BullsEyeResumes Career Blog

Best Career Advice For Jobseekers with 9.4% Unemployment

2009-07-04T03:10:00.004-04:00

With over 400,000 additional jobs lost in June, it's hard to have confidence in what is going to happen for the upcoming third quarter.

I know that I am always sharing tips with readers and thought I would ask my readers this time to share what they think is the best, practical job search advice for a tough economy.

Whether your tip is about resume writing, interviewing, applying for jobs, negotiating wages or changing careers - your responses will be definitely appreciated.

I will also be checking with my colleagues at LinkedIn and Twitter and hopefully we can create a usable list through collaboration.

Please add your thoughts as comments here.

Marcie

This 20-Minute Assessment Can Improve Business Success

2009-06-30T07:12:00.000-04:00

In career makeover workshops, I talk with many people who are laid off and looking for their next opportunity. Although the economy is bad, I am always impressed with the number of people who want to start a business. Many think it is a good time to capitalize on deals for exisiting businesses for sale, suppliers willing to give good discounts, lower rents and scooping up good employees at negotiable rates.

The fundamentals of starting a business like finding professional services such Accounting, Legal and Marketing can be found on every quick-start business checklist out there on the internet. However, too many people seem unaware of or uncomfortable discussing the necessary personal traits and success behaviors. By no means does it guarantee success, but it does help people think positively about traits they need.

This quick assessment, I developed a few years ago, albeit non-scientific, is one way to take inventory of personal and professional abilities necessary for business success. It is based on the well accepted principle used successfully in job interviews - Past behavior is the best indicator of future behavior.

Create a spreadsheet with five columns and label them as follows:

Column #1. Must-Have Traits.
List the following 20 traits in the column. Feel free to add others you think are important.
-Agility
-Confidence
-Courage
-Creativity
-Decisiveness
-Self discipline
-Good judgment
-Flexibility
-Hard Worker
-Leadership
-Multitask effectively
-Networking ability
-Objectivity
-Openness to new ideas
-Political Savvy
-Resilience
-Self-starter
-Interpersonal skills
-Risk tolerance
-Visionary

Column #2. Rating:
On a scale of 1-10, rate yourself on each of these traits - with "1" meaning you have concerns about your strengths and "10" meaning you have confidence your skills are strong in this area.

Column #3. Example:
Identify the best example in your past that demonstrates your strength with regard to this trait or skill.

Column #4. Strategy
Define a plan of action to address your shortcomings in any trait where your self score is less than a 6 - especially if you consider it important to your business.

Column #5. Sensitivity
To help focus and prioritize efforts, rank the skills and traits based on their relative significance to your potential business.

Column 3 is quite possibly the most important. It forces entrepreneurs to not just say how good we are, but to actually identify specific examples to demonstrate how we have acted in the past. If we score ourselve with a high rating (6 or higher) BUT cannot identify great examples in your past to support that ranking - rethink your self ratings.

Once you have completed the exercise yourself, ask someone whose opinion you value or potential business partners to complete a similar chart with their observations about you and each other. Compare the results should give you a good idea of skills you have mastered and those which are potential weak areas you might need to address to improve you or your team's chance of success.

Brainstorm potential solutions and be open to the fact that it might come in many forms. One entrepreneur might choose to join business clusters to share ideas, while another could decide to create a board of advisors. If on a team, you might choose to defer someone's strength in one area while they defer to yours in another. No one path will fit everyone or every start-up business model.

Facing our fears head on will significantly improve our chances of success as entrepreneurs. The last thing we want as our businesses begin to grow is to find out that doing this personal inventory is long overdue and our skills bank is close to running on empty. Begin taking stock today!

12 Job Search Tips from Cris Janzen

2009-06-29T21:23:00.003-04:00

Cris Janzen crafted this list of 12 Job Search Tips that I thought would be valuable for regular readers of the BullsEyeCareer blog.

If you click on the title of this post you can visit her blog and get more of her job search wisdom.

1. ABN - Always be networking.

2. Define your passions, not just your capabilities.

3. See your job search as a process with logical steps in sequence, rather than as a problem to be solved.

4. Decide how much time is realistic to spend on your job search, given your other commitments.

5. Set daily and weekly goals, and monitor your progress toward them.

6. Set boundaries and honor the commitments you make to yourself to meet your goals.

7. Front-load your week with activities. (You'll thank me later for this one!)

8. Work daily to stay positive.

9. Remember it is a numbers game. When in doubt, mail it out. (Don't filter too much! You could be wrong.)

10. Create a place where you can work in your home, or find a place where you can. (a library or coffee shop, etc.)

11. Establish your "work hours," and go to work. (The transition is important, because there is always laundry to do!)

12. Take the bad (interviews) with the good - there is no such thing as a wasted interview, as one of your goals should be learning and improving for the next one.

When the Problem is Problem Solving!

2009-06-15T00:48:00.000-04:00

I was sitting on my porch today watching three squirrels get the better of a bird feeder.

The feeder, of course made for birds, is big enough to support one squirrel if he perches on the edge of the feeder while clinging to the porch screen. It is a difficult angle, but one could make it work. When a second and third squirrels figured out what this other squirrel was doing, they wanted to join the party.

The problem was – all three could not fit on the feeder, no matter how hard they tried. After all three fell to the ground, two immediately went back to trying. The third stayed on the ground when he realized he could still get a belly-full of the seeds falling from the agitated bird feeder.

While the squirrel on the ground ate, the other two continued to struggle to stay on the very thin ledge of the feeder. As they rocked the feeder back and forth, the squirrel on the ground continued to enjoy the fruits of their labor. Very quickly, one of the other two figured out that the ground position was worthwhile as well and decided on that option. By then the first squirrel had walked away – full.

The two remaining squirrels figured out they could take turns agitating the feeder to push more seeds to the ground where they could eat in relative comfort. While one agitated, the other stayed below to guard the spoils from the birds and other squirrels.

I smiled at their team work and collaboration as they enjoyed the fruits of their labor.

It was not the first time I had seen squirrels or other animals come together to solve a problem. What fascinated me was not that they did it, but the speed with which they realized –alternative solutions were necessary and available. I think the squirrels, in my yard, at least seem to have mastered problem solving.

I started to wonder why more of us in the workplace don’t solve problems like squirrels do?

How many teams have you worked on where learning to problem-solve should have been the first assignment? I have been on a few teams where individuals, completely competent on their own, failed to achieve outstanding outcomes together with team members.

Put the HR concepts of storming, norming and performing aside. Lets face it, most people aren’t familiar with that process and don’t want to hear about a workable process for problem solving.

Many want to act and act now. Many people, I find, are well meaning and want to just “jump in”. They confuse action with progress. Many think that any result is a good result if we all just "pitch in". This seems to be even more prevalent in today’s workplace where everyone wants to show their value by appearing to be busy and active. In instances where employees view projects as high value or high visibility there is a rush to add input, regardless of the ad hoc nature of the process.

We all know the mantra –“there is no “I” in team”.

Well sometimes there has to be. If you find yourself on one of these flailing teams where fuzzy input is guaranteed to bring fuzzier outputs, YOU have to put the “I’ in Team.

To keep your own workplace stress under control, you may have to be the “I” that says, “We are all trying to fit on this bird feeder when we know it can only hold one of us at a time. I’ll be happy to jump off. What can I do on the ground to keep the seeds safe?”

Don't Forget to Impress the Boss's Assistant on Interview Day

2009-06-11T23:53:00.000-04:00

A recent survey by OfficeTeam confirmed what we in the career business have known for a very long time - Diss the Assistant and you may not get the offer.

Job seekers should know that in addition to impressing hiring managers and other key decision makers they meet during the job interview, they should make a strong impression on administrative assistants who are the major gate keepers into organizations.

According to the survey, more than 60 % of executives said they consider their assistant’s opinion important when evaluating potential new hires. Why wouldn't they? Execs rely on their Assistants for other things, so why not this?

I go a step further and tell job seekers to not only be nice to the Assistant as office etiquette demands, but be courteous also to parking attendants, security staff or facilities crew. You never know who is in these roles.

I met a business owner at a conference once who shared with me that he and his father ran a small auto supply company. They were interviewing for a new sales rep. Before an interview, his father was in the lobby of their company wiping up a coffee spill. One job seeker literally stepped over his father's hand to get to the receptionist's desk. When the receptionist said, "You almost stepped on him." The job seeker said, "Why don't you guys do cleaning at night anyway?" He didn't get hired.

I always share that story with candidates since you never know who you are dismissing or who has influence.

Executives were asked in the OfficeTeam survey, “How important is your assistant’s opinion about the job candidates you interview for positions at all levels?” Their responses were:

-Very important—21 percent
-Somewhat important—40 percent
-Somewhat unimportant—18 percent
-Very unimportant—16 percent
-Don’t have an assistant—4 percent
-Don’t know—1 percent

Soft Skills That Could Land You the Job

2009-06-09T06:07:00.000-04:00

Do you think "soft skills" don't matter? It's just about how you can do the job, right? Wrong.

Here are just six of the other things employers might be looking at as they interview you: (6 Soft Skills that Could Land you the Job)

-Leadership/Team Building. These are not just for supervisors but for candidates who want to demonstrate an interest in that career direction.

-Team Player. This just seems so overstated but it is true. Team players make offices work and move forward. Silos can kill a positive workplace culture.

-Goal-Oriented Self-Starter. The article states, "while employers don't necessarily want loose canons or mavericks, they do appreciate people who don't need to be told what to do and can set their own tasks and follow through."

-Excellent Communicator. This one is a no brainer. Or should be. No matter what the task. Communication skills - verbal, written and non-verbal are important. Read - How Body Language can Bury You in the Interview. The article states, "the ability to write a coherent memo or email, give clear verbal instructions, and help meetings run smoothly -- or, at least, not sabotage meetings -- will probably be needed." Excellent communication skills go along with understanding of office etiquette.

-Flexibility/Multi-Tasking Ability. Think about being able to "walk and chew gum" at the same time," as the saying goes. Especially in tight economic times, candidates must come with the ability to bring value beyond their specific job description.

-Sense of Humor. This just makes the day go faster. The article quotes author of 'Career Wisdom", John McKee who says, "unless you're applying to Comedy Central, you don't have to make them double up laughing." Getting folks to crack a smile ever so often, can keep you sane.

Read the entire article here - 6 Soft Skills That Could Land You the Job and learn how to prepare for the job interview to sell your soft skills.

NBA Finals Inspired Some Motivational Quotes

2009-06-07T22:32:00.003-04:00

The NBA finals are in full swing between the Los Angeles Lakers and the Orlando Magic. The game tonight reminds me of one of my favorite quotes from Michael Jordan that I share with college students all the time.

It seemed appropriate to compile an inspirational list of quotes from some of our favorite Basketball players and coaches. Aside from Michael Jordan's quote, I added other favorites including one from C. Vivian Stinger, who was a 2009 inductee into the Basketball Hall of Fame.

1. "I've missed more than 9000 shots in my career. I've lost almost 300 games. 26 times, I've been trusted to take the game winning shot and missed. I've failed over and over and over again in my life. And that is why I succeed." - Michael Jordan

2. "Ask not what your teammates can do for you. Ask what you can do for your teammates." Magic Johnson

3. "A winner is someone who recognizes his God-given talents, works his tail off to develop them into skills, and uses these skills to accomplish his goals." - Larry Bird

4. "I live my life trying to never appear to be a small man." - Julius (Dr. J) Irving

5. "I'll do whatever it takes to win games, whether it's sitting on a bench waving a towel, handing a cup of water to a teammate, or hitting the game-winning shot." - Kobe Bryant

6. "Once you've done the mental work, there comes a point you have to throw yourself into the action and put your heart on the line. That means not only being brave, but being compassionate towards yourself, your teammates and your opponents." - Coach Phil Jackson.

7. “What I kept pressing upon them is one of the greatest gems there is — a diamond. A diamond, whether it's man-made or comes from coal, is a result of pressure. I wanted them to understand the more pressure is put on you, the more of a diamond you can become.” - Coach John Chaney

8. "Kids don't play every second like it's their life. Those kinds of people are probably the ones who think that in the last seconds we're going to come back, or wait until we do this or do that, but they don't understand how quickly it escapes.” - Coach C. Vivian Stringer

Talking to New Grads? Think S.O.S - Sustainability of Self!

2009-05-15T07:20:00.019-04:00

The S.O.S here is not the distress signal of dots and dashes meant to transmit "Save our Souls" that weary sailors and pilots use when they are in trouble. Then again, if you think hard enough, it could actually be a distress signal.

This new S.O.S I am talking about means "Sustainability of Self".

A little back story.

A few months ago I was having a conversation with my teens and a friend of theirs about their futures and their goals. I realized in that conversation that teens really hate the word "career". They don't just have a mild distaste for it, they really hate it. Especially my teens who are sixteen and seventeen.

I started to wonder if it was because, I, their mom, have been in the career management field for ten years and so the word "career" has been around for most of their lives? I know I have seen them roll their eyes when they heard Dad and I get into "alphabet soup" conversation about "typing" based on career assessments. Maybe that was it?

Or, could it be that their "Family Advocacy" class where they talk about careers and jobs and life, only address those well known occupational staples of Lawyers, Doctors, Accountants?

Considering my teens and some friends are in a "Visual Arts" cluster at school, I can see where they might zone out as uniformed teachers do their best to deliver "career education".

In that conversation, my daughter finally said, "Why do you have to call it a career? It's sounds like punishment or a disease!"

My instinct, of course, educator that I am, was to add more clarity, talk about a diversity of careers, but all my arguments came right back to using the word - career. I walked away stumped, but kept thinking about it.

What I see in my teens is the same thing I have seen in recent years working with hundreds of new grads. They are not wanting to talk about careers.

Then it came to me. What about "Sustainability of Self"? I passed it by my husband. What would you think if we talked about the future that way? Would this be better or am I just giving in to teen rebellion?

Here's what I discovered once I tested it on my teens, their friends and some new college grads - "Sustainability" is a good word to use with young people when talking about the future! They know what it means. They see it everywhere. In fact, they talk about it in the context of the environment and the globe, so why not use it to convey the concept of a profession? We know that this generation can expect multiple careers in a lifetime, so why not a new principle or a new metaphor?

My daughter, who is the C.R.O (Chief Recycling Officer) in our house, thinks it is a good approach. She would much rather have a conversation about future "Sustainability of Self" than talk about her future career or job.

I introduced the concept on Twitter and my Tweet buddy, Zach Smith, who writes The Capacity Evolution Blog, thougth the principle was good and we could extend it to: "Sustainability of Family" and "Sustainability of Community".

I like those!

What do you think? Where else could we go with that? Can you use the concept talking to new grads this year who are struggling with this job market!

Are you Kidding Yourself in Your Career?

2009-05-14T22:19:00.005-04:00

Check out these 6 ways you could be kidding yourself in your career from CAREEREALISM.

After reading the article, I was wondering if people were really kidding themselves or just choosing an option that makes them feel better. Is that kidding one's self or just wanting to be positive?

Bookmark CAREEREALISM if you haven't yet! Their blog is really a good resource.

Body Language can Bury you in the Job Interview

2009-05-11T21:23:00.003-04:00

A UCLA study showed that up to 93% of communication effectiveness is determined by nonverbal cues. Author, Alton Barbour, author of Louder Than Words: Nonverbal Communication, states that the impact of a message is 7% verbal, 38 % percent vocal ie. volume, pitch, rhythm, etc and 55% is about body movement, mostly in the form of facial expressions.

If you are job hunting, you should know that hiring managers and interviewers spend a lot of time interpreting body language in the job interview. Some interviewers are actually masters at the body-language game. They can spot fear through hunched shoulders, rapid or really slow speech and disinterest in a job seeker’s slouch.

Here are some of the body language issues to watch for in the job interview:

- Not making eye contact with the recruiter or interviewer or looking only at one interviewer if you are in a panel interview.
- Weak handshake
- Slouching or hanging over the arm of the chair might tell your interviewer that you don’t really care. Maintaining an arrogant posture, leaning back in a matter-of-fact way might indicate some arrogance.
- Gesticulating wildly and relying on your hands to do all the talking. Resting your hands in your lap or on the arms of the chair is good.
- Fidgeting with tight or ill fitting clothing such as trying to close the gap between buttons on a tight blouse or pulling down uncomfortable pants.
- Scratching head, hair, skin or other body parts are a no-no.

These body language no-no’s can be a real turn off to recruiters in the job interview. The worse part is that the job seekers may not even be aware of how they are missing opportunities.

Job seekers should create a quick checklist with these and other points and practice the job interview with someone who will critique them honestly. Another way to check on your body language turn-offs is to set up a camera to record your movements. Work on eliminating any negative messages you might be transmitting through your body language.

As you watch your own body language and movements in the job interview, also watch those of the recruiter.

-Is your panel interviewer at the end of the table falling asleep?
-Is anyone yawning from your stories?
-Is the interviewer texting under table?
-Are they working on other projects?
-Are they eating during the phone interview?
-Are they taking calls that they did not say would be coming in?
-Are they leaving in the middle of the interview again without saying they would?

I have actually seen or heard of recruiters doing all these things in job interviews. Not only is this bad recruiter behavior, and rude to the job seeker, it is also very distracting to an already nervous candidate.

Is the Recession Changing How Companies Hire?

2009-05-04T06:00:00.002-04:00

A new article in The Economist magazine says - Yes!

Here are just four of the ways that this global recession is impacting hiring practices per this article. It could impact the job search strategy you execute moving forward.

1. Screening now and making offers but not to start working until next year or sometime after the recession ends. Companies want to be ready to ramp up when things turn around. Look for employers to defer start dates, "giving them six months or a year to travel or do public service."

2. More companies are hiring freelancers, contractors and part time help. This eliminates the costs associated with full time benefits. Many new college grads, including MBA's have to be satisfied for now with temporary work assignments.

3. Companies are pulling back on the perks they use to offer to attract the best and the brightest. With much talent in the marketplace, employers realize they don't need to offer the same incentives.

4. Less opportunities are now available for international students who thought they would be able to get lucrative job offers after graduation from US schools. Many companies are looking at local talent first.

Read the entire article here.

What changes are you seeing in recruiting at your company?

Scoring Points in the Second Interview

2009-04-30T23:41:00.003-04:00

If you or someone you know are in the Class of 2009 or, heaven forbid, in the Class of 2008 and have not yet landed a job, check out these tips on how to succeed in the second or third interview. In today's economy, not many people are really landing the job on the first round of interviews. Companies are taking their time to get to know candidates and make the right choice. More and more people I know are going to second and third round job interviews and still not landing the job.

The HBCU Career Center has compiled a list of tips to succeed on the second or third round job interview.

Here are the highlights:

1. Know your schedule. You may meet with several people on a site visit and so you should understand your interview timeline.

2. Stay conservative with dress. You may have to survive a meal with employers and so keep business professional attire in mind for dinner situations.

3. Have questions prepared about not just the job, but the industry as well.

4. Brush up on meal etiquette for second and third round interviews.

5. Be courteous to everyone you meet on the visit; from hotel staff to administrative staff at the interview site.

6. Be cautious about how you interact with recent hires who recently graduated from your alma mater. Stay professional.

Is your Career Going the Way of the Pontiac!

2009-04-18T06:24:00.000-04:00

(Photo is courtesy of General Motors)

General Motors is saying goodbye to the Pontiac! It was a good car, a faithful car but no longer has a place within the mission of the organization in this very competitive market place. It is a sad end for one of America's well known "muscle car" brands.

This fantastic photo of the Pontiac in it's hey day made me wonder, if cars could speak, would Pontiacs everywhere say they saw it coming?

Of course we all know that Pontiacs can't speak, but how would the GM employees who worked on the Pontiac answer the same question? Could they say that they saw it coming?

My question today is - Can you tell if your job or career is moving towards obsolescence? If it is what can you do about it?

As employers continue to down size and right size for our new economic realities, so must employees. Here are some tips to consider if you think your job or assignment might be on the chopping block or you are dealing with other recession career issues:

1. Do not put too much stock in what others say. Evaluate the situation for yourself and use your own good judgment. Remember it was only the end of last year when GM's management said that if they did not receive financial help from the government that jobs would be lost. Guess what? Jobs are still going to be lost. In fact, In addition to terminating the Pontiac brand, GM also announced they were eliminating 21,000 more jobs before the end of 2010.

2. Start scanning the environment and building new job skills that are in demand. Look inside your existing company and then look inside your industry as a whole. Learn about the direction of your industry and where you fit.

3. Make an effort to connect with and support other people. Our tendency sometimes is to think we are alone in our job or career anxiety. This is not true. There are others in the same boat and creating a network of supporters is one way to advance.

4. Act for the present, but stay focused on the future. Remember, your goal should not necessarily be loyalty to company, but lifelong employability.

5. Manage your workplace stress. Employees are facing unbelievable levels of workplace stress during these challenging economic times. Many workers are stressed by extra assignments, workplace bullies who are acting up, declining retirement funds and worries about whether or not their jobs will withstand the next round of budget cuts. Getting a handle on workplace stress is a must!

Of course there are no guarantees that even if you do all the right things, you won't be downsized. However, take the time to manage your own career. No one else can do that for you.

Do you have any tips to share about a job or career that could be approaching obsolescence?

Workplace Bullies Are Acting up During the Recession

2009-04-03T01:15:00.009-04:00

Dr. Bertice Berry, sociologist and author calls them “internal terrorists." Workplace bullies, Berry says, "are people who don't understand their own purpose or potential, and because they don't, they try to destroy the purpose and potential of someone else. They would make things wrong to prove that they are right.”

Have you seen workplace bullies in action recently? Seems some people have.

If you have to deal with workplace bullies at the office, you mostly chalk it up to one of the annoyances of the job and not let it affect your work. In some cases when it turns into a you-go-or-I-go situation, some people do walk away from the office, the department or the company. You know the old cliché – people don’t leave jobs they leave managers and the people they work with. Well that is easier said than done when there are more people than available jobs.

It is becoming the you-go-before-I-go .

That was the essence of the conversation by the couple in the check-out line behind me at Trader Joe’s yesterday! One shopper was telling the other about the undue pressure she was feeling from an office bully who was intimidating newer staff to push them out. She stated that this bully was telling junior staff about positions in other departments for which they should apply. The bully had apparently gone so far as to tell two newer employees, that she had not been in agreement with them being hired since she knew that they would unnecessarily stress the company financially.

I guess I have been so focused on encouraging folks to stay positive and pay kindness forward, that I wasn’t thinking about workplace bullies who try to intimidate others out of a job in an effort to keep their own.

One of the newer employees was afraid to take the issue to management, for fear it put a spotlight on him as a troublemaker.

It crossed my mind that the person telling the story may have been misreading the situation. Is it really bullying or is someone just strategically trying to manage their own career? Is it an unsophisticated attempt to try the if-you-go-then-maybe-I-don't-have-to-go strategy?

It sounds like the real possibility does exist that in a tight job market, the workplace bully in some people might be rearing it's ugly head.

Thoughts?

Why do Bright Employees Get Fired?

2009-03-25T09:19:00.015-04:00

A colleague shared with me the story of a bright mid-career professional who was terminated for saying too much to a client. No one, including her immediate supervisor, stood up for her. Why? They all felt she had it coming. It turns out the fired employee had told a client about some of the logistics issues her company was having delivering some services. She actually encouraged the client to find a different provider, since this company couldn't seem to get anything done. The client called the CEO and the employee, as they say, is history.

I have been thinking more and talking to others about how and why bright employees get fired. Surprisingly, not much is written about the subject. However, in my research, I did run across an article at CNN about why bad employees don't get fired . I thought both lists could be of value together. Below I recap the CNN list and then add the reasons for which I have seen bright employees get fired.

Why bad employees don't get fired:
1. The employee has a relationship with someone higher up.
2. The boss relies on the employee.
3. The employee brings more value than they cost.
4. The boss thinks it could be worse.
5. The boss is afraid of the employee.
6. The boss feels sorry for the employee.
7. The boss does not want to go through the hiring process.
8. The employee knows something.
9. The employee has everybody fooled.
10. He or she is not really a bad employee.

Here is my list of why bright employees get fired. After almost 10 years in the career development field, I think I have seen all of them.

1. Someone else who is better connected wants their job.
2. They don't know when to stop talking and say the wrong thing to the wrong person.
3. They are too cocky to learn anything new. They have all the answers.
4. They are in the wrong job and under performing.
5. They refuse certain assignments they think are beneath them.
6. They show no respect for the corporate culture or chain of responsibility.
7. They mix work and play and have Facebook running on their desktop all the time.
8. They whine about everything from salary, to assignments, to co-workers
9. They have offended so many people, no one is looking out for them.
10. They wait too long to get a mentor.

Can you share any other reason you know of why bright employees get fired?

No Pay Raise in 2009; What Else Could You Ask For?

2009-03-20T08:15:00.006-04:00

Let's face it, many of us see our annual pay raise as a way to feel some amount of value in the workplace. It reaffirms one's place in the company and it is something many people look forward to even more than they do the company picnic or Christmas party.

Hewitt Associates research shows that average raises in 2009 will be around 3%, down from the year before and the lowest in many decaded.

If you are one of those workers who might get a lower than expected or get no annual pay raise this year, it is time to explore your options. What else can you ask your employers for in lieu of a pay raise this year?

Consider asking about Titles, Time or Transfers.

Title.
What about a change in title? Would that make you feel rewarded? Would that make you feel better about not getting a pay raise? Remember - part of your mission in your current work is to always be preparing for your next opportunity. Could a change in your job title have an impact on your future career? Would a more contemporary job title mean something to you?

Time.
Would some extra time off do the trick for you? For many people this could be it. Except of course for those workers who can't get to choose when they use the time off. There are those workers who think that if the company can't afford to give a pay raise, things must be really bad. That said, the last thing they want to do is be away from the office. You know - out of sight out of mind? Think about asking for time off in lieu of a pay raise this year.

Transfer.
So you can't get a pay raise, don't want a new job title or can't get any time off - could you get a transfer into another position offering a higher base salary? Many people forget the option to transfer into other roles at work. After all this may be the only way for you to get a salary increase you want or need this year.

Look around for abandoned assignments if others have been laid off. Ask about picking up some of these assignments for a bump in salary. After all you will be saving the company money long term.

What would you consider in lieu of a raise?

FREE Resume Printing Day at 1600 Fedex Locations

2009-03-10T09:32:00.003-04:00

In an effort to help the community and job seekers at large, Fedex is offering free resume printing to customers today only!

Over 1600 Fedex (you may know them as Kinko's) locations will participate.

"We want to help people who need it right now," said spokeswoman Jenny Robertson in a Chicago Tribune article. "We can't give out free food, but we can give away free copies."

Kudos to Fedex! Way to Pay it Forward in a Bad Economy.

Stimulus dollars may end up helping illegal workers

2009-03-05T10:24:00.003-05:00

By Franco Ordoñez
fordonez@charlotteobserver.com
Posted: Thursday, Feb. 19, 2009

Some construction jobs created as a result of federal aid could go to illegal immigrants.

Thousands of N.C. jobs and millions in wages created from the federal economic stimulus package could wind up going to illegal immigrants.

Congress stripped language from the $789 billion package that would have required employers to verify the legal status of workers paid with stimulus money.

The White House estimates the package will generate or save an estimated 105,000 jobs in North Carolina over the next two years.

While it's impossible to say definitively how many illegal immigrants will get jobs, multiple studies estimate at least 14percent of the construction labor force is in the U.S. illegally. Experts say actual numbers are likely much higher.

North Carolina could get $1.3billion for highway and school construction, which, based on federal estimates, could mean more than 5,000 jobs for undocumented workers.

“That's not right,” said Jon Holstead, 24, a Charlotte electrician helping to build Salome Church Road Elementary School near Lowe's Motor Speedway. “You have Americans out of work, but you have illegal immigrants coming to work.”

The stimulus package was a popular topic this week at the school construction site where Americans and immigrants work side-by-side. Several immigrants on the project told the Observer they are working without proper legal papers.

A masonry worker, Juan Luis, 28, said Latinos are struggling as much as anyone.

“People say Latinos take our jobs, but no one wants to do the kind of work we do,” he said. “Americans just don't see it that way.”

More than $770 million of the state's stimulus money is expected for roads. A 2006 Observer investigation found illegal immigrants – using Social Security numbers that were fake, stolen or belonging to dead people – working for major N.C. road-building companies. Using a sample of payroll records from large contractors, including Rea Contracting and Blount-Sanford Construction, the newspaper found questionable Social Security numbers for a third of 85 workers.

Observer calls to several road companies were not returned Wednesday.

The unemployment rate in North Carolina was 8.7 percent in December; in South Carolina, 9.5 percent. Last year, S.C. Gov Mark Sanford, who's one of a handful of Republican governors who are considering turning down money from the stimulus package, signed legislation that requires S.C. businesses to verify immigration status. North Carolina has no such law or policy.

The House of Representatives included an amendment in the original stimulus bill that would have required all recipients of stimulus money to use E-Verify, a federal program that checks Social Security numbers. House and Senate negotiators removed the requirement in the final version.

U.S. Rep. John Spratt, a Democrat from York County, S.C., has voted for verification systems and supported the House bill with the E-Verify provision included. But he noted, “I don't think E-Verify should be made mandatory until it is made accurate and reliable.”

Supporters of E-Verify acknowledge errors but say the program still effectively identifies illegal immigrants.

“Would it keep out every illegal? No,” said Steven Camarota, research director for the Center for Immigration Studies, a Washington think tank that advocates stronger immigration enforcement. “Like in anything, is there going to be fraud? Sure. … The point is this could be an important tool to deter illegal employment.”

Although they voted against the overall stimulus package, local GOP legislators such as Rep. Sue Myrick, supported keeping verification in the bill.

The office of Rep. Patrick McHenry, a Cherryville Republican, said he joined other Republicans in a letter disagreeing with the U.S. Chamber of Commerce, which recommended not including E-Verify in the stimulus package.

Sen. Richard Burr, a Winston-Salem Republican, said in a statement: “E-Verify is an important tool to help us enforce laws already on the books, and it is unfortunate the Senate was not given an opportunity to vote on the provision.”

Opponents of E-Verify says it would hinder the economic recovery.

In a recent statement, the Immigration Policy Center, a pro-immigrant research group, said E-Verify is “deeply flawed and ensnares American job-seekers in database errors, adds to the costs incurred by employers required to use it, and does not actually prevent undocumented immigrants from getting jobs.”

The Congressional Budget Office estimated that expanding the federal verification program could cost $17 billion over the next 10 years.

A 2006 study by the Kenan Institute at UNC Chapel Hill estimated that Hispanics poured more than $9 billion a year into the economy even after saving or sending home 20 percent of their income.

The spiraling economy has sent some immigrants back to their home counties. Those who remain are vying for far fewer jobs – often in competition with blue-collar American workers.

During a break from installing fire sprinklers at the Salome Church Road school, Thomas Peck, 29, and Robert Vanderburg, 26, sat in Peck's truck to discuss the economy and their hopes for the stimulus package. Looking over at the Latino masonry workers, they said friends could use some of those jobs.

“The more immigrants come over here the less jobs we have,” Vanderburg said. “They come and work for $6 or $7 an hour. An American needs $15 to $16 to get by.”

Are These Career Myths Holding you Back!

2009-03-02T07:30:00.003-05:00

There is really no one right way or one path to achieve the career happiness or the "career nirvana" many of us seek. All of us know that multiple factors affect the career decisions or life choices we make at any given time.

If we are exploring a career makeover during this recession or changing careers, we must explore and debunk any career myths or perceptions that might be holding us back. As Olivia Crosby says in her article for the Bureau of Labor Statistics, "Don't be a victim to your own misconceptions."

Take some time today to explore whether or not any of the following 10 career myths are affecting your current career choices? If you are saying any of these things to yourself, you should know these statements are not rooted in reality. If any of these 10 myths represent a barrier for you, now is the time to start working on them.

1. "There was only one perfect career path ideal for me. I missed my big opportunity several years ago, so it's over for me."

2. "I need to just find one career and stick with it for life. If I change my mind, people will think I am wishy-washy and indecisive."

3. "I have to stick to my college major to build my career. Why else would I spend all that time, if I don't want to work in that field?"

4. "Only experiences and competencies gained on the job are important to determining what I do next. No one really cares about my volunteer work."

5. "New training or education is only for young people. Seriously, I am too old to go back to school."

6. "I need to take career tests since they will tell me what to do."

7. "Work life balance is a big myth; I have to choose between being happy at work and having a family. There is no happy medium."

8. "I really should be looking for a "safe" industry where there is a lot of job security. This is just not the time to start a business."

9. "I can only be happy and make money in one of the hot jobs for the future. I need to get into Healthcare or Technology."

10. "I'm too old to change my career. Starting over would be silly."

Do you have a career myth to add?

A Little Fun With Google...

2009-02-25T22:52:00.002-05:00

Rules: Google the phrase "[your first name] needs" and see what comes up. Post the first 5 and tag five folks to join the fun:

1 - Marcia needs a home (Got one!)

2 - Marcia needs Facebook (Still haven't decided!)

3 - Marcia needs your help again (Always)

4 - Marcia needs the loans to buy a large shipment of product... (Kiva.org)

5 - Marcia needs to make room reservations for next year...(YES!)

I was tagged by The Career Encouragement Blog and so I am tagging the following friends to take a break and do something fun:

Roxanne Ravanel @ Savvy Job Seeker

Jackie Cameron @ Consult Cameron

Marianna Paulson @ Change of Heart

Evelyn @ Lyrical Purpose

and

Dee @ Leave the Bar

Job Outlook 2009: Special Report

2009-02-20T06:32:00.002-05:00

This report from the National Association of Colleges and Employers shares important information for new grads in the Class of 2009!

Job Outlook 2009: Special Report

Online Job Searches Soar As Economy Sinks

2009-02-18T06:43:00.002-05:00

Along with a rising unemployment rate, one other number is creeping up as well. That number, not surprisingly, is the number of people who are heading to online job boards to look for jobs, post resumes and create professional profiles.

Two things to keep in mind:

1. Online job search cannot be your entire job search strategy. Some degree of "Tech and Touch" is necessary. In other words, get up from behind the computer sometime. Read - Your Online Past Could Kill Your Job Search

2. If searching online, please keep in mind that a negative online persona can impact your job search. As you go online so does the recruiter. Read - Job Hunting? Dust off Your Online Persona

Here is an excerpt of an article from Information Week:

A report from ComScore showed the job search category was the fastest-growing content site category in 2008, with 51% growth. Nearly 19 million people visited job search sites last year, and ComScore spotted an atypical trend: Job search activity increased over the holidays.

The biggest increases came from the following job boards:
1. CareerBuilder.com's with 9.1 million visitors - 78% increase over 2007.
2. Yahoo HotJobs drew 5.6 million visitors - 2.5 times the traffic in 2007.
3. Indeed.com drew 5.1 million visitors - reflecting an 88% increase
4. Simply Hired drew 3.1 million visitors - more than 2.5 times the 2007 traffic.

CampusPhilly Virtual Internship Fair

2009-02-16T06:52:00.003-05:00

If you live in Pennsylvania, find career resources on our Pennsylvania at Work Blog as well.

Is your Resume all Fluff and No Flavor?

2009-02-13T06:54:00.002-05:00

Professional resume writers are not the only ones being bombarded with resumes from job seekers who are having no luck with their job search. Recruiters are too. That is to be expected since we are experiencing challenging economic times and a competitive job market. The 2008 increase in online job searches is just one indication of how many resumes recruiters are wading through. CareerBuilder.com alone saw a 68% increase in online job search visitors in 2008. Yahoo Hot Jobs had a 250% increase in job seeker traffic.

This online job search activity leads to recruiters who are flooded with resumes. Too many of those resumes contain more fluff than flavor and really do not stand a chance. When you have 20-30 seconds to impress a recruiter or hiring manager as they complete a power scan of your resume, fluff won't help you make it to the "keep" pile.

Here are 4 key tips to ensure that the top 30% of your resume packs a lot of punch, offering less fluff and more flavor: (check out the sample resumes illustrating the tips)

1. Limit name, address and other contact details to two lines maximum. That is all you need. This may be harder with college resumes with a temporary and permanent address or some addresses in other countries.

2. Audit your resume objective for relevance and focus. Get to the point! (Resume Sample with focused resume objective)

3. Try a powerful summary of qualifications. One trick to writing a powerful summary of qualifications is to write it last. (Resume Sample with Summary of Qualifications)

4. Consider a resume header. (Resume Samples with Headers)

The key is to make sure there is nothing in that top 30% that puts the recruiter off. Your goal should be to help them get to the other 70% of your resume where you share relevant skills, education and talk about outstanding outcomes.

BullsEyeResumes can help with a free resume critique!

Who Will Get Hired in the Class of 2009?

2009-02-13T06:52:00.002-05:00

Simple. It is those new grads who are willing to think out of the box, be creative and execute an effective job search strategy.

There has been a huge contraction this year in the number of on-campus interview schedules where recruiters meet new grads for early career programs. No surprises there with unemployment rate of 7.6%. Christine Bolzan in an article for Boston.com says "most companies just aren't spending time and money to woo first-time job-seekers this year." Why should they have to with a flood of new grads competing for fewer and fewer jobs?

Bolzan states that the average job search time for a new grad is typically 6 months. However, the Class of 2009 can expect to add another 3 months to the search this year.

If you are in the Class of 2009, this information is not meant to scare you, but to help you execute a more effective job search strategy.

Here are two BIG to do that:

1. Look where the jobs are. Believe it or not, the following industries are expanding and there are and will be early career opportunities for new grads. Think Healthcare, Pharmaceuticals, Biotech and Telecommunication. Think "Green Collar Jobs" as the US explores energy independence.

2. Think beyond your college major. New grads make the big mistake of holding on to college majors. Learn more about making the transition from choosing a major to choosing a career. For example, Political Science majors don't just work in Politics and not all Psychology majors are Psychologists.

Visit your college career center to get help with your career choices and job search strategies this spring.

Photo from Boston.com