Unemployed? Here's how to nab an interview

Alan Carniol,

If you're out of work, looking for a new job can be challenging, especially if you've been unemployed for an extended period of time. Here are some expert tips for staying on track and nabbing an interview:

 

Convey confidence
"Remember to be enthusiastic and interested throughout the interview, regardless of how frustrated you may be with your job search," says Lynne Sarikas, director of Northeastern University's MBA Career Center.

Yes, being unemployed isn't fun. Getting turned down from previous interviews can make the feeling even worse. Still, if you bring those feelings into your next interview, you might jeopardize your chances.

The antidote for this negativity? Focus on how you can still produce results on the job. "You are competing with current workers, so you have to show that you are still capable, knowledgeable and that you add value to the company in this position," Sarikas says.

Show you aren't rusty
Employers want workers who are up to date on their knowledge and skills. If you want to impress employers, review all the tools you used in past jobs, and make sure you're familiar with all the relevant industry language.

"Know the software you used in each role you've worked," says Sarah Connors, staffing manager in the human resources contracts division at WinterWyman. "Software is becoming a bigger item to help get you in the door, and those names should roll off your tongue like you used them yesterday. [Saying] 'Um' ... because you can't remember a name makes it seem like you don't remember the software, and if you don't remember the software, then it's not a value-add you're bringing to the next company."

Another way to prove your value? "Use your network: Connect with former co-workers and managers on LinkedIn to get a great referral that shows what a capable, valuable employee you can be," Connors says.

Prove your fit
"Fit is the most critical determination in hiring for both the hiring manager and the candidate," Sarikas says. "For the hiring manager, there are typically multiple candidates with the skills to do the job. The challenge is finding the best person for the job based on how they fit with the team and the culture of the organization."

So how do you communicate fit? Be yourself, says Kevin Ricklefs, senior vice president of talent management at CHG Healthcare. "Don't just answer the question; add some personality and passion into each response," Ricklefs says. "Your personality comes through when you convey enthusiasm for certain topics, you tell stories that explain your 'why's, and you ask questions of the interviewer in areas that interest you."

Explain any long-term unemployment
If you have not worked for a while, you may be asked about it in your interviews. Invest the time in creating a strong answer to this question.

"Being honest is always the best option," Connors says. "If there's something you feel is too personal to share, you'll want to talk to a recruiter, mentor or trusted friend about how to discuss it. Highlight any volunteer work, contract positions or classes you have taken that show you've been active and keeping your skills fresh. It's too competitive a market to not give yourself every advantage."

11 Habits of Superb Bosses

• By Miriam Salpeter  

By Miriam Salpeter

Most people have worked for a bad boss, but superb bosses often don't get a lot of press. Most employees would give a lot for the opportunity to work for a boss with even a few of these characteristics:

Gives constructive criticism
There's a big difference between a critique and a conversation that engages the employee and helps him or her constructively plan how to change for the better. A great boss knows how to approach a subordinate with the right mix of mentorship and direction.

Provides consistent feedback
In today's workplace, it's not unusual for supervisors to be overwhelmed with their workloads. Often, something that's first to fall off the "to do" list is providing regular feedback and supervision for employees. A strong boss makes a point to offer feedback regularly and to comment on improvements or negative developments so the employee knows exactly where he or she stands.

Rewards good work
While the boss' hands may be tied when it comes to salary or benefits, a good boss recognizes the best employees, even if the recognition is nothing more than a written note filed with personnel.

Knows how to coordinate and juggle
All employees today are taking on more responsibilities, and it's up to each person to manage details for multiple projects simultaneously. The best bosses don't pass on the stress to the people they manage. Instead of acting as if every project is like a fire to put out immediately, good bosses adjust and delegate work based on what needs to get done immediately.

Mentors and coaches employees
Very lucky workers have the opportunity to serve under a boss who is really interested in their careers and in helping them get promotions. The best bosses make a point to identify and enhance their employees' strengths and direct them to projects that will allow them to shine and get noticed.

Accepts responsibility, not just credit
Most people have worked for bosses who are happy to take credit when things are going well, but fewer have a chance to see a real leader in action: the one who steps up and accepts blame when the going gets tough.

Communicates clearly
Good bosses know that communication is only as good as how it is received; it doesn't matter if you think you've explained what needs to be done if your employees don't understand what you've said. The best supervisors understand how to explain what they want done succinctly and directly, and they are available to answer questions as necessary.

Offers challenge and support
This delicate balance eludes most people: how can you challenge your workers to improve while providing the resources and support they need to succeed? Employees need both in order to improve themselves.

Takes calculated risks
Sometimes, it's a real risk for a supervisor to trust an employee with a project that the boss knows is just beyond his or her strengths. The best supervisors will know when the time is right to take a step back and allow people they supervise to take the reigns of a big project.

Recognizes a healthy work-life fit
Most workers loathe the idea of reporting to someone who seems to have no life outside of the office. The unstated message is, "I have no life, so neither should you." These employees often spend long hours at the office because they think it's the only way to impress the higher ups. Confident and competent bosses can motivate people to work overtime when necessary, but don't expect 100% devotion to work all of the time.

Doesn't play obvious favorites
If it's obvious who is the favorite at work, it is challenging for the rest of the team to come together as a unit because there's extra, unnecessary, competition. The best bosses try to eliminate this unhealthy competition that comes from trying to be the favorite and instead instill a sense of working together for the common good of the organization or department.

The something extra that gives IT professionals an edge

• By Guest Contributor 

By Robert Half Technology

As business and technology become more entwined, IT professionals are finding that companies expect them to deliver more than just expertise in their core competencies. Companies want candidates who combine their tech skills with business acumen. They want IT personnel who can work collaboratively with colleagues in other departments to identify opportunities to increase the company’s profitability through more effective use of technology.

There are good reasons for this shift in expectations. More companies are embracing business-transformative technologies such as cloud computing and virtualization, social media and mobile. They need professionals who not only understand the nuts-and-bolts of these technologies but also clearly see how the business can use them strategically to increase competitive advantage.

When it comes to IT hiring, more companies are now focusing on the “and” that connects a technology professional’s expertise to the “something more” that they can potentially provide that adds value to the business. The question is, if an employer asks you to deliver an “and,” would you be prepared to do so? Here are some strategies to help ensure that you can:

Understand your industry — as well as your employer’s. No matter what your role is — systems analyst, network architect, database manager, helpdesk professional or something else — stay apprised of trends in your field. New developments in your area of expertise could ultimately have an impact on how your employer conducts its business. This is why it’s also important to pay attention to the demands being placed on your company’s industry, such as competitive pressures or regulatory compliance requirements. Consider building your personal expertise in IT areas that could help your business better meet those demands.

Keep expanding your knowledge. When workplace training opportunities arise, don’t miss the chance to learn new skills that can enhance or expand your current abilities — if you have the time and permission to do so. The training does not have to be IT-related: Perhaps your company is offering a leadership training course or a seminar on business communication skills.

If the training does focus on technology, be willing to explore new areas. Even if you don’t end up working with certain technologies regularly, understanding how to use them — and where, how and why your employer is initially implementing them — may help you think of ways they might be applied elsewhere in the business. In addition, by expanding your knowledge and skills in both business and technology, you’ll likely improve your mobility within your organization, as well as increase your marketability in your field generally.

Be proactive about adding value. Make it a part of your everyday job to find ways to increase efficiency and profitability for your department — and for the broader organization, wherever possible. Such contributions can help to raise your visibility in the company. Even small improvements can be significant enough to help move a business forward over time.

Unsure where you can add value? Review your current job description and compare it to those in leading industry resources, such as the “Robert Half Technology Salary Guide.” Are the expectations that your employer has set for your position in line with industry norms? Being aware of what you should be providing to your company in your current role — and then making a point to deliver it, whether or not you’re being asked to do so — can go a long way toward adding value.

Sometimes the “and” employers look for in IT staff is additional technical skills. As more organizations look to emerging technologies to boost marketing efforts, improve operations, gain business insights and produce superior customer experiences, the demand for professionals with expertise in more than one of these in-demand areas is also rising. (So, too, are starting compensation levels for some specialized roles.) In these cases, too, technology professionals who have demonstrated solid business acumen by helping their employers find ways to increase profitability are likely to have an edge in the hiring environment.

4 types of interviewers and how to make them love you

• By Susan Ricker

Even if you’ve prepared for the standard interview questions and feel ready to ace your job interview, there will be some apprehension as you wait to see what your interviewer will be like. Will he be tough and wait for you to impress him? Will she give you trick questions? Will he throw creative curveballs at you, like asking how many jellybeans are in that jar he’s snacking from?

While every hiring manager and interview will be different, there are some common personalities and experiences you can prepare for in advance. Here are four types of interview personalities and how to make them love you.

1. The Poker Face
This interviewer won’t let you know how the interview is going, and can throw your confidence if you’re not ready for her. While she may not give any emotional or physical cues to indicate if the interview is going well or not, you can still win her over.

Instead of responding based on what you think the interviewer wants to hear, take your time and form your own answers, since you won’t be able to read her reactions anyways. You can impress her by showing your knowledge in the field and how you’ve taken the initiative at work and in your career. And most importantly, remember that you’re interviewing her as well. You can get The Poker Face to open up by asking thoughtful questions about the company, as well as her experience there and what career path this job leads to.

2. The Detective
Bordering between nosy and paranoid, The Detective wants to see proof of every certification or skill you have, as well as track your every move in real life and on social media. While this interview personality may come off too strong, there are ways to turn this snoop into a friend.

First off, listen carefully to each question he poses, and be sure to give complete answers that address his concerns. You’ll be able to pick up clues of your own in his questions, and figure out what the company values and needs. For instance, if he’s pressing for proof that you’ve handled projects on your own, he may need an employee who can take the initiative and be a problem-solver. Also, be ready in advance for The Detective and come to the interview with any materials or technology that will be relevant to the job. If you do forget anything, assure him that you’ll send the information immediately after the interview, and be sure to get his contact info.

3. The Intimidator
Some interviewers get carried away by the power that comes with being an interviewer. Or perhaps they’ve been in the field so long that they’ve forgotten what it feels like to be a newcomer to a company or role. Either way, this interviewer’s going to be tough on you and expect you to prove your qualifications for the job.

Don’t back down under pressure. It’s important that you demonstrate your industry knowledge and what steps you’ve taken to better yourself. You want to make it clear that you can add value to the team and will bring your own strengths. If The Intimidator’s hardly impressed by your accomplishments, there’s still the opportunity to do well in the interview. Express an interest to learn more and point to this company as a clear example of industry leadership. Also ask questions about The Intimidator’s own career and what steps or advice they’d have you follow.

4. The Headless Chicken
This interviewer may not have known he would be meeting with you today, or that he’d be interviewing job candidates at all. Or, The Headless Chicken is extremely unorganized and hasn’t prepared to meet with you. Either way, you may accidentally be the one in charge in this interview.

Even though your interviewer will need some time to get the interview rolling, don’t let this fluster you or dash your hopes of an ace interview. The Headless Chicken  will hand you a lot of the questions and hope that you’ll carry the interview, which works to your advantage. Give complete answers about your background, education and training, areas of expertise, and future career plans. If you have any strengths or bragging points, be sure to work them in, since you may not be given another opportunity. If the interviewer’s erraticism raises red flags, though, listen to your gut. The interview is a chance for you to decide how you feel about the company, too.

No matter who’s interviewing you, remember to show up early and prepared, and be confident in your abilities. When you’re a strong candidate for the job, every interviewer will be interested.

How To Get Successful People To Answer Your Emails

• By Brazen Life

By Reggie Hall Jr.

If the Internet were a real place, most emails would be the equivalent of that shady guy trying to sell you items from his kiosk at the mall. He's annoying. He doesn't give a crap about you. He wastes your time. And that foreign lotion bottle he extends to your terrified nostrils doesn't smell good.

He's trying (and failing) to connect with you. Don't laugh! You write emails to successful people the same way. These five tips will help you help you write emails that generate responses and build relationships:

1. Be brief

You're busy. You work hard, you create side projects, you hustle for new connections and you cram room in for a social life. (Damn, take a break!)

Successful people live even busier lives. A long email is like the stranger who reveals their life story five minutes after you shake their hand. Ain't nobody got time for that! Short messages decrease the chance your contact drags your email into their trash folder.

2. Keep it genuine

"Hello friend. I have a special secret that has saved me $10 million..."

Next! Automatic delete.

It's an extreme but too common real-life example. Stop writing emails that reek of dishonesty. Don't underestimate how deeply people crave authentic connections. Successful people develop a B.S. detector after constantly having others compete for their time and attention. When you hide your true intentions, beep, beep, beep! -- their B.S detector explodes.

If you want something, make it clear. If you have a great idea, share it. Most importantly, be upfront about why you are sending the email and why your message is great for the person receiving it. This will establish trust, which is the foundation for all positive relationships.

3. Be likeable

Ever stare at a date across the dinner table while they talk only about their life? It's unattractive and rude. In the same vein, center your emails around the contact instead of yourself. Primarily, focus your message on their background, their needs and how your email impacts them.

The second part of being likeable is making your request for information, meetings or feedback easy for people to say yes to. "Do you have 10 minutes to chat?" is easier for someone to agree to than "Can I talk with you for an hour?"

Give people outs when you make requests on their time. Applying too much pressure on them increases the chance they'll decline your attempts to connect. Phrases like "I know you're busy," "at a time convenient for you" or "let's discuss this further when you're back in town" demonstrate that you're conscientious about their time constraints.

You always become more likable when you relieve the burden on others.

4. Provide value

Your iPhone rings. It's the friend who only calls when they want something. Ignore! Ten minutes later, though, you answer your phone for a different friend.

Why did you accept one call and not the other? Because one friend shares cool news and invites you to interesting events, while another friend only takes.

Similarly, being a giver invites people to your cause. In your emails to successful people, share an interesting link or new information within their niche. Your email isn't just about receiving; it's about establishing a relationship. And good relationships are built upon helping people with shared interests and aspirations.

5. Show you're already winning

You want to contact successful people because you know they get important things done. You gain instant credibility by showing them you're already winning.

Did you just complete a cool project? Create something unique? Briefly tell your contact. The message conveyed is that you don't mooch, and that establishing a professional relationship with you won't be a waste of their time and effort.

Here's what it looks like put together. This email was sent to New York Times bestselling author Chris Guillebeau, resulting in an interview and new relationship:

The first line establishes a common link. Line two shows genuine flattery. Lines three and four give a clear intent of the project, which makes it easier to say yes.

The fifth line shows why Chris fits for the email's content. Line six is about being likeable and gives Chris an "out." The second-to-last line reads "at a convenient day and time for you." This goes back to taking away the burden for Chris.

The final, "P.S." line briefly shows how I'm already winning without bragging.

Note: Notice the title of Chris' book is spelled incorrectly. (It's "world," not "word.") This mistake proves you don't have to write a perfect email to have successful people respond positively to you! (Although you should always proofread.)

Influential people want to help you reach your goals! Your next connection is one strong email away.

Your turn: What's your secret (or biggest hurdle) for writing a great email to successful people?

Career Anxiety: Dreadful, Common And Totally Necessary

• By CareerBuilder

By Susan Ricker

When you're entering the workforce for the first time, it's natural to be nervous about your career and uncertain of how things will turn out. But what about later in life, when you're ready for a change or career switch? You may have years of experience under your belt, but that may not do much to quell your anxiety about what the future holds.

However unsettling it may be, uncertainty is necessary for a career switch. This is especially true for an encore career, or a career change made later in life that combines personal meaning with social purpose. "Encore careers are commonly sparked by something on the work front -- a layoff, the approach of retirement, an itch to reinvent," says Marci Alboher, author of "The Encore Career Handbook: How to Make a Living and a Difference in the Second Half of Life." She adds, "Just as often, an encore is shaped by what's happening outside of work -- an empty nest, the loss of a parent, the end of a marriage, a new romance, an illness or a move from the suburbs to the city."


If you feel like you're alone with your uncertainty about a career switch later in life, think again. "Research shows that roughly 9 million people are already in encore careers, and another 31 million are keen to move in the same direction," Alboher says. "Although they come from different places, large numbers of people in their encore years are looking for the same thing: making a living while making a difference."

Key to getting 'unstuck'
Your discomfort may stem from wanting a change but not having a clear path to take to make change happen. This doesn't mean that you have to stay stuck, though. "You are part of a huge club," Alboher says. "In the domain of work, nearly all of us, whether we work for ourselves or for organizations, now feel a nearly constant sense of transition and uncertainty. If you're going to remain in the workplace, it's a given that you'll be tweaking your career again and again as you and the circumstances around you continue to evolve. And as part of the first generation with both the time and ability to craft a meaningful encore, you have plenty of compatriots."

Just as you would for any other uncertain part of your life, it's essential to reach out to others for advice. At the very least, sharing your career frustrations will force you to put into words what you don't like, which can be a good starting point for figuring out what you would like in a career.

Begin the period of exploration
Once you've admitted that you're looking for something different, the uncertainty in your life will give way to the changes you open yourself up to. "No two encore careers are the same, but nearly every one begins with a period of exploration," Alboher says. "Your exploration is a time to get used to a new version of yourself, one that is still evolving, one that doesn't know what's next. It's about going public with your desire to make a change. It's about opening your eyes and ears to new possibilities. It's about asking questions, asking for help."

Alboher recommends a number of different ways to open up your life to change:

• Take your time, and give yourself space to reflect on the past and what you want in the future.
• Meet with a career coach or join a group for people trying to make a career move.
• Let people in your network know that you're looking for a new position and offer specifics.
• Ultimately, trust your instincts.

Whether you choose the time to make a career switch or it chooses you, you'll likely have mixed feelings about the change. "All career transitions include a mix of things you can control and things you can't," Alboher says. "You may not have much say in the timing or the outcome. But you can initiate the process of self-discovery. You can work to be open to change. And you can control the decisions you make when options present themselves."

Uncertainty may be the last thing you want when making a career switch. But it can actually be what helps you discover a career you may never have considered before and the catalyst that gets you started.

7 Ways To Become Your Own Boss -- Profitably

• By Marty Nemko

Career coach and blogger Marty Nemko has been writing about the biggest career myths, from "Do what you love," and "Networking is the only way to get a job" to "Job seekers must sell themselves. This post is the fourth in the series and takes aim at the rosy assessments of entrepreneurship and self-employment.

You've probably heard that self-employment is the best path to financial freedom. I started out believing that too. That was how my father made enough money to move my mom, sister and me out of a Bronx tenement and into a middle-class neighborhood. In addition, I've seen that most employers pay employees as little as they can get away with; some even replacing workers with interns and volunteers so that they can avoid the minimum-wage law. But having been a self-employed career coach for a long time and having tried to help many clients become successfully self-employed, I've become less sanguine. Being self-employed is more difficult than many people imagine. It requires not only that you be good at what you do but that you be willing and able to market and sell.

Also, it helps to have the knack of acquiring things at very low cost, for example, convincing someone to let you share space for free. In addition, in a tiny business, there's no support structure: no IT department, no accounting dept. It's all on you, and if you hire people to do all that, it's difficult to net a decent income. That's especially so if you have to pay an individual not group rate for health insurance.

So which start-ups make sense? You've heard, "It takes money to make money." That may not be true, though. For people cut out for self-employment, I am bullish on businesses that provide a service and require little money to start and run.

Examples:

• Spacemaker: Clean out basements, garages, and attics and then install shelves and cabinets. Many people will pay serious money to convert a space from unusable to valuable.
• Run people's garage, yard, or estate sales for a percentage of the take.
• Tutor: Some make over $100 an hour, especially working with learning disabled or autism-spectrum students.
• Relationship ad coach: You help people create their dating website profile. That work is well-suited to counselor types who also could develop the ability to take photos that capture the person's essence.
• Fundraising auction planner: An auction can raise big bucks for a nonprofit but that's a complicated project, so nonprofits might gladly outsource it to you. Event-planner types could do well at it.
• Job agent: You help people land a job by making those initial inquiries that many job hunters hate. You're like the agents that represent performers and authors. Job requirement: You're good at cold-contacting.
• ·Class-project broker: Ask corporate and nonprofit managers if they have a project they'd like a classful of top MBA students to tackle. For example, if a company is planning to introduce a new product, each student in a marketing class could, instead of a term paper, develop a marketing plan for that product. To buy that much expertise would otherwise cost the company a fortune but you offer to have it done for, say, $10,000...all of which you get to keep. Then pitch instructors of a marketing course at prestigious universities: "Your students will get to do a project of real-world value and that they can put on their resume, unlike a term paper, which just goes into the ether." A cart at a busy bus or train station, at which you sell gifts such as scarves, ties, candy, flowers, or fancy soaps.

But what about high-tech businesses? Most people will more likely succeed in the businesses above. For example, countless people have tried to earn a living by creating an app. But for an app to sell, it must be and stay among the world's best because a Google search easily enables customers to find world-best apps, including those that may cost $0. In contrast, if you're, for example, selling flowers from a cart at a train station, they needn't be world-class. They just need to be good and the best at that station. And unlike with an app, you won't have to worry that a competitor at the station is selling flowers for $0.

10 Reasons Why You Aren't Getting Hired

• By Miriam Salpeter

You'll probably never know exactly why you didn't get the job. If you're like most job seekers, it will remain an unsolved mystery. Most employers do not provide useful feedback for fear of legal ramifications or other hostile actions on the part of unhired applicants.

That said, there are typical reasons that may explain why you did not get the job:

Your resume didn't make a clear case for your qualifications. You did not articulate a connection between your skills and accomplishments and the employer's needs. It's likely that a computer scanning system, known as an applicant tracking system, reviewed your resume for keywords and phrases necessary to match you to the employer's needs. Even if it is very clear to you that you're well suited for the job, it's your responsibility to make sure that you demonstrate your skills and accomplishments in your resume. Do not rely on a cover letter or any other documentation you may send with your application to describe key reasons why you are well suited to the job. It's possible your target employer will not even see that information until you pass the resume screen.

There were grammatical or spelling errors on your application materials. This complaint often comes up when employers and recruiters gripe about job seekers. Especially if you are applying for a job that involves writing letters or correspondence, such as an administrative assistant, one typo or error can make the difference between landing an interview or not. It's difficult to proofread something you wrote yourself, so consider asking an eagle-eyed friend to review your cover letter and resume before you send them in. Alternatively, try to read your resume backwards. Of course, always spell-check your work, but be aware that spell-check doesn't pick up every error.

You were unqualified or overqualified. This is another common recruiter complaint. Many job seekers apply for every job that seems reasonable to them, but employers may consider the candidate ill-suited to the job. As a rule, do not expect interviews as a result of applying for positions you are overqualified or not quite qualified to do.

Employers filled the position internally. Sometimes, employers advertise jobs they intend to fill internally. When this happens, you never had a chance at an interview, anyway. It's frustrating for job seekers, but an unfortunate fact of the job search.

You already are asking for special favors in the interview stage. Consider this an interview killer. If you seem demanding or inflexible during the interview stage, assume the employer will worry about how you'd act once you have the job.

You didn't seem very interestedduring the interview. Once you win an interview, you have a lot more control over your chances to land a job. While you don't want to be overly solicitous, as employers may interpret that as desperation, you should muster energy and some enthusiasm for the job. When you describe your skills and why you are a good fit, make sure you communicate your interest and that you don't come off as a cold fish. Your interviewer will be looking for examples of specific skills in your answers, but he or she is also evaluating your personality and deciding if it is a fit for the team.

You don't do a good job distinguishing your personal contributions in your current or previous job. During the interview, you don't want to take 100 percent credit for everything in your work history, but it's important to avoid too much "we" language when you talk about what you've done in the past. Make it clear what accomplishments you own and separate them from the team's accomplishments.

You said something inappropriate in the interview. Did you let it slip that your boss was a real jerk? Did you make an off-handed comment putting down a team member? Did you get a little too comfortable in a lunch interview and use language more appropriate for the locker room than the boardroom? Even in an informal environment, don't let your guard down during an interview: everything you say can, and will, be held against you.

Your references were unenthusiastic. Do not underestimate the value of a strong work reference. If you come close on every job, but don't wind up with an offer, rethink your references. Could they be saying something that causes the employer to hesitate? Consider identifying new people to vouch for you.

Employers found inappropriate or questionable information about you online. Expect employers to Google your name and to find photos and comments posted on social media profiles. If there is anything online that may cause the employer to question your judgment, expect the hiring manager to take a pass instead of a chance on hiring you.

8 must-know workplace trends that could give you a competitive edge

• By Guest Contributor

Judy A. Jenner, freelance writer 

The professional world has evolved, and to survive, your career tactics must evolve with it. Unlike your parents and grandparents, you can’t expect to work at one place your whole life. In fact, most Gen Y professionals will work at least seven jobs during their lifetimes, according to a Time magazine article. But that’s not the only change you’ll find in the modern job scene. What is the new corporate culture, and what do employers expect from workers? Find out with these eight need-to-know workplace and employee-centered trends.

Trend No. 1: Professionalism and teamwork
Work life in 2013 doesn’t look anything like what’s depicted on “Mad Men,” (women can be especially grateful for that). First, being cordial isn’t enough anymore. Employers want employees who can work in interdisciplinary teams to achieve common corporate goals. They are also big on professionalism, high energy and confidence. Universum, a Stockholm-based employer-branding firm that does extensive annual surveys, found that these are the top-three personality traits employers are looking for in candidates, as reported in a 2012 Forbes article.

Trend No. 2: Social media madness
We live more of our lives online, but many tend to forget that those lives are public. Before you tweet, post something on Facebook or comment on a blog with your real name, ask yourself, “Is this something I would like a potential employer to read?” Don’t be surprised if a potential employer requests your social media passwords so they can have a complete look at your Facebook profile. Luckily, recent legislation might put an end to that in certain states, such as in California, where the state senate recently voted for a bill banning employers from demanding access to social media profiles, as reported by The Huffington Post.

Trend No. 3: Continuing education
In these times of tight corporate budgets, your employer might not always be able to pay for that online MBA or Project Management Professional certificate, but they will still expect you to invest in your own professional development if you want to move up in the company — even if you have to pay for it out of your own pocket.

New trends in online education, such as the rising popularity of massive open online courses, may be the answer. MOOC sites such as Coursera, Udacity and edX feature tuition-free online courses from universities such as Stanford, MIT and Harvard.

Trend No. 4: Technology rules
Not having basic tech skills is not acceptable anymore — even for lower-wage jobs or for mature employees who might not have grown up with iPads or netbooks. Employers increasingly expect their employees to either have a company-issued mobile device or use their own device, which means having to be available via email during nights and weekends. According to the Society for Human Resource Management, the lines between personal and work life are blurred because of lower-cost and more effective communication technologies (Skype, social networks, etc.), which enable 24/7 business operations. Work in virtual teams is becoming more commonplace, prevalent and expected.

Not all the trends revolve around what employees should do to be successful in their field of work, however. Employers want to retain high-performing professionals and want to keep them happy and challenged.

Trend No. 5: Workplace flexibility
The reign of the 9 to 5 workday could be coming to an end. Employers are increasingly recognizing that traditional schedules might not be the best fit for employees trying to combine careers with having children — or for those with long commutes or other challenges. SHRM expects an increase in workplace flexibility and telework, which could invariably lead to more security and workers’ compensation issues.

Trend No. 6: Collaborative workspaces
In today’s workplace, cube dwellers may have to venture beyond the confines of their homey partitions, as open, collaborative workspaces and communal areas are becoming more commonplace. According to a March 2012 article by The New York Times, two-thirds of American office space is now configured in some sort of open arrangement, with the goal of increasing the free flow of ideas and eliminating the office as a status symbol — although it may perhaps come at the cost of some privacy and to the dismay of employees who prefer to work alone.

Trend No. 7: Corporate social responsibility
According to SHRM, organizations of all types and sizes are participating in philanthropic activities and devoting more resources to creating environmentally profitable and sustainable practices. Many organizations even use their social responsibility commitment as a competitive advantage, and participating in social projects can do wonders for employee morale, teamwork and company pride. The most admired companies for social responsibility, according to a list published by CNN Money, are Chevron, Walt Disney and Whole Foods Markets, among others.

Trend No. 8: Rewards and recognition
Companies have realized that workers crave other things besides money to keep them motivated. To that end, employers are offering a variety of rewards and recognition programs. Online retailer Zappos has built an entire culture around employee recognition, frequently hosting happy hours during which awards are distributed. They also have the Zollar (Zappos Dollars) Program, where employees can earn Zollars for good performance and teamwork. Another recognition builder, the 200-page “Culture Book,” has pictures from company events and unedited submissions from every single Zappos employee, further enhancing the company’s corporate culture and employee recognition focus.

As you can see, this isn’t your parent’s employment world anymore. But while a lot has changed in the workplace, change isn’t always a bad thing — especially if you’re prepared for it and armed with the latest knowledge.

How financial professionals can keep stress at bay

• By Guest Contributor

By Robert Half International

Stress is a constant in the lives of many financial professionals. Multiple deadlines — from the monthly close to tax filings and quarterly financial statements — often mean working in a continual state of urgency.

But it’s not just the nature of the job itself that can be stress-inducing. According to an Accountemps survey, 41 percent of financial executives said trying to balance work and personal responsibilities is the greatest source of workplace stress. Office politics or conflicts with co-workers was cited by 28 percent of respondents. Surprisingly perhaps, only 16 percent said staying current with changing financial regulations was a primary stressor.

Even if the constant demands never seem to cease, you may be able to find ways to manage them better. Consider these six suggestions:

1. Understand priorities. Although everyone seems to want things “by close of business,” this expectation isn’t always realistic.

When you’re asked to perform a Herculean feat — especially one that comes out of nowhere — ask a little more about what’s needed and how you can be accommodating without ditching other personal or work obligations. It may be that your manager really only needs one critical piece of information rather than an entire report, or maybe you can break a project into stages. By understanding more about what’s needed and when, you can often lower your stress level while ensuring your ability to deliver.

2. Ask for what you need. Don’t be afraid to request additional flexibility. Perhaps you can join a conference call from home while you wait for a plumber or work from home one day a week to complete a regularly scheduled task. Considering the time involved in commuting in many cities, your boss may very well be receptive, especially if you make it clear what you plan to accomplish while telecommuting and then deliver on it.

3. Give yourself a break. Consider a self-imposed “timeout” from your work schedule, even during busy periods. To force employees to better manage stress, one high-volume accounting firm closes its office at 5 p.m. on Wednesdays and Fridays during tax season. Even if your employer doesn’t mandate such a practice, recognize that you may need to adjust your intensity level on your own sometimes.

4. Take it outside. It’s not unusual to feel added stress if you’re cooped up in a cubicle for 10 hours a day with hardly a glimpse of the outside world. A change of scenery may help you re-energize.

If you need to meet with a colleague to discuss a business matter, consider taking the discussion outside the office rather than to the conference room. Sit in the city plaza with a cup of coffee or take a brisk walk and exchange ideas. You’ll return to the office feeling less stressed, and a new setting may be just what’s needed to stumble upon a breakthrough idea.

Similarly, don’t hesitate to break away for lunch. Even if your to-do list exceeds your available time, it can boost your productivity to get out of the office briefly rather than eating at your desk and trying to power through.

5. Avoid the superhero syndrome. Recognize that your powers are not superhuman, even if you will them to be. Be realistic and speak up if you simply can’t take on another project. Let your boss know that you are willing to help, but you may need to shift some responsibilities to accommodate the new request. Your boss would rather know up front that you have too much on your plate than to have a project fall through at the last minute.

6. Book a vacation. If it’s been a while since you’ve taken time off, start planning your next extended break from the office. Your manager will likely be supportive: Most managers realize that vacations are good for morale and productivity.

When you do plan time away, try to truly unplug. Set up your email and voice mail to let others know you’re out of the office, and establish an alternate contact for urgent matters.

In any fast-paced, deadline-driven field, stress can easily get the best of you. You may be able to prevent it, though, by taking some of these simple, but effective, steps to regain balance in your work life.

Body Language and the Interview

Joe Turner, Career Coach

The job market has tightened, the economy is down and you've got to find a job, now. You have a job interview coming up and you need every possible advantage to win that job. What do you do?

Recent studies have shown that employers will form an opinion of you within the first 10 minutes of the interview. 
But here's the kicker: It's not always based on what you actually say, but on something we term "body language." For instance, 85 percent of what you communicate is not with words.  It's through the tone of your voice, the way you sit and a wealth of other messages that your body involuntarily sends.  This is according to Greg Hartley, a body language expert who earned his chops with 20 years as an interrogator in the Army.
With this in mind, here are six dos and don'ts on the art of non-verbal communication to give you a winning advantage in a job interview.
1. Be real from the start
When you greet your interviewer, smile a real smile that engages your eyes, and offer a firm handshake. Say something like, "I'm pleased to meet you" to provide a positive anchor.
Janine Driver, a body language expert also known on the Internet as the "Lyin' Tamer," states that maintaining good eye contact shows respect and interest. She advises that in the U.S., 60% eye contact is ideal.  She suggests focusing on the upper triangle of the face from the left eyebrow across the bridge of the nose to the right eyebrow. Avoid staring at the other person's forehead, lips and mouth.
2. Watch the excess energy
The more energy you have, the more will need to be vented.  This often results in mannerisms Hartley terms "adapters."  What this means is that excess energy gets dissipated into fidgeting, a definite sign that you're nervous or ill at ease.  While it's easy to say, "Watch the fidgeting," Driver suggests you never touch your face, throat, mouth or ears during an interview. The interviewer may think that you're holding something back, typically, the truth. Although this is a false assumption, to try to establish credibility, it's necessary to avoid touching your face.
3. What to do with those hands and arms
Driver says that clasped hands are a signal that you are closed off. A palm-to-palm gesture with one thumb over the other thumb sends the signal that you need the interviewer's reassurance.
To come across as confident, receptive and unguarded, have your hands open and relaxed on the table. When your body is open, you project trustworthiness.
Avoid crossing your arms over your chest. When you do, you signal that you are close-minded, defensive or bored and disinterested.
4. Crossing those legs
Don't cross your legs. According to Driver, this posture creates a wall between you and your interviewer. It can also become a distraction when you keep crossing your legs back and forth. Crossed ankles are a "no-no" because you are signaling that you want to be elsewhere.
5. Posture
A straight posture is imperative during an interview. Pull your shoulders back and sit up straight. You'll give yourself a burst of confidence and allow for good breathing. This can help you to avoid, or at least reduce, feelings of nervousness and discomfort.
6. Finger gestures
Bet you never thought you had to worry about your fingers during an interview. Driver suggests that steepling your fingers makes you look arrogant. She also says to never point your index fingers like gun barrels.  These are the types of aggressive messages you want to avoid sending.

The 2 Best Ways To Follow Up With an Employer (Without Being a Pest!)

By Gerrit Hall

In the careers industry, I field a lot of questions about the job search everyday. Everything from resume writing tips to interview etiquette, I've heard it all.

A popular question I hear a lot is about the dreaded follow-up. After you've applied to a job or breezed through an interview, you need to follow-up.

How important is following up in the job search?

Following up is incredibly important. When you follow up with an employer, it tells them that you are invested in this company and this position. In essence, following up tells an employer you think they're important. That said, many employers won't consider a candidate who doesn't follow up as submitting an application or interviewing.

How can I follow up without being annoying?

While there are many different ways to follow up (phone call, candy gram, smoke signal...), most of these options are incredibly irritating to employers. After all, they're busy people who don't appreciate their day being interrupted by curious job seekers.

It seems logical that a phone call or following up in person would be the most direct approach, but many employers don't like it. When you call, it requires immediate action from the employer, taking time out of their day.

The two best methods give employers the power to respond when they want to, so that they have time to think over a response and really consider you again for the position:

1. E-mail

Sending a quick e-mail follow up is great for job seekers after submitting a resume or interviewing. The key to a perfect follow up e-mail is to keep it short, sweet, and professional. Thank them for their consideration, revisit the most important points, and remind them you'll we waiting for a response.

2. Thank you note

In addition to e-mail, a hand-written thank you note is the perfect follow up to an interview. This "traditional" method still rings true and tells employers that you are genuinely interested in this position. Sending a thank you note immediately following an interview ensures that it will be delivered a day or two later, the perfect window for following up.

DISCLAIMER: These follow up methods are great, just as long as the employer hasn't (a) specified a preferred method of follow up or, (b) mentioned they don't want any type of follow up. Pay attention and you can avoid a huge mistake!

What do you think? How do you prefer to follow up with an employer? If you are an employer, how do you prefer candidates follow up with you? Share your thoughts in the comments below!

Could A Bad Job Be Good For You?

• By CareerBuilder

By Robert Half International

A bad job can be the result of a range of issues. Perhaps it's a lack of growth opportunities for a sales coordinator who's held the same role for four years. Or maybe it's a work/life imbalance for an executive assistant who spends late nights at the office and still has to catch up on projects at home.

We've all had a bad job at some point along the way. If your list of cons is longer than your list of pros, don't fret. There are tactics you can employ to tip the scales back in your favor.

Here are five ways to find the upside no matter how bad a job may seem.

1. Connect with new people
The biggest asset at your disposal may be the people you work with. Expanding your circle to cross-departmental colleagues can bring about unexpected benefits.

For one, they might become sources of support and friendship, helping to improve your job satisfaction. Further, they may be able to expose you to new projects or areas of the company that could hold appeal.

So be a part of the office dynamic. This makes it easier to reach out to an extended group of people. Take part in hallway chats, attend birthday events and bring a casserole to the monthly potluck or the summer picnic. When new people join the company, welcome them and express your interest in learning from each other.

Remember not to mention your discontent. You're not looking for others to gripe with. Simply focus on areas of interest. Any shared experiences or knowledge can open up a useful conversation. Follow up later via email and build a continued dialogue over time.

Bonus tip: In addition to peers, consider connecting with managers and even executives. You can still look upward when networking internally.

2. Tap your potential
Ask for projects that allow you to stretch your abilities and develop new skills. You may find that you enjoy whatever it is you begin working on and that your dissatisfaction is not so much with the company but with your current duties. An added benefit: You also can include action verbs, such as "managed," "mentored" or "developed," on your résumé.

Bonus tip: Ask your supervisors how you're doing with a new assignment. If you get words of appreciation, thank them and keep any glowing emails or reviews for your records. You can use these as a résumé addendum or for your cover letter.

3. Investigate your industry
One thing a bad job can still help you do: explore your industry in greater depth. Many companies pay for memberships to industry associations and conferences, making it easier -- and more affordable -- to interact with your peers. By doing so, you can bring added value to your job, expand your professional network and potentially learn about future career paths.

You may even realize you're not as passionate about your profession as you once were. Instead of pinning your discontent on your current job, it may be the business that's not working for you. Sometimes it's hard to tell.

Bonus tip: Consider not just attending but speaking at an industry event. It's easier to get accepted as a speaker while employed, and being a featured presenter can boost your credentials in the eyes of future employers.

4. Propose process improvement
Your job dissatisfaction may be the result of barriers to efficiency in your office, such as a complicated approval process that drains your excitement for a project as it drags on. Rather than complain, suggest systems or processes that will alleviate pain points. Chances are you're not the only one who is frustrated.

You'll earn the goodwill of colleagues, and these individuals could serve as future references. Also keep in mind that spearheading these types of improvements is résumé gold.

Bonus tip: Create a proposal for your boss that clearly outlines the benefits of any changes you suggest. For example, "If we remove this review step, we can save a week in producing the financial report. Here's why that step is redundant."

5. Examine your career path
It's important to assess what you want -- and what you don't want -- from your future job to avoid landing in another unsatisfying position. And it's easier to reflect on your career path while employed; for one thing, you won't have the added financial stress.

Focus on targeting employers and roles that can offer you what you're looking for. This research phase can take time, so dig in now.

Bonus tip: Sign up with a staffing firm. A specialized recruiter can do much of the heavy lifting in a job search. These professionals are able to identify opportunities that might interest you and approach companies, confidentially, on your behalf. You don't have to make a move until you're ready.

Use the above tips to remain positive and productive when you're stuck in a bad job. Even if you can't leave at the moment, there are ways to stay motivated and find the right fit eventually.

How to back out of being a job reference

• By Debra Auerbach

In the later stages of the hiring process, it’s common for employers to ask candidates for references.

If you’re asked by a job seeker to serve as a reference, you may get a call from the employer, who will ask you some questions about the job seeker. It sounds simple enough but can become more complicated if your view of the job seeker isn’t as rosy as the job seeker may think.

If you’re asked to be someone’s job reference, but for various reasons, you don’t feel comfortable doing it, you may wonder whether you should decline or go ahead with it and give the employer your honest opinion. It’s a sticky situation, because you don’t want to cause friction between you and the requester, but you also don’t want to be put in an awkward position when faced with the employer’s questions.

The circumstances surrounding the situation may impact your decision — how well you know the person, what policies your company has about giving references, the depth of information you’ll need to provide. Yet the general consensus is that if you don’t have something nice to say, it’s probably best to say nothing at all.

“If you are approached to be a reference, but you feel you cannot speak appropriately or positively about a person’s work ethic and supporting skills, the best possible thing you can do is politely decline,” says Adrienne Tom, lead résumé strategist at Career Impressions. “If you do not feel 100 percent confident addressing someone’s work history or working style, you should never offer to be a reference for them.”

As Tom points out, references play an important role in the recruitment process and may even make or break a job offer. “Since references are a chance for employers to add to the information they learned from the candidate’s résumé and in the interview, what they find out from the references will either confirm their desire to hire the job seeker or make the decision not to extend the job offer. You do not want to be the one that prevents someone from getting a job offer simply because you don’t know them well enough or because you had a difficult working relationship to them.”

Consider your company’s policies
Sometimes, it may not be you who has the problem with giving a reference. It could be your employer. “Employees need to be aware of their employer’s policies regarding giving references,” says Keith Wolf, managing director at recruiting firm Murray Resources. “Some employers prohibit their employees from giving negative references, while a growing number of companies restrict giving any information at all, other than confirming the former employee’s dates of employment. Beyond the legal implications, it comes down to a matter of preference.”

Consider the level of the job seeker
Charley Polachi, partner at Polachi Access Executive Search, says that the impact your recommendation has may depend on the level of the job seeker. Polachi notes that for junior to mid-level employees, references may only be asked basic questions, such as dates of employment, positions held and compensation. In situations like this, you may be more inclined to agree to serve as a reference. However, you won’t always know what types of questions you’ll get, so keep that in mind when making your decision.

When it comes to references for senior-level executives, more information is often requested. “References are a critical component of vetting top-level candidates,” Polachi says. “In some cases, as many as 14-15 professional contacts can be approached for a finalist. Since the basics of these types of leaders are basically in the public domain, the value-add of in-depth reference checking can be a game changer in selecting the best candidate.” So if the job seeker requesting your reference falls into this category, and you’re not completely comfortable speaking on his behalf, you may want to find a way out.

Declining the request
If you’ve decided that you don’t want to serve as a reference, you may be tempted to come up with some sort of excuse. Resist that urge and lead with politeness and honesty. “When asked to give a reference that one would rather not give, the best policy is to be honest with the requester,” says Arron Grow, author of “How to Not Suck as a Manager” and founder of business consulting company Workplace Sanity Group. “How open to be about this will depend on the rapport between the two individuals. If there is not a close connection, a simple, ‘I’m sorry I wouldn’t be comfortable doing that’ should suffice.”

Grow goes on to say that if you do feel comfortable sharing more, you should. It will only help the job seeker in the long run. “A better way to go … would be to explain why there is hesitation about giving a reference. People cannot grow if they do not know what areas they need to work on. Hearing about an area that might be in their blind spot will likely hurt at first, but not knowing where they could do better will hurt them even more in the long run. For this reason, people should rather want to know than not, so if the conditions are appropriate, share your reasons for not being willing to give a reference. Tact and diplomacy are the keywords in this situation.”

While the hope is that any request you receive to give a reference will be from someone you had a good working relationship with, it may not always be the case. By assessing the situation and being open and honest with the requester, you should exit the conversation with your relationship intact.

How to deal with embarrassing situations at work

• By Susan Ricker

We all understand that nobody’s perfect, everybody makes mistakes and sometimes embarrassing situations happen. When we’re among friends or family, this isn’t the worst thing to occur. However, if an embarrassing situation arises at work, whether you’re witnessing it or it’s happening to you, there may be the sudden urge to go hide under a rock till things blow over and co-workers stop bringing it up.

But before you take up residence under the nearest stone, learn some coping methods for the next time you find yourself flushing over an embarrassing situation at work or are the one to deal with a co-worker’s embarrassment.

If you’re the one who’s embarrassed…

Acknowledge the mistake with a joke. Craig Griffiths, founder of Ask Find Buy, says, “If I am embarrassed, I raise the issue acknowledging my embarrassment so we can all have a laugh and move on. Once I attended the wrong meeting. I was supposed to be attending a community funding group, but accidentally wound up at a lesbian group meeting discussing other community issues. Each person introduced themselves before it finally got to me. I just said ‘Hi, I am Craig, I am in the wrong meeting, but I can take the minutes.’ All the women laughed their heads off. As long as there is no negative impact, having a laugh and moving on is good.”

Deal with the situation. Ignoring an uncomfortable circumstance at work will only hold the embarrassment over your head. Vivian Scott, author of “Conflict Resolution at Work for Dummies,” says, “Not wanting to deal with an embarrassing situation can make matters worse! My advice is to own it, make apologies, and/or laugh about it. Years ago I responded to an email my manager had sent about wanting us to work more with an individual outside our group. I replied with a scathing account of my experiences with the person, only to find out she was also included in the email and received my response. I decided to own it right then and there and walked to her office for a chat. Instead of sugarcoating it, I apologized for not bringing issues to her attention sooner. The two of us worked through how we could more effectively work together and it became a non-issue.”

Keep your poise. Doris Jeanette, a licensed psychologist and trained sex therapist, says, “The best way to deal with embarrassing situations is to be graceful and smile. If you are relaxed, it will relax the situation and allow others to reduce their judgments and anxiety.”

If a co-worker is the one who’s embarrassed…

If the embarrassment comes from a personal problem that’s affecting co-workers, be considerate and brief when you bring up the issue. For example, if a co-worker or employee has an unpleasant odor, Jeanne Miller Rodriguez, an instructor at Sacramento State University, College of Continuing Education, says, “Speak privately with the employee. Be kind and diplomatic in how you present the issue. Do not mention who complained. Just say that you had noticed, and wanted to bring it to his attention. Emphasize his positive qualities relative to performance, personality, and demeanor. Do not assume the issue is a result of poor hygiene, there could be a medical issue at play.”

If a work-related incident is causing embarrassment for a co-worker or employee, know what you’re going to say and how you’ll say it to keep the confrontation brief. Brittany Dowell, director of publishing relations at Digital Talent Agents, says, “I was new to management and one of my interns made a very careless screw-up in an email with a client, which reflected badly on my professional brand and the company’s image as a whole. The intern needed to be reprimanded, but I dreaded the awkward encounter of telling someone they royally messed up. I prepared for the meeting as fully as possible by writing out exactly what I needed to say. The experience taught me that receiving an embarrassing reprimand from a manager might be just as awkward and embarrassing for that manager to deliver.”

Is your social networking profile costing you a job?

• By Debra Auerbach

Admit it. When you’re perusing people’s profiles on Facebook and other social networking websites, you sometimes judge them. “Bob is always partying.” “All Karen does is post pictures of her cats.” “Henry’s status updates are so annoying.”

Well guess what, prospective employers are doing the same thing to you. They’re checking out your social media profiles, and if they see something they don’t like, it may end up costing you a job. According to a new CareerBuilder survey, 39 percent of hiring managers use social networking sites to research job candidates, up from 37 percent last year. Forty-three percent of those hiring managers say they have found information that has caused them not to hire a candidate, up 9 percentage points from 2012.

The content that condemns
If you’re worried about what kind of message your profiles could be sending employers, you should know what turns employers off the most. According to the survey, employers took candidates out of the running based on a variety of concerning content, including:

• Candidate posted provocative/inappropriate photos/information — 50 percent
• There was information about candidate drinking or using drugs — 48 percent
• Candidate bad mouthed previous employer — 33 percent
• Candidate had poor communication skills — 30 percent
• Candidate made discriminatory comments related to race, gender, religion, etc. — 28 percent
• Candidate lied about qualifications — 24 percent

When your profile props you up
Before you run to your computer and remove yourself from every social networking site you’re on, keep in mind that your online presence can positively impact your job prospects too. If what you have on your pages is attractive to employers, it may help solidify their decision to hire you. Nineteen percent of hiring managers say they found something that has caused them to extend a job offer. Top mentions include:

• Candidate conveyed a professional image — 57 percent
• Got a good feel for candidate’s personality — 50 percent
• Candidate was well-rounded, showed a wide range of interests — 50 percent
• Candidate’s background information supported professional qualifications — 49 percent
• Candidate was creative — 46 percent
• Great communication skills — 43 percent
• Other people posted great references about the candidate — 38 percent

“Employers are using all the tools available to them to assure they make the correct hiring decision, and the use of social media continues to grow,” says Rosemary Haefner, vice president of human resources at CareerBuilder. “For job seekers, it is essential to be aware of what information they’re making available to employers and to manage their online image. At the same time, hiring managers and human resources departments must carefully consider how to use information obtained from social media and whether it is relevant to a candidate’s qualifications.”

Sending the right social media message
When hiring managers use social media as a screening tool, they’re trying to get a sense of your behavior and personality outside of the interview. They want to see if you present yourself professionally and if you’d be a fit with the company culture.

If you’re unsure of whether your profiles are setting you up for job-search success or failure, Haefner offers these tips:

Search yourself: The easiest way for employers to research your online personality is a search on Google and other sites. Try it out for yourself so you know exactly what they’ll see, and remove any digital dirt you wouldn’t want a potential boss to encounter. Some browsers may save information about you, so search from a public computer to be sure you’re getting the right results.

Read your privacy settings: Social media sites change their privacy settings often, and occasionally this leads to a change in your personal settings. It’s good practice to check in on the privacy settings for all of your accounts regularly.

Showcase your talent: This is your opportunity to provide evidence that you are as exceptional as your résumé says by posting awards and accolades you’ve received, volunteer activities, accomplishments you’re excited about, etc. Employers often search social media to learn more about your qualifications or to see that you are well-rounded, so be sure to put that information front and center.

Keep tabs: Just because you’re being careful with what you put online doesn’t mean your friends are necessarily so cautious. Pay attention to what others are posting on your profile and what you’re tagged in to protect your online image.

8 Terrible Questions To Ask In An Interview

• By CareerBuilder

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

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

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

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

Here are some smart questions worth asking:

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

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

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

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

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

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

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

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

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

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

10 tips for immigrants on their first U.S. job hunts

• By Guest Contributor

By Upwardly Global

If you’re an immigrant to the U.S., finding a job is probably on the top of your priority list. How to do so, however, might remain a mystery. The process may be very different than what you would have done at home. Here are 10 things you need to know for your professional job search in the U.S.

1. You don’t have to go back to school in the U.S.
Your foreign degree is not only valid here, it can be just as valuable. To show this to employers, you may want to get your credentials evaluated by an organization such as World Education Services. While there are some instances where continuing your education might be worthwhile, it’s not always necessary, and a credential evaluation could be just what you need.

2. Don’t put personal demographic information on your résumé.
Marital status, ethnicity, age, religion and photographs should all be left off of your résumé in the U.S. as employers are not legally allowed to consider this information in the hiring process.

3. Be specific.
Whether it’s in a résumé bullet point or in an interview response, give examples structured around Problem, Action, Result. What was the problem, how did you act, and what was the result?

4. Be quantitative and results-oriented.
Showcase your achievements in terms of numbers, e.g. increased revenue by 40 percent, decreased employee turnover by 10 percent, or came in under budget on 98 percent of projects. American culture treasures numeric valuations of achievements, so if you want yours to shine, back them up with some figures.

5. Arrive on time.
While in some cultures it is perfectly acceptable to arrive at a meeting 10 minutes late, Americans do not take kindly to it. If you have an interview, be at least 5 minutes early. You might want to arrive 30 minutes before and relax at a nearby coffee shop before going in –– you don’t want to arrive at the office any more than 10 minutes ahead of time (there is such a thing as being too early, as well).

6. Be aware of your body language.
Smile, make eye contact and have a firm handshake to exude confidence. It’s not just about what you say, it’s also about how you say it. In American culture, you approach an interviewer as a peer, which may be quite different than the way you would approach them in your home country.

7. Network, network, network.
Meeting new people is essential to your search, as they can tell you more about the employment landscape here and about opportunities that are not yet publicly advertised. Find networking events or meet-up groups to expand your circle, and make sure to follow up and stay in touch with a personalized message on LinkedIn.

8. Ask people for informational interviews.
Like networking, it’s a great way to learn more about your industry from an insider’s perspective and make key contacts. An informational interview is not a job interview; it’s a casual meeting to learn more about how the job search works for your specific profession.

9. Be positive.
A positive attitude is an important part of U.S. professional culture.  Americans are the “can do” people and negativity doesn’t sell here.  Instead of focusing on frustrations with your job search, think about your strengths and share your excitement about new experiences and opportunities when talking about your search during networking or informational interviews.

10. Your international experience is an asset.
Promote your cultural savvy on your résumé and highlight any language skills. Remember: Your foreign degree and experience is an advantage. You will bring a unique perspective to a company, and employers are looking for that.