7 God-Awful Ways To Survive on Minimum Wage

How much beans and oatmeal can you eat?

By Carol Kopp

As the debate over raising the federal minimum wage from $7.25 an hour continues to rage, it's worth asking how the people who earn it are coping now. The internet offers a wealth of survival tips for minimum wage workers, most from people who probably make well above the minimum. Plus, there is the first-person testimony of people who are surviving on the minimum wage, and are prepared to talk about it.

It's not a pretty picture.

Quite a few Americans are surviving on minimum wage. According to the latest statistics available from the Bureau of Labor Statistics, for 2012, about 3.6 million Americans earned the federal minimum wage of $7.25 an hour, or less.

Most are young people under age 25, who may or may not be able to rely on help from their families. However, their numbers include about 3 percent of all salaried workers aged 25 and above.

A minimum wage job adds up to a pre-tax income of $15,080, if the worker gets full-time hours and does not take time off. For most, that adds up to a real income of about $1,000 per month. That is above the official poverty line for a single person, but below it for a wage-earner with a child.

Here are some of tips for surviving on that amount of cash:

1) Move to a rural area.

It doesn't sound reasonable to relocate for a minimum wage job, but it could help, according to an article on WikiHow. A room or small apartment can be much cheaper in a rural area, say $100 to $200 per month.

It's better to choose a place where the climate is relatively mild, the article points out. The nationwide average heating bill is now about $200 per month.

And, it goes without saying that the best choice is an economically depressed area. The living is cheaper in regions where low-wage jobs are the norm.

According to an analysis prepared for The Huffington Post, a single, childless worker would need $10.20 an hour to fund the basic necessities of life in Hanson County, South Dakota, population 3,331, which has the cheapest living costs in the entire United States.

Unfortunately, South Dakota is not a warm-weather state.

All of the above means that a minimum wage worker can't make ends meet anywhere, but is likely to eat more regularly if housing costs are kept as low as possible.

This AOL Real Estate slideshow identifies 20 rural areas that combine great living and excellent job growth prospects. Some, like Watkinsville, GA, are in mild-winter territory.

If you're relocating, some states have a minimum wage above the federal minimum.

2) But not too rural...

A minimum wage employee needs to be within walking or bicycling distance from the job, in order to avoid the costs of car ownership. All of the above tips come from Wikihow, along with a helpful link to an article on surviving without home heating.

3) If you have a car, drop your car insurance.

This is illegal in most places, not to mention extremely risky, but it may be necessary. An estimated one in seven American drivers has allowed their car insurance to lapse due to economic pressures.

4) Sign up for food stamps.

A worker who is supporting a child on a minimum wage job is eligible for food stamps in most cases. The child will also get free Medicaid coverage, as a child living in poverty. The adult is now required by law to have health insurance, but assuming the employer does not offer coverage, the employee will get a substantial subsidy or even free coverage under Obamacare.

5) Eat a lot of beans and oatmeal.

This tip comes from a woman who works in customer service.

You might have thought that this diet, common among residents of third-world countries, was no longer prevalent in the United States, except among vegans. But you would be wrong.

6) Cancel your cable, internet and phone services.

The now-notorious sample budget that McDonald's prepared for the edification of its employees allocates $100 a month for cable and phone costs for a couple, each of whom earns a minimum wage salary.

Internet service and cell phone costs are not listed separately, implying that this line item actually covers the common "triple play" home service, plus cell phone costs.

The average monthly cost of that bundle of television, telephone and internet is $128. The average cell phone bill adds about $50.

Clearly, a minimum wage worker is better off canceling all of the above and allocating that $100 to something else, like beans and oatmeal.

7) Rely on payday loan services to cover critical bills.

In localities that do not restrict or outright ban them, payday loan services, located mostly in poor neighborhoods, extend short-term loans at an annualized percentage that is typically 391.34 percent.

Clearly, this can lead to a vicious cycle of epic proportions, so they are best avoided even at the risk of having the lights shut off.

Waiters and waitresses are paid much less than the minimum wage. See what you can do here

How to Get a Job Without a Degree

Tips to compete in a crowded labor pool

By Rhona Bronson

With the latest recession, a new trend has developed. Companies increasingly ask for degrees or advanced degrees in job applications. It's not because degrees are always needed, but because there are so many people with these qualifications that companies can use the criteria to wean candidates in the first screen. This screening is particularly hard on three types of job candidates:

• Laid off Boomers who rose through the ranks without degrees
• Younger candidates from more rural environments who have only associate degrees
• Employed Boomers wanting a new job but who no longer qualify for the jobs they currently have much less new positions

For many Millennials the recession resulted in longer education stints as parents encouraged them to stay in school since there were no jobs to be had. Now, many are entering the work force with higher debt, but advanced degrees. Is it Game Over for Boomers? No. Experience still counts for something, just not everything.

When applying for new jobs, here are questions to ask yourself:

• What knowledge is needed that an advanced degree was desired?
• Can you demonstrate that knowledge in a different way?
• Even if you have an advanced degree, is it too dated?
• What other qualifications might gain attention?
• How can you get those qualifications or certifications?

Listed requirements in many job postings state: "Degree Preferred or a Plus." Don't be deterred. Just because it's desired, doesn't mean they'll get it. Your job is to position yourself as relevant so the lack of a degree is not the deal breaker. One method is continued course work or certifications particularly when you are unemployed. Consider these benefits:

• Keeping your mind busy
• Meeting teachers and professionals active in your field.
• Showing recruiters that you're a life-longer learner and still in the game
• Gaining credentials you didn't previously have

In today's digital world, some certifications and courses are free while others cost. Some can be done from home, and some require physical class time. Regardless of the certification you seek in your chosen field, the investment is worth your time and effort on many levels.

Employers admire and seek talent who demonstrate a growth mentality – those likely to foster company growth rather than wait to be trained. For Boomers, this means being a candidate dedicated to continued learning/growth opportunities.

Major universities and many organizations now offer MOOCs – Massive Online Course Work. Other groups such as Lynda.com offer trainings with endorsements that can be uploaded to LinkedIn upon course completion. Associations frequently offer industry-specific certifications such as the Certified Association Executive (CAE) designation from the American Society of Association Executives.

Certifications vary and some are easier to obtain than others, but don't get hung up on the word "certification," either. Just taking a course and listing it on your resume, or using a course to list "X credits towards Y qualification," lets a recruiter know that you are growth oriented and not just sitting home licking your wounds.

The trick is to start learning something new of any sort that can give your resume a leg up in the job pool. Keep in mind that in applying for a job you're asking an employer to invest in you. A salary is no longer just payment for work provided. It's money invested in hoping you make a difference in the company's growth. The best way to send an alert that you're worth the investment is to show that you believe in yourself enough that you also have invested in yourself. That's the true value of a degree or any course completion certificate.          

How to Write the Perfect Email Subject Line for Job Hunting

By Business Insider

Alamy

By Jenna Goudreau

With an estimated 89 billion business emails sent every day, it's harder than ever to get yours noticed.

And since email is often the first point of contact for job seekers and hiring managers, the subject line can make all the difference. It not only communicates who you are and what you want but also can be a marketing tool that shows off your qualifications and helps you stand out.

So how do you motivate a reader to click on your email and give you their time? Depending on the context, career and communication experts offer the following advice that job seekers should bear in mind when crafting their job-search subject lines.

Keep it short. A typical inbox reveals about 60 characters of an email's subject line, while a mobile phone shows just 25 to 30 characters, says Amanda Augustine, career expert at professional job-matching service TheLadders. With such limited space, eliminate any unnecessary words like "hello" and "thanks," and get right to the point in about six to eight words.

Example: Human Resources Assistant Application

Place the most important words at the beginning. A whopping 50% of emails are now read on mobile phones, says Dmitri Leonov, a VP at email management service SaneBox. Since you don't know how much of the subject line hiring managers would be able to see from their smartphones, it's important to put the most important information at the beginning of the subject line. Otherwise, compelling details could get cut off.

Example: Marketing Manager with 8 Years of Experience

Be clear and specific. Recruiters spend just six seconds reviewing a resume, says Augustine, so they likely spend even less time scanning a job seeker's email. The subject line should communicate exactly who you are and what you're looking for without a recruiter needing to open the email. Don't use a vague subject line like "resume for opening," and instead specify which opening you're applying for.

Example: John Smith Following Up on Sales Position

Use logical keywords for search and filtering. Hiring managers typically have filters and folders set up to manage their email and probably won't focus on your message when they first see it, says Leonov. That's why it's important to include keywords like "job application" or "job candidate" that will make the email searchable later.

Example: Job Application: John Smith for Social Media Manager

Include the position and your name. For a standard job application, Augustine says the most important information to include in the email subject line is the job title and your name, as well as the job's ID if it has one. Anything less will require the hiring manager to spend time opening the email and trying to decode it.

Example: Data Scientist, No. 123456 – John Smith Application

List your designations to show that you're qualified. The subject line should be a place to distinguish yourself and immediately catch a recruiter's eye. Augustine recommends including any acronyms you have that are pertinent to the job. For example, you might add MBA, CPA, or Ph.D. after your name, depending on its relevancy to the position.

Example: Marketing Director – John Smith, MBA

If someone referred you, be sure to use their name. If you've been referred by a mutual acquaintance, do not save that for the body of the email, says Augustine. Put it in the subject line to grab the hiring manager's attention right away. Moreover, she suggests beginning the subject line with the person's full name.

Example: Referred by Jane Brown for Technical Writer position

Don't capitalize words. Using all caps may get someone's attention, but in the wrong way. It's the digital equivalent of yelling, and your job is to make the email as easy as possible for a recruiter to read rather than giving them anxiety, says Leonov. Instead, use dashes or colons to separate thoughts, and avoid caps and special characters like exclamation points.

Example: Job Inquiry: Award-Winning Creative Director now in New York    

How to handle the 'cold' networking call or email

Matt Tarpey,  

Growing your professional network is an essential part of finding a job and advancing your career. The Internet makes this easier by allowing you to expand your reach beyond your typical contacts. Reaching out to people you aren't directly acquainted with, whether they are hiring managers or simply contemporaries working in your industry, can be a tricky and sometimes awkward situation. However, the reality is that "cold calling" or "cold emailing," when handled correctly, can be a useful part of building your network.

Here are some tips for mastering networking with strangers.

Find the missing link

You've probably heard the popular theory of "six degrees of separation," which suggests that every individual is six or fewer steps, by way of introduction, from any other individual. Your best bet to get a hiring manager's attention is to be introduced or recommended by a mutual acquaintance. Hiring managers may ignore cold calls or emails if there's no mention of a specific connection that led the job seeker to them. Familiarize your contacts with your elevator pitch to help them introduce you around at networking events, and don't forget to return the favor when the opportunity arises. 

Give context

If you can't find a direct link, it is essential that you have a good reason for asking for the contact's time and that you are upfront about this reason from the start. Be specific about why you're reaching out to this individual in particular. Are you familiar with his work? Were you both at a networking event but missed the opportunity to connect? Or are you simply looking for job opportunities or career advice? Know what you're looking for before you dial or hit "send."

What else can they offer?

Typically, when building your network, it's not a good idea to bluntly ask strangers for a job. If they say no, which they likely will, the relationship ends there, and you may as well remove them from your network. Rather than asking for a job outright, try fostering a connection by asking for advice or an informational interview. Not only are hiring managers more likely to respond positively to this request, but you build a stronger relationship and gain valuable information in the process.

Keep it short

Make it easy for the hiring manager you contact to help you. Your email should be short and concise, clearly spelling out your situation and the relevant information. A lengthy, wordy email with big blocks of text is unlikely to be read, much less thoughtfully considered and responded to. Respect your contact's time and keep the initial introduction brief.

Emailing or calling a person out of the blue can be scary, but if done right, it can also help your job search and career. Follow these tips, remain respectful, and soon you'll start to see your professional network and employment prospects grow.  

12 crazy excuses for arriving late to work (GIFs)

By  Debra Auerbach

We’ve all had those days when the alarm clock goes off and we press snooze 15 times, only to suddenly realize that an hour has gone by and that important work meeting starts in 10 minutes.

What are you to do when that happens? Call your boss and admit to oversleeping? Yea right. Why would you do that when you could make up an elaborate excuse that involves wild animals, Super Glue or must-see TV?

According to a CareerBuilder survey, here are some of the outrageous excuses workers have used to explain their tardiness to their bosses, as illustrated by GIFs.

1. Employee claimed a zebra was running down the highway and held up traffic

2. Employee woke up on the front lawn of a house two blocks away from his home

3. Employee’s cat got stuck in the toilet

4. Employee couldn’t eat breakfast — he ran out of milk for cereal and had to buy some before getting ready for work

5. Employee was late to work because he fell asleep in the car when he got to work

6. Employee accidentally put Super Glue in her eye instead of contact lens solution, and had to go to the emergency room

7. Employee thought Halloween was a work holiday

8. Employee was watching something on TV and really wanted to see the end

9. Employee got a hairbrush stuck in her hair

10. Employee was scared by a nightmare

11. Employee said a hole in the roof caused rain to fall on the alarm clock and it didn’t go off

12. Employee forgot that the company had changed locations

Have you used a creative excuse for arriving late to work? Was it actually true? Tell us about it in the comments section!

How To Get The Appreciation You Want At Work

A little bit of 'thank you' can go a long way

By Miriam Salpeter

Many people feel underappreciated at work. Why? Perhaps the organization does not have a culture that promotes appreciation. Maybe everyone constantly feels under the gun and no one has time to stop and say thank you. You may ask, "How long does it take to say thank you?"

The reality is, in many workplaces, "thank you" is not automatic, and cannot be expected. In the cut-throat environment where many people toil away every day, it takes a lot more than a job well done to attain the acknowledgement or reward you'd like to see.

In honor of Employee Appreciation Day on Friday, March 7, here are tips to get the recognition you deserve when you feel underappreciated at work. (Tweet this thought.)

Identify the stars at your organization and follow their leads. 

Once you figure out who's doing a great job getting recognition at your workplace, you can leverage that knowledge for your own benefit. Did someone get a huge shout out at the last staff meeting?

Why?

Identify key factors that often lead to recognition. For example, what accomplishment led to the appreciation? Perhaps the organization has more of a tendency to appreciate extra effort; is going above and beyond the call of duty needed to attract appreciation? Is someone appreciated in your office because he or she is a really helpful person to have around in a crisis?

Different organizations value different characteristics at work. Once you see where the bar is set in your organization for recognition, you know what you need to strive to achieve.

Offer insights instead of complaining. 

No one likes a complainer. Like it or not, if you have a reputation for always being a downer at work, it's going to be difficult to achieve much in the way of recognition. That's not to say you necessarily have to be a "yes man or woman," either. Be aware of your attitude and keep it in check if you have a tendency to spout off about every single thing that annoys you. That includes comments on social media, especially if you are connected in any way to anyone connected to your workplace.

Keep in mind: your privacy settings are only as good as your least loose-lipped friend.

Be a problem solver. 

What's the biggest problem your organization or team faces right now? If you can help take major steps to help solve the problem, or come up with a way to solve it altogether, you will earn recognition. If you still don't feel appreciated, you may be in the wrong job.

Network in and outside of the office. 

Sometimes, appreciation comes hand-in-hand with relationships. If you've been skipping team nights out or prefer to lunch alone, maybe it's time to make a change and to try to get to know some of the people at work. If you're not a social person, consider it research instead of socializing. Make it your business to determine what's most important (in and outside of the office) to your colleagues – and your boss, if possible. You may be surprised to find that a few well-placed lunch appointments can yield interesting information that may help you attract the appreciation you deserve.

Join professional or volunteer organizations. 

While it may not specifically land you appreciation AT work, when you volunteer for your professional association, it's very likely you'll have an opportunity to receive some kudos and the "thank you's" you want at work. A side benefit, you'll have the opportunity to network with people who can get to know you and your work ethic. Those contacts are key when it's time to find a new job.

Ask for it. 

While it's not ideal, perhaps you need to ask for recognition in your workplace. That includes requesting a promotion, a raise or other benefits when appropriate. (Such as after a huge win.) If you don't get any feedback at all from your boss, request a review. Create a list of your accomplishments and ask for what you want.

It's possible that you work in a place where the culture is to believe providing a paycheck is thank you enough. If that's not a good fit for you, after you've taken these steps and still aren't satisfied, it's time to find a new job where you'll feel more appreciated. 

8 things that can kill your job chances

• By Special Contributor

In her new book “What Your Body Says,” Sharon Saylor writes, “The most influential part of communication is your nonverbal. Your nonverbal can actually destroy or produce the results you want, such as inspiring employees to do better work, calming angry customers, creating fans in the marketplace and closing sales.”

And according to a new CareerBuilder survey, your body language can also hurt your chances of landing a job … especially a lack of eye contact.

In the survey of more than 2,500 hiring managers, 67 percent said that failure to make eye contact would make them less likely to hire a job candidate. Other nonverbals that hiring managers cited as negative included these seven things.

• Lack of smile – 38 percent
• Fidgeting too much – 33 percent
• Bad posture – 33 percent
• Handshake that is too weak – 26 percent
• Crossing arms over their chest – 21 percent
• Playing with their hair or touching their face – 21 percent
• Using too many hand gestures – 9 percent

“In a highly competitive job market, job seekers need to set themselves apart in the interview stage,” said Rosemary Haefner, vice president of human resources for CareerBuilder. “All that pressure, though, may have some job seekers making body language mistakes that don’t convey a confident message. To avoid these faux pas, and ensure you’re remembered for the right reasons, try practicing ahead of time in front of a mirror or family and friends.”

Haefner offers the following tips to avoid body language missteps during an interview.

• Keep calm. To make the best impression and avoid nervous body language, take measures to stay as calm as possible before the interview. Leave the house with plenty of time to get to the interview, avoid caffeine if possible and take deep, calming breaths.
• Practice makes perfect. The old adage proves true in this case, as you’ll feel more comfortable the more you prepare for the interview, and in turn, it will help decrease your anxiety. Rehearse ahead of time with friends or family, do your homework on the company and be prepared for common interview questions.
• See for yourself. Viewing yourself while speaking can help you notice what body language mistakes you might be making without realizing. Look in a mirror while practicing interview responses or videotape yourself to figure out your typical physical movements, and whether or not you need to change them.

Saylor, who is a certified group dynamics and behavioral coach, says it is possible to change your behavior and be conscious of what messages you’re sending with your own body. Her book gives the reader tips on overcoming many communication roadblocks including how to project confidence, how to look intelligent, how to eliminate verbal pauses, and how to use your posture to show confidence.

How the skills gap benefits job seekers

• By Guest Contributor

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

Today’s employers are looking for employees who can help the business succeed from day one, but a growing skills gap is undermining efforts to secure talent — and causing employers to experience big losses in revenue, productivity and employee loyalty. This is obviously bad for employers, but is there a silver lining for job seekers?

Consider this. According to a new CareerBuilder survey, 1 in 4 employers admit they have lost revenue due to extended job vacancies. The average company can lose more than $14,000 for every job that stays open for three months or longer. One in six companies lose $25,000 or more.

What’s alarming is more than half of companies currently have open positions for which they can’t find qualified candidates. In fact, 35 percent of all employers have positions that remain open for 12 weeks or longer, so those costs can add up quickly.

And many employers see the ripple effects of the skills gap extend beyond finances. Workers, burdened with heavier workloads, have lower morale (41 percent) and produce lower quality work (30 percent). Certain work never gets done (40 percent), and work that is done is not delivered on time (34 percent).

Why the skills gap means new opportunity

These financial and performance setbacks can cause businesses to fall short of achieving their full potential, but what does this mean for job seekers? One, employers may be willing to pay a premium for the right talent. When it comes to hard-to-fill positions, 30 percent report they have increased wages and 42 percent say they are considering it.

Two, employers are investing more in training to create the perfect job candidate instead of waiting for one.

This year, 49 percent of employers will train workers who don’t have experience in their industries or fields, which is a 10 percent increase over last year. This is good news for the 72 percent of job seekers who say that they are willing to take a job in a different field than their current one and try out new career paths.

For these job seekers, the key to making this shift is not only being open to a new path but also to knowing which fields have the most opportunity. Employers who are hiring in 2014 said that the areas in which they are experiencing the most difficulty in filling open positions are:

• Computer and mathematical occupations (71 percent)
• Architecture and engineering occupations (70 percent)
• Management occupations (66 percent)
• Health care practitioners and technical occupations (56 percent)
• Installation, maintenance and repair occupations (55 percent)
• Legal occupations (53 percent)
• Business and financial operations (52 percent)
• Personal care and services occupations (50 percent)
• Sales and related occupations (47 percent)
• Production occupations (41 percent)

What needs to change

Workers are willing to take a leap out of their comfort zones, but they need help to succeed.

For example, if colleges, universities and businesses work together, they have the potential to affect the skills gap in a positive way. Ninety-six percent of surveyed academics feel their institutions should be talking to employers about the skills they require; 55 percent admit this only happens a little or not at all. Fortunately, many educators are proactively making changes within their control. Fifty-four percent of academics say they are adjusting their curriculum based on local demands or shifts among employers.

In an effort to bridge the skills gap, businesses have begun taking a proactive approach within their organizations and by collaborating with others. In fact, CareerBuilder is working with major brands to support their efforts to close the skills gap and empower employment. More than 50 companies have made commitments as part of this initiative, including:

• Randstad coaches university students on choosing career paths, the skills they need and building effective résumés. Its Inspiring Experts campaign also aims to motivate, inform and educate future generations of workers to explore high-demand industries, such as STEM.
• Bosch established The Bosch Community Fund, which supports a variety of STEM and environmental education initiatives and partners with FIRST Robotics and A World In Motion (AWIM) to motivate students to pursue engineering, robotics and other technical careers.
• MasTec, Inc. offers in-house tower technician, home security and field service technician training, as well as advancement and leadership opportunities for veterans through their Warriors 4 Wireless program.
• Cisco has increased certified networking talent from 1 million to 2 million people in the last five years through its Learning@Cisco program. Its Cisco Networking Academy helps people gain skills needed to build, design and maintain computer networks.

The skills gap is an issue that is not going away anytime soon. There is a growing disconnect between the skills employers need and the skills that are being cultivated in today’s labor market. In “The Talent Equation,” a book I co-authored with Lorin Hitt and Prasanna Tambe, we found that 8 in 10 employers express concern over an emerging skills gap, but only 4 in 10 say their company is doing anything to alleviate it. The onus is on businesses and the public sector to work side by side to identify where there is a deficit of talent and to reskill workers to close the gaps within their communities.

10 mistakes every first-time job seeker makes

• By Debra Auerbach  

There’s a lot that first-time job seekers bring to the table. They’re often eager and enthusiastic, technologically-savvy and up-to-date on the latest skills and trends in their desired field.

Yet there is still a lot that new job seekers have to learn when it comes to mastering the job search. Here, experts weigh in on 10 mistakes many first-time job seekers make and how these errors can be avoided.

1. Putting too much weight on their GPA. ”[A mistake first-time job seekers make is] believing that high academics is the most important factor in finding a job,” says Stephanie Kinkaid, program coordinator for the Wackerle Career and Leadership Center at Monmouth College in Monmouth, Ill. “Graduates need leadership qualities and the ability to articulate how those experiences have created a well-rounded individual.”

2. Not doing enough research. ”Many times, job seekers don’t realize the importance in conducting research,” says Debra Ann Matthews, professional résumé writer and certified career coach. “Learn about how to obtain a job … Go to the library and read about job-search tools. Go to your local career center and see what they have to offer. Then take your inquiry a step further — see if these same institutions have social media services.”

3. Not staying up-to-date on industry trends. ”Graduates should do research not only on the company to which they are applying, but about the field in general,” Kinkaid says. “[For instance,] if you are entering the medical field, you should be knowledgeable about the Affordable Care Act, how politics affect medicine and social issues.”

4. Only considering full-time jobs. ”First-time job seekers devalue the benefits of temp and short term and placement services,” Matthews says. “Temp jobs … can be of value to a job seeker by giving that job seeker work experience in various tasks. Many temp agencies will offer computer-based trainings that can be learned and applied to résumés and used by job seekers to leverage their job search in a more strategic manner.”

5. Focusing only on jobs related to their degree. Dylan Schweitzer, group talent acquisition manager for Enterprise Holdings, says that new job seekers often think they can only work in a field directly related to their major and only apply to jobs in one specific industry. “You major in what you are interested in learning more about, but that doesn’t pigeonhole you into one type of opportunity.”

6. Making the interview about them, not the employer. ”Job seekers who spend their initial interview talking about why they need a job, how much they want some company benefit, etc. instead of talking about how they will solve problems for the company and bring value are ensuring they will not be asked back for second interviews or hiring,” says Karen Southall Watts, consultant, coach and speaker. “Everyone is well aware of the fact that people need jobs. Hiring managers want to know why, of all the needy, worthy candidates, they should hire you.”

7. Dressing inappropriately in professional settings. ”Often, first-time job seekers have not been exposed to work-appropriate attire,” says Lindsay Witcher, manager of practice development at RiseSmart, which provides next-generation enterprise career management solutions. “How you dress directly affects how people perceive you and whether or not they will take you seriously. For this reason, make sure you are dressed professionally when networking and interviewing. If you aren’t sure what is appropriate, ask for the opinions of a few people you trust who have a few years of successful professional experience under their belt.”

8. Being unenthusiastic. ”Enthusiasm is critical to being considered for a position,” Witcher says. “If you appear bored or as if you have something better to do while interviewing or networking, hiring managers will not consider you as a viable candidate. Show enthusiasm not only through your conversation, but through your knowledge about the company and your interest in the position.”

9. Focusing on salary. ”Young professionals often fail to look at the big picture when deciding whether or not to take a position and instead focus too much on the salary,” says Chaz Pitts-Kyser, speaker on career/life topics for young professionals and author of “Embracing the Real World: The Black Woman’s Guide to Life After College.” “But how happy will they be with what seems to be a great salary if their benefits are measly, the commute gives them a headache or their workload is insane? Everything about a company and what it offers and does not offer should be taken into consideration prior to accepting or rejecting a job offer.”

10. Knowingly taking the wrong job. ”Times are hard, and it’s not always wise to hold out for the perfect job,” Watts says. “However, when you get that sinking feeling, and you know a position is a poor match for your skills or temperament, you are wise to pass. When in doubt, discuss with a mentor before making irreversible decisions.”

4 Tips That Will Make Your Video Job Interview A Breeze

Lose that prominently displayed swimsuit calendar!

    By Personal Branding Blog

Getty Images

By Heather R. Huhman

If a company said 15 years ago that they conducted interviews remotely through a camera in your computer, you would have thought you were applying to Hogwarts.

Now, webcam interviewing is becoming a mainstream method of recruiting – saving employers both time and money while still giving them (almost) all the information they need to make a hiring decision.

While some people prefer webcam interviews because they take some of the pressure off, others think the complete opposite. 

Whether you have a webcam interview coming up or just want to be prepared in case one comes your way, here are four tips you can use to pull one off flawlessly:

1. Make sure your environment is professional

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By environment, this means everything behind you that the interviewer can see. If you're interviewing from your house, a messy room could prove distracting, as well as give off the impression you're unorganized and unprofessional.

Also, make sure you're interviewing away from any loud noises or potential interruptions, such as a TV/radio, pet, or smoke detector that needs new batteries. Just like in a traditional interview, keep your phone on silent the entire time.

As for lighting, make sure you're set up in a room with adequate lighting to show off your face. When a hiring manager sees shadows on your face or a darkened picture, it lessens your impact and hurts your appearance.

2. Wear the correct clothing

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Just because you're interviewing remotely doesn't mean you can't still give off a terrible first impression. Wearing anything but professional dress is absolutely unacceptable and shows the interviewer you didn't put in effort or care enough about getting the job.

When choosing professional dress, it's always better to wear lighter-colored clothing so the webcam can pick you up clearer and easier.

For women, wearing a little makeup to supplement your features will help show the interviewer more detail. You can't show them exactly what you look like in-person, but doing this can help give them a better idea.

3. Have a strong internet connection

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You may think this one is out of your control, but there are plenty of ways you can be sure your wireless signal is strong. Here are a few:

Restart your computer before the interview to ensure background programs aren't slowing you down.

Turn off unnecessary programs to allow your computer to better focus its resources.

Make sure other people using your wi-fi aren't downloading large files or playing video games that require large drains in Internet speed.

If your residence has a history of poor Internet connection, find a location (friend's place, library, etc.) that has a stronger, more reliable connection.

4. The interviewer may feel uncomfortable, too

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Since webcam interviewing is relatively new, older and less tech-savvy hiring managers may feel out of their element dealing with confusing technology.

You can use this to your advantage by staying calm, focused, and confident when answering questions. This could diffuse any awkward vibe being given off, and show the recruiter that you know how to adapt to different situations.

Keeping a positive attitude will make a shaky interviewer feel more at ease, letting both parties maximize the success of their roles.

How to dress for an interview

• By Anthony Balderrama 

Job interviews are similar to the presidential debates that occur every election season. Two people are given the opportunity to ask and answer questions so that they can see if the candidate is right for the position. In both an interview and a debate, much thought is given to wardrobe. If you’re running for president, you’re probably going to incorporate the patriotic colors of red, white and blue. If you’re applying for a job, you’re going to stick with conservative tones. Why? Because clothes are the first impression you make — even before you speak a single word to the interviewer.

We asked Simon Kneen, head of design and creative director at Banana Republic, to weigh in with his interview outfit tips for job seekers.

Get the best fit
Most job seekers are trying to look professional for their interviews, but sometimes a few simple missteps can harm their image and make the wrong impression.
“Men typically confuse comfortable clothing with items that are ‘oversized,’ and additional tailoring may be needed to achieve just the right fit,” Kneen says. He recommends asking if the store offers tailoring or checking with your local dry cleaner.
Women often encounter a similar problem if they don’t choose the right clothing for their body types.
“Accentuating curves and hiding problem areas are important when dressing for any event. Cinching a dress at the waist really is forgiving on almost everyone,” he says.

Look polished
Tailored clothes help your professional image, but they’re pointless if you’re going to show up looking like you just pulled your suit out of the bottom of the hamper. (Note: Always make sure your clothes are clean a few days before your interview so you’re not actually pulling your suit out of the bottom of the hamper.)
“Once you’ve nailed your best fit, always be sure your pieces are properly pressed before heading to the office or an interview. Showing up in clean, non-wrinkled apparel shows you care about your appearance and yourself,” Kneen says. Non-iron, wrinkle-free shirts and pants are also good for job seekers who don’t always have the time to drop their clothes at the cleaners.

Keep it subtle
As a rule of thumb, what you wear should not be more memorable than what you say during the interview. In some fields, such as interior design, fashion and hair styling, it’s often acceptable – and in some cases, preferred – to show attention to trends and take risks with your wardrobe. For most, however; employers prefer their workers to dress on the side of caution. Basic black or blue suits and skirts are safe bets for an interview, as they’re unlikely to raise any eyebrows. That doesn’t mean your wardrobe must be devoid of personality, however.
“Too much color and pattern can come across as too trendy or bold, especially for an interview,” Kneen says. “Solid, muted colors are always best for interview apparel and can be punched up with a bright necklace, tie or even belt.”
Use those accessories to personalize your attire and show that you have attention to detail and good judgment. Yes, an interviewer will certainly remember the interviewee who wears a paisley suit, but she is probably more likely to hire the job seeker who wore the black suit with the paisley tie.

Keep the skin to a minimum
There are no universal rules for workplace wardrobes, but you can usually assume that employers don’t want you to bare too much skin at the office. Even before you’re hired, employers want to know you have good judgment, which means dressing like you’re already on the job. Or at least dressing cautiously until you know how lax the company’s dress code is.
“Some office environments are of course more casual than others, but the general rule of thumb is never to show too much skin,” Kneen says. “If you’re sporting a shorter hemline, be conscious of proportions, and wear a higher neck or long-sleeve blouse, and if you’re going sleeveless or strapless, keep your hemlines on the lengthier side.”
For men, most interview attire doesn’t lend itself to showing too much skin. Still, wearing jeans, shorts and tank tops are too casual for most workplaces and are more suitable for a visit to the beach, not an interview.
An interview is your chance to show an employer that you’re the candidate who has the skills, personality and judgment to work within an organization and represent the brand. When choosing the right clothes for the interview, your goal is to display your professionalism and a little personality without overshadowing your qualifications. If you follow these simple guidelines, you won’t have to spend time worrying about your wardrobe, and instead, you can focus on preparing your answers that will land you the job.

INFOGRAPHIC: How to craft a cover letter worth reading

• By Justin Thompson

The cover letter. Perhaps the most controversial job search document. Okay, if not the most controversial then it’s at least the one that annoys people most. “What should I put in it?” “Do I really need to include this?” “Will anyone actually read this?” “What’s the point if I’m including my resume?”
Personally speaking, I always recommend including a cover letter, especially if the job is related to communications, marketing or any profession that relies upon you being well-spoken and having exceptional writing abilities.
Similar to the résumé infographic we created to show you the before and after, here is our infographic on cover letters and how to make one that is eye-catching to a hiring manager.
Based on your questions, we put together this wondrous–yes, wondrous–infographic, which you can click on to see the full version.


Hear employers’ advice on how to write a great cover letter:

How to Apply for An Internal Transfer

Is it appropriate to use office email to apply for a transfer?

    By Miriam Salpeter 

Shutterstock/Fotocromo

You may want to move on from your current job, but perhaps you are not aware that your best chance for a new job is to apply for an internal position. Many companies prefer to hire from within. Doing so not only means keeping an employee they like, it helps ensure any investment in training provided that individual stays at the organization and doesn't benefit a competitor.

What's the best way to apply to a job inside your company?

Find opportunities.

Your company likely posts positions on its website, but it may also list opportunities internally before advertising to outsiders. If you don't already know exactly how positions are posted, finding out should be your first priority. In this exploratory stage, you may not want to announce your intentions to everyone in the office, or to your boss, but a quick search on your company's website or a review of the employee handbook should provide the information you need about how to identify internal opportunities.

Don't forget to follow your own company on LinkedIn if it maintains a presence there, as it can be a great way to find out information about new job opportunities you may have missed.

Research your organization.

What kind of people does your company seem to like? You can learn a lot by talking to others who have worked in the organization a long time. What have their career paths been? Ask about their moves from one job to the next. Were they promoted? Did they take lateral moves to other departments? How supportive (or not) were their supervisors? Were there programs at the company they tapped into to help them plan and navigate their careers? Asking these and other questions can help you understand your organization's approach to internal transfers.

Prepare to explain your goals.

When you're seeking a promotion, it's easy to explain why you want to move from the job you have to the better opportunity. However, you may be considering a lateral move that doesn't come with more money or prestige. If that's the case, be ready to explain your motivations. Realistically, your goal may be to move away from a difficult boss, or perhaps you're hoping a new department won't expect you to work so many hours. Neither of these reasons are compelling from the institution's perspective, so be sure you plan a reasonable explanation that seems like a win-win. For example, you may explain that you want your skills to be more well rounded to enhance your ability to work with clients. Or, you have a very strong interest in marketing and believe your customer service background and skills provide a good foundation for being successful in the new department.

Talk to your supervisor.

Once you identify why you are motivated to look for a different position inside the company, and have seen at least one position that interests you, it's time to speak to your supervisor. Explain your goals and ask your boss to support your career plans. Keep the conversation very positive; do not indicate your desire to move reflects poorly on his or her leadership. Even if it does, it is not likely to help your case by sharing your feelings.

Apply for the job.

Yes, you can use your company email to apply for an internal position. Depending on the process, it may be the only thing that differentiates you from other applicants and will alert hiring managers that you're applying from within.

Even though you should have an advantage, don't rely on your internal candidacy to make the case for winning the job. Compose well-written and thought out application materials that describe why you are a good fit and how your accomplishments support your ability to do a great job in the proposed role. From the point of applying on, prepare and act as you would if you were seeking an external job. Take the process very seriously and plan ahead what you will say in an interview. Since you're an internal candidate, there's even more pressure on you to be able to describe how you can help the organization in the new role. Use every resource at your disposal to make a great case, and you could be moving offices before you know it.          

How to identify top performers: Tips for hiring your dream team

• By Mary Lorenz 

What are the personality traits of a top performer? How can hiring managers and recruiters identify the makings of a successful employee? What does a true dream team look like? Don Fornes can tell you.

In the following Q&A, the founder and CEO of Software Advice discusses the research his company recently conducted that identifies the personality traits of successful employees, the four types of top performers, the roles they excel in and how to hire more people like them.

Q: What was the inspiration for your research around the “Psychological Profiles of the Dream Team”? 

Fornes: In the eight years we’ve been in business, I’ve picked up on some of the characteristics that make our top performers successful. I wanted to develop a more sophisticated understanding of our employees and applicants, so that we could hire the right people, put them in the right roles and manage them more effectively.

Q: How did you conduct this research and/or come up with these profiles?

Fornes: Through my day-to-day interactions with some of our top performers, I started to get an idea of their personality types, but I wasn’t sure if my ideas were quite right. So I commissioned a local psychologist, Dr. James Maynard, to help us. He met with each of these top performers and talked with them about their backgrounds, what makes them tick and how they prefer to be managed. It was an informative exercise, and the team seemed to really enjoy it. I think they liked getting the opportunity to explore their own minds. From there, Dr. Maynard shared his findings with me, and, with the help of our managing editor, Holly Regan, we researched each personality type further. Together, we published our “Psychological Profiles of the Dream Team.”

Q: How many different profiles did you identify? 

Fornes: So far we’ve identified four unique profiles: The Giver, The Champ, The Matrix Thinker andThe Savant. But there are a lot more out there. For the sake of what’s manageable and effective, however, we wanted to focus on profiles of the top performers who really make a difference in our business.

Q: Can a person fit more than one profile? 

Fornes: I think so. Dr. Maynard mentioned that, at the highest level of the organization, you have senior executives who fit multiple profiles. For example, you might have a CEO who is a Matrix Thinker but also exhibits many of the characteristics of a Champ. And, perhaps most importantly, senior executives have maturity, which allows them to leverage their unique strengths while keeping their weaknesses in check.

Q: Are there profiles hiring managers should avoid entirely?

Fornes: Of course. Sociopath comes to mind. But we haven’t really dug into those profiles. We’re trying to identify the ones that improve our business. In terms of the profiles we developed, hiring managers shouldn’t avoid any specific one. Instead, they should assess the maturity level of the candidate, where they fit on their spectrum and determine whether or not they’d fit the role and company culture.

Q: In undertaking this research, did you learn anything that surprised you? 

Fornes: One thing that surprised me was how every personality type is sitting within a spectrum, where one end is powerful and positive, and the other can be destructive and negative. For example, The Champ is driven by a twinge of narcissism. Their self-confidence empowers them to do great things, but it doesn’t take much for that narcissism to become too strong and manifest itself in damaging behaviors. Again, their ability to control these negative impulses comes down to maturity. We found that the same is true for Savants who struggle with interpersonal skills, Givers who can be passive-aggressive and Matrix Thinkers who can devolve into chaos.

6 ways to make your next presentation outstanding

Alina Dizik, 

Knowing how to create an effective presentation means you'll always be able to get your message across to your audience. To really succeed, keep in mind that the focus is on the presenter, not just on the materials, says Andrew Dlugan founder of SixMinutes.com, a public speaking website. "Remember that you are the presentation," Dlugan says. "It's not your slides or your handouts that your audience has come to see. If it were, you could just e-mail them a softcopy."

Here are 6 more ways to create an outstanding presentation.

1. Stick to a clear outline

Organizing your presentation in an easy-to-follow manner can make it easier for listeners to understand your point. Customize a framework that includes "a beginning where you tell your audience exactly what it is that they will take away from this talk, a middle that includes the details and explanations, and an end that ties it all up with a restatement of purpose, and you send them off with a distinct call to action," says Adria Firestone, a presentation and voice expert. As you go through your presentation be sure to stick to the organization structure and avoid going off on any tangents.

2. Learn more than you need to

It's always best to over-prepare for a presentation and have a deep knowledge of the subject, Dlugan says. While you don't need to share everything you know with the audience, it can come in handy when addressing their questions or concerns. "This will allow a presenter to handle related questions in a Q&A session in a credible manner," he says, though he warns against overloading the audience with info unless they've asked for it.

3. Do some "market" research

Create a presentation that's effective by understanding the demands of your audience, says Sherri Thomas, author of "Career Smart -- 5 Steps to a Powerful Personal Brand." To do this, Thomas suggests speaking to key members of the group about their expectations prior to when you actually have to present. "What many presenters don't understand is that your audience knows what they want, and they may not be able to focus on what you're saying until they get that information," she says. "The less resistance and more support you have in a meeting the easier your presentation will be."

4. Throw in a few telling anecdotes

"Whatever the subject matter, using laughter and storytelling can be a great way to keep your audience interested," Firestone says. Pick an anecdote that's both concise and make sure it fits the framework of your presentation. "A story illuminates and makes your point unforgettable," Firestone says. When telling your story be sure to share something about your own life and experience, adding in a bit of biographical information can help you further connect with the audience.

5. Don't make technology your entire arsenal

Whether you're using a new iPad app or simply scrolling through PowerPoint slides, it's important to use it as an aid not a crutch. "Don't be upstaged by your technology," Firestone says. "No matter how magnificent your technology, there is nothing like a live enthusiastic human sharing valuable information." To avoid mishaps practice using the device before the presentation has started -- especially if you'll be presenting in an unfamiliar space.

6. Vary your tone

If you're dreading the presentation or simply bored by it, the tone of your voice is bound to reveal your true emotion. Keep this in mind and exaggerate your enthusiasm during the presentation by varying the tone of your voice. While you don't want to come across as fake, use your voice to demonstrate that you're truly excited about the subject matter.