3 Things To Do Now To Prepare For the New Job Market

You may have already noticed: the job market is changing. Forecasters have been predicting this for years, and research continues to prove the contingent—otherwise known as temporary, or contract—workforce, is growing. Author Tammy Erickson writes on Harvard Business Review's blog: "Temporary placement service provider Adecco predicts the growth rate for contingent workers will be three to four times the growth rate among traditional workforces, and that they eventually will make up about 25 percent of the global workforce."

Career expert Alexandra Levit recently reported on technology firm Mavenlink's 2012 infographic, The New Independent Workforce, which shows the number of self-employed, independent service firms, solopreneurs, and temporary workers grew by an estimated 4.3 million workers since 1995. The firm expects the contingent workforce to grow to 40 percent, or 64.9 million by 2020. And by the year 2020, 40 percent of American workers, or nearly 65 million people, will not work in what we know as "traditional" jobs, where they work consistently for one employer who provides benefits and insurance.

What does this new world of work mean for you? Even if you have a traditional job now, you may find yourself in a position down the road where your livelihood depends on your ability to market yourself as a one-person company. The writing is on the wall: the job market and career opportunities are changing—you need to be prepared.

Follow these three tips to get yourself ready for the new job market:

1. Pay attention to trends in your industry. Try to predict hot topics and identify problems organizations will need to solve. Since no one has a crystal ball, this is a tough assignment. Instead of maintaining an insular approach to your job and focusing on your company alone, make a point to spend time evaluating what is going on industry-wide. Join online forums or groups, attend events to network with professionals in your field, and read everything you can in print and online discussing your niche.

When you incorporate this research into your daily and weekly routines, you'll begin to see trends; people will raise the same concerns over and over again, and you will have a head's up about key topics flummoxing your colleagues.

2. Develop niche expertise. When you're really good at something specific, it's easy to make a case for why an organization should contract with you for short- or long-term contingent jobs. It's much easier to stand out from the crowd when you specialize in a particular area and people know you as the go-to expert in your field. Ideally, your expertise will relate to the big problems puzzling people in your industry. Consider seeking additional training—either formal schooling or informal mentoring—to help you learn how to help people with the major problems coming down the pike.

3. Learn to market yourself. The concept of "personal branding," which suggests individuals should think of themselves as a brand and market their skills accordingly, meets skepticism and criticism. But if 25 to 40 percent of American workers will effectively work for themselves in the near future, there is no doubt the ones who land the best opportunities will be those who understand the value of broadcasting their expertise beyond the four walls of their current workplaces. How can you get a head start, so you'll have a chance to be considered an industry expert should you ever need to market yourself as a consultant?

• Learn to introduce yourself and focus on your target's needs. Do you know your unique value proposition, or what makes you special compared to others in your field? If not, it's time to think about what you'd say if someone asked you, "How are you more qualified to do this job than the other 200 applicants?"
• Tap into social networks, which allow you to meet new contacts, demonstrate your expertise, and learn new things. LinkedIn, Twitter, Google+, and Facebook are all great tools to help you showcase what you know and engage with people you'd never otherwise meet.

Don't be complacent; always think about the future and how to position yourself and your expertise if you want to maintain any control over your professional future.



source: usnews

5 Job Search Tips For 2012

Ships of all sizes are built with one thing in mind: floating. Even if their hulls are breached, ships have a unique construction feature that allows them to continue floating. They are made of many compartments that can be sealed off in the event of an accident, to isolate what could otherwise be a dire situation.

Building your career vessel using these principles can also help to keep your job search afloat.

Consider this for a moment: It is no secret that searching for employment requires many steps along the way to success. Unfortunately, many job seekers try to do it all in one step, and then wonder why their "ship" is sinking.

You must seal off one compartment at a time, or take one step at a time if you hope to reach your destination intact:

1. Chart a specific course.
Start off by narrowing your job search to areas of interest or expertise. The old attitude of, "I'll take anything," rarely works out very well. One of two things typically happens: Either your qualifications don't line up with the needs of potential employers, or you end up in a position you hate.


2. Perform a systems check.
Next, check your career "tools" to ensure proper operation. Does your current resume reflect your accomplishments in a meaningful and well-written way? Does it focus clearly enough on your employment goals? If not, replace it. Do you have a set of cover letters that distinctly address your intended audience and properly introduce you to a potential employer? You should have one for posting online, one for recruiters and one to use when applying for positions that are available with employers that may already know you.

3. Tune up LinkedIn.
What about your LinkedIn profile? If you are constantly fielding inquiries for jobs you have no interest or skill in, it could probably use some adjusting.


4. Tighten up your interviewing skills.
Once these three items are taken care of, it may be time to brush up on those interview skills. Many golden opportunities have been lost in the interview office. A myriad of online resources are available to those who may be lacking in this arena. If you're not comfortable going it alone, then consider the services of an interview coach to put you through the paces and prepare you for today's challenging interview processes.


5. Tweak your training.
If all of these things are in order, and you still find yourself wanting, take stock of your skills and/or education and see if there isn't some tweaking that could be done. If you have the time and resources available, furthering your education is never a waste of effort or time. In this fast-paced technology-driven world, those who don't stay current will be left behind.


By dealing with each of these "compartments" one at a time, you will be better able to bring laser focus to each one. Seal it off, and then move on to the next one.

The employment seas are wrought with danger. Equip yourself and be well prepared before heading out towards the horizon.
 




Source: AOL

The Interview: Body Language Do's and Don'ts

Your heart feels ready to leap out of your chest. Beads of sweat build on your forehead. Your mind is racing.

It's not a full-blown interrogation -- although it may feel like it -- it's just a job interview. While it's no secret that job interviews can be nerve-racking, a lot of job candidates spend a significant amount of time worrying about what they will say during their interview, only to blow it all with their body language. The old adage, "It's not what you say, it's how you say it," still holds meaning, even if you're not talking. You need to effectively communicate your professionalism both verbally and non-verbally.

Because watching your nonverbal cues, delivering concise answers and expressing your enthusiasm at once can be difficult when you're nervous, here's a guide to walk you through it:

Have them at "hello"

Before you walk into the interview, it's assumed that you will have done the following: prepared yourself by reading up on the company and recent company news; practiced what you'll say to some of the more common interview questions; and followed the "what to wear on your interview" advice. So you're ready, right?
Some hiring managers claim they can spot a possible candidate for a job within 30 seconds or less, and while a lot of that has to do with the way you look, it's also in your body language. Don't walk in pulling up your pantyhose or readjusting your tie; pull yourself together before you stand up to greet the hiring manager or enter their office. Avoid a "dead fish" handshake and confidently -- but not too firmly -- grasp your interviewer's hand and make eye contact while saying hello.

Shake your hand, watch yourself

If you are rocking back in your chair, shaking your foot, drumming your fingers or scratching your... anything, you're going to look like your going to look the type of future employee who wouldn't be able to stay focused, if even for a few minutes. It's a not a game of charades, it's a job interview. Here's what to do (and not do).

Don't:

Rub the back of your head or neck. Even if you really do just have a cramp in your neck, these gestures make you look disinterested.

Rub or touch your nose. This suggests that you're not being completely honest, and it's gross.

Sit with your armed folded across your chest. You'll appear unfriendly and disengaged.

Cross your legs and idly shake one over the other. It's distracting and shows how uncomfortable you are.

Lean your body towards the door. You'll appear ready to make a mad dash for the door.

Slouch back in your seat. This will make you appear disinterested and unprepared.

Stare back blankly. This is a look people naturally adapt when they are trying to distance themselves.

Do:

Sit up straight, and lean slightly forward in your chair. In addition to projecting interest and engagement in the interaction, aligning your body's position to that of the interviewer's shows admiration and agreement.

Show your enthusiasm by keeping an interested expression. Nod and make positive gestures in moderation to avoid looking like a bobblehead.

Establish a comfortable amount of personal space between you and the interviewer. Invading personal space (anything more than 20 inches) could make the interviewer feel uncomfortable and take the focus away from your conversation.

Limit your application of colognes and perfumes. Invading aromas can arouse allergies. Being the candidate that gave the interviewer a headache isn't going to do anything in your favor.

If you have more than one person interviewing you at once, make sure you briefly address both people with your gaze (without looking like a tennis spectator) and return your attention to the person who has asked you a question.

Interruptions can happen. If they do, refrain from staring at your interviewer while they address their immediate business and motion your willingness to leave if they need privacy.

Stand up and smile even if you are on a phone interview. Standing increases your level of alertness and allows you to become more engaged in the conversation.

Say Goodbye Gracefully
After a few well-thought-out questions and answers with your interviewer, it's almost over, but don't lose your cool just yet. Make sure your goodbye handshake is just as confident now as it was going in. Keep that going while you walk through the office building, into the elevator and onto the street. 

 

Once safely in your car, a cab or some other measurable safe distance from the scene of your interview, it's safe to let go. You may have aced it, but the last thing you want is some elaborate end-zone dance type of routine killing all your hard work at the last moment.

Source: careerbuilder

Top 10 Biggest Interview Mistakes

Hiring managers don't want to hear a lot of things during an interview – confessions of a violent past, a cell phone ring, a toilet flush. Yet job seekers have committed these interview gaffes and worse, according to CareerBuilder annual survey of the worst interview mistakes.

Odd behavior isn't the only way to ruin your chances of landing a job. When hiring managers were asked to name the most common and damaging interview mistakes a candidate can make, 51 percent listed dressing inappropriately. Forty-nine percent cited badmouthing a former boss as the worst offense, while 48 percent said appearing disinterested. Arrogance (44 percent), insufficient answers (30 percent) and not asking good questions (29 percent) were also top answers.

To ensure your interview is smooth and error-free, follow these five tips:

Do some research: When you walk into a job interview, knowledge of the company's history, goals and current activity proves to the interviewer that you are not only prepared for the interview, but also that you want to be a part of the organization.

Don't lie: If the conversation drifts to a topic you're not knowledgeable about, admit you don't know the answer and then explain how you would go about finding a solution. Displaying your problem-solving skills is better than babbling about something you don't understand.

Keep it professional: Although interviewers often try to create a comfortable setting to ease the job seeker's nerves, business decorum shouldn't disappear. Avoid offering personal details that can be controversial or have no relevance to the position, such as political and religious beliefs or stories about a recent break-up.

Know what to expect: Expect to hear staple interview questions: "What's your biggest weakness?" "Why do you want to work here?" "Tell me about yourself." "Why did you leave your last job?" These open-ended questions are harder to answer than they sound, so think about your responses before the interview.

Put on a happy face: The interview is not the time to air your grievances about being wronged by a past boss. How you speak about a previous employer gives the hiring manager an idea of how you'll speak about him or her once you've moved on.

Unfortunately, many job seekers are not only ignoring these tips, they're making mistakes that leave unforgettable impressions for all the wrong reasons. Here are 10 real-life examples from this year's survey:

• Candidate answered cell phone and asked the interviewer to leave her own office because it was a "private" conversation.
• Applicant told the interviewer he wouldn't be able to stay with the job long because he thought he might get an inheritance if his uncle died and his uncle wasn't "looking too good."
• The job seeker asked the interviewer for a ride home after the interview.
• The applicant smelled his armpits on the way to the interview room.
• Candidate said she could not provide a writing sample because all of her writing had been for the CIA and it was "classified."
• Candidate told the interviewer he was fired for beating up his last boss.
• When the applicant was offered food before the interview, he declined saying he didn't want to line his stomach with grease before going out drinking.
• An applicant said she was a "people person" not a "numbers person" – in her interview for an accounting position.
• During a phone interview the candidate flushed the toilet while talking to hiring manager.
• The applicant took out a hair brush and brushed her hair.

Source: careerbuilder

Six Ways to Make a Recruiter Hate You

If you want a job, you wouldn’t intentionally try to make recruiters hate you. But you’d be surprised at how often an eager job seeker will make an enemy out of the very people they need to impress. Some blunders are merely irritating, while others can make recruiters do a slow burn when they hear your name. 

OK, hate is too strong a word in most cases. But if you want to totally blow your chances with recruiters -- and, by extension, with the companies they work for -- here are six perfect ways to do so.

1. Get Creepily Personal

Recruiting consultant Abby Kohut recalls a phone interview (that had gone pretty well up to that point) in which the job seeker ended the call by asking her to marry him. “When I told him that was an inappropriate thing to say to a hiring manager for the company, he said, ‘Oh, I thought you were a just a headhunter.’ As if that would have made it all right.”

2. Use Cutesy Language, Texting Slang and Dumb Resume Tricks

The gimmicky resume is a pet peeve of Barbara Safani, president of Career Solvers, a career-management firm based in New York City. “Please do not send a resume inside a shoe, saying you’re looking for ‘a foot in the door,’” she says. Beyond annoying the recruiter (FYI -- that glitter you put in your envelope will get you noticed, but will take time to clean up), these tactics make recruiters think you don’t take them -- or your job search -- seriously.

3. Be Rude and Aggressive

Job hunters who use heavy-handed tactics with recruiters, like sending an angry email in all caps after being passed over for a job, won’t impress the recruiter either, says John O’Connor, president and CEO of Career Pro, a career-coaching company in Raleigh, North Carolina.

“Some candidates see the recruiter as an antagonist who must be pushed and prodded and bullied to work on their behalf,” O’Connor tells Monster.com. “In other cases, they’re frustrated by the job search process and feel the need to take it out on the recruiter.”

4. Lie

Making up something impressive might get you in the door. But if you’ve grossly inflated your abilities and work history and the employer finds out, you will have burned two bridges, not just one.

“Lying on the resume drives recruiters mad,” O’Connor says. “I know people think desperate times call for desperate measures, but the best recruiters are going to do their due diligence and if you’ve misrepresented the dates, times, duties and technical responsibilities, that recruiter will never trust you, and probably won’t call you.”

5. Stalk the Recruiter
A suggestion to “stay in touch” doesn’t mean daily or twice-daily follow-ups. “If it’s been a few weeks and you haven’t heard, it doesn’t mean you’ve been forgotten,” Safani says.

Kohut agrees, adding that a recruiter who thinks you’re a good fit for a position will let you know right away. “Calling them constantly and demanding to be submitted to a company will just make them think you’re desperate and unhinged and a little scary,” she says.

6. Act Like You Don’t Care

Sending stock cover letters addressed to “sir” or “madam,” forgetting to change the name of the last recruiter you queried on your cover letter, saying you’ll take any old job and not proofing your correspondence might not make a recruiter hate you. But such sloppiness won’t impress them, either. And they might just take affront at your dismissive attitude.

Always Be Professional

Employment professionals say that, while one screwup won’t engender hatred, it might cause the recruiter to relegate you to the NDC list -- the list of nondesirable candidates they will not correspond with.

Some of the worst behaviors -- pushiness, stalking, haughtiness -- come from job hunters who don’t really understand how a recruiter works, O’Connor says. “If candidates would understand that the recruiter’s real clients are the companies with the job openings, not the job seekers, they would approach recruiters with more professionalism.”

Even if the recruiter isn’t acting in the most professional or diligent manner, you still need to be professional, he adds.



Source:Monster

Hate Your Job? How To Devise An Exit Strategy

You've finally landed an entry-level job in your "dream career." Awesome, right? Unfortunately, not for everyone. Whether you realize your dream career requires more working hours than you're willing to dedicate or the tasks you're delegated are uninteresting or just plain jarring, having a change of heart about your career path doesn't have to be the end of the world.

It's possible to switch dream careers and keep your already established personal brand intact. Here are a few tips on how to switch career objectives without harming your personal brand:


1. Never stop being professional.

Just because you've decided to take on a different course of action doesn't mean professionalism should be tossed to the wayside. Keep your social media posts professional as you would during the job search or if you had a boss who admittedly stalks employees profiles. Additionally, if you don't lock down a new job immediately, it's important that you maintain a standard of behavior that is professional and won't lessen your credibility.


2. Continue working after giving notice.

After deciding to part ways with a job that turned out to be less desirable than you'd initially thought it'd be and giving written notice to your boss, it's important to keep working diligently. Continue creating daily to-do lists and putting in effort. Giving notice isn't a license to slack, which could be detrimental to your reputation. You'll want recommendations from your boss and co-workers, so you should continue working as if nothing has changed. If time permits, create a document that explains all of your tasks and how to complete them that can be used to train your replacement.

3. Update your career objectives on your online profiles.

To effectively switch career paths, you must continue managing your online presence and update your career-related online profiles and personal website with your new career objectives. Update your LinkedIn summary and online resume with a detailed description of the new career path you've decided on and be sure to note the skills you've learned from your previous position that are transferable.


4. Develop expertise in your new career field.

Changing the focus of your career doesn't necessarily mean you should run out and get another degree. There are plenty of ways to develop the expertise you need to successfully switch careers and maintain a personal brand that employers will respond to. Attend an industry conference, go to networking events put on by professional associations in your career field of choice, and consider getting a certificate in the field since this takes much less time than pursuing a two or four-year degree.


While it may be a bit discouraging to realize that the career path you've dreamed of since before you could imagine isn't all you'd hyped it up to be, you can bounce back and maintain a personal brand that potential employers and industry professionals respect.



Source: AOL

Bridging the gap between job seekers and recruiters

Companies today are struggling to find employees with the right skills, despite the number of job seekers. While many experts blame a lack of skills on the worker side, recent research indicates that the difference between how employers and job seekers think and behave is contributing to the problem. In other words, there is a fundamental gap between how recruiters search for new employees and how job seekers search for jobs.

This gap is causing missed opportunities for both sides.
Here are five areas where the disconnect between recruiters and job seekers is most apparent:

1. Job-search sources: Job seekers use an average of five sources in their job search, including job boards, the company career website, social media, search engines and peer networks. Recruiters tend to be creatures of habit; they usually use one or two tried-and-true sources. However, by not using every possible outlet to connect with job seekers, they may miss out on quality employees.

2. Job titles: When it comes to job titles, recruiters and job seekers tend to speak a different language. Recruiters often fall into the trap of using job titles that are too broad ("nurse" could mean many different positions), too vague (are candidates really entering terms such as "rock star" or "evangelist" when searching for available positions?) or too internal (do people outside your company really know what a "project-development manager – level II" is?). Many recruiters can't change the job titles they post due to technology or process restrictions.

Understanding how and where job seekers search for jobs is crucial to targeting the most qualified workers. Job seekers today use between seven and 10 terms when job searching, so recruiters should consider the different ways in which job seekers might be entering these search terms. They should also be descriptive but concise when creating job titles.

3. The application process: An estimated 34 percent of job seekers who start to apply for jobs don't complete the application process. Thanks to technology, such as smartphones, that provides seamless interaction and instant gratification, today's job seekers expect ease and speed in the application process and won't tolerate anything else. The more hoops they have to jump through to apply for a job, the less likely they are to do so. Yet, not only is it hard for recruiters to view the application process objectively, but even if they could see what the application process is really like, they often lack the resources and technology to create a better process.

4. Brand perception: Today's most in-demand job seekers aren't just looking for jobs; they're looking for a place to fit in. They want to work for a company where they feel comfortable culturally and have opportunities to grow and develop. They do their research and weigh an employer's brand perception when considering where to work.

Unfortunately, recruiters have limited control over how their company is perceived. Just as job seekers are "always on" in their job search, so is a company's brand. Social sites such as Facebook, Glassdoor, YouTube and others are difficult to control, but job seekers are on these sites researching various employers. By the time workers apply, they've already done extensive research and are actively engaged in the company.

5. Engagement: Recruiters can't always continuously engage job seekers. They don't have the time, resources and technology to do so. Today's job seekers expect ongoing engagement throughout the hiring process. They expect to receive emails and newsletters -- even text messages -- with information about their application status and new job opportunities in which they might be interested. The traditional post-application auto-response email, followed by weeks of silence, doesn't cut it anymore. The more that companies engage job seekers, the better their perception of the company will be.





Source: careerbuilder

How to Recognize Fraudulent Business Opportunities

The Federal Trade Commission (FTC) says that fraudulent business opportunities consistently rank in the top 10 categories in its database of consumer fraud complaints.

"Some scam artists are really sophisticated," says Dan Salsburg, attorney for the FTC. "They know exactly how to keep consumers from guessing the true nature of their business by rounding up phony references or creating misleading documents."

Salsburg says savvy consumers can learn to spot the telltale signs of fraud. For example, many fraudulent promoters send spam email or post Internet ads involving vending machines for candy, soda, snacks or personal care items; display racks for greeting cards, CDs, perfume or similar items; or opportunities to buy into medical-billing or envelope-stuffing businesses or activities related to the Internet.

Other tip-offs include claims of high pay in weeks or months for little effort ("work only hours a week"), as well as claims about working conditions like the ability to "set your own hours," "be your own boss" or "work from home." The opportunities cost $5,000 on average, Salsburg says.

According to the FTC, many business opportunities offered through the classifieds or via spam email have little chance of success -- for example, a business with little or no demand in the market; cheap, low-quality or outdated merchandise; poor customer service; and few, if any, locations.

The FTC says consumers interested in buying a business opportunity must know their rights. "Consumers should know to look for the information," says Salsburg. "If it's not there, the opportunity isn't worth pursuing."

The Franchise Rule
The FTC Franchise Rule helps protect would-be business owners from fraudulent promoters' abuses. It requires promoters of business opportunities that sell for $500 or more to provide prospective buyers with certain information. For example, if the promoter claims -- even in an ad -- that buyers can make a certain amount of money, the promoter must include the number and percentage of previous purchasers who achieved the claim.

Promoters also must provide a franchise disclosure document that includes basic information about the promoter's company, including any lawsuits from purchasers or lawsuits alleging fraud. In addition, the promoter must give potential purchasers the names, addresses and phone numbers of at least 10 previous purchasers closest to the potential buyer.

The FTC advises you keep the following in mind when considering a business opportunity:

• If an ad includes an earnings claim -- but not the number and percentage of people who achieved it -- the seller is probably violating the law.
   
• Search the business opportunity's franchise disclosure document for a statement about previous purchasers. If the document says there haven't been any but the seller offers a list of references, they probably are phony.
   
• Get the list of 10 previous purchasers and interview each in person, preferably where their business operates.

Even if the business opportunity sells for less than $500 and is not required to provide this information, Salsburg advises consumers to get it -- in writing. "Take your time," he advises. "Promoters of fraudulent business opportunities often use high-pressure sales tactics to get you to buy in. But if the business opportunity is legitimate, it'll be around when you're ready to decide."

Other Preventive Measures

• If the opportunity involves selling products from a well-known company, call the company's legal department. Find out whether the promoter is affiliated with it and ask whether the company has ever threatened trademark action against this promoter or others.
   
• Consult an attorney, accountant or other business advisor before you sign any papers or pay any money. If the promoter requires a deposit, your attorney can establish an escrow account until you close the deal.
   
• Contact the attorney general's office, state or county consumer protection agency and Better Business Bureau both where the business-opportunity promoter is based and where you live to find out if there's any record of unresolved complaints. Remember that unscrupulous dealers will change names and locations to hide a history of complaints.
   
• Remember that legitimate employers don’t require payment from you to secure a job -- so you should never have to pay anyone to find or obtain employment. View this FTC video on job scams to learn more and know what to avoid.

How to Report Possible Fraud

• File a complaint online with the FTC or call toll-free (877) FTC-HELP (877-382-4357).
   
• Notify the state attorney general's office where you live and where the business-opportunity promoter is based.
   
• Call your county or state consumer protection agency, listed in the phone book's blue pages under county and state government.
   
• Alert the Better Business Bureau in your community and where the promoter is based.

Source: Monster

10 Tricks to Prepare for Your Next Job Interview

One of the top reasons for not getting hired is unpreparedness. When a company brings in a job candidate for an interview, they want to see that you have done your research on the company, and that you're prepared for what you'll be asked. If you truly want the job, doing the legwork to prepare for the interview should be no problem. Use these tips and tricks to help you maximize your chances of getting the job.

1. Bring a list of references and contacts. Often during a job interview, you'll be asked to fill out an official application, and you'll likely need to list out your references and phone numbers or addresses of previous employers. Rather than waste time digging in your phone to find the information you need, come prepared. Make a list of job references and personal contacts, along with their emails and phone numbers.

2. Look at LinkedIn. You can learn a lot from LinkedIn, not only about a company, but also about the person who's interviewing you. If you know ahead of time who your interviewer will be, look her up on LinkedIn. Knowing a little bit about her can help you guide the conversation and show you did your homework.

3. Come with questions. Many job seekers get paralyzed when they're asked if they have any questions. It's certainly not a requirement, but coming prepared with a few well thought-out questions about either the company or the position can make you seem inquisitive and interested.

4. Follow the company's news. If the human resources manager mentions the company's recent acquisition and you stare at her blankly, she might consider you less deserving of the role than another candidate who has read up on the (major) company news and can speak on it intelligently. It pays to read the company's News tab, and certainly makes you look smarter.

5. Follow your interviewer on Twitter before the interview. Not only will this give you another opportunity to connect with her, but you might also learn something useful for your interview. And you can flatter her by mentioning something she tweeted. Everyone likes it when people pay attention to what we say.

6. Bring extra copies of your resume. Sometimes you'll be interviewed by more than one person, so having extra copies can ensure everyone sees your skills firsthand.

7. Get directions in advance. Especially if you have to navigate the inside of a parking deck and multi-story office building. The last thing you want to do is waste valuable time trying to find parking and then locate the floor your interview is on, only to arrive late and out of breath.

8. Bring money for parking. Speaking of that parking situation: you never know when you'll need quarters for the meter or bills for paid parking. Stressing out because you don't have cash on you can affect your interview negatively.

9. Be nice to everyone you meet. From the parking attendant to the secretary, you never know who might have influence with the hiring manager. The last thing you want getting back to her is how you snapped at the receptionist upon arriving for your interview.

10. Follow up by email and snail mail. We're so accustomed to instant communications, so either the same day or the day after your interview, send a quick email to your interviewer thanking her. This is also your opportunity to ask any questions you didn't ask in the interview. You should also consider sending a snail mail thank-you card. These are rare these days, so they are always positively received.
You'll likely be going on several job interviews in your lifetime, so learn from your mistakes and find what works best for you.





Source: usnews

Jobseekers: Beware of Background Checks

So, you swear you have nothing to hide? That's a good thing these days, because more likely than not, your potential employer will be digging into your past.

     According to a study released last winter by the Society for Human Resource Management, an astounding 80 percent of HR professionals say they conduct criminal background checks to screen potential employees. That's up 26 percent from 1996, an increase driven in part by increased concern over workplace violence after the 2001 terrorist attacks.    

     Who can blame employers for wanting to be careful? Two Wal-Mart employees were recently convicted of fondling children in their store and both were registered sex offenders. Wal-Mart has announced it will now subject all new employees to a criminal background check a costly move for a company that Hoover's Online estimates has 1.5 million employees.

    

     Know your rights:

     When employers run their own background checks on applicants, they can commit errors that could cost you the job. By typing in the wrong Social Security number or confusing you with a candidate with a similar name, employers conducting background checks could dig up a whole host of information that isn't yours and some employers won't ever tell you why you didn't get the job.    

     According to the Federal Trade Commission's Fair Credit Reporting Act, employers must inform you and get your written permission before they conduct a criminal or credit check. If something pops up on your report that makes an employer decide not to hire you, the employer is required to notify you of what's on the report.

    

     Check your history first:

     Just imagine if you were applying for a job and your employer received a sheet brimming with debts and convictions that you never accrued. You can contact credit agencies to work out the dispute, but the fastest way to solve the problem is to prevent it altogether.    

     Experts recommend checking your credit report yearly to catch any errors or identity theft early. Now, job seekers can check their credit and criminal history, then pass it directly on to their potential employer. Job site CareerBuilder.com offers SureCheck, a way for job seekers to verify their criminal, civil and address history -- and their Social Security number -- then securely display it to employers who request access.   

     Candidates can also verify their education and employment histories, which may be especially useful to employers in light of recent reports that up to 60 percent of people fib on their resumes. Coming in with pre-screened background and reference checks gives job seekers an extra edge by ensuring the potential employer's trust.






Source: careerbuilder

How To Find A Mentor When You're Over 40

When you hear about someone looking for a mentor, you probably think about young people seeking an older and wiser, senior person to show them the ropes. Today, the definition of mentorship includes people at all ages and experience levels; mentors aren't just for twenty-somethings anymore.

If you're in your 40s, can a mentor help you? University of Georgia professor of industrial-organizational psychology, Lillian Eby, Ph.D, noted, "Obtaining a mentor is an important career development experience for individuals.... Research indicates that mentored individuals perform better on the job, advance more rapidly within the organization, and report more job and career satisfaction."

No matter your age, it can't hurt to find someone who will encourage and you in your professional goals, help build your confidence, remind you what you're good at and suggest ways for you to improve.

How can you find a mentor in mid-career? Unlike young interns, fresh out of school, you'll probably need to do a little more work to identify the right mentor for you. Follow these tips to get on the right path to a positive mentoring relationship:


1. Identify your goals and mentoring needs.

You don't want to be the "lost soul" seeking guidance and direction. At this stage of your career, you'll want to narrow down your targets and decide what you want next. Until you wrap your mind about your goals, it will be difficult to identify a mentor who can successfully help you accomplish them.

2. Know what you offer.

You should know a thing or two about what you offer. A mentoring relationship should be mutually productive, or even reciprocal. You have something to offer a mentor in return for his or her ideas; make sure to solidify this in your mind before you seek someone to partner with you.

3. Create a plan.

Before you ask someone to meet with you on a regular basis, plan out some discussion topics. While people tend to enjoy talking about themselves and sharing their own expertise, be sure to make it clear you envision the meetings and relationship will be a two-way street, with each party learning and contributing.

4. Don't limit yourself to mentors inside your organization.

While it would be great to learn from a mentor in your workplace, consider working with someone who is outside the four walls of your office. Be sure to cast a wide net for your ideal mentor. Try to find someone who will energize you with ideas and be able to help you realize your own potential. Don't forget to check with your alumni association. Sometimes colleges and universities have formal mentoring programs, and you may be able to sign up to be matched with a suitable contact.

5. Recognize that mentors come in all ages.

When you identify topics where you need mentoring, you may realize that you will benefit from a mentoring relationship with someone younger than you. This type of mentorship has become very common. The Wall Street Journal reported that companies institute programs to pair their more senior workers with younger employees who understand "technology, social media and the latest workplace trends." Spending time with younger workers may be just the thing to help energize you with new viewpoints and new skills.

6. Ramp up your networking.

If finding a mentor isn't a slam dunk, be sure to increase your networking efforts, both in person and online. If you haven't been attending professional meetings or mixers, now is the time to start. If you've been thinking of volunteering for a cause you believe in, get started! These opportunities to meet people in person could expand your pool of potential mentors.

However, don't forget virtual networking is a great way to meet new people, too. Consider jumping into social networking if you haven't already done so. You may be surprised by how generous your networking contacts who don't even know you in person can be when it comes to providing support, encouragement and mentoring. With Skype and online technology, your mentor can be halfway around the world, or in your own neighborhood.

Remember, we are all busy. If you want to work with someone, you need to follow up. It's up to you to keep in touch, schedule (or re-schedule) meetings and make times to touch base to discuss topics of interest to both mentor and mentee.

7. Give back.

Look for opportunities to serve as a mentor to other people. It's a great way to continue to learn and grow, and it is always nice to take a leadership role and to help someone else succeed.

8. Be appreciative.

While most people who agree to advise you and boost your career are not looking for trinkets or gifts, it can't hurt to consider donating to your mentor's favorite charity, sponsoring him or her if he's raising money for a cause, or agreeing to volunteer with him or her at a charitable event. Most people will appreciate these gestures.






Source: AOL

Four Big Lies Recruiters Tell Job Applicants

By now, we should all know that it’s dangerous to lie on a resume. But you know what? In the job search conversation between employers and candidates, a bit of fibbing sometimes happens on the employer side, too.

Often, there’s no ill will intended. While there are a few bad apples in the bunch (as with the rest of humanity), most recruiters and HR folks are motivated by the desire to put the right people into the jobs they have to fill. The trouble is that overwork and overly large candidate pools can thwart good intentions -- so those little white lies meant to spare a job seeker’s feelings end up not doing the candidate any favors.

We asked some recruiting experts to name the biggest lies recruiters tell, so you can spot the untruths and be ready to deal with them.

1. “We’ll keep you in mind for future opportunities”:

Recruiters meet a lot of people. And most of them have huge candidate databases. Often when they speak this untruth, they mean it: They are keeping your resume on file. Just know that they’re doing so in a gigantic filing cabinet, and that out of sight often means out of mind.

How to Handle: 
Don’t assume that “no” means “never.” Once you’ve started a conversation with a recruiter, don’t let the conversation end just because you’re not offered one job. Stay in touch via professional networking sites, and stay abreast of goings-on at the company so you can be aware of opportunities before they’re posted.

Just remember that there’s a fine line between “staying in touch” and “stalking.” So contact the recruiter only when you have a genuine reason to do so. And as with all professional contacts, don’t just look for favors to ask -- also look for ways to be of service.

2. “Salary depends on experience.”

Usually, the company has a ballpark figure in mind. If a recruiter asks for your salary requirements or expectations, he’s trying to see whether you’re in that ballpark.

How to Handle: 
In general, it’s better to wait until a job offer is on the table before moving onto salary negotiations -- but recruiters sometimes use salary requirements as a way to thin out the candidate pool.

In this case, your best defense is having done thorough research. Make sure you know what’s competitive for the position, the industry and the region, combined with what’s appropriate for someone with your background. That way, you can answer the question in terms of what your research has uncovered (not in terms of what your specific needs are), and then you can add something like, “But of course a conversation about salary makes more sense when we’re discussing a job offer.” Don’t low-ball your number, but perhaps let the recruiter know that you’ll weigh non-salary compensation (vacation days and other perks, for example) with the actual salary offer.

3. “You’ll hear from us either way.”

The truth is that you might never hear -- or you might not hear when you expect to. The reasons vary, but a lack of communication after an interview can indicate indecisiveness on the part of the hiring team.

How to Handle: 
Tackle this lie pre-emptively. Always leave a job interview knowing when you can expect to hear from the hirers. That way, you won’t torture yourself wondering whether it’s too soon to call them back. If they say they’ll get back to you by next Friday and they don’t, send a friendly email to check in. You can even use this check-in email as a chance to continue selling yourself as a candidate. If you’ve had any further thoughts about issues raised in the interview, now is a great time to touch on them again. If they need more time, give it to them -- but be firm and friendly about following up.

As for a company that never follows up with you after an interview -- even to say “no thank you” -- that could be a sign that something is wrong at the company. Smart employers know that treating candidates as well as customers is the right way to do business.

4. “We aren’t finished interviewing yet."

Sometimes this is true. Sometimes this means you're the company's "Plan B" candidate. But this statement makes it sound as if the company has at least settled on a solid group of contenders, and that's not always the case. Sometimes recruiters use this line as a stalling tactic when they’re still looking for someone more perfect than anyone in their current candidate pool.

How to Handle:  
Look at this statement as an opportunity to prove yourself. If your post-interview wait time is being extended because the hiring team is “reviewing other candidates,” ask questions like, “Do you have any specific questions or concerns about my ability to handle any aspect of the job? I’d love to address them and demonstrate that I’m the perfect candidate.”

Every interaction with a recruiter or hiring manager is an opportunity to persuade them that you’re the right person for the job. If you’re getting mixed messages, asking direct questions and staying focused will help you understand what’s really going on.





Source: Monster

5 Ways that Baby Boomers Can Overcome Age Discrimination

You probably know that baby boomers are having a difficult time finding work in this economy. But it's worse than you might think. In a new report by my company and Beyond.com called "The Multi-Generational Job Search," we compared job search behavior among a total of 5,268 boomers, Gen X and Gen Y workers. And we found that 25 percent of boomers have a job search of over a year, compared to just 17 percent of Gen X and only 10 percent of Gen Y.

From what I've seen, many employers unfairly tar baby boomers as being irrelevant, lacking up-to-date skills and being too expensive to hire. A whopping 65 percent of Boomers feel like they suffer from age discrimination, followed by only 22 percent of Gen X and 21 percent of Gen Y. So what can the over 50 worker do? Here are some tips:


1. Become adept at social media.
One of the best ways to become more relevant is to learn the tools that younger job seekers are using. Even though in our study it showed that 29 percent of boomers are using social media in their job search, slightly more than even younger generations, but more boomers could be ensuring that they stay relevant by embracing social media networks, especially LinkedIn.


2. Don't list everything on your resume.
Instead of promoting your thirty years of work experience, trim your resume down the last 15 years. Put your greatest achievements at the top because studies show, on average, recruiters spend less than ten seconds on each resume.
3. Network as much as you can.
Older workers should tap their network as a competitive advantage in their job search. They have been around the workforce longer so they know more people and people lead to jobs. Use your LinkedIn network, your offline contacts and family and friends to find out what jobs are available. Also, senior level jobs are rarely advertised. You usually have to have a contact in order to get your resume seen.
4. Consider temp work.
Another way to find employment as you age is to contact local temp agencies that can help place you in companies based on your skills. Once employers see how valuable you are, it will be easier to convince them to hire you full-time.
5. Start a consulting business.
If you're unemployed, a good way to keep your skills fresh is to consult. As a consultant, years of experience and track record will be a major asset, helping you land contracts. Instead of applying for jobs at companies, pitch them. Find different ways that companies can leverage your skills and constantly market yourself so people know that you exist and what you can do.




Source: AOL

Six Tips to Get the Interview

Be Proactive Before and After You Send Your Resume

You find a promising job listing online. Excited, you send a customized resume and tailored cover letter and wait for a response. Six weeks later, you're still waiting, your enthusiasm has waned, and you've concluded your resume has fallen into a black hole.

A proactive approach to your job search can improve your chances of landing interviews. These six tips will help maximize your success.

1. Make Contact Before Sending Your Resume
Unless you're responding to an ad that requests "no phone calls," try to contact the hiring manager before you send your resume. Even if you don't know the name of the person handling the search, you can do a bit of investigation to locate the correct person, if you know the employer.

Once you get the person on the phone, be brief. The purpose of your call is to express enthusiasm about the opportunity, and that you can positively contribute to the team. Be prepared with an elevator pitch about your qualifications and the ways you could benefit the employer. Keep the focus on the employer, not you.

If you don't get to speak with the hiring manager, find out who the recruiter is in charge of hiring for the position as well as the correct spelling of his name.

2. End Your Cover Letter with a Promise of Action Conclude your letter with something like, "I will follow up with you in a few days to discuss the possibility of an interview. In the meantime, please feel free to contact me at ______." If you say you will follow up, make sure you do.

3. Follow Up Quickly on All Resumes You Send

Follow up within three to five business days. You can follow up by phone, or by email if replying to a blind ad or the ad specifies no calls.

When following up by phone, try saying something like, "Hi, my name is ______ and I submitted my resume for your ______ opening. I'm extremely interested in this opportunity, and I just wanted to touch base with you on how I can benefit your operation..."

If you are following up by email, your message should be brief. Here's an example:

Dear Name (or "Hiring Manager" if name is unknown):

I recently applied for your ______ opening, and I just wanted to follow up to make sure my resume was received. My strong background in ______, ______ and ______ appears to be an excellent match to the qualifications you are seeking, and I am very interested in your opportunity. I realize you may not yet be at the interview stage, but I am more than happy to answer any preliminary questions you may have, and I can be reached at ______. Thank you for your time and kind consideration.

Sincerely,

_______

4. Be Purposeful in Your Subsequent Follow-Up Contacts

If several weeks pass after your initial follow-up without word from the employer, initiate another call or email. Your purpose for following up could be to find out if a timeline has been established for interviews or to leave an alternate contact number if you will be traveling. As always, be polite, professional and respectful.

5. Keep a Contact Log

Your follow-up attempts will be much easier if you keep a contact log of all positions to which you apply. Your log should include a copy of the ad for the position (don't rely on a job posting URL, as jobs can be removed from the Web), the file name of the resume and cover letter you sent, contact dates, names of hiring managers and a summary of information you gleaned during your contact with them.

6. Don't Be a Pest

Repeated follow-ups are tricky. Unless you are confident that you can walk the fine line between being persistent and becoming a pest, exercise restraint after your third or fourth follow-up contact. Don't give up hope if your follow-up efforts don't yield immediate results. Depending on the employer, industry, specific job and number of responses, the time between the application closing date and the day interview invitations are issued can be as long as several months.




Source: Monster

How to use a headhunter effectively

Some job seekers are reluctant to use a professional recruiter. Yet using a headhunter can give you a leg up, because he has inside information and the knowledge of jobs before they are advertised. Here is how you can work successfully with a headhunter.

Consider using a specialist: If you work in finance, find a headhunter who deals with finance folks all day long, as she will have a solid understanding of what you are talking about, what the prospective employer is looking for and how to coach you.

Be careful: Do not give out confidential information about yourself or your employer on the phone without having met the headhunter or knowing for which company he works. Also, find out how your headhunter works: If she shares résumés without asking the candidates first, that could be an issue.

Don't spread yourself too thin: Try to stick with a maximum of three headhunters. Headhunters may not be as willing to share your information if they know you're working with their competitors too. On the other hand, working with too many recruiters may give the impression that you're desperate.

Be prepared: Some candidates come to the interview late, badly dressed or with an outdated résumé, with the excuse of, "Yeah, but that is only because you are the headhunter. I would never do that for the real interview." This is not how you will motivate a headhunter to find you a job. Prepare for the headhunter meeting as you would for an interview.

Be honest: Just as with a prospective employer, don't try to hide anything or lie. If a headhunter finds out that a candidate is lying, he will likely stop the interview and may even blacklist the candidate. You should be completely transparent, and if there are bumpy parts in your career, your headhunter can help talk you through how to explain them to the prospective employer.

Like us or leave us: If you are not on the same wavelength as your headhunter, the headhunter is likely feeling the same way. You want to find someone with whom you feel comfortable going to bat for you. If you don't trust or like your recruiter, don't be afraid to keep looking.

Keep in touch: Even if you do not get the first job you applied for through a headhunter, that doesn't mean you won't get the next one. But remember that headhunters do have other clients, so you shouldn't be afraid to follow up if you haven't heard from them after some time. Remind them in a gentle yet persistent way every other week -- alternating between a phone call and an email.
A good headhunter can help you be more efficient in your job search and has valuable information that can help you succeed.




Source: careerbuilder

6 Career-Killing Email Mistakes

Email is a crucial communication tool, both at work and during job search. Unfortunately, it is all too easy to make a detrimental email mistake that has the potential to kill your career or bring your job search to a halt. Don't let these happen to you.  

1. Unprofessional email address.
No, HotMama@gmail.com is not an appropriate address to use to send your job search correspondence. In fact, it's probably dead-ending possible opportunities. Create a professional email account name for all professional interactions online. If possible, choose some version of your name, or your name combined with your professional title. For example, JohnSmithSales@gmail.com


2. Sending emails with too many links.
This isn't dangerous until you need to make sure your crucial email lands in someone's "in" box. Be aware: some companies have very sensitive spam filters that may identify emails with a lot of links as trash. If you use a fancy email signature including lots of links, it's not a bad idea to delete or simplify it when you apply for a job or when you try to touch base with a new networking contact. When your intended recipient doesn't receive your message, it certainly puts a damper on future communication!


3. Failing to respond.
How often do you check email from your phone and fail to file or mark it as an item to revisit later? In a busy day, it's too easy to see an email (even an important one) and plan to respond later, but forget to follow up. If you have a tendency to forget details and receive a lot of correspondence, make sure you review the your "seen" email at the end of each day so nothing gets lost.

4. Forgetting the attachment.
This doesn't sound like a fatal error, but when you've just applied for a job indicating how detail oriented you are, but forgot to attach your resume, it could be the end of the line for your application. Consider attaching documents before you compose the email so you'll never send an email saying, "see attachment" without the accompanying documentation.


5. Not monitoring your email inbox.
If your social networking notifications go to an email address you don't check, you could be missing opportunities. Be sure you know where those important messages will land, and if it isn't in email boxes you normally check, make a note to change the email or have them forwarded to an address you monitor closely.


6. Accidentally sending an email to the wrong person.
It happens. You use the touchpad on your Smartphone to select an email and reply to it, only to receive an immediate auto reply – from the wrong person! Oops – you realize your phone pulled up the wrong message. If you're lucky, the content you accidentally sent was non-confidential or neutral and a quick note saying you're sorry to have sent a misdirected email takes care of it. But, what if it was an email meant for a friend complaining about your boss – that went to your possible next boss? Can you say "career killer?"

How can you avoid this problem? Even when you're rushed and replying on the run, be sure to double check the TO: line of your email. Try to avoid composing emails on the run, or when you have only a few seconds to respond, since that will naturally make you less inclined to verify the recipient. If at all possible, consider waiting until you can use a computer or tablet (with a screen bigger than your Smartphone) to send highly sensitive or confidential emails.




Source: AOL

7 Lessons That Older Workers Should Learn From Generation Y

Generation Y is constantly criticized for having a poor work ethic, displaying a sense of entitlement, and having weak social skills. They are known to sit at the dinner table with their heads in their phones; they undervalue face-to-face communication. However, as someone who works with this generation and is a member of it (I'm 28), I've noticed Generation Y workers also possess traits and work habits that are incredibly useful -- and could help older workers' careers.

Here are 7 habits of Generation Y workers that could make older workers more successful.


1. They focus on work satisfaction, not the paycheck.
Studies are continuing to show that Gen Y cares less about money and more about being happy in their careers. They look for jobs that challenge, motivate and educate. They aren't interested in jobs that will only act as "jobs" and not further them mentally and emotionally. If you focus on work you enjoy, you'll likely be more productive and less stressed.


2. They are adept at multi-tasking.
You may find it annoying that they drive their cars while eating sandwiches, talking on their Bluetooth and making Fantasy Football trades. You may be mystified by how they check their Twitter, Facebook, LinkedIn, and Tumblr accounts within seconds each morning. They are juggling more things both professionally and personally than any other generation. But this flexibility has enabled them to launch successful freelance careers and startups, an increasingly important skill as we move into a "gig" economy. The ability to juggle multiple gigs means that you'll be able to thrive in a 21st century economy and you won't have to be stuck in a job you hate.


3. They know how to be productive anywhere.
Young people know how to get their work done from coffee shops, planes or their homes. As more companies are reducing office space, being able to stay productive while working virtually makes you an asset to the team.

4. They are comfortable reaching out to top executives.
You may hate the fact that they don't seem to respect authority or the hierarchy; when you were entering the workplace, it was verboten to reach out to the head of the company. But not being intimidated by position or ranking means that they are more likely to establish relationships with powerful people who can boost their careers. As a result, they are more likely to get what they want out of the workplace.


5. They embrace connectivity.
Gen Y workers don't remember a time when you networked without social media. As a result, after they've chatted with someone at a meeting, they automatically connect -- over Facebook, LinkedIn, and Twitter. They build relationships online -- which means they know about job opportunities first and have more contacts who can help them get jobs.


6. They're in love with their smartphones.
They use it for everything and it is a tool that enables them to multi-task, increase productivity, and stay in touch faster and more frequently. Mobile is becoming the new force in the economy, driving how companies and consumers affect it; those who don't embrace it will be left behind.


7. They are job hoppers.
Unlike the baby boomer generation, Gen Y expects to move from one employer to the next, in pursuit of better opportunities. They've seen their parents get laid off; they know that there is no such thing as company loyalty. They seize opportunities to grow their skills, which means they're much more likely to stay employable throughout their career.






Source: AOL

5 Worst-Case Interview Scenarios

You thought you were prepared for that interview. But sometimes even the best laid plans can't ward off unexpected disaster. Besides having a getaway car waiting to quickly whisk you away from an awkward situation, there are ways to overcome even the most embarrassing interview situations.
Certified career counselor Susan Guarneri says to keep in mind that you are only human, as are your interviewers, and everyone knows that stuff happens. When the unthinkable happens in an interview, what's most important is how you manage the situation.

Here are some suggestions on how to handle unforeseen interview mishaps.

You're Late.
Whether you overslept or your train stalled on the tracks, either way, you know you're going to be late for your interview.
Solution: "If you can see you're going to be late, immediately call ahead and let them know," Guarneri advises. That way you won't keep your interviewer waiting and you give them the chance to call the shots -- squeeze you in for a later appointment or reschedule for another day.

You Forgot Your Résumé Materials.
You grabbed your briefcase, but left your portfolio stuffed with your beautifully printed résumés, letters of recommendation and work examples sitting on your kitchen table.
Solution: "This can be easily handled if you planned ahead properly," Guarneri suggests. "Don't rely on just a paper résumé. Have your résumé available online somewhere, such as a blog, personal Web site or in your e-mail. Then it can be instantly retrieved from the interviewer's office."

You Have a Wardrobe Malfunction.
Somewhere between your house and the interviewer's office your smartly pressed suit ends up looking stupid. This happened to one of Guarneri's clients who was splashed by a passing cab right outside the building of the company with which he was going to interview.
Solution: Guarneri recommends continuing to your interview and briefly explaining what happened. Almost everyone has had a wardrobe malfunction occur at an inopportune time -- your interviewer will likely be empathetic to your mud speckled trousers.

You Forget the Name of the Person You're Interviewing With.
You're nervous during an interview and it's common for your mind to go blank.
Solution: If you didn't write it down on, don't see a nameplate on the desk, or can't read it off of certificates adorning the walls, don't fake it, Guarneri warns. Find an opportune time to ask the interviewer for his or her business card, by saying something like, "Before I forget, could have one of your business cards?"

The Interviewer is Distracted.
Another of Guarneri's clients entered an interview only to find the interviewer sitting with his head in his hands and didn't even look up when her client entered the room and sat down.
Solution: If they're not listening when you're talking, are they bored? Are they stressed with other projects?
"Pick up on the emotional cues the interviewer is delivering," Guarneri says. "Then recognize the situation and get their attention." In this case, her client said, "If this is a really bad time, I can come back."
It ended up the interviewer had just found out his dog had died. Although it wasn't the ideal situation, this gave her client, who has a dog, a chance to connect with the interviewer and they both began sharing dog stories. (He ended up getting the job with just that one interview.)
Guarneri says job seekers often stress when something goes wrong in an interview, but how you manage a challenging situation can say a lot about you. She had a client who flew to Buffalo, New York for an interview and was snowed in by a winter storm. He ended up arriving at the interview three days late, with a rumpled suit (the only clothes he had to wear for the three days) and mismatched shoes (he lost his shoes and had to buy new ones at a nearby thrift store). His perseverance and genuine interest in the position -- along with a healthy dose of humor about the whole situation -- landed him the job.



Source: careerbuilder

11 Surprising Ways to Hurt Your Career

While most career advice focuses on how to succeed, we can all learn valuable lessons by dissecting career failure as well. Workplace experts offer insights into some of the top ways workers undermine their own careers and jeopardize their career development.      

1. Not Taking Your Education Seriously

If you party too much in college and end up with a run-of-the-mill 2.5 GPA, you’ll be passed over for the best entry-level jobs, says New York City-based executive recruiter and coach Brian Drum of Drum Associates. Not finishing your master’s degree is another way to hurt your career development goals, adds Anne Angerman, a career coach with Denver-based Career Matters.

2. Not Having a Plan

In the current poor job market, you may have defaulted into a career you aren’t crazy about. That’s OK, as long as you develop career plans to get where you want to be. “Think of every job you take as a stepping-stone to your next job,” Drum advises.

3. Lying

You’ll lose professional credibility in a hurry if you lie, from exaggerating on your resume to getting caught fibbing on Facebook. “If someone calls in sick to work and then that evening posts a photo on Facebook of their extra day vacationing in Cabo San Lucas, that’s a big problem,” says corporate etiquette specialist Diane Gottsman of the Protocol School of Texas in San Antonio.

4. Sullying Your Reputation on Facebook or Twitter

Social media can harm your reputation in other ways, too. Personal posts and tweets from work -- when you’re supposed to be doing your job -- can tag you as a slacker. And the content of your posts or tweets can come back to haunt you as well -- you never know who might stumble upon those bachelor-party photos. “You need to assume that every boss and potential employer knows how to use Facebook, Twitter and MySpace, and post from the standpoint that everyone is watching even if in reality they’re not,” Gottsman says.

5. Not Respecting Professional Boundaries

Sharing TMI about your personal life with colleagues is unprofessional. “Your coworkers don’t want to hear about your fights with your husband,” Angerman says. On the other hand, if you’re ultraprivate and work with a chatty group, join the conversations occasionally so coworkers don’t resent you.

6. Gossiping, Slandering, Excessively Criticizing

If you publicly bash fellow employees, the boss, the board of directors or even your competitors, you’ll be perceived as negative at best and a troublemaker at worst. The ramifications can be broad and long term, Gottsman says. “Industries are tight,” she says. “You don’t want to be the one who started that rumor about the head of your industry.” As far as bad-mouthing competitors -- what if your company merges with a competitor, or you want to work for one someday?

7. Carrying on an Inappropriate Relationship with Your Boss

A romantic entanglement with a boss can do real damage to your ability to collaborate with peers. "When you get involved in a drama or in something unethical that can be brought out in the open, you're asking for trouble," Gottsman says. Even getting too chummy with a boss can cause jealousy (as well as other potential problems). When it comes to your boss, keeping things professional is always the wiser choice.

8. Not Controlling Your Alcohol Intake or Libido

Getting drunk at the office party or on a business trip damages your credibility. Ditto a romantic, ahem, “indiscretion” that your colleagues know about.

9. Job-Hopping Just for the Money

Job-hopping -- in moderation -- may not automatically disqualify you from a position. “But it gets to the point -- like if you have seven or eight jobs by the time you’re 35 -- that employers are not going to want to invest in you,” Drum says. Also, if you have leadership aspirations, keep in mind that the top dogs of many large corporations have been with those organizations for long periods, he says. Additionally, many companies have “last in, first out” layoff policies, which could leave you out of a job if you never stick around long enough to build tenure anywhere.

10. Losing Touch with References
You’ll kick yourself later if you leave a job without collecting personal contact information from colleagues who can serve as professional references for you in the future. “If you were forced to leave a job and you can’t ask your boss for a reference, hopefully you’ve built up some rapport with a colleague and can ask them,” Angerman says.

11. Leaving a Job on Bad Terms

Don’t become a lame duck when you’ve got one foot out the door, Drum says. “The employer only remembers about the last five minutes you were there,” he says. Give proper notice and don’t leave a mess behind. And by all means, do not make a huge dramatic production of it when you quit, complete with cursing, slandering and throwing things, Gottsman advises. “It’s very difficult to get another job when you’ve left destruction in your wake,” she says.




Source: Monster

Dos and Don'ts of Handling Interview Silence

You?re at a meeting or job interview. You?ve just answered a difficult question or made an important point and are met with an unmovable silence. You wait, growing a bit uneasy, but the room remains deafeningly still.

What would you do? According to executive coach Mary Kay Scarafile, most candidates rush in to fill the void by talking a blue streak. "Most people are so intimidated by the silence that they slip into the role of someone who has goofed and is trying to recover. They?ll do anything to end the silence, so they begin to qualify and expand on their previous answer hoping to hit on something that will fix the problem.

"This most often results in candidates offering more information than they need to - information that is irrelevant, even damaging, to them and their cause."

A senior advertising copywriter says her panic over an interviewer?s silence cost her her dream job.

"When asked whether I?d still work if I won a $10 million lottery, I said that if I worked for this agency, yes, because I would be doing what I loved. It was an honest answer and I thought a good one, but the creative director just stared at me suspiciously."

"After a while I got so nervous, I began conceding that there were a number of changes I would make if I won the money... It was all down hill from there."

Whenever you are confronted with silence, the best strategy is to refuse to be intimidated by it. Remember, some people use silence as a test to see how you respond under stress. And if you actually did goof, remaining calm will do more to defuse the situation than a stream of chatter.

Scarafile recommends that if you ever encounter the silent treatment, you should keep quiet yourself for a while and then ask very sincerely: "Is there anything else I can add to fill in on that point?"

This puts the responsibility back on the interviewer, and if you have said something that is troubling him or her, will give you a better idea of how to recoup.

Knowing what to say is important. Knowing when to stop is vital. To keep from talking yourself out of a job remember these Do?s and Don?ts.

Do your homework beforehand. Anticipate questions that are likely to be asked and prepare brief (two minutes or less) compelling answers to each.
Don?t spend time talking about dates, chronology or other information readily available on your resume unless asked to do so.
Do pause briefly before answering a difficult question to gather your thoughts. It not only helps you organize what you want to say, but will make you appear more sincere.
Do pay attention to verbal and non-verbal cues from the others in the room to gauge their reaction and adjust your responses accordingly.
Do bring along a portfolio of successful projects (if applicable to your line of work) so that the interviewer can see and get a feel for the breadth of what you can do and ask about the projects which interest him or her.

Become comfortable with silence. Remember, eloquence is saying the proper thing... And then stopping!


Source: careerbuilder

8 tips for getting great job references

With more companies researching job candidates online and through social media, it may seem as if traditional references are less useful than they used to be. Have they become obsolete?

Far from it. For hiring managers, there's still no substitute for discussing you and your work with the people who know those topics best. References are a great way to distinguish professionals who have made a lasting impact on their employers from those who merely look good on paper.

Hiring managers hear lots of vague praise. A recommendation that seems halfhearted or generic can actually hurt your chances of receiving an offer. Ho-hum references can suggest not only that you haven't knocked the socks off previous employers, but also that you didn't put much thought into preparing your reference team.
While you can't control what your references say about you, you can set yourself up to receive powerful endorsements. Here are eight tips for doing so.

1. Don't wait. Start preparing your list of references before you send out your résumé. A last-minute scramble to put references together can lead to incoherent or irrelevant recommendations. Employers expect three to five references; it's a good idea to line up more than you need and then choose the most pertinent ones for each prospective position.
2. Choose wisely. Choose your references based on their ability to provide meaningful impressions about you, not the prestige of their title. A busy chief information officer who remembers you fondly but struggles to recall any of your specific achievements may be less helpful than a colleague who has worked alongside you on numerous projects.
3. Round out your team. Hiring managers understand that candidates in the early stages of their career may not have a deep pool of managers and colleagues from which to choose. Former professors or fellow members of a professional association can work fine as long as they know you well and have strong communication skills.
4. Ask first. No matter how confident you are about someone's appreciation for your work, never list a reference without permission. Even if the reference isn't miffed by your presumption, she's unlikely to deliver a convincing endorsement during a surprise phone call.
Note how long it takes each potential reference to respond to your request. If you don't hear back promptly, chances are a hiring manager won't either.
5. Keep in touch. After someone has agreed to serve as a reference, verify his contact information and provide your up-to-date résumé. Follow up whenever you think the person is likely to receive a call. This gives you a chance to confirm your reference's availability and to brief him on the key requirements of the position. Ideally your contact will start thinking about specific reasons you'd be a good fit.
6. Be thorough. On your reference list, include each person's name, title, company, email address and phone number. A sentence or two about your work history with each reference can help the hiring manager ask the most pertinent questions. Hiring managers assume that references are available upon request, so you don't need to include that phrase on your résumé.
7. Be upfront. If you don't want your current boss to know you're looking for a new job, mention that to the hiring manager when you provide your references. Otherwise, the omission of your direct supervisor might look like a red flag. A trusted, discreet colleague at your company may make a suitable replacement.
8. Come prepared. You shouldn't provide your references until they're requested, but it's a good idea to bring a hard copy to your interview. Presenting a complete list on the spot suggests confidence and strong organizational skills.
Building and maintaining a reference list shouldn't be confined to your job search. If you treat it as an ongoing part of your professional networking efforts, you won't have to sweat the process each time you're on the market. Stay in touch and let your most valued contacts know that you're available to provide  references, too. Your endorsement might be the deciding factor for someone whose work you appreciate -- and for that person's fortunate new employer.





Source: careerbuilder

The Best Ways to Close a Job Interview

"Do you have any questions for me?"

This is a very typical way for an interviewer to wind down a conversation. It gives the illusion of a level playing field, with each side having a turn to query the other. The employer well knows the questions for which you really want to know answers, but you lose a precious opportunity if you ask any of these:

• Do you love me yet questions: How did I do on this interview? Will I be invited back for another round of interviews?
• Process questions: What happens next? When do you expect to make a decision?
• What's in it for me questions: When would you like me to start? How much will you pay me? What benefits will you offer me? How much vacation time will I get? Can I still take a pre-planned vacation scheduled for one week after I start work?

Of course you will ultimately need the answers to these questions, but now is not the time to ask. Any information about what the company can/will do for you is not relevant until after the hiring managers have decided that you are the best match for the job.

Moreover, taking precious face-to-face interview time to talk about these things means that you aren't using that time to seal the deal, asking questions that demonstrate your interest in contributing to the company's success and highlighting some of your skills or other qualifications that haven't yet been touched upon.
There are, of course, many appropriate questions for you to ask.

• Earlier in this conversation we discussed X. Would my experience doing [fill in the blank] at [fill in company name] be a strength that you would want to draw on for the department/organization?
• What are the most pressing problems that make hiring someone for this position so important right now? When you get the answer, you then have an opportunity to mention things you've done that demonstrate your ability to fill that need.

My all-time favorite closing question is this: "Let's flash forward and assume that I've been working for you for a year. Imagine that you have just given me a stellar performance review. What are the things I will have done during the next year to earn such great praise from you?"

The beauty of this question is multi fold. First, it helps the interviewer to visualize you being both hired and successful. That perception is crystallized when he begins his response, "I think that you will have done….".
On another level, regardless of what has been said up to this point, the answer will parse out the basic job requirements from the things that a stellar performer will accomplish. With this knowledge, you can then circle back with a story, past accomplishment, or something else that demonstrates your ability to be that top-performing employee. And here's the icing on the cake: when you get the job, you'll know exactly what you need to accomplish to be the most valued member of your team.





Source: money.usnews