Seven Things to Tell an Interviewer

Seven Things to Tell an Interviewer by Joe Turner, Career Coach<br /><br />Many years ago when I hated what I was doing for a living, I was encouraged by my career coach to write down several short stories about times and events in my life where I influenced the outcome. I was stumped at first, but after a few days, I came up with more than 15 pages of stories of times in my life where I influenced the outcome and either grew myself and/or bettered the existence of either myself or others around me.<br /><br />So what does this have to do with a job interview?<br /><br />If you read other books on job interviews, you'll notice they feed you lists of interview questions and answers to memorize. An interview is not an interrogation, however it's a conversation. To make it that way you need to come armed with a multitude of small stories about both your business and personal lives.<br /><br />When you go into an interview, you need to leave your nerves at the door. The best way to prepare is to be yourself. The best way to be yourself is to tell your own story (or stories).<br /><br />This is especially great for the competency-based interview being used more today. In a traditional interview, the interviewer will ask you questions focused on whether you have the skills and knowledge needed to do the job. A competency-based interview goes further by asking you additional questions about your character and personal attributes that can better determine whether you fit their corporate culture. These are called "behavioral competencies."<br /><br />A competency-based interviewer will spend about half the interview on your job skills, and about half on your behavioral competencies. He or she will be looking for evidence of how you have acted in real situations in the past.<br /><br />An employer wants to find out:<br /><br />Are you an asset or liability? In other words, will you make money or save money for the company?<br />Are you a team player? Will you fit into the corporate hierarchy or be like sand in the gears? Can you take and give (if appropriate) orders?<br />Will you fit into the company culture? They don't want prima donnas.<br /><br />The best way to show these traits is to take the initiative and have several personal stories that you can tell, taking maybe 30 to 90 seconds each.<br /><br />You may want to start by developing your stories around these seven areas:<br /><br />1. Times where you either made money or saved money for your current or previous company.<br /><br />2. A crisis in your life or job and how you responded or recovered from it.<br /><br />3. A time where you functioned as part of a team and what your contribution was.<br /><br />4. A time in your career or job where you had to overcome stress.<br /><br />5. A time in your job where you provided successful leadership or a sense of direction.<br /><br />6. A failure that occurred in your job and how you overcame it.<br /><br />7. Any seminal events that happened during your career to cause you to change direction and how that worked out for you.<br /><br />I want to emphasize that an interview should not be an interrogation. It should be a conversation between two equals. When you accomplish this you come away a step closer to your goal of landing the job you really want, because...<br /><br />It's the conversation that wins an interview, and it's the conversation that wins the job<br /><br />To have a conversation, have your stories ready.<br /><br />As a recruiter, Joe Turner has spent the past 15 years finding and placing top candidates in some of the best jobs of their career. You can discover more insider job search secrets by visiting http://www.jobchangesecrets.com.<br /><br />It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Seven Things to Tell an Interviewer

Seven Things to Tell an Interviewer by Joe Turner, Career Coach Many years ago when I hated what I was doing for a living, I was encouraged ...

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The Resume-Interview Connection

The Resume-Interview Connection by Bill Broderick<br /><br />Back in the 1950's, a Time magazine reporter interviewed a world-famous pianist about his work. The reporter asked: "What's most challenging about playing the piano?" The pianist thought for a moment and replied: "I do OK with the notes, but the spaces between the notes give me lots of trouble."<br /><br />What he meant, of course, was that he was very competent at the mechanics of playing the piano, but found the subtlety and nuance of making music, getting the "spaces between the notes" right, a continual life-long challenge.<br /><br />Job seekers are getting great advice today from a variety of sources about pursuing career opportunities. The total job search process is well-documented in terms of how to perform discrete steps such as drafting a resume, preparing and using cover letters, using job boards on the internet, etc.. While mastering each of the steps is important, it doesn't necessarily enable a job seeker to address the "spaces between the notes" of the Job Search process. Good mechanics may not be enough to get to the job offer.<br /><br />Here's a summary of some key issues to address to be effective in working on those "spaces between the notes."<br /><br />Understanding the first steps taken by the employer is vital for the job seeker, so let's begin there.<br /><br />Job Specifications: what the company wants<br />When a position becomes available in a company, the HR function and hiring manager review and reach agreement upon the criteria for selecting the right person. Job specifications define requirements such as education, work experiences, industry background, skill sets and technical proficiencies, which may result in eight to ten criteria for the hiring decision. The specifications, in turn, drive all phases of the selection process, such as resume screenings, evaluation of job fair candidates, interview assessments, etc., through to hiring of the final candidate.<br /><br />The job specifications are readily available to job seekers in ads, postings on company web sites and other sources. The order of presentation of the specifications also demonstrates what is most to least important and may suggest possible tradeoffs and areas of flexibility as well.<br /><br />The challenge of the job seeker is to get at the "spaces between the notes" by effectively addressing the job specifications at every stage of the selection process: the resume design, the phone screening interview and the job interview. Consider the following:<br /><br />Resume Design: send a clear message<br />A resume screener searches for candidates who match the specifications. A strong, focused resume that captures three or four core competencies plus related accomplishments allows the screener to make multiple connections with the job specifications. The resume screener doesn't need to know all that the job seeker has ever done; instead, he/she is looking for the match between the specs and the background outlined in the resume.<br /><br />Some key points:<br /><br /><br />Core competencies are the key skills of the job seeker, those skills that are performed well, with subject matter expertise, supported by solid accomplishments.<br /><br /><br />Core competencies should be evident throughout the two-page resume.<br /><br /><br />Every job seeker has one set of core competencies, so one resume should be used, mixing and matching the presentation of the core competencies to improve the correlation with job specs as needed.<br /><br />If the core competencies match up well with the specs, then the process moves forward.<br /><br />Phone Screening Interview: get "on message"<br />Recruiters contact those prospects that appear to match up well with the specs to determine if they are viable candidates. Like resume preparation, there are abundant resources available for how to handle this step as well, but some key points to improve performance are:<br /><br /><br /><br />Recruiters ask questions because they don't know what the answers are. Respond to the questions asked, avoid using questions to segue into other areas.<br /><br /><br />Comments about career, job roles and responsibilities are most effective if the job specs are used to drive the details.<br /><br /><br />Core competencies should be presented using the priorities of the job specifications as script direction. Any shortcomings versus the specs should be addressed by citing other, comparable achievements.<br /><br />Finally, close the call with a summary of core competencies and state a strong interest in a meeting to discuss the opportunity.<br /><br />All other considerations being equal, the job seeker who stays "on message" by presenting his/her core competencies in terms of the job specifications will get the opportunity to interview for the position.<br /><br />Interview: talk about the specifications<br />Interviewing job seekers enables a company to evaluate the candidates, test their own expectations and find the "best fit" to effectively meet their hiring goals. Consider some key points about job interviewing:<br /><br /><br />The job specs provide a "road map" for content. Use the specs to share details about career, job roles and responsibilities that connect to the specs.<br /><br /><br />Listen to the Interviewer and answer the questions asked.<br /><br /><br />Be prepared to ask a few solid questions that demonstrate knowledge and comfort level with the job specifications, which will illustrate that you "walk the talk" when it comes to the company requirements.<br /><br />A final point: ask for the job!<br /><br />Summary<br /><br />Today's job seeker is on a steep learning curve to successfully launch and sustain a career search process. But focusing upon one's career, skills, abilities and goals is not enough. The key issue to address is the company goals and job specs. At each step of the resume/phone screen/interview process, the job seeker is challenged to integrate the job specifications with his/her core competencies, fully demonstrating the connectivity between their skills and company needs. Doing so effectively enables the job seeker to get the "spaces between the notes" right and greatly increase the potential for success in the interview/selection process.<br /><br />Bill Broderick is a Management Consultant in Human Resources with a broad background in executive search andselection as well as career coaching. His firm is Management Practices Institute. He also manages anInternet startup, www.emailresume.com, dedicated to supporting jobseekers in the effective use of the Internet. He can be reached at: info@emailresume.com.<br /><br />It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

The Resume-Interview Connection

The Resume-Interview Connection by Bill Broderick Back in the 1950's, a Time magazine reporter interviewed a world-famous pianist about ...

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Things I Previously Forgot To Tell You

Dave's Automotive in Fallon also sells boxes and aluminum carports. Moreover, they rent trucks. If you return your truck five minutes late for a good reason, they will go to extraordinary lengths to avoid charging you for an extra day. They also sent me a card thanking my for my $30.12 worth of business. You can spend more than that filling your gas tank anywhere but do they send you thank you notes?<br /><br />Sierra Joe's in Dayton is unpretentious, clean, and accommodating. The sign says they have a Turkey Burger and a Jalapeno Burger, but they will actually put jalepenos on your Turkey Burger if you ask.<br /><br />Dayton has a Starbuck's and I am a faithful member of the Starbucks family. I used to be the <em>de facto</em> chaplain to Starbuck's in Macon. They know what I want before I ask at 2 Starbucks in Las Vegas. I never pass the <em>tres</em> sophisticated Starbucks at Keystone & 7th in Reno -- but in Dayton, I go to Makin' Coffee. No glad handing perky greetings. Nothing slick. No way could you think you are in Seattle. But the coffee is first rate, the decor has a darkish Northwestern countercultural charm, and the people are kind. There is a sensitivity bordering on sadness there. And on the wall is a reflection by a single dad whose teenager committed suicide. Makin' Coffee is the real deal.

Things I Previously Forgot To Tell You

Dave's Automotive in Fallon also sells boxes and aluminum carports. Moreover, they rent trucks. If you return your truck five minutes la...

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Job Search Mistakes Even the Pros Make

Job Search Mistakes Even the Pros Make by Kate Lorenz, CareerBuilder.com Editor<br /><br />When most people think of job search mistakes, they imagine a young person, fresh out of college and naively charging into the job market. After all, once you have been working for awhile, you know all of the ins and outs of finding a job, right? Wrong. In fact, even professionals who have been working for decades sometimes mess up when it comes to looking for a new job.<br /><br />Jim Liston is the chairperson of the Business and Professional Exchange of Greater Indianapolis (BPE), an organization that provides support and resources to professionals who are going through career transitions. Liston says he sees many professionals who have been employed so long that they have forgotten how to look for a job. He likens their process of re-entering the job market to riding a bike. "You re-learn, but it is an awkward process," he says.<br /><br />If you want to make sure you are on the path to a successful job search here are five errors to avoid:<br /><br />1. Forgetting to keep it simple.<br />By the time many people climb to the top of the corporate ladder, they often become accustomed to having others listen intently to what they have to say. Therefore, some professionals develop a bad habit of over-answering, over-explaining and just plain talking too much. Not knowing how to sum up your qualifications, skills or desires in a short time can be costly in a high-pressure interview situation. "Giving your best shot in 30 seconds is a real challenge," says Liston. He says all professionals need to know how to present themselves and what they are looking for succinctly, clearly and briefly.<br /><br />2. Being afraid to ask for help.<br />Admitting that you need help is hard for any professional, particularly someone who has been working for many years. Liston says he finds many members of the BPE don't want to burden others. "But people by nature want to help," he says. He notes that anyone looking for a job needs to pull out their Rolodex and start spreading the word that they are on the market. You never know when a friend of a friend of a friend will have the perfect lead waiting just for you.<br /><br />3. Getting discouraged.<br />Liston says that an individual's job is often so much more than a paycheck. "For many," he says, "when you lose your job, you lose your identity." Once this identity is gone, some people have a hard time keeping motivated. They stay inside, stop socializing, stop looking for leads and become downright discouraged. No matter how long you have been working or out of work, staying active in your job search is one of the most important things you can do for yourself. Join a professional organization, motivate yourself to get up and get dressed early each morning, and keep your social calendar full. The more people you meet, the better your chances are of finding the perfect opportunity.<br /><br />4. Having an old, outdated or ineffective résumé.<br />Robin Ryan, a Seattle-based career counselor and job search expert, says that job seekers of all types make résumé mistakes. One of the most common is résumé length. Are multiple-page résumés acceptable for those who have been working for more than 10 years? Ryan says no, and says everyone should keep their résumés to one page. She points out that companies see hundreds of résumés for every open position, which means hiring managers must scan each résumé quickly. "You're getting a 15-second glance," she says. Clearly outline your most important skills and experiences on one page. It will ensure your most important information actually gets read.<br /><br />5. Neglecting to run a focused job search.<br />Liston says he sees many professionals who have a hard time finding a job because they lack focus. In fact, he suggests that any job seeker think of the search as a job. Just like a job, you need a game plan in place that guides your actions, tasks to complete each day, goals to work toward and accountability. "The ones who succeed in finding a job more quickly are the ones who treat the job search as a project," says Liston.<br /><br />Looking for a job is never a piece of cake, regardless of whether you have two years of experience or twenty-two. But knowing some of the mistake to avoid can help get you on your way to running a job search that any professional would be proud of!<br /><br />Kate Lorenz is the article and advice editor for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Other writers contributed to this article.<br /><br />It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Job Search Mistakes Even the Pros Make

Job Search Mistakes Even the Pros Make by Kate Lorenz, CareerBuilder.com Editor When most people think of job search mistakes, they imagine ...

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Deciphering Resume Types

Deciphering Resume Types by CareerBuilder.com<br /><br />Creating a resume is the very best way to document your career and accomplishments. If you build and maintain one as you move along your career path, you'll be able to capture key achievements and results while they are still fresh in your mind.<br /><br />Everyone who works or is thinking about working needs a resume. Industry consolidations, economic conditions, earnings shortfalls, and changes in management or ownership can alter a person's job satisfaction or status in an instant. Whether you are going to school, dissatisfied with your current job, or happy and gainfully employed, a well thought out and up-to-date resume is your best defense and offense.<br /><br />The majority of resumes follow a similar format by listing most recent jobs and work experience first. This is called a "reverse chronological" format. But there is also the "skills-based" or "functional" format that highlights what you can do rather than what you have done. Some find that blending these two formats is the best way to summarize their experience and capabilities. Those in teaching and scientific professions, especially people with advanced degrees, find the "curriculum vitae" or CV most effective. How do you decide which format is best? Following are some tips and guidelines for when to use which format.<br /><br />Reverse Chronological<br />This is the format familiar to most employers and hiring managers. It normally includes a career objective or summary at the top, and is followed by a listing of each job the person has held, starting with the most recent, and a brief summary of responsibilities and accomplishments. Reverse chronological resumes should include job titles, dates of employment, and company names and locations. For each position you held, you should give an overview of your essential responsibilities and your related accomplishments and achievements. This should be followed by a summary of your education and training.<br /><br />Using this format is best for those who have had a steady work history and a record of increased responsibility and career growth. This is also a great format if the companies you worked for, especially your most recent employer, are well-recognized and well-respected within your industry.<br /><br />Skills-Based or Functional Format<br />A functional formatted resume ignores chronological order and focuses on your career in terms of your skills and capabilities. This format helps readers focus on what you can do rather than what you have done. By using the functional approach, you can tailor your resume to highlight skills and competencies sought by potential employers. You can show how you ideally match the requirements of a particular job for which you are applying, by including relevant achievements and accomplishments related to specific skills.<br /><br />The functional resume includes a career objective that states what type of job you desire or a career summary that encapsulates your work history, education and strengths in a sentence or two. The main body of the resume provides a summary of three to five skills you possess and demonstrates your proficiency in the particular area through accomplishments and measurable results related to the skill. One added benefit of this format is that you can include learning from both paid and volunteer work. In its purest form it omits dates, employers and job titles, however, most employers expect to see this information somewhere within a resume.<br /><br />The functional format is ideal for those who have had gaps in employment or for those who have changed careers over the years or had unclear career paths. It is also great for new graduates who don't have much paid work experience.<br /><br />Combination or Blended Format<br />If you can't decide which format to use, you may wish to develop a resume that utilizes the best of both formats. These resumes will include reverse chronological listings of the most recent jobs you've held in addition to showcasing your particular skills and accomplishments. It might begin with a summary of qualifications and bulleted skills, followed by a chronicled job listing that demonstrates, through measurable results, how you used or applied the skills you just highlighted.<br /><br />Curriculum Vitae<br />An academic curriculum vitae is a comprehensive document or biographical statement of your experience and achievements. It is normally four to eight pages in length and is used primarily for those who work in a PhD-driven environment where higher degrees, research, published works and professional accreditation and recognition are valued. A summary of professional qualifications and accomplishments are listed first. This is followed by a detailed listing of education and academic degrees, recognized achievements such as major research works, published articles in peer-reviewed journals, and professional affiliations and credentials. Only those who are pursuing careers in science, such as biotech or research, academia, think tanks and the like should use this format.<br /><br />It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Deciphering Resume Types

Deciphering Resume Types by CareerBuilder.com Creating a resume is the very best way to document your career and accomplishments. If you bui...

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Finding a Great Job if You're Over 50

Finding a Great Job if You're Over 50 by Kate Lorenz, CareerBuilder.com Editor<br /><br />According to the Bureau of Labor Statistics, about 16 percent of today's workforce is age 55 and older, and that number is expected to reach 21 percent by 2014 -- an increase of more than 11 million workers. As the American population ages, companies are realizing older Americans are a vital part of their workforce, and are starting to put programs into place to attract and retain these workers.<br /><br />Companies are increasingly focusing on this segment of the American workforce and are offering older workers more flexible work options and helping them better balance work and family issues, says Deborah Russell, director of economic security for the AARP, a nonprofit organization for people over 50.<br /><br />And in the face of impending labor shortages, many companies are turning to their own retirees to fill open spots. Bringing a former employee back on board provides a wide range of benefits to the company, as retired workers need less training and are already familiar with company policies and standards as well as business protocol.<br /><br />Every year, the AARP releases its list of the "Best Employers for Workers Over 50." They look at companies in a variety of industries and evaluate businesses in the areas of recruitment practices, continuing opportunities for advancement, flexible work schedules and benefits. The AARP found that while many companies still have a long way to go when it comes to attracting and retaining older workers, there are a number of businesses that have put innovative programs in place that benefit workers over 50.<br /><br />If you are an older professional and want to find an employer who is open to workers of all ages, Russell offers the following tips for evaluating a company.<br /><br />1. Examine the company's recruitment practices.<br />Russell notes you can learn a lot about a company by how and where it recruits employees, as well as what its recruitment materials look like. Is the company recruiting at a variety of job fairs? Is it open to applications from all workers? Does it have a formal program to offer positions to retired workers? Can you see a variety of ages represented in company brochures and other branded materials?<br /><br />2. Ask about advancement opportunities and training.<br />The AARP found that many of the best companies for older workers have special programs in place to provide employees with advanced and ongoing training, help employees move positions within the company and offer career counseling. These programs help older workers keep important skills up-to-date. Some companies even offer online courses for employees, which enable older workers to take courses at their own pace.<br /><br />3. Research the company's benefits.<br />While you might not be able to find out everything about a company's benefits in the early interview process, you can research the company's Web site and other materials to find out what benefits it offers. Many of the companies on the AARP's list have benefits that are particularly attractive to older workers, such as allowing 401(k) "catch-up" contributions and time off to care for dependents beyond what is required by law. Some also offer phased retirement programs, and several hospitals on the list offer healthcare services either at a discount or at no cost to employees covered under company health plans.<br /><br />4. Examine the overall company image.<br />Take a look at all company collateral and its Web site. What is the image the company is portraying? Also, look around the company when you are interviewing. Do you see other older workers? Ask about the company's mission and goals. Russell says it is important to determine if the company "values its workforce, or just its bottom line."<br /><br />For more information about the AARP and its list of the "Best Employers for Workers Over 50," visit the organization's Web site at www.aarp.org/bestemployers.<br /><br />Kate Lorenz is the article and advice editor for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Other writers contributed to this article.<br /><br />It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Finding a Great Job if You're Over 50

Finding a Great Job if You're Over 50 by Kate Lorenz, CareerBuilder.com Editor According to the Bureau of Labor Statistics, about 16 per...

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One Click to a New Job - Responding to Online Job Postings

One Click to a New Job - Responding to Online Job Postings by CareerBuilder.com<br /><br />Wouldn't it be nice if you could just press a button and find a great new job? With all the job search tools available online, you can. New opportunities are only a mouse click away in cyberspace. The only problem is the competition can be tough with so many other space travelers taking advantage of the Internet to market themselves to potential employers. The key to success when responding to online job postings is using the right strategies to break out the pack and get noticed.<br /><br />An estimated 80 percent of companies use technology to help scan resumes and store the data in keyword-searchable databases for future use. So how does a computer decide who stays and who goes? In simple terms - keywords! These electronic processing systems are designed to seek out resumes that contain specific keywords chosen by the recruiter.<br /><br />What are the right keywords for the job you are seeking? You'll need to spend some time researching job postings and help wanted ads for jobs that are closely associated with or nearly a perfect fit for your experience. Read as many job postings and job descriptions as you can find and start writing down words that you see over and over again. Then, incorporate these words into your resume(s) and cover letter(s).<br /><br />For example, a recruiter is looking to hire someone to work in his manufacturing plant. He also needs the employee to operate the company's computer tracking system and conduct quality assurance testing. He will likely choose the following words to seek out applicants: Manufacturing; Computer; Quality Assurance.<br /><br />The inclusion of these keywords is important, but make sure not to overdo it. Today's scanning technology is advanced and programmed to identify resumes that appear to duplicate a company's job posting. If you basically cut and paste a job posting into your resume, it will not be considered and your name will remain in the company's system in the red flag file. It is better to pepper in keywords as they relate to your experience.<br /><br />After the initial screening by the computer, recruiters take over and begin reviewing resumes for qualified candidates. Primarily, they will look for relevant experience and qualifications. That is why it's important to highlight your accomplishments up front.<br /><br />One happily employed Public Relations executive suggests throwing out the window any humble thoughts and hushing that inner voice that says you are bragging. Start your cover letter with a clear statement outlining your skills and abilities and try to put a different spin on your communications to stand out. For instance, her cover letter opens with: "Communications expertise. Results-driven media strategy. Ability to juggle multiple projects simultaneously...there are just some of the benefits I can bring to your organization."<br /><br />She knows this technique works because she's used it to successfully land her last two jobs. As she says, "If you don't toot your own horn, who will?" Experts agree that by stating your key selling points right off the bat, you are maximizing your resume's chances of being placed in the "call for interview" file instead of the circular file.<br /><br />Experts also say that the appearance and professionalism of your communications are critical. All too often, recruiters and hiring managers report finding typos and grammatical mistakes in the resumes and cover letters they receive. Before responding to even one more online job posting, take the time to edit your resume, proofread it and proof read it again. It's also a good idea to ask someone else to review it for you.<br /><br />Once you are sure your resume and cover letter have the right keywords in place, are aggressively advertising your skills and qualifications, and are error-fee, start pushing those buttons and let the opportunities come to you.<br /><br />It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

One Click to a New Job - Responding to Online Job Postings

One Click to a New Job - Responding to Online Job Postings by CareerBuilder.com Wouldn't it be nice if you could just press a button and...

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Survey: One-in-Five Workers Lie

Survey: One-in-Five Workers Lie by Rosemary Haefner, Vice President of Human Resources for CareerBuilder.com<br /><br />Ever get that sneaking suspicion one of your co-workers isn't being straight with you? Your instincts may be right.<br /><br />Nineteen percent of workers admitted they tell lies at the office at least once a week, according to CareerBuilder.com's new "Honesty in the Workplace" survey. Fifteen percent of workers reported they were caught in a lie at the office.<br /><br />When asked why they felt compelled to bend the truth at work, respondents cited the following reasons:<br /><br />To appease a customer (26 percent)<br /><br />To cover up a failed project, mistake or missed deadline (13 percent)<br /><br />To explain an unexcused absence or late arrival (8 percent)<br /><br />To protect another employee (8 percent)<br /><br />To get another employee in trouble or look better in front of a supervisor (5 percent)<br /><br />But be warned: Nearly one-in-four hiring managers -- 24 percent -- say they have fired an employee for being dishonest.<br /><br />It may seem cliché, but honesty is the best policy. Even if you are motivated by the best of intentions, being deceitful can seriously compromise your credibility with colleagues and negatively impact your career progress. The vast majority of hiring managers -- 85 percent -- say they are less likely to promote an employee who has lied to them or other members of the organization.<br /><br />The most common lies workers say they have told at the office include:<br /><br />I don't know how that happened (20 percent)<br /><br />I have another call to take or I'll call you right back (16 percent)<br /><br />I've been out of town or out sick (10 percent)<br /><br />I like your outfit or you look great (8 percent)<br /><br />I didn't get your e-mail, voicemail or fax (8 percent)<br /><br />Which ones have you used?<br /><br />Survey Methodology:<br />CareerBuilder.com's survey, "Honesty in the Workplace," was conducted from November 15 to December 6, 2005. Methodology used to collect survey responses totaling more than 2,050 workers for this study involved selecting a random sample of comScore Networks panel members. These Web Panel members were approached via an e-mail invitation, which asked them to participate in a short online survey. The results of this survey are statistically accurate to within +/- 2.16 percentage points (19 times out of 20). Note: the sample of 2,050+ included 1,000 hiring managers. The results for the hiring managers alone are accurate within +/- 3.09 percentage points (19 times out of 20).<br /><br />Rosemary Haefner is the Vice President of Human Resources for CareerBuilder.com. She is an expert in recruitment trends and tactics, job seeker behavior, workplace issues, employee attitudes and HR initiatives.<br /><br />It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Survey: One-in-Five Workers Lie

Survey: One-in-Five Workers Lie by Rosemary Haefner, Vice President of Human Resources for CareerBuilder.com Ever get that sneaking suspicio...

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10 New Blue-Collar Jobs

10 New Blue-Collar Jobs Rachel Zupek, CareerBuilder.com writer<br /><br />In the old days, there were blue-collar workers and white-collar workers. These days, there are white-, blue-, green-, gold-, pink- and gray-collared workers, too. (Seriously.)<br /><br />The problem with these classifications is that not only are they based on stereotypes but for the most part, they're inaccurate. Pink-collar workers, for example, supposedly work in jobs that have traditionally been considered female, like hairdressers, nannies and nurses. One can argue, however, that a significant percentage of these jobs are also occupied by men in today's work force. Gray collar allegedly classifies workers who work beyond typical retirement age (an allusion to gray hair?) and gold-collar workers are apparently young, low-wage employees who spend most of their paycheck on luxury items.<br /><br />While today's labor force is a far cry from the segregated one that existed in the first half of the 20th century, worker classifications still exist. Perhaps the worst typecast group is blue-collar workers, often assumed to have poor education and minimal capabilities. In reality, these physically demanding jobs actually require extensive training and certifications and usually involve work that no one wants to do themselves.<br /><br />Here are 10 blue-collar jobs that are following the ways of the world as technology, the environment and the population rapidly changes. These labor-intensive jobs offer decent (though not the highest) pay and job growth through 2016, according to the Bureau of Labor Statistics. Some of them you might not have heard of -- but when you read the job requirements, you'll realize how often you utilize their work.<br /><br />Landscaping and groundskeeping worker<br /><br />Many homeowners can't find time to take care of their lawns and also desire to entertain outdoors in an attractive setting. Hence, groundskeeping workers remain vital to our work force. Salary: $10.22/hour; $21,260/year<br /><br />Electronic home entertainment equipment installer/repairer<br /><br />If you tried to lift or install the new 60-inch flat-screen TV you just purchased, you know it's not easy. Plus, such equipment isn't cheap, so buyers are willing to spend the extra money to have it professionally delivered and installed, or to get it fixed when it goes on the fritz. Salary: $14.42/hour; $29,980/year<br /><br />Terrazzo worker and finisher<br /><br />As people become as concerned with image as function, terrazzo finishers will continue applying decorative and attractive finishes to hallways, patios, floors and panels in households around the world. Salary: $15.21/hour; $31,630/year<br /><br />Highway maintenance worker<br /><br />Roads require constant maintenance, conforming to safety standards or repairing damaged roadways. Since cars don't seem like they'll fly anytime soon, maintenance workers will be around for a while. Salary: $15.67/hour; $32,600/year<br /><br />Security and fire alarm systems installer<br /><br />Though there was a 2.6 percent decrease in property crime in the first six months of 2007, according to the FBI, robbery, burglary and larceny-theft still pose a threat. To continue fighting crime, security and fire systems installers will work to ensure people feel safe in their homes. Salary: $16.73/hour; $34,810/year<br /><br />Computer, automated teller and office machine repairer<br /><br />Computers and office equipment are vital to the day-to-day activities in both business and home, like the convenience of banking and bill-paying online. These machines always need to be up and running and we need professional repairmen to make sure they are. Salary: $17.54/hour; $36,480/year<br /><br />Tile and marble setter<br /><br />Along with the population, businesses are growing, too. Tile and marble are becoming more popular for use in shopping malls, hospitals, schools and restaurants. These, along with other nontraditional housing materials, are also popular in homes nationwide. Salary: $17.59/hour; $36,590/year<br /><br />Heating, air-conditioning and refrigeration mechanic and installer<br /><br />Environmental concerns continue as both people and companies strive to "go green." For many, this means installing new, energy-saving heating and cooling systems in their homes and offices. Those who already have such machines require them to operate at the highest efficiency, which means professionally maintaining them. Salary: $18.44/hour; $38,360/year<br /><br />Structural and reinforcing iron and metal worker<br /><br />Similar to people, structures get older. As they do, buildings, bridges, power plants and highways need to be rehabbed, repaired, replaced or maintained and these are the people who will do it. Salary: $19.46/hour; $40,480/year<br /><br />Subway and street-car operator<br /><br />With our ever-growing population and the strong push to improve the environment, public transportation like subways, street cars and light rails will become more prevalent in the next few years. Salary: $23.55/hour; $48,980/year<br /><br />*Salaries and figures based on median annual/hourly earnings, according to the BLS.<br /><br />Rachel Zupek is a writer and blogger for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues<br /><br />It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

10 New Blue-Collar Jobs

10 New Blue-Collar Jobs Rachel Zupek, CareerBuilder.com writer In the old days, there were blue-collar workers and white-collar workers. The...

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Can You Be Your Own Boss?

Can You Be Your Own Boss? Robin Ryan, Author of '60 Seconds and You're Hired'<br /><br />Many of us fantasize about owning our own companies. Nearly one million new businesses are launched each year, but more than 85 percent will close within five years. There are some key indicators of who will be most effective as owners. Take this quiz to help you determine if you have the burning desire, discipline and resources to become your own boss.<br /><br />Are you a self-starter?<br />It will be up to you, not someone else, to develop the business, organize the projects, manage your time and follow through on details.<br /><br />Can you handle the uncertain financial risk?<br />Businesses all have cycles, the ebbs and flows in profitability. Once it's started you'll have overhead and operational expenses that must be met before you get paid.<br /><br />Do you have good business skills?<br />You must attract customers. New and repeat customers are the lifeblood of your business. You must possess or learn these skills -- accounting, business planning, operations, sales, marketing and customer service -- to survive and succeed.<br /><br />Do you have the stamina needed to run a business?<br />Business ownership is a lot of work. Can you face 12-hour work days, six or seven days a week, every week?<br /><br />Are you motivated by achievement?<br />Many entrepreneurs get great joy out of the daily "wins" they get from doing business. They find it's a competitive game and satisfying way to fulfill their instinct to achieve. They have fun doing it. These people have a passion and driving desire to come in first. They are doers and want to derive benefits from their efforts and labor. They are unlikely to get "burned out" or worn down by carrying all the responsibilities of the business on their shoulders.<br /><br />Are you a good decision-maker?<br />Business owners are required to make decisions constantly, quickly, under pressure and independently. Do you research and examine all options on important decisions to minimize your risk, but then decide and go forward?<br /><br />How well do you handle different personalities?<br />Business owners need to develop working relationships with a variety of people including customers, vendors, staff, bankers and professionals such as lawyers, accountants or graphic artists. Your ability to successfully deal with demanding clients, unreliable vendors or cranky staff people in order to benefit your business will directly impact your success.<br /><br />How will the business affect your family?<br />It's hard to balance work and family demands during the first few years after starting a new business. There may also be financial difficulties until the business becomes profitable, which could take months or years. You may have to adjust to a lower standard of living or put family assets at risk. Can your family deal with the challenges business ownership requires? Although many entrepreneurs go on to make large incomes, the "lean years" are a necessary part of the evolution and business growth cycle. Equally important to consider are the many job perks -- paid vacations, sick days, medical and dental insurance, stock options, cars, health club memberships -- that disappear when you own the company. Think about the extra costs you will now incur.<br /><br />How will you deal with the isolation?<br />Once you go off on your own, you'll be just that -- alone. Can you deal with being isolated? Will you miss the status, respect and collegial connections that you had while working for an employer other than yourself? Don't underestimate this -- it's the reason many consultants and service business owners close their own operations and re-enter the corporate world.<br /><br />Can you go two or three years without an income?<br />List start-up resources to buy/start and run your business. Note sales and break even points as well as profit projections. Be conservative in your estimates on how fast you'll be able to turn a profit. Develop family and business budgets that support you and your family while your business is beginning to grow.<br /><br />Robin Ryan has appeared on the Dr. Phil Show, Oprah, NBC Nightly News with Tom Brokaw, CNN, CNBC and is considered America's top career coach. She is the best-selling author of: "60 Seconds and You're Hired!;" "Winning Resumes;" "Winning Cover Letters" and "What to Do with the Rest of Your Life." She's the creator of the highly acclaimed audio training program Interview Advantage and The DreamMaker. To purchase her books and audio training programs go to http://www.robinryan.com/.<br /><br />It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Can You Be Your Own Boss?

Can You Be Your Own Boss? Robin Ryan, Author of '60 Seconds and You're Hired' Many of us fantasize about owning our own companie...

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Unhappy at Work? Ask Yourself These 7 Questions

Unhappy at Work? Ask Yourself These 7 Questions by By Heather Mundell, CPC<br /><br />You're sitting in another agonizing meeting and glancing at your watch. "I can't believe what a waste of time this is," you say to yourself. "I've got five phone calls to return and probably 25 new e-mails in my inbox. Guess I'm staying late again. I just wish I cared more about what I'm doing here anyway."<br /><br />If you notice that your complaints about work are becoming frequent and serious enough that you're questioning your willingness to stay, here are seven essential questions to ask before deciding whether to leave your position. Answering these questions is the first step in taking charge of your own career.<br /><br />1. What do you enjoy and what don't you enjoy about your job?<br /><br />This is a basic yet essential exercise. On a sheet of paper create two columns. In the first list all of the aspects about your job that you enjoy. In the second, detail your complaints. Be honest and specific. Now compare the two lists and notice any patterns. How meaningful are your likes and what are the impacts of your dislikes?<br /><br />2. How long have you felt the way you do?<br /><br />Every organization experiences good times and rough times. Are you hating your job because it's budget time or review time? Are you in a good phase only because sales are up in the summer? Have you been complaining for two solid years? Get some perspective about your overall satisfaction level.<br /><br />3. How does your job align with your strengths and your values?<br /><br />People are usually happiest when they are encouraged to play to their strengths and values. Make a list of your strengths and values and consider them in light of your current job and organization. How well does your job fit you? Are you an extroverted leader in a job involving a lot of data analysis? Are you committed to a particular cause and work for an organization whose mission runs counter to your ideals?<br /><br />4. What is your job costing you?<br /><br />Even those of us in lucrative positions face some degree of "opportunity cost" in their lives. Others face real emotional suffering. How mild or severe is the cost of remaining in your current position? Be honest about the impact your job has on your health and sense of well-being.<br /><br />5. Will this job get you where you want to go?<br /><br />You need to have a clear vision before making a dramatic decision about your current position. What would you love to be doing one, five and 10 years from now? How will this job get you there? Is this job a natural stepping stone or a dead end?<br /><br />6. How is your boss supporting you?<br /><br />Your boss's skill as a manager is a critical factor to your job satisfaction and success. She can give you challenging assignments and assist your career progression. Or she can ignore you, dump unappealing projects on you or undermine you. If your boss is intolerable, it may be time to move on. Fighting to have your boss removed or waiting for your boss to change or get fired are rarely successful tactics.<br /><br />7. What's keeping you where you are?<br /><br />Now it's time to be brutally honest. What are your primary motivating factors for working in this position? Perhaps you've made lifestyle choices that depend on your salary level. Maybe you spent many years and thousands of dollars obtaining an advanced degree to get where you are. Maybe you have convinced yourself that there is no better job out there. What are you committed to in your life? How does your job support those commitments?<br /><br />Take some time to analyze your work experience in light of your answers to these seven questions. By noticing your desires and honoring your aspirations, you can achieve more clarity about what you want and what is in your way. With clarity, you can transform your vision into a plan for action.<br /><br />If you still feel stuck, consider hiring a professional coach. A coach can help you clarify your vision, remove obstacles, create an action plan and follow it. With coaching, you can more readily take charge of your career and move closer to achieving your dreams.<br /><br />Heather Mundell is a certified professional coach and former human resources director. To learn more about her and Dream Big Coaching Services, visit her website at http://www.dreambigcoaching.com/.<br /><br />It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Unhappy at Work? Ask Yourself These 7 Questions

Unhappy at Work? Ask Yourself These 7 Questions by By Heather Mundell, CPC You're sitting in another agonizing meeting and glancing at y...

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Service To Children

The Ever Flowing Stream article below is about a ministry that is dear to my heart and has been endorsed by our recent General Convention as a mission priority of the Episcopal Church. CIS is not yet statewide, and some of our churches partner with schools in other ways. CIS is expanding. This is the largest such partnership opportunity and the one that offers us the best way into giving children a chance in life.<br /><br /> An Everflowing Stream<br /> Amos 5:24<br /><br />EC 2/05 Confirms care for the needs of children as a priority of the Church and urges the President and Congress to make funding for children’s care a priority <br /><br />Communities in Schools<br /><br />Communities in Schools is a non-profit organization that provides support to children of all ages by ensuring that they are successful in school, are safe, healthy and able to learn. By empowering students to stay in school and achieve their highest potential, Communities in Schools of Nevada is preparing children not just to survive, but to thrive.<br /><br />As the nation’s largest dropout prevention organization, CIS brings caring adults into schools to address the children’s unmet needs. The result is that teachers are free to teach, and students—many in jeopardy of dropping out—have the opportunity to focus on learning. And when a child can successfully learn, he or she can stay in school, prepare for college, for a career, and ultimately for a better life.<br /><br />Communities in Schools of Nevada has identified the many different reasons for a child to be unsuccessful in school and has implemented programs to service each of those needs. Homelessness, hunger and health are big issues in many schools. CIS created a program that sends home backpacks filled with food for the child and their family so that having a nutritious meal is one last thing to worry about and the kids can focus on school. <br />CIS has also built two health clinics on school grounds that are open to any child in the Clark County School District, absolutely free of cost. Now parents don’t have to worry about how they are going to afford healthcare, and children who were distracted in school because they were sick, or couldn’t see the blackboard, or had a toothache, are now relieved of that pressure and are free to learn.<br /><br />Communities in Schools of Nevada also offers a mentoring program called the Fellows Academy in the middle and high schools. CIS, along with school administrators, identifies as-risk youth who may be on the path to dropping out or just not doing well in school, and empowers them to learn so that they are empowered to achieve throughout life.<br /><br />Children who are hungry or homeless or at-risk in some way have certainly never had the opportunity to experience something as amazing as a week at Camp Galilee. It is our hope that the $16,000 needed to fund the camp can be raised so that these children can participate in this wonderful experience.<br /><br />Please help CIS reach their goal of ensuring that children in Nevada are given every opportunity so that their first focus can be school and reaching their fullest potential in life. There will be more information at the Diocesan Convention, where CIS Nevada State Director, Louise Helton, will be speaking.<br /><br />(This article was written by Abby Wagner, Marketing Director for Communities in Schools of Nevada, 702-770-7611. For information about the Nevada Social Concerns Network contact millsr007@aol .com)

Service To Children

The Ever Flowing Stream article below is about a ministry that is dear to my heart and has been endorsed by our recent General Convention as...

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Top 10 Reasons Why They Don't Like You at Work

Top 10 Reasons Why They Don't Like You at Work by Kate Lorenz, CareerBuilder.com Editor<br /><br />When you walk into the breakroom, do the lively conversations stop? Do the groups quickly disband as everyone scrambles to head back to their offices? Do you think to yourself, "Was everybody's break really over or were they just trying to avoid me?"<br /><br />If any of the following situations describe you, these might be the reason you feel left out:<br /><br />1. "The sky isn't really blue -- it's actually cyan"<br />Do you incessantly spout unnecessary or obscure information that would make Cliff Clavin from the TV show "Cheers" jealous? Lose the "know-it-all" attitude or you'll make a career of lunching alone.<br /><br />2. Chains of Love<br />Are you never around because you're always out on a "smoking break?" Limit your puffs to standard break times.<br /><br />3. Workaholic Wannabe<br />Do you mosey in late, take extra long lunches, and don't really start to roll-up your sleeves and dig into some serious work until about 2 p.m.? Then, do you make sure everyone sees you working past 5 p.m.? Well you're not impressing anyone; rather you're annoying those who already have put in a full day before you even get warmed up.<br /><br />4. People Magazine Office Edition<br />You're very good at filing away information about everyone in the office! If you want to keep friends, learn to keep a secret.<br /><br />5. Devil's Advocate<br />Do you feel compelled to take the other side of every argument just to make a point? Well stop it! Nothing is more exhausting for your co-workers than knowing you're always ready to challenge them no matter what they say.<br /><br />6. Yadda-yadda-yadda<br />Do you barge into cube after cube forcing one-way conversations on your innocent victims? If the only response you receive is, "Uh-huh, uh-huh, uh-huh," then they're not interested in your blather. Now get back to work!<br /><br />7. You gotta see the ba-a-aby!<br />Related to the yadda-yadda-yadda talker is the baby babbler who incessantly gushes about her children. Only family and close friends should be privy to details about every syllable uttered, step taken or diaper dirtied. It's wonderful that you love your baby, but just don't make it your only topic of conversation.<br /><br />8. Mr. Un-Clean<br />Leaving dishes in the sink, old food in the fridge, food splattered inside the microwave and crumbs on the break table is a sure-fire way to annoy fellow workers. Clean up your act.<br /><br />9. What's that on your nose?<br />Do you constantly follow your boss around, laugh at all her jokes and drop her name in countless conversations? If so, then you are a suck-up. Working in an office does require a certain amount of "schmoozing" the boss, but you don't have to tie yourself up in a pretzel to impress her while alienating everyone else in the office.<br /><br />10. Big Mouth<br />Are your phone conversations loud enough to be from the speakerphone even though they're not? Dial down the volume to keep the peace.<br /><br />If you recognize yourself in any of these scenarios, be warned: It's time to change your ways. Of course you can never please everyone, but healthy work relationships are necessary to properly perform your duties and for future advancement in the company. So get rid of some of your annoying habits and you're sure to gain some new friends.<br /><br />Kate Lorenz is the article and advice editor for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues.<br /><br />It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Top 10 Reasons Why They Don't Like You at Work

Top 10 Reasons Why They Don't Like You at Work by Kate Lorenz, CareerBuilder.com Editor When you walk into the breakroom, do the lively ...

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Can You Be Fired for Blogging?

Can You Be Fired for Blogging? by Kate Lorenz, CareerBuilder.com Editor<br /><br />It was Merriam-Webster Online's No. 1 word of 2004, and Fortune magazine named it the No. 1 tech trend for 2005. Two surveys by the Pew Internet & American Life Project in November 2004 found that 8 million people say they have created one and almost one-third of Internet users say they read one. But it's still a mystery: Six-of-ten Internet users say they don't know what "blog" means.<br /><br />A blog, according to Merriam-Webster's Online Dictionary, is "a Web site that contains an online personal journal with reflections, comments and often hyperlinks provided by the writer."<br /><br />Bloggers write about their lives to keep friends and family up-to-date, talk about their industry, discuss hobbies or rant about their favorite reality TV show. But posting pictures of you at work, disclosing confidential information about your employer, or bad-mouthing your co-workers could get you in hot water for committing inappropriate behavior.<br /><br />Whether or not it's intentional, divulging dirt about your job can spell trouble at work. Ellen Simonetti, a flight attendant for Delta, learned this the hard way.<br /><br />Simonetti started a blog as a way to cope with her mother's death because she found it easier to write about her feelings than talk about them. She described it as an anonymous, semi-fictitious account of life as a flight attendant -- and she lost her job because of it.<br /><br />Simonetti claims her termination resulted from pictures posted on her Web site, which show her in uniform aboard a Delta airplane. "The only reason I was given was the very vague phrase: 'inappropriate pictures in uniform.' Delta will not define what 'inappropriate' means, nor tell me which pictures they found 'inappropriate'," she says. When asked about the issue, a Delta representative said the company does not discuss internal employee-related issues with the media.<br /><br />Whatever bloggers are writing about work, employers don't like it. Employees have reportedly been fired for blogging at a number of companies, including Starbucks, Delta, Wells Fargo, Friendster and Kmart.<br /><br />In a January 2005 survey by the Society for Human Resource Management (SHRM), only 3 percent of human resource professionals report disciplining an employee for blogging and none reported dismissing an employee for such behavior. Despite this, ejected bloggers stand by their claims.<br /><br />What could be grounds for termination? If you are disclosing trade secrets or proprietary or confidential information on your blog or using excessive amounts of time when you should be working, it's possible you will reap the consequences, says Rosemary Haefner, vice president for human resources at CareerBuilder.com.<br /><br />"Companies need to do their best to not only protect their interests, but protect their employees," says Jeremy Wright, fired blogger and founder of InsideBlogging, a blog consulting company. "Most firings are due to individual bosses taking drastic measures; it is rarely a higher company decision. When a blogger is going to be fired, the HR team needs to be sure it is for the right reason and that reactive measures simply aren't being taken due to fear or personal issues."<br /><br />If you're thinking of starting your own blog or already have one, here's some advice to make sure your online diary isn't reason for your employer to let you go:<br /><br />1. Know where your company stands.<br />Ask about the company blogging policy before you start, even if you are doing it anonymously, Simonetti advises. Does your company establish boundaries? Is blogging acceptable? Is it OK to mention your employer? Are there topics that are off-limits? What are the consequences?<br /><br />2. Blog on your own time.<br />If you are using company hardware, a company network or doing it on company time, you are likely bound by company policy and could be reprimanded or terminated for wrongful use, Haefner says.<br /><br />3. Practice safe blogs.<br />"Employees who go around sharing negative or confidential information about their company, product, or service -- either internal or external -- to the company would and should get fired," says Pete Quintas, CTO of SilkRoad Technology, creator of an enterprise blogging application called Silkblogs. "You need to be honest and not secretive about what you are writing unless you are willing to deal with the consequences."<br /><br />4. Don't hide it from your boss.<br />Quintas says you should be honest about your blogging, and ask your employer if it is OK to do. "I would consider it analogous to asking your employer: 'I have been invited to speak on a panel at this industry conference; can I participate?'"<br /><br />5. Use good judgment.<br />If you consider blogs and the Internet an extension of your voice, what you say on your blog about your company, product or service should be kept within the guidelines of what you would verbally say in public, according to Quintas. "Treat it with the same restraint of how you talk in person about your company, remembering that more people have access to what you say." he suggests. "Don't say anything different than what you would say at a happy hour, or at a company holiday party, or at an industry trade show, or in front of a customer."<br /><br />6. Others will disagree with you.<br />You can't please all people all of the time. As with any communications medium, the best advice is to be aware of the repercussions your decisions may have, Wright warns. "Anytime you post, you are effectively making a choice between being safe, and having something worthwhile to say. It's a rare occasion where you can both please everyone and come up with a new and engaging line of thought. Sometimes things you say will offend people, no matter where you're saying them."<br /><br />Kate Lorenz is the article and advice editor for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues.<br /><br />It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Can You Be Fired for Blogging?

Can You Be Fired for Blogging? by Kate Lorenz, CareerBuilder.com Editor It was Merriam-Webster Online's No. 1 word of 2004, and Fortune ...

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Six Signs to Run -- Not Walk -- From Your Job

Six Signs to Run -- Not Walk -- From Your Job by Kate Lorenz, CareerBuilder.com Editor<br /><br />So you've finally landed a new job and you're thrilled to be in the working world again. Hopefully, your new position will be one that provides you with support, great opportunities and plenty of recognition for your successes. Unfortunately, a company that seems like Cinderella during the interview process can end up looking more like an ugly stepsister once you actually join the team. Here are six real-life, sure-fire signs that it's time to run away and never look back!<br /><br />1. You ask your new boss for supplies and she hands you a No. 2 pencil and legal pad -- and nothing else. While not all companies can afford to outfit employees with late-model laptops, cell phones, pagers and company credit cards, it is important that you are given the tools that you need in order to do your job. If you aren't, or if the company questions you every time you ask for a new pen, it could be an indication of financial stress.<br /><br />2. You were shown to a cubicle your first day of work, given a company manual and haven't been spoken to since. Even if you have years of experience, you should always be given some kind of orientation or training during your first days on a new job. The companies that are known as the best places to work all have substantial training programs and processes in place to make sure new employees feel comfortable and supported right from the start. Be wary if you feel like you have been left to go it alone.<br /><br />3. Every time you tell someone about your new job with the company they raise their eyebrows and say "Really? Wow... good luck with that." A company's reputation isn't always completely accurate, but it does usually stem from legitimate information. Good companies to work for are typically well-known and well-respected in their communities. In fact, you should ask others in your industry and the local business community what their thoughts are about the company when you are doing your initial research. If everyone you ask has a negative tale about your new employer, chances are their impressions have some validity.<br /><br />4. After two weeks on the job, you are already halfway to becoming the employee with the most seniority. One of the biggest issues for human resources professionals today is employee retention. You will notice that most of the country's top companies have employees who have been around for years. Lengthy employee tenure is often a sign that the company is doing something right. "I joined a firm in St. Louis and learned that the company had seven other employees come and go in the past year," says Sarah, a public relations executive. "What's worse is that it was only a five-person operation. That should have been the first sign that the company was not a great place to work."<br /><br />5. You answer the phone while the company's secretary is away from her desk and find that the voice at the other end is a collection agency calling for the third time that week. While this sounds unbelievable, this actually happened to one worker, who said other employees at the company were eventually instructed to not answer the phones. "It became a joke with all of us," she commented. "We used to run out and cash our checks as soon as we got paid and were always afraid that they were going to bounce!" If you see any signs that your company is in real financial or legal trouble, get your résumé back out on the market.<br /><br />6. You notice that every day for the last five days, at least one person has run crying from your boss's office. While not everyone's boss is a bundle of joy, you should expect to be treated with respect in the workplace. If you see signs that the executives running your company make all of the other employees shake with fear, burst into tears or work on edge all the time, look for a greener pasture. There are companies out there that find success without putting employees through the ringer.<br /><br />You will not know everything about your new company until you put in your time, but if you get a bad feeling right away, there is probably a good reason for it. Trust your instincts when you start a new job, and know what qualities you want to see when you walk into the office. Doing so can keep you from being stuck in a dead-end situation that leaves you frustrated and unfulfilled.<br /><br />Kate Lorenz is the article and advice editor for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Other writers contributed to this article.<br /><br />It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Six Signs to Run -- Not Walk -- From Your Job

Six Signs to Run -- Not Walk -- From Your Job by Kate Lorenz, CareerBuilder.com Editor So you've finally landed a new job and you're...

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L'entreprise Technitoit à la Maison de l'emploi le 28 août

<BR><br /><strong>La société <a href="http://www.technitoit.fr/">TECHNITOIT</a> recrute sur Orléans des vendeurs techniciens conseillers, et des poseurs applicateurs</strong>.<br />L'entreprise TECHNITOIT est spécialiste de la rénovation des toitures et des façades. Elle fabrique, commercialise et pose.<br /><br />Venez rencontrer l'entreprise et découvrir ses métiers, muni de votre CV,<br /><ul><li>le <strong>vendredi 28 août</strong> 2009<br /><li>à la <strong>Maison de l'emploi</strong> du Bassin d'Orléans.</li></ul><p>Des entretiens de recrutement seront proposés le jour-même.<br /><br />Pour s'inscrire à la réunion d'information, contacter la Maison de l'Emploi du bassin d'Orléans au 02 38 24 18 03 ou <a href="mailto:accueil@news-these-days.fr">accueil@news-these-days.fr</a>.<br /><BR>

L'entreprise Technitoit à la Maison de l'emploi le 28 août

La société TECHNITOIT recrute sur Orléans des vendeurs techniciens conseillers, et des poseurs applicateurs . L'entreprise TECHNITOIT e...

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Combatting Entry-Level Boredom

Combatting Entry-Level Boredom by By Abby Wilner & Cathy Stocker, Authors of Quarterlifer's Companion<br /><br />The Boredom Epidemic<br />One of the most common complaints we hear from young professionals in entry-level positions is that they are bored out of their minds. They are generally assigned menial tasks which, thanks to the wonder of word processing, do not take up much time, and their supervisors are reluctant to assign any substantial work.<br /><br />Compounding the problem of boredom is the ever popular "face time" requirement. Everyone feels pressured to hang around the office for eight hours or more, out-waiting the boss or each other, regardless of their workload. This essentially trains us to be less efficient, because we feel penalized for finishing our work too quickly.<br /><br />In our 2004 survey of 391 twentysomethings on quarterlifecrisis.com, 61 percent said they were bored with their work (or lack thereof) -- almost 50 percent higher than the number of respondents who said they were stressed-out from a heavy workload.<br /><br />Consequences of Boredom<br />After leaving school filled with enthusiasm and ambition, the letdown of insignificant workloads can cause feelings of depression and worthlessness. And our twenties are a dangerous time to be bored at work because we are now forming on-the-job habits which, like smoking or biting our nails, will be hard to break.<br /><br />Below are some typical twentysomething complaints and questions about boredom at work:<br /><br />"I can never figure out whether to ask for more work because I've heard that companies will see that as a chance to downsize or reorganize. Since I have been out of college, I have frequently found myself bored with little or nothing to do. I wonder whether some people just get bored because they are more efficient than others."<br /><br />"I work nine-hour days and have nothing to do! I wish I could just go sleep somewhere. But I can't, so I sit at my computer and pretend I'm doing work while I am really just playing on the Internet. I think I would drive myself to an early death if the Internet did not exist!"<br /><br />"I expect work to be fairly boring; it's work. But it really chafes my bum to think about all the things I could be doing instead of sitting here, praying that something will need to be typed."<br /><br />Tips on Battling Boredom<br />While most bored employees automatically turn to the Internet for entertainment gossip and solitaire, there are more constructive ways to both fill up time and further your career:<br /><br />Start out the day by writing down your "five before five" -- a list of things you want to accomplish before the day is over -- and tape it to your monitor as a constant reminder.<br /><br />Be honest with your supervisor and ask for more work. Hopefully, he or she will appreciate your efficiency and ability to get the job done fast and reward you with a more challenging set of tasks. If your employer does not value efficiency, then perhaps it is time to look for a better fit.<br /><br /><br />A mentor can help you think of ways to increase and diversify your tasks by explaining the various roles and skills required in your industry or organization. A mentor can be any person with a career track to which you aspire, whether that is a co-worker, friend of the family or fellow alum. Visit your alumni Web site to get in touch with some alumni in your field who could act as mentors.<br /><br /><br />Try online courses to further your job skills and association Web sites for research and literature relevant to your field. Keep up with the news in your industry, and you'll be prepared with some impressive small talk next time you run into your boss' boss in the elevator.<br /><br /><br />Set up a meeting with a co-worker or supervisor to discuss the status of a project. Let them know that you are interested in becoming more involved.<br /><br /><br />If you've made the above attempts to enhance your job and still run out of things to do, chase your wild dreams. Got a book or movie idea? Well start writing already! Want to build a personal Web site? Learn HTML and get coding! At least those skills are applicable to your present or future jobs.<br /><br />When you pass the time at work with work-related activities rather than personal errands, you feel better about yourself at the end of the day. You feel that you have really earned your paycheck, and you learn more that you can apply to other jobs in the future. And most importantly, the time really flies by.<br /><br />Abby Wilner and Cathy Stocker, co-authors of "Quarterlifer's Companion: How to Get on the Right Career Path, Control Your Finances, and Find the Support Network You Need to Thrive," run the Web site Quarterlifecrisis.com, a supportive community for twentysomethings. Wilner is also the co-author of Quarterlife Crisis: the Unique Challenges of Life in Your Twenties.<br /><br />It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Combatting Entry-Level Boredom

Combatting Entry-Level Boredom by By Abby Wilner & Cathy Stocker, Authors of Quarterlifer's Companion The Boredom Epidemic One of th...

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After all, tomorrow is another day

I made it all the way until 8pm without eating anything off plan. Then I found it. The leftover seafood <span class="blsp-spelling-corrected" id="SPELLING_ERROR_0">Alfredo</span> my husband had carefully divided up into lunch-size portions and put in the bottom of the fridge, in the vegetable bin. I guess he thought I wouldn't look there.<br /><br />I really thought I'd eaten the last of it on Sunday. I wondered why there was only a small portion left but thought my husband must have eaten the rest of it. He didn't, but now I have. There's nothing left. I ate all three portions. I'll probably have to explain that tomorrow. <br /><br />I feel kind of sick now. Grossly overstuffed, nauseous.<br /><br />My workout was great this morning, then I had a healthy breakfast, lunch, dinner and snacks. In about 15 minutes I ruined the entire day. Another day down the tubes. I wonder if I'll ever figure this out.<br /><br />I guess there's always tomorrow.

After all, tomorrow is another day

I made it all the way until 8pm without eating anything off plan. Then I found it. The leftover seafood Alfredo my husband had carefully di...

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Kids Say The Darndest Things

My kids are no longer kids but mature young women. They still say the darndest things though. I was headed back from my weekend visit to St. Mary's/ Winnecucca UMC and called my younger daughter, the California army wife, to check in.<br /><br />I told her about my time in Winnemucca, but she was amused by the name. "It's named for a famous Paiute Chief," I told her. Evenutally, I learned she thought I had been saying:<br /> "Run-amok-a."

Kids Say The Darndest Things

My kids are no longer kids but mature young women. They still say the darndest things though. I was headed back from my weekend visit to St....

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Employers Finding Ways to Deal with the Economy

<a href="http://emj.icbdr.com/artieimages/xq/ar5b0rl778m0cr8tp8xq.gif"><img alt="" border="0" src="http://emj.icbdr.com/artieimages/xq/ar5b0rl778m0cr8tp8xq.gif" style="MARGIN: 0px 10px 10px 0px; WIDTH: 200px; FLOAT: left; HEIGHT: 200px; CURSOR: hand" /></a><br /><div>Employers Finding Ways to Deal with the Economy by Matt Ferguson, CEO of CareerBuilder.com<br /><br />Entering the third quarter, employers everywhere are still feeling the effects of the current economic climate. Companies are finding ways to deal with the downturn, however, and a few are even increasing head count. A new survey from CareerBuilder and USA Today, conducted by Harris Interactive, examines how employers are handling the recession and their expectations for staff levels and compensation in the upcoming quarter.<br /><br />Although the most recent numbers from the Bureau of Labor Statistics show lob losses are moderating, the job market is not likely to experience significant job creation through the rest of 2009. Most employers expect their staff levels to remain the same this quarter, according to the survey. Businesses will continue to be conservative in their hiring and maintain focus on existing human capital.<br /><br />Quarterly hiring<br />In the second quarter of this year, 64 percent of employers reported no change in head count and 18 percent said they increased staff levels, which is a 13 percent increase from the first quarter. Seventeen percent of businesses reduced their number of full-time workers, marking progress from 26 percent that made cuts in the first quarter.<br /><br />In terms of hiring this quarter, 68 percent of employers said they don't expect to increase the number of full-time, permanent employees in the third quarter. Fifteen percent, however, say that they will be increasing staff levels and 10 percent expect to make some cuts.<br /><br />Hiring by region<br />Eighteen percent of employers in the Northeast and the South plan to increase full-time, permanent head count in the third quarter. In the West, 13 percent of hiring managers have plans to recruit, little change from the second quarter. The ongoing challenges within the manufacturing sector, however, caused the Midwest to drop from 14 percent to 11 percent of<br />employers who are hiring. Eleven percent of hiring managers in the Northeast, West and Midwest expect to trim staffs, compared with 6 percent in the South.<br /><br />Compensation in Q3 2009<br />Employers continue to be conservative with pay increases this quarter, as only 41 percent of employers expect to increase salaries for full-time, permanent employees -- unchanged from the second quarter. But 47 percent of employers expect no change in compensation levels and only 7 percent expect a decrease.<br /><br />Of employers who are increasing pay, 28 percent estimate the amount will be between 1 and 3 percent; 12 percent expect an average raise of 4 to 10 percent, while only 1 percent expect raises to be 11 percent or more.<br /><br />How employers are managing the economic downturn<br />The challenging economy is causing employers to rethink ways in which they can save money and retain employees. Here are six ways employers are attempting to do so:<br /><br />1. Postponed start dates<br />In an effort to secure talent while delaying expenses associated with hiring new staff, 8 percent of employers have presented job offers with postponed start dates this year. Of these employers, 42 percent provided a pay incentive, while the remainder did not.<br /><br />2. Furloughs<br />Furloughs, or temporary layoffs, have been seen more and more in the past year. Ten percent of employers have instituted mandatory furloughs for employees over the last six months. The majority of furloughs were one week or less, while 28 percent were one to two days.<br /><br />3. Pay cuts<br />An unfortunate, but often necessary, way to contain costs is by implementing pay cuts, which 16 percent of employers have employed in the last six months. Of those who instituted cuts, 28 percent said all salaries were reduced by 5 percent or less, while 33 percent had decreases of more than 5 percent. Thirty-nine percent reported that cuts varied according to salary and/or title.<br /><br />4. Hiring freezes<br />Although job losses are trending downward, some employers are still unable to create new positions within their organization: 69 percent of employers reported a continued suspension of hiring this quarter.<br /><br /><br />Forty-four percent of employers have instituted a hiring freeze over the last six months, but of these employers, 31 percent stated that they will be hiring going forward.<br /><br />5. Revised sick policies<br />Thirteen percent of employers are changing their sick time or paid time off policies in order to cut costs this year, offering fewer days, not allowing days to roll over or limiting the amount of days that can roll over.<br /><br />6. Fewer perks and benefits<br />This year has caused 43 percent of employers to cut employee perks and benefits, mainly in bonuses, 401(k) matching and medical coverage. Other areas affected are free condiments, employee incentive trips and academic reimbursement.<br /><br />Matt Ferguson is the CEO of CareerBuilder.com. He is an expert in the state of the job market, employment trends, hiring practices and workplace issues.<br /></div><br /><div>It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!</div>

Employers Finding Ways to Deal with the Economy

Employers Finding Ways to Deal with the Economy by Matt Ferguson, CEO of CareerBuilder.com Entering the third quarter, employers everywhere ...

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