lilly's Closet, a Washington, D.C. personal stylist. Allow the accessories to "play with color" and add a bit of style to a classic tweed or black suit. But in my Washington Post article she also warned: "Definitely less is more," so don't add too much.

6. Consider the Coat.
This is an important piece in cool or cold-weather regions, at chamber mixers and networking events, where you may meet several people walking in or waiting in line for the parking valet. Mattson tells of one client who liked to wear an old wrinkled raincoat, what she thought of as his "Columbo coat" after the television detective. Finally she told him: "Get rid of it; it ages you by years."


You don't have to buy your accessories at a high-priced boutique or wear designer lapel shirts and ties. But you do want to look polished, professional and smart. And, as Mattson and other say: Avoid anything that says "I'm outdated."

8 Things NOT to Do to Make a Good Impression at Work

Avoid these behaviors if you want to get ahead

• By Miriam Salpeter
  

Getty Images

Don't underestimate the importance of a first impression. You want to start off on the right foot so your colleagues will like and respect you. So, what shouldn't you do at work?

1. Don't emulate your worst-dressed colleague

Just because you saw someone in accounting wearing flip-flops, doesn't mean you should dress like you're going to the beach. Many organizations encourage comfortable attire, but be careful not to be too quick to try to win the "worst dressed" team member award.

2. Don't give off a "don't talk to me" vibe

Maybe you don't really like people, but if you don't want to be considered a problem employee, you need to appear approachable. If you walk around with a sour expression, arms crossed in front of you and fail to make eye contact with your colleagues, it may just mean you're having a bad day or you're very shy. However, you'll quickly earn a negative reputation that will be difficult to overcome. Smile, even if you don't feel like it or if you are having a bad day.

3. Don't be a slob

At home, if you want to challenge yourself to see how high your piles of junk can get before toppling over, that's up to you. At work, especially in shared work spaces, it's important to maintain a neat workspace. If you appear sloppy, people may assume you aren't organized and can't handle important responsibilities and you'll find yourself in a dead-end job.

4. Don't be a bully

Maybe you were one of the "cool kids" and have a tendency to make fun of people, either to their faces or behind their backs. In the workplace, that can be considered bullying, and can be grounds for being fired in some cases. Regardless of the laws in your state or expectations at your workplace, you aren't likely to win many friends when people worry they may be your next target.

5. Don't spill your guts

Do you tend to overshare? At work, it's best to keep yourself in check and find other people to tell the long, drawn out story of your bad breakup, sex life or wild, partying ways. Keep conversations friendly and professional and keep your personal drama to yourself.

6. Don't talk about how busy or tired you are

No one cares how busy you are. Everyone is busy, and your job is to get the work done. If you are exceptionally overwhelmed, it's a good idea to have a conversation with your boss and to ask for some help, but most of your colleagues will quickly tire of hearing about how busy and overwhelmed you are at work.

7. Do not spend your day on personal calls, texting or posting to social media

When you're at work, phone calls should be work related. At most offices, it's acceptable to have some personal interactions on the phone, but if your friend/child/mother calls you five times a day, it's up to you to table those calls to after hours. The same goes for texting and updating personal social media sites.

8. Don't be the first one to leave

Everyone will judge your work ethic based on when you run for the exit. Do not close up shop at the earliest opportunity if you want to make a good impression. "Face time" is more important at some companies than others, but if you work in an office, make sure you're doing everything you can to help out and to be available to help others before you bolt for the door.

Happiness in the workplace: Enjoyed by few but achievable for all

• By Guest Contributor

7 

By Kaitlin Louie, writer and editor for CareerColleges.com and CityTownInfo.com

 

Whether we realize it or not, happiness is one of the ultimate goals of everything we do. Many of our daily decisions are steps toward what we believe will bring us joy. Given the importance we place on achieving happiness throughout our lives, it comes as no surprise that workplace contentment is a topic of strong public interest and discussion. Books have been written on the subject, and there are numerous studies and articles that attempt to explain what it takes to find true and lasting professional happiness.

This question is a worthwhile one, from both a personal perspective and an economic standpoint. According to The Wall Street Journal, which partnered with the iOpener Institute for People and Performance to survey its readers, happy workers perform substantially better than their unhappy counterparts, showing 36 percent more motivation and 31 percent more success in achieving their goals. Happy employees also contribute significantly to a positive work environment, assisting their co-workers 33 percent more often and discussing factors affecting performance 46 percent more, indicating their investment in their companies’ success.

Happiness is a key element of innovation within companies, wrote The Washington Post, citing the findings of a November 2011 research paper by evoREG, an academic institution funded by the European Union. EvoREG found that innovation and happiness build upon each other in the workplace: The happier a professional team is, the more innovative they tend to be, and innovation subsequently drives more employee satisfaction and societal benefit.

The importance of happiness in workplace productivity and innovation makes the findings of Gallup’s 2010-2012 “State of the American Workplace” report especially concerning. According to the report, 70 percent of American workers are disengaged from their jobs and company and are thus not fulfilling their full professional potential. Within this 70 percent of disengaged workers, 52 percent are “not engaged,” meaning that they put in time but no emotional investment or strong effort into their work. The remaining 18 percent of disengaged workers are “actively disengaged,” meaning that they work against the interests of their company, potentially driving clients away or discouraging their fellow employees.

The remaining 30 percent of workers in the Gallup survey were “engaged” workers who felt a deep connection and sense of commitment to their company and who were dedicated to their work projects and their team. According to Gallup, this small but significant percentage of American employees is the largest number of engaged workers since the research institution began its worker engagement surveys back in 2000.

The difference between an engaged and a disengaged workforce can amount to hundreds of billions of dollars, Gallup discovered. The research center found that actively disengaged workers cost the U.S. between $450 billion and $550 billion annually in lost productivity.

The crucial role that happiness has in the workplace, coupled with the fact that the vast majority of workers in America are unhappy and disengaged, leads to the conclusion that employers and employees must work together to find a solution. “The general consciousness about the importance of employee engagement seems to have increased in the past decade,” commented Gallup’s Chief Scientist of Workplace Management and Well-Being Jim Harter. “But there is a gap between knowing about engagement and doing something about it in most American workplaces.”

Improving employee morale
How can employers improve their employees’ motivation? The answer is complex. One key factor, however, is helping employees develop a sense of communal purpose. Doug Claffey, CEO of WorkplaceDynamics, wrote in The Cincinnati News that the happiest and most motivated employees have a sense of camaraderie, not only with their immediate colleagues, but also with their company as a whole. As a result, employers wishing to inspire their workers should work to ensure that employees answer yes to the following questions:

• Do we believe our work to be meaningful?
• Are we excited about the future of our company?
• Are we collectively committed to a job well done?

Nonmonetary recognition is also important for employee motivation, according to a 2013 survey by Make Their Day in partnership with Badgeville. The survey of 1,200 workers revealed that 71 percent of employees found the most meaningful and motivating recognition they ever received to be nonmonetary, in the form of appreciative words from managers, supervisors or a team. Other factors that motivate workers to remain dedicated to their work include opportunities for growth and a fun and welcoming work environment.

Employees are responsible for their happiness, too
Employees are also responsible for workplace happiness and productivity. In a Forbes article, Rao expressed his belief that the primary obstacle to workers’ happiness is their feeling of disempowerment, of being unable to shape their professional course. Rao asserts that this belief is false, and that the sooner we realize this fact, the sooner we can cultivate happiness and success. Some of his key recommendations to leading a happier and more self-empowered life include:

• Relinquishing the “if/then” model: The belief that “If I only obtained a promotion/better job/higher salary, then I would be happy” places your happiness in the hands of external circumstances beyond your control, Rao says. A more satisfying approach would be to invest in and get excited about what is within your control, namely your personal commitment to your work and your professional relationships.
• Setting goals with a broader perspective in mind: Rao recommends that people shift from “personal ambition” to “greater vision” ambition. He provides an example of both types of ambition in Forbes. “Personal ambition is ‘I want to be CEO,’” he says. “Greater vision ambition is, ‘I want to lead this company so that people want to work here … I have a grand vision and will try my best to make it work.’”
• Reframing your daily thoughts to be more positive: Rao uses the common saying, “If life gives you a lemon, make lemonade” to illustrate his point that people should look carefully at that lemon and ask themselves, “Is it really that bad, or is the lemon itself a positive thing?”
• Create others-centric ambitions: Structuring your goals, not around personal gain, but around positively impacting others’ lives, is one of the most important elements in creating a fulfilling and happy life, Rao says.

5 tough questions to ask before a career change

Robert Half International
 

When you're dissatisfied with your professional life, a wholesale career change can seem alluring. In one swift move, you can transform not just what you do but also where, with whom, how and even why you do it.

Of course, making the leap also carries some major risks. Getting started in a new field often means taking a cut not just in pay but also in security and prestige -- at least for a while. Moves of this type also often require additional training or education.

Here are five questions to help you determine whether a career change is right for you.

1. What do you dislike about your current work?
If you can't quite put your finger on what's troubling you, you may soon find yourself in the same situation after you've made your move and the new-career smell has worn off.

When you imagine a career change, is the most attractive part the idea of escaping from your current manager, co-workers or projects? Many problems that seem intrinsic to the kind of work you do are actually rooted in the particulars of your current position or employer. Those elements are much easier to change than your overall career direction.

2. What are the best parts of your current position?
It's easy to let your dissatisfaction with some parts of your professional life obscure its pluses. Take a moment to consider the greenest patches of grass on your side of the fence. That could include generous compensation, meaningful work or the admiration of your colleagues. Think about which of these factors you might lose in the leap to a new career and how much you might miss them.

3. How familiar are you with your target field?
Reading about the field you're considering can be invaluable. But talking to people who work in it every day will give you a much more realistic picture of its challenges and satisfactions. For example, these individuals can alert you to any glamorous but misleading notions you may have about the new field.

Use your professional and social networks to identify people who work in your target field. Arrange informational interviews or offer to buy them lunch in exchange for picking their brains.

4. Are you passionate about the new field?
As with a career shift motivated purely by money, one inspired only by an "anywhere but here" urge isn't likely to yield lasting satisfaction. A strong personal connection to the new work can make the transition easier. Without such commitment, you might find yourself missing the comforts of the position you left behind.

5. How portable are your skills?
The fresher a new field seems to you, the less applicable your existing skills may be. Talk to your contacts in the target field about how well your abilities and experience might translate. If these people don't see many convincing connections, chances are employers won't, either.

If your answers to these questions point you toward making the leap, go for it. There's no guarantee you'll love your new career, but you have good reason to believe it's a risk worth taking. Even if the new path isn't a smooth one, it will likely take you closer to a more fulfilling work life.

Keep in mind that your move doesn't have to be an abrupt one. Consider ways you can make the transition gradually, such as taking on temporary assignments to build your experience in a new area or undergoing training for your targeted field while you continue working part time in your current one. Such measures may take some of the thrill out of the leap, but they'll also make for a much softer landing.

3-Month Course Yields 5-Figure Job

App Academy requires 80 to 100 hours per week, but promises payoff

• By Erik Sherman

Programming is a hot career path to well-paying jobs. Unless, of course, you don't know how to program. But such people as Rose Auravide and Tyler Benjamin have found that, with a lot of effort and an intensive course called App Academy, they were able to learn to write code in three months and land jobs in the high five-figures -- guaranteed.

Specifically, 24-year-old Auravide traded a $12 an hour part-time job with no benefits for a position in Web programming with customer service software vendor Zendesk in San Francisco at $70,000 a year and full benefits. Benjamin, who's 23, gave up delivering Domino's pizzas for about $25,000 a year (after car repairs and gas) and now makes $80,000 at Lovely, an online apartment rental marketplace.

App Academy is an example of a new area in professional education: intensive courses in areas of business that once required a college degree. Dev Bootcamp is another type of immersive programming course, with a 9-week training in programming. General Assembly has a broader variety of courses, including mobile app development, data analysis, product design, and digital marketing. What makes App Academy unusual is that other than a $3,000 deposit, students don't have to pay until after they finish the course and get a job.

Sound like a fast track to Easy Street? Not in the least. According to the school, the course requires between 80 and 100 hours a week, which can be grueling. Also, between 10 and 15 percent of the participants drop out during the "intense" experience. A person named Ben who was blogging about his experience at App Academy ultimately left after the fifth week. He suggested to others that they find a way to live near the course so they didn't lose too much time in commuting, recognize whether they could think clearly on short amounts of sleep, and understand that the intense exposure to using a particular programming language isn't for everyone.

In other words, going through the experience just to make more money might not be enough to sustain you. Although the increase in pay was significant, it wasn't the real motivating factor for Auravide. "It was probably a couple of years ago that someone showed me how to write some Java," she said in an interview with AOL Jobs. "I was enthralled by it; I knew that was what I wanted to do."

Benjamin had graduated with a degree in psychology and found that while his education was good, it wasn't "marketable." A contract job doing research paid the bills, but little else. When that ended, he wound up at Domino's -- literally a financial step up -- until a friend posted on Facebook a Wired article about App Academy.

Not that personal finances play no part in applying. According to App Academy co-founder Kush Patel, almost three-quarters of their students are unemployed when they come to the courses. The rest come from average salaries of $30,000 to $40,000 a year.

"What sets us apart from traditional for-profit education is the tuition model," says Patel. Students put down a $3,000 non-refundable deposit (although App Academy has waived it at times). After the course, which can take place in either San Francisco or New York City, App Academy has to place a student in a job that pays at least $60,000 a year. Patel claims that average salary for graduates is between $95,000 and $100,000 in San Francisco and $80,000 and $90,000 in New York.

App Academy gets 18 percent of a student's first year's gross salary, less the initial $3,000, to be paid off over six months. That works out to more than a third of the salary over the half year. But that can work out financially. Even paying 36 percent of their salary over six months leaves average students with significantly more income than they typically had before.

"I had saved up enough delivering pizzas to pay the up-front deposit as well as my living expenses while I was in San Francisco," said Benjamin, who only had to pay 15 percent of his first year's salary. (The amount jumped to 18 percent after he graduated and got a job.) "It's a small percentage of your salary and it's not like you'll need all of what you'll be making afterwards. Finding a cheap place to live in San Francisco is harder than paying."

Getting in was no snap. App Academy only takes 5 percent of applicants because they have to show themselves capable of learning the concepts in a social environment (students pair off to do work) in a very short time. "It was kind of high pressure," Auravide said, with tests and interviews. And then the course itself was "grueling and amazingly difficult" with many 12-hour days and work through the weekends, "but equally fun."

"It sounded too good to be true, but turned out to be even better than I expected," Benjamin said.

The power of introverts in the workplace

• By Guest Contributor

By Kaitlin Louie, writer and editor for CareerColleges.com and CityTownInfo.com

The thought of networking parties makes us cringe. Instead of a Friday night on the town, we prefer curling up in a chair and reading a book or watching a film. In work meetings we rarely speak up, but when we do, it’s after we’ve thought our entire contribution through. We are introverts, and for the longest time we have been encouraged to change our secluded nature, lest we flounder in the working world. In order to be visible, earn promotions and gain credibility in corporate America, selling yourself is invaluable — or so we’ve been told. Recent studies have cast new light on the value of an introverted disposition in the workplace.

In her recent book, “Quiet: The Power of Introverts,” former lawyer and self-professed introvert Susan Cain explains how introverts, while initially less impressive to hiring managers than extroverts, often perform better in the workplace. “We live with a value system that I call the Extrovert ideal — the omnipresent belief that the ideal self is gregarious, alpha, and comfortable in the spotlight,” Cain says in the excerpt of her book that is available on her website. “But we make a grave mistake to embrace the Extrovert Ideal so unthinkingly. Some of our greatest ideas, art, and inventions — from the theory of evolution to van Gogh’s sunflowers to the personal computer — came from quiet and cerebral people who knew how to tune in to their inner worlds and the treasures to be found there.”

“Quiet: The Power of Introverts” is not the only publication that advocates for increased appreciation of introverts in the workplace. In their study entitled “The Downfall of Introverts and the Rise of Neurotics,” Corinne Bendersky of UCLA’s Anderson School of Management and Neha Parikh Shah of Rutgers University studied the dynamics within study groups composed of MBA students. They found that, contrary to popular belief, work ethic and delivery on responsibilities took precedence over gregariousness when it came to an individual’s status in a group.

“Rather than a calculation of people’s status-valued attributes creating a stable hierarchy, we demonstrate that status allocation processes unfold more fluidly as peers revise their noisy initial expectations based on actual task experiences,” they wrote in their report, published in the Academy of Management Journal in April. In other words, their findings indicate that first impressions in the workplace might not have as powerful an effect long term as people think, because ultimately it is one’s actual contributions that determine one’s value in the eyes of one’s teammates.

According to Forbes’ explanation of the study, Bendersky and Shah classified the personalities of 229 MBA students as extroverted or neurotic based on their responses to a personality survey. They then placed these students into five-person study groups that would work together throughout the academic quarter. All students were subsequently asked to rate their teammates on how much they expected their peers to contribute to the group. Initial ratings showed that the more extroverted students garnered significantly higher status scores than did their neurotic peers.

Interestingly, as the academic quarter progressed, these ratings reversed themselves. Bendersky and Shah found that overall, the extroverts in the groups did not meet the expectations set for them by their teammates, and as a result, they lost status. Meanwhile, the neurotics within the study groups surpassed their peers’ initial expectations and contributed to their study group such that their status increased over time.

“Extroverts disappoint us over time when they’re part of a team,” Bendersky told USA Today, “On a team you’re expected to work hard and contribute a lot. But they’re often poor listeners, and they don’t collaborate.” In contrast, neurotics, by not selling themselves yet working consistently hard to contribute to their team, exceed expectations and earn the regard of their peers.

It should be noted that neurotics are distinct from introverts — while neuroticism refers to over-anxiousness, guilt and moodiness, introversion simply means that one derives more energy from being alone and often turns inward to reflect on life situations or creative projects. Yet Bendersky and Shah’s findings are relevant to , because neurotics and introverts share key attributes: neither enjoys being in the spotlight, and oftentimes they are not adept at selling themselves or arguing their points in large groups.

Anecdotal evidence also exists in favor of incorporating more introverts into the workplace. In NPR’s story, “The Quiet Strength of Introverts in the Workplace,” host John Donvan and journalist Anita Bruzzese heard from numerous callers who explained their experiences as introverts in the professional world. One introverted caller explained how her nurse manager colleagues appreciated her detail-oriented and focused nature, while another caller described how one of his extroverted co-worker’s attempts to sell herself actually backfired by making her seem self-centered.

One key point to keep in mind is that these studies are not placing extroverts and introverts in a kind of hierarchy or claiming one to be better than the other. In fact, they are an indication that both types of individuals have much to learn from each other: While extroverts could benefit from being more collaborative and contributing more to team goals, introverts may find more advancement opportunities if they learn how to advocate more strongly for their ideas and personal qualifications. Anita Bruzzese, who wrote a piece on the value of introverts for USA Today, told NPR, “Research will show, again and again, that the best workforces are diverse workforces. That means you need extroverts and introverts. You rely on their individual strengths to make a company successful.”

Management experts Amy Jen Su and Muriel Maignan Wilkins, authors of “Own the Room: Discover Your Signature Voice to Master Your Leadership Presence,” agree with Bruzzese’s conclusions. In their book, they emphasize the importance of nurturing introverts’ and extroverts’ strengths, while encouraging both types of people to step out of their comfort zone and develop professionally. In an interview with USA Today, Su explained that introverts within teams “often have an approachable demeanor, which can make them exceptional mentors to more junior staff or particularly good sounding boards when you interact with them in one-on-one situations.” And while extroverts can be great at leading a group or initiating exciting projects, Wilkins explains that teaching extroverts how to listen better and be more attentive to their teammates’ needs will ultimately help them be more productive.

“Those who get out of auto-pilot recognize that their natural style is a strength and that adding a few more communication strategies in their repertoire won’t change who they are,” Wilkins explained to USA Today. “It will simply broaden their impact and get to the results they desire.”

Who's Hiring Where in Q4?

IT, financial services and manufacturing lead the way

• By CareerBuilder  

Getty Images

By Susan Ricker

In a booming economy, finding a new job can be pretty easy. In a recovering economy, however, you may feel more like a detective than a job seeker, spending most of your time searching for jobs, researching companies and investigating new opportunities.

In the last quarter of 2013, expect to continue using your detective skills as the hiring forecast predicts relatively steady hiring rates.

​"Consistent hiring has been the theme throughout this jobs recovery," says Matt Ferguson, CEO of CareerBuilder. "Economic concerns are still looming. Some headlines in the news need to play themselves out before employers fully mobilize to create a more active job market. Companies will continue to produce an even stream of new jobs in the fourth quarter as they assess their positioning and prospects for the coming year."

While you may have to spend more time investigating in Q4, a recent CareerBuilder survey* of more than 2,000 hiring managers and human resource professionals across industries and company sizes nationwide found clues that will point you in the right direction of who's hiring and where.

Several industries are outperforming the national hiring rate
A closer look at hiring plans in the last quarter of 2013 shows the strong points of the economy. First, the overall hiring rate will remain stable, with one in four employers planning to add full-time, permanent headcount in the fourth quarter. This rate is very similar to last year, with 26 percent in Q4 2012.

However, several industries are expected to outpace the national average for companies hiring, including information technology (36 percent), financial services (32 percent) and manufacturing (30 percent).

Hiring among large health care organizations (those with 50 employees or more) is expected to mirror the national average, though that number may change as the Affordable Care Act takes effect and additional health care workers are needed.

The remaining organizations surveyed are either at full headcount or may need to reduce: 9 percent expect to downsize staffs, the same as last year. Sixty-one percent anticipate no change and 5 percent are undecided.

Despite the sluggish hiring numbers, there will still be a large number of employment opportunities in Q4. Thirty-two percent of employers plan to hire temporary or contract workers in the fourth quarter, similar to 33 percent last year. Those opportunities may very well turn into permanent employment by the New Year. Twenty-two percent report that they will transition some temporary or contract staff into permanent employees before the end of the year.

Opportunities will vary by size and location of company
Not only is it important to understand the industries that are hiring, but it's just as essential to know what kinds of companies are hiring and where those jobs are. Although small businesses continue to trail large organizations in the percentage of employers hiring, recruitment activity among companies of all sizes will remain relatively steady over the next three months.

• 50 or fewer employees -- 15 percent plan to add full-time, permanent staff in Q4 compared to 16 percent last year; 8 percent expect to reduce headcount compared to 7 percent last year.
• 250 or fewer employees -- 18 percent plan to add full-time, permanent staff in Q4 compared to 20 percent last year; 9 percent expect to reduce headcount compared to 8 percent last year.
• 500 or fewer employees -- 20 percent plan to add full-time, permanent staff in Q4 compared to 21 percent last year; 9 percent expect to reduce headcount compared to 8 percent last year.
• More than 500 employees -- 32 percent plan to add full-time, permanent staff in Q4 compared to 34 percent last year; 11 percent expect to reduce headcount compared to 9 percent last year.

Similar to previous surveys, the West remains the most optimistic in terms of hiring plans. The South saw the largest year-over-year decrease (four percentage points) in the number of employers expecting to recruit new talent in Q4 but is still slightly ahead of the Northeast and Midwest.

• West -- 29 percent plan to add full-time, permanent staff in Q4 compared to 31 percent last year; 9 percent expect to reduce headcount compared to 7 percent last year.
• South -- 24 percent plan to add full-time, permanent staff in Q4 compared to 28 percent last year; 9 percent expect to reduce headcount compared to 8 percent last year.
• Northeast -- 23 percent plan to add full-time, permanent staff in Q4 compared to 24 percent last year; those reducing headcount remained at 10 percent.
• Midwest -- 23 percent plan to add full-time, permanent staff in Q4, the same as last year; 11 percent expect to reduce headcount compared to 10 percent last year.

9 Ways To Conference Call Like A Pro

Your week will be so much easier to get through.

• By CareerBuilder
  

Tetra Images via Getty Images

By Tony Valdivieso

Conference calls don't have to stink. It's as simple as that.

Sure, you may still cringe when they're mentioned during meetings, in emails or at the end of other conference calls. They'll still irk you when they take up an hour or more on a busy afternoon. But you can learn to make them more manageable and even valuable, by following some simple conference call rules.

Here are nine etiquette tips that will save your next conference call:

1. Scout your location.
Don't be the person taking conference calls from your desk. Nobody likes that person. Also, silence your cell phone before the call begins, and do what you can to control "background noise that could interfere with the call," says Boston-based human resources executive Nancy Thomson. "You want to convey the impression that you take the call seriously and that the listeners have your full attention."

2. Be professional.
It's still a meeting, and you're still trying to move a project forward or accomplish a business goal. Don't start out looking at it as a waste of time. "You can learn something on every conference call," says Mark Stevens, CEO of MSCO, a global marketing and consulting firm. "The most boring conference call I've ever been on, I can learn something from if I wanted to and I can communicate something if I wanted to."

3. Don't play catch up.
If you want everyone else to pay attention, you'll need to do the same thing. This means no using the call to catch up on work or respond to emails. "Your attention will turn to the email and away from the call," Thomson says. If you can't fight the temptation, Thomson recommends closing your email. "If documents need to go back and forth, it is easy eno

ugh to open it back up."

4. Treat people (you can't see) the way you'd like to be treated.
Yes, it may be tempting to roll your eyes at a co-worker in response to something said on the other end of the line, but you'd never do that in a face-to-face meeting. Conference calls shouldn't be any different. "These days nothing really goes unnoticed," says career consultant Jennifer Chandler. "By envisioning people can see you, you are less likely to engage in bad behavior."

5. Time still matters.
The old adage still applies: If you're early, you're on time; if you're on time, you're late. If you've got a few extra minutes before the call begins, use the extra time to prep your team or have a pre-discussion addressing what you'd like everyone to cover during the call.

6. Don't dine and discuss.
"If [you] set aside time to make a presentation, if it's important enough to take people's time to make the presentation, then you shouldn't be eating lunch," Stevens says. "You should be paying attention, looking for questions to ask, looking for reasons to object, looking for ideas to insert."

7. Mute responsibly.
While normal etiquette may involve heavy use of your mute button, just know that it's not for every call. "Muting so that you can talk to someone offline for long periods, do something else or generally zone out is rude and not a particularly good idea professionally. You never know when you'll be asked a question," says James Gasteen, CEO of Precursive, a resource management software company. "But in general, using mute when you're not contributing is a courteous thing to do, as it reduces background noise on the call."

8. Don't be a call hog.
"The worst kinds of calls are those that are dominated by one overbearing individual who speaks without pausing. Here, you'll need to be more assertive, politely but firmly asking if you can make a point," Gasteen recommends. "Then it's just a case of making your point confidently and succinctly."

Make sure you recognize there are other people on the call. If you're driving the conversation a little too much, take time to solicit responses. In all likelihood, people have ideas or feedback they'd love to discuss.

9. End the meeting when it's over.
Sometimes conference calls can drag on and easily go over their allotted time. To avoid this, don't be afraid to wrap up a call by saying, "I think we're done here." It's just the respectful thing to do, Stevens says. "Someone might say, 'hold up' and ask a few more questions or clarify something. Or you might just break there and save a lot of time."

Countdown To Shutdown: One Federal Worker's Story

Commerce Department manager describes the mood

• By Laurie Petersen

Getty Images

With one eye glued to C-SPAN for updates on their status, federal government workers are feverishly preparing the final work steps a total shutdown requires.

There's plenty to do before what appears will be the first full government shutdown since 1996.

AOL Jobs spoke with a senior manager in the Department of Commerce, who shared what's happening in the world of the "non-essential" employee on condition no names be used as it's bad enough being furloughed. She wouldn't want to be fired.

First off, the government has changed the language. Now it's "excepted and non-excepted" as opposed to the apparently more offensive "essential and non-essential."

The department held a meeting last Thursday and that's where people learned their status. Basically if you're essential for life and liberty, you're on. So that's VA hospitals, people dealing with roads and bridges, federal prison workers.

This worker's entire department was not excepted and told to watch the news because once the government shuts down they are immediately forbidden from using any government-issued Blackberries or web portals to communicate.

"Most people I know live paycheck to paycheck. We don't know if we'll get paid for the time or not. Our pay raises got frozen two years ago. A lot of people in the government were furloughed over the summer. Government workers have already been taking a hit with frozen pay grades and furloughs.

"Obamacare is the law. Why are we taking the hit?"

Ironically, the workers who face furlough are also scrambling to handle the many requirements involved with possible shutdown.

Already, airfares, hotel rooms and other travel expenses have been incurred. So cancellations are being made.

"From what I understand," she added, "it's an IT mess. You have to allow some people to get paid and stop payment to others. It's a real IT challenge. Some employees are 'excepted.' Their paychecks continue to accrue. But they don't get paid either. They get an IOU."

Personally, says this Commerce employee, "I feel that they knew this was coming and it's just a partisan game where the Republicans are arguing they want to not shut the government down and then they're filibustering to avoid a vote."

Oh, and the work of Congress is "excepted," once they get to work, that is.

"The Democrats are saying they don't want to shut it down, but they didn't go to work on Sunday, then they're not coming to work until 2 p.m. today. It's very frustrating."

Blast emails are being prepared offering more guidance for people on Tuesday. Which systems will be shut off? Which will still be operational?

"I 100% blame the Republicans who are making a game out of the federal budget. They want to blame Barack Obama. And using Obamacare, the Affordable Care Act, as a hostage to try to hold up the budget is outrageous. It really is," she says.

"I don't have money to pay my mortgage if I don't get paid."

What Would Happen If The Government Shuts Down?

And who would be affected?

• By Reuters  

Getty Images

A partial shutdown of the U.S. government will begin at midnight on Monday if Republicans and Democrats fail to agree on a funding bill.

In a government shutdown, spending for essential functions related to national security or public safety would continue along with benefit programs such as Medicare health insurance and Social Security retirement benefits for seniors.

But civilian federal employees -- from people who process forms and handle regulatory matters to workers at national parks and museums -- would be furloughed.

The last government shutdown ran from December 16, 1995, to January 6, 1996, putting about 800,000 federal workers on furlough.

Here is a roundup of the expected impact of a shutdown.

Federal Workers

Photo: NASA Johnson Space Center control room in Houston, Texas.
Up to 1 million U.S. federal workers could face furloughs without pay beginning on Oct 1.
Most federal agency workers would be furloughed, but a small number of "excepted" employees must continue to work. These include security workers such as air traffic controllers and prison guards. Congressional staffers could work if requested by the lawmaker or committee that employs them.
Congress has previously paid federal workers for their furlough days.
Federal workers could face penalties if they tried to do any work during the furlough.


 Read more. What Would Happen If The Government Shuts Down?

4 Ways To Get More From LinkedIn

Create a bigger digital footprint

• By Miriam Salpeter  

 

You know you should be using LinkedIn to create your digital footprint – what people know about you online. You signed up and created a profile, but opportunities are not flooding in. Are you making mistakes on LinkedIn or missing something important? Here are four things you can do to use LinkedIn more effectively.

1. Jazz Up a Boring Headline

The headline appears directly under your name in LinkedIn and shows up whenever your profile comes up in search. Does it say something that will make someone want to click through to learn more about you? If it is a job title, it's not likely to be very compelling. Consider your headline an opportunity to pitch your unique value proposition – what is special about you – to anyone who comes across your profile. Include keywords that people will use when they search for someone like you as well as a promise of something you will do for them. For example: Leadership Development Management Consultant: Build effective work culture and accelerate employee performance.

Be sure you choose words for your headline that people will type into the search bar when they are looking for someone like you. When you incorporate a promise or a pitch, you'll be a step ahead of the competition.

2. Connect with Alumni

LinkedIn's most successful users engage and interact with colleagues and mine new contacts. One great tool is under the "Network" tab: Find Alumni. Click through and you'll be able to find information about alumni of your schools. You can see "where they work," "what they do" and "where they live." It's a great opportunity to easily find and connect with people who share your alma mater.

3. See Who's Viewed Your Profile

Under the "Profile" tab, scroll to "Who's Viewed Your Profile." Even with a free account, you can see the last several people who clicked through to your profile. If they allow you to identify them (some people are anonymous), you can ask them to connect with you or reach out to offer to network with them. Keep an eye on this tab and you may wind up connecting with someone who can make a big difference in your career.

4. Choose Your Groups

Maybe you joined some groups, but you aren't actively involved. Or, perhaps you're trying to decide which groups to join so you can be more productive? Did you know you can learn about groups before you join them, or check out some stats to decide if you should be active? Click into the group you want to investigate. Then, select the I (it's on the right side of the toolbar in the Group). You'll see another toolbar pop up below with information about the group, including "Group Statistics." You can learn what type of people are members, where they live and how active the group is based on discussions and jobs posted.

Once you pick the right groups for you and prioritize the ones best suited to your needs, you'll want to be active and post discussions and updates in your favorite groups. Also, be sure to request notifications from groups so you're aware when someone posted something you'll want to see and be able to respond.

Keep in mind...

Once you have a firm handle on how to use LinkedIn, don't miss the opportunity to use other social media tools -- including Twitter and Google+ to land a job.

10 New (And Legal) Ways Your Employer Is Spying On You

The right to privacy is fast vanishing.

• By Donna Ballman 

Getty Images

Just when I think I've heard every extreme story about employer spying, I hear a new one that curls my hair. For instance, a company recently turned in a former employee to the local police for making "suspicious" Google searches on the company computer. One employer installed a tracking device in the car of an employee they thought might be moonlighting with a second job. The National Workrights Institute says that two out of three U.S. employers are using some sort of electronic monitoring of employees. Why? Because it works. One study found that monitoring decreased theft by 22% and increased revenues by 7%. Employers don't seem to care that monitoring also causes increased employee stress and dissatisfaction with their jobs.

Think you have the right to privacy at work? Think again. Here are 10 perfectly legal and new ways your employer may be spying on you:

1. Internet usage monitoring: Okay, maybe a worker searching for "pressure cooker bomb" might justifiably set off some alarm bells, as it did like for one employer who notified authorities. But searching terms such as, "pork," "cloud," "team" and "Mexico" can generate Homeland Security's interest, so if you spend time at work checking out whether there are storm clouds on the way for your visit to Mexico to see your favorite soccer team and eat pork rinds, you may be in trouble. Your employer is almost certainly monitoring your internet usage. Even if you don't care about Mexican pork rinds, if you're booking airline tickets, tweeting, checking out your ex-spouse's relationship status on Facebook or, god forbid, checking out porn sites, your employer will know about it. Read, understand and don't violate your company internet usage policy. Don't end up being disciplined for your internet usage.
2. GPS: While your employer might not go as far as attaching a device to your personal vehicle, many company vehicles are equipped with GPS. If you don't go right to the customer's house, and instead stop at the flashing donut sign for a quick snack, your employer may know about it. Make an unscheduled, unapproved stop for gas? Duck into a rest stop to avoid a nasty thunderstorm? Better make sure you supervisor knows about it, or you could be fired. 3.
3. Keylogging: A keylogging program records every keystroke you use on your computer. Employers who use keyloggers see everything you type, including your passwords. The Stored Communication Act and Federal Wiretap Act, along with some state laws may offer limited protection, but so far most employers are getting away with this intrusive practice.
4. Email monitoring: Your company probably has a written policy, something in your employment agreement, or some paper you signed when you started saying the company can monitor your email. This doesn't only apply to your work emails. Your company may well look at your personal emails sent on company computers and devices, even if you used your personal email address. While there is a law, The Electronic Communications Privacy Act, that limits email monitoring, it's pretty weak. Employers can sneak consent forms into handbooks, applications and contracts in order to circumvent your right to privacy. Looking for another job? Contacting an employment lawyer about discrimination at work? Sending confidential information to your personal email? Assume your employer will read what you sent and be sensible about email at work.
5. Social media: The trend of employers demanding social media passwords to monitor employee and potential employee activity continues, although the horrible publicity this intrusive practice got has slowed the employer bandwagon. California, Washington, Maryland, Arkansas, Colorado, Nevada, New Mexico, Oregon, Utah, Vermont, Delaware, Michigan, New Jersey and Illinois have banned this practice, but it's fair game in other states. Legislation is pending or has been passed in 36 states in 2013. While demanding passwords is quickly being made illegal, your employer can still check out your social media activity. Some companies have an overbroad social media policy that says you aren't allowed to discuss or disparage the company in social media. This may violate your right to complain about working conditions with coworkers. If corporate snooping reveals that you have a disability, pregnancy, genetic condition or other protected information, you may have a lawsuit against them if they fire you. Management-side lawyers continue to tout a parade of horribles to employers who don't monitor employee social media, so expect more monitoring in the future.
6. Audio recording: There are limitations on taping conversations that vary by state. In 12 states, everyone in the conversation must consent. In others, only one party need consent to being taped. However, employers may be allowed to tape employee conversations even in all-party consent states. Federal wiretapping laws have exceptions for employers who obtain employee consent, which means you may have signed something saying you agree to being taped when they shoved that giant stack of papers in front of you on your first day, in your application, when you signed the form attached to your handbook, or in an employment agreement. Employers also are allowed to tape for legitimate business purposes such as customer service, under very strict conditions.

7. Videotaping: Employers sometimes use videotaping to monitor employees. The wiretapping laws don't apply unless there's also audiotaping. I've heard of video cameras installed in offices, company vehicles, and locker rooms. Imagine driving a truck on a long haul and having to adjust your clothing. Smile! Someone is watching as you sort out your unmentionables. Some states have limitations, such as privacy laws, but in most places your employer can watch you. Employers may even videotape you while you're out of the office. In a recent case, an employer had an investigator tape an employee's off-duty activities while out on FMLA leave. Instead of punishing the employer for this extreme snoopery, the court tossed the employee's case.
8. Off-duty conduct: Moonlighting? Unusual hobbies? Smoking? Social drinking? Your employer may or may not be able to monitor your off-duty activities and fire you if they don't like it. Some states limit employers' ability to fire you for certain legal off-duty conduct. Most allow you to be fired at-will, even for something you did outside of work.
9. Medical records: In Arizona, there's a law allowing employers to inquire whether employee contraceptives are for medical reasons. While you do have some medical privacy at work, if you seek accommodations for a disability, ask for Family and Medical Leave, or make a worker's compensation claim, your employer may be entitled to your medical information. Employers can also demand doctor's notes under their sick policy, as long as they don't require the letter to include a diagnosis, disclose a medical condition, or apply the policy discriminatory.
10. Company devices: Almost every company device can be monitored. Copy machines, cell phones, vehicles, security entrances and computers can all tell the employer what you are up to. Copiers can store what you copied and tell the employer what time you made the copies. Text messages are not private. Your swipe card tells the employer when you came and went. Instant messages and chats can be recorded. If you're using a company device or are on company property, you can be monitored.

Some states allow employees who are the victims of employer snooping to bring claims for invasion of privacy, intrusion on seclusion, or other privacy rights. In general, your privacy rights at work are minimal. If you're at work, on the internet or out in public, it's best to assume your employer could be snooping. Beware. Big employer is watching you.

Why We Won't Need College in 15 Years

Some things just outlive their usefulness.

• By Brazen Life03

We all have that one thing in our lives we keep around without really knowing why. If you live and work in a big city, you may still have your car from the days when you used to live in the suburbs. At one time, the car had a purpose. But now? It just collects parking tickets and bird poop.

If you think hard enough, you can probably find something like this in your life. The same is true for society as a whole. Have you ever seen a pay phone and wondered why it's still there?

Some things outlive their usefulness. Is a traditional college education one of them?

Why we used to need college

Long before the Internet came along, in post-WWII America, information and knowledge were hard to come by. Knowledge was largely centralized in the universities, so if you wanted to gain the education necessary to obtain a middle-class job, you needed to go college. And the government paid you to go to college through programs like the GI bill.

Somewhere along the way, though, things changed. College tuition started rising more than the cost of living, and wages stopped increasing, making college a questionable financial investment. The quality of a college education began to decline, and employers started to realize that doing well in college didn't correlate with doing well in a real-world job. The old system started breaking down.

Today, the Internet has decentralized knowledge and government funding for college has dried up, but we still see college as the only viable option for an education. Why? Because most employers still require college degrees.

But what if we could find jobs that didn't require a traditional college degree? And what if we could find a way to acquire the knowledge required to be successful in those jobs without incurring $100K in student loans?

With the decentralization of knowledge, we can acquire the education to be successful without a traditional college education and, at the same time, find good jobs that don't require traditional college degrees. The infrastructure for this type of system is already being built, and the disruption of the traditional university system has begun.

Why we won't need college

Have you ever watched a how-to video on YouTube? Or searched Wikipedia for an article on a topic you didn't quite understand? These are simple examples of how the Internet has decentralized knowledge over the past 20 years. Imagine if we could extend these examples to replace an entire college education.

Massive open online courses ("MOOCs") like Udacity and Kahn Academy, which give you the tools to educate yourself for free, are building the infrastructure for this new system. If you question the quality of the education you can get from MOOCs, organizations like Dev Bootcamp provide apprentice-like experience for much less than a college degree.

If these non-traditional options are too risky for you, there are more traditional options available to you that avoid an expensive college degree and still give you access to a good middle-class job.

The main reason most of us don't take advantage of this type of education is because most employers don't accept it. Lucky for you, the employment infrastructure suited for this type of education is being created, too.

Are you a computer programmer? Apple gives you access to millions of customers through its App Store. Are you an author? Amazon has a platform for independent publishers. Are you a film buff who dreams of producing videos? YouTube lets you do that.

Many of these options are still unproven, and the path won't be easy for the early adopters. There's a lot of risk in self-employment, and there are questions about the quality of MOOCs. But, with rising college costs and stagnating wages, we're not being given much choice. Necessity is, after all, the mother of invention. The opportunity is there for you.

You just need to grab it.

Millennium Predictions That Were Hilariously Wrong

5 ridiculously wrong predictions that the experts made for the 2000s.

• By Erik Sherman  

Getty Images

No matter how hard work seems today, it used to be tougher. After all, it's not as though minimum wages, safety regulations, anti-discrimination laws, and the many other things that make the office or factory or sales floor far more manageable than had been back in the 19th century are of ancient origin.

But it's also not as easy and delightful as pundits in decades past thought it would be. Whether it was the amount of time people would be logging at work or the conditions they'd face there, the "futurists" made some hilariously-wrong predictions for the 2000s. Here are some of the prognostications that were wildly off (and perhaps might give you reason to question the predictions for 2030).

People would work only two days a week.
There was a time when a 40-hour full-time work week seemed like a dream. People in the U.S. routinely worked 6 days a week. But the Ford Motor Company pioneered the 5-day week in 1922, as the History Channel Reports. The 40-hour week became law in 1938, according to the U.S. Department of Labor.

Ah, but back in the 1930s, noted economist John Maynard Keynes predicted that eventually people would work a 15-hour week, as CNNMoney notes. People would work roughly two days each and then face the problem of what to do with their leisure time.

Clearly that didn't happen, and what to do with leisure time became clear: mow the lawn, get the kids to soccer, or even work another job because of the lack of middle class economic growth, as former Secretary of Labor Robert Reich told CBSNews.com.

However, the work week has grown shorter over time, probably because of an increasing trend to part-time employment. Statistics from the Organization for Economic Co-Operation and Development show that in 2000, the average number of annual working hours in the U.S. was 1836, or about 36.72 hours a week, if you take out two weeks of vacation. Last year, the number dropped to 1790, or 35.8 hours a week.

American workers would enjoy 7 weeks of vacation a year
Speaking of two weeks of vacation, to some, that's still the standard. Many people, though, either don't get that much or can't take it all together. What did experts in the past think? Try 7 weeks, according to CNNMoney. In this case, the prognostication came from a Senate subcommittee in 1965, which thought that by the year 2000, we'd all have that much time off a year.

Greater productivity from technology got channeled back into businesses, rather than passed on to workers, at least domestically. The same isn't true everywhere. The European Union, for instance, requires that workers get at least 20 days a year of paid leave, according to Time. But that's the bottom end. The average is 25 to 30 days, or 5 to 6 weeks, according to the Christian Science Monitor.

Virtually no one would need sick days.
Paid sick days are one of those great benefits when you are heavily under the weather. However, what if you didn't need any sick days? That's what the situation should have been, had medical experts been right in their day. Nearly all diseases would have been cured by 2000, according to Dr. James Bryant Conant, the president of Harvard University, as Smithsonian.org reported. Most people would be well and at work.

The letters 'c,' 'x' and 'q' would disappear
Typing, writing, and spelling would be easier because there would be fewer letters to keep track of. According to an article in a 1900 issue of The Ladies Home Journal, as reported by the BBC, the letters c, x, and q would be "abandoned because unnecessary." What a capital and exemplary quest.

Women would stay in the home
As you rack up the bloopers, though, the biggest had to belong to David Riesman, a sociologist who taught at Harvard. According to the Los Angeles Times, Riesman said in a Time article in 1967 that "if anything remains more or less unchanged, it will be the role of women." Uh, yeah, which actually means no in this case. And he managed to say this right at the time that the women's movement was expanding.

But all sorts of people got the status of women wrong at that time. After all, there was the person who in a 1973 television interview said, "I don't think there will be a woman Prime Minister in my lifetime." That was Margaret Thatcher, according to the Margaret Thatcher Foundation.

Questions You Should Always - and Never - Ask On An Interview

It's possible to save a bad interview with good questions

• By Miriam Salpeter  

Flickr

Remember, the interview is an opportunity for you to ask your own questions of the employer. Don't miss this opportunity to find out information that may help you make your case for being hired and impress the interviewer simultaneously. Here's a list of topics you should – and should not – ask at an interview if you want to be remembered for the right reasons and win over the interviewer.

Interview Questions You SHOULD Ask

1. A question that proves you've done your homework. Employers are so relieved when candidates come to interviews well prepared and informed. Ask questions that make it clear you're informed about the organization, its goals and its culture. It's even possible to save a bad interview with good questions.

2. What's the most important initiative for the person you hire in the first month? Not only do you want to know this because it will be your job if you get this position, you'll be able to assess if the organization has any clue about what they expect this person to handle. If the reply seems too vague, overreaching or unrealistic, you'll have the heads up that if you take the job, you could be in for a difficult start.

3. Who will be my boss and who is on the team? Don't assume that you'll automatically meet your potential supervisor or colleagues at an interview. Make sure you have a clear understanding of who is in charge and whom you'll be relying on if you take on this position.

4. When will you be making a decision? It's such an obvious question, but many nervous job seekers forget to find out when they can expect to hear back. This is especially important if you are the first of 30 interviews over the next three weeks, and the employer doesn't plan to be in touch before then. Instead of cooling your heels and fuming that no one is getting back to you, you can relax when you ask, "When do you expect to make an offer?" or "When will you be letting people know about the next steps in the process?"

5. What's the best way to follow up? You don't want to annoy the interviewer with follow-up phone calls if she doesn't check voice mail more than once a week. Ask how to follow up and at least you'll be assured that you're getting in touch with the employer using their preferred methods.

Questions You Should FORGET

1. It's a mistake to ask anything you can easily find online. It makes you look like you're unprepared and just grasping for a question to ask. It's almost better to ask nothing than to ask something like, "So, what are your most popular products?

2. Any question that suggests you would want or need special favors. This actually starts when you schedule your interview. If you start asking for special favors from the get-go, it's a red flag for employers. At the interview, don't ask about working from home, flexibility, vacation or other benefits. Table questions about salary until it is time to negotiate.

3. Anything that makes it look like you want this job to be a stepping stone to something else. If you ask, "When could I apply for a promotion?" you're giving a clear message that you're already moving on from this job they are focused on filling. No one wants to hire someone who has their eyes on the next thing. Keep your aspirations to yourself for the time being.