Job Fair USA

Résumé-writing tips for managers and executives

2013-12-11T10:37:00.000-06:00

Lori Michelle Ryan, JIST Publishing

Job seekers often communicate a first impression through their résumés. In the newly updated edition of "Expert Résumés for Managers and Executives," authors Wendy Enelow and Louise Kursmark stress the importance of a strong résumé for all applicants.

"A vital component of your career management plan is your résumé, which must instantly position you as a well-qualified and highly competitive candidate," the authors say. "The easiest way to accomplish that objective is by developing a powerful, performance-based résumé."

In their book, Enelow and Kursmark provide numerous résumé samples, divided by career field, that are aimed at people at all levels of management, from front-line supervisors to top-levelexecutives. They also offer nine strategies for writing effective résumés:

1. Write for the job you want: "You cannot write an effective résumé without knowing, at least to some degree, what type or types of positions you will be seeking."

2. Sell it to me, don't tell it to me: "If you 'tell it,' you simply state facts. If you 'sell it,' you promote it, advertise it and draw attention to it."

3. Use keywords: "Keywords are ... specific to a particular industry or profession. When you use these words and phrases, you are communicating a specific message."

4. Use the "big" and save the "little": "Try to focus on the 'big' things -- revenue and profit growth, new initiatives and ventures, special projects, cost savings ... then save the 'little' stuff -- the details -- for the interview."

5. Make your résumé "interviewable": After "you are contacted for a telephone or in-person interview, your résumé becomes all-important in leading and prompting your interviewer during your conversation."

6. Eliminate confusion with structure and context: "Be consistent, make information easy to find and define the context in which you worked."

7. Use function to demonstrate achievement: "A résumé that focuses on your job functions can be dry and uninteresting and says little about your unique activities and contributions."

8. Remain in the realm of reality: "Do not push your skills and qualifications outside the bounds of what is truthful."

9. Be confident: "There is only one individual with the specific combination of employment experience, qualifications, achievements, education and technical skills that you have."

"Your résumé can have tremendous power and a phenomenal impact on your job search. So don't take it lightly," Enelow and Kursmark say. "Rather, devote the time, energy and resources that are essential to developing a résumé that is well-written, visually attractive and effective incommunicating who you are and how you want to be perceived."
Lori Michelle Ryan is the marketing communications specialist at JIST Publishing, America's Career Publisher. In this role, she helps job seekers, career changers, students and working professionals develop the knowledge and skills needed to succeed in the job market and world of work.

Grammar lessons all job seekers should know

2013-09-04T10:35:00.000-05:00

Kaitlin Madden, CareerBuilder Writer

When applying for a job, there are few faster ways to get your résumé and cover letter thrown out of contention than by making a glaring grammatical error.
These days, human resources departments and hiring managers are flooded with résumés. They have to be narrowed down somehow, and grammatical errors are an easy way to eliminate applicants.

"In an era of spell check, easily edited documents and instantly shared 'can you give this a look' emails, typos and grammatical errors on résumés and/or cover letters are pretty much unforgivable," says Sean Smith, president of Third Street, an Indianapolis-based marketingcompany. "The message sent by typing 'too' when it should be 'to' can literally be the difference between getting the nod or getting a no."

Here is a proofreading checklist for your résumé and cover letter.

1. Know your homophones
Homophones are words that sound the same but have different meanings, like too, to and two. Using the correct version on your résumé is crucial.

"The misuse of your/you're, there/their/they're, and to/too/two occurs more times than I care to dwell on," says Marisa Brayman, a Web developer and blogger for Stadri Emblems, a company that designs embroidered patches. "If someone uses one of these incorrectly on a cover letter, he can say goodbye to his chances of ever landing a decent job. If this is due to a simple typo, that is one thing; however, in my humble opinion, if the individual doesn't know the difference between these basic words and has never bothered to take an hour out of his or her life to learn it, he or she is not deserving of landing a decent job."
A quick refresher:

Their, they're, there
Their: The possessive form of "they." ("Applicants submitted their error-free cover letters.")
They're: The contraction of "they are." ("I think they're getting the hang of this grammar thing.")
There: A location. ("The pile of cover letters is over there.")

Two, too, to
Two: A number. ("There are two applicants in the lobby.")
Too: Also. ("I'd like to be interviewed for the job, too.")
To: A preposition or infinitive. ("I'm going to apply.")

Your, you're
Your: The possessive form of "you." ("Don't forget to proofread your résumé.)
You're: The contraction of "you are." ("I have a feeling you're going to get this job.")

It's, its
The best-selling grammar bible, "Eats, Shoots, and Leaves" by Lynne Truss, best describes the difference between these two words:

"To those who care about punctuation, a sentence such as 'Thank God its Friday' (without the apostrophe) rouses feelings not only of despair but of violence. The confusion of the possessive 'its' (no apostrophe) with the contractive 'it's' (with apostrophe) is an unequivocal sign of illiteracy and sets off a simple Pavlovian 'kill' response in the average stickler. The rule is: the word 'it's' (with apostrophe) stands for 'it is' or 'it has.' If the word does not stand for 'it is' or 'it has' then what you require is 'its.' This is extremely easy to grasp."

Some other common homophones you should know:

Whose and who's
Every day and everyday

2. Use apostrophes properly
Apostrophes are used for a few reasons:

They indicate the possessive: "In my last job, I managed the CEO's calendar."

They indicate the omission of letters in words (i.e., in contractions).

They indicate the exclusion of numbers in dates: "I graduated college in '05."

They indicate time or quantity: "I must give my current employers two weeks' notice."

Be sure to check your résumé for proper use of apostrophes, as well as for any erroneous punctuation. Apostrophes do not, for example, indicate the plural form of a singular noun. It is incorrect to say "I developed orientation programs to help new employee's get acclimated to the company."

3. Keep tenses consistent
"Building lists correctly is important," says Christina Zila, director of communications at Textbroker.com, a Las Vegas-based content-creation firm. "Use consistent verb tenses: If you start your job duties with 'managing multiple employees,' don't have your next point as 'prepared annual reports' but 'preparing annual reports.'"

Similarly, as a general rule, all activities or accomplishments that you completed in the past should be in the past tense. Activities that you perform now should be in the present tense. This should be kept consistent throughout your résumé.

4. Proofread and then proofread again
The bottom line is that proofreading your application materials before submitting them is a must.
"There are enough people with bad grammar pet peeves that there is virtually no position out there where grammar doesn't matter," says Debra Yergen, author of the "Creating Job Security Resource Guide." "Since a basic search-engine inquiry for 'grammar pet peeves' nets more than 400,000 returns, it's safe to say that hiring managers are paying close attention to grammar and other résumé and cover-letter errors. Read and reread everything you write for a job application, and if you doubt yourself even slightly, run your submission past someone you trust."

Kaitlin Madden is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow @CareerBuilder on Twitter.

Qualifications versus duties: Why knowing the difference matters

2013-02-22T10:33:00.000-06:00

Justin Thompson, CareerBuilder Writer

Some job seekers have problems selling their skills. They list their basic duties, which most job seekers have in common. You can stand out in a job search by positioning those skills so they set you apart.

Think of how a salesperson sells a car. He doesn't tout the fact that the car has four wheels, windows and functioning lights, because you'd expect that from every car. Instead, he sells the unique points of the car -- design, safety, mileage -- all of which make the car appealing to a potential buyer.
Job seekers need to do the same when selling their qualifications. Instead of saying you've used Microsoft Excel, tell the employer how you've solved problems or increased efficiency by creating a basic accounting process through Microsoft Excel.

Kyra Mancine, a professional copywriter with a career development background, says a list of job responsibilities is her biggest résumé pet peeve. "The key is to take a simple job duty and expand it to match the [job posting] with quantitative evidence of accomplishments," Mancine says. "It may take some thought and creativity, but it can be done for any job, no matter what the level. I don't care if you're a sanitation worker, CEO or seamstress; anyone can do this."

By adding numbers, statistics and adjectives applicable to the posting, job seekers can set themselves apart from others who have submitted more generic résumés.

How to quantify accomplishments
To give an example, here's a real job posting from a bank looking for a call-center representative:

Serves as first-line response for incoming customer calls.

Accurately and expediently answers inquiries from customers on all types of new and existing products and services, drawing on a detailed knowledge base of bank products, services, policies and procedures.

Sells and cross-sells bank products and services to new and existing customers who have contacted the bank by telephone.

Efficiently performs routine follow-up work and initiates requests for detailed follow-up work.

Relies on excellent verbal and written communication skills to fulfill customer requests and to ensure customer satisfaction.

If you're applying for this job and all you've listed on your résumé is that you answered phone calls in a call center, you probably won't get an interview, Mancine says. Instead, she suggests rewriting your résumé to match the bullets listed in the job posting, quantifying your successes. Mancine shares this example of how an applicant could restructure her résumé to address the posting above:

Primary call-center contact for a high volume of customer service inquiries, ranging from orders to returns.

Successfully handled hundreds of incoming consumer calls daily from across the country.

Received recognition for product upsells, resulting in a 5 percent increase in weekly sales.

Tapped into strong base of product knowledge on thousands of product stock-keeping units, quickly and courteously relaying product information to existing and new customers.

Consistently acknowledged for speed, accuracy to details and follow-through on catalog requests, Web order processing, batches and data entry.

Committed to going above and beyond to ensure customer satisfaction, resulting in being named Employee of the Month for June 2011.

Here's another test that can help determine if you've listed qualifications or just duties: Look at each bullet point on your résumé and ask yourself, "So what?" If you're not impressed, why would a recruiter be?

Don't neglect the cover letter
"Cover letters are most often left out or even sent as generic notes with résumés," says Tiffani Murray, a résumé writer and career coach. She says that the cover letter is a great place to sell your personality and breathe life into your application.

"If a job posting specifically asks for a cover letter, this is a great opportunity to match up your skills and experiences with the requirements of the job," Murray says. "Make sure to detail how you can perform the tasks of the job you are applying for, but also add to the company, team or overall business with your knowledge and success in similar roles."

Justin Thompson is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues.

Eight Ways to Maximize Your Cover Letter's Power

2013-02-18T10:32:00.000-06:00

Like peanut butter and jelly or bacon and eggs, résumés and cover letters go hand-in-hand. Although both pieces are valuable on their own, they pack the most punch when served together. But while all job seekers know the importance of a well-organized résumé, many don't understand the power of a strong cover letter. In addition to reinforcing key skills and experience, a cover letter demonstrates your desire to work for the employer and the specific ways in which your expertise can benefit the firm. More importantly, it helps differentiate you from other job seekers and provides incentive to contact you for an interview. Even if composition isn't your forte, you can still create a killer cover letter.
Here's how:

1. Know your stuff. |
Before you begin writing, learn as much as you can about the potential employer. Visit the firm's Web site and scan industry publications to familiarize yourself with recent news about the company, such as quarterly earnings, and to learn about future plans, like expansion into new markets. The more you know about an organization, the better you can tailor your cover letter to the firm's needs.

2. Personalize it.
Never begin a cover letter with "Dear Sir or Madam" or "To Whom it May Concern." Correspondence with generic salutations often signal to potential employers that you lack the initiative to locate the appropriate contact. If a job listing does not include the name of the hiring manager, call the company's receptionist and explain the position you are applying for to see if he or she can help you fill in the blank.

3. Start strong.A good cover letter begins with a powerful opening paragraph. Your goal is to briefly describe how you heard about the position and why you're interested in it. Skip cute introductions: "Teamwork is my middle name" or "I am smart as a whip," for example. A "catchy" opening can appear stilted and insincere and offers little, if any, value to the piece.

4. Offer an enticement.
The body of the letter should expand upon -- not simply repeat -- the key points in your résumé. Highlight those skills and experiences most relevant to the job opening and provide concrete examples of how you can benefit the company. For example, if you are applying for a management position, share how turnover within your department decreased by 20 percent during your tenure. Or communicate how your attention to detail and ability to adapt quickly to new environments allow you to deliver first-rate client service.

5. Be bold.
In addition to expressing gratitude for the hiring manager's time and interest, close your letter by outlining your next steps. Be proactive by stating when you will contact him or her to follow up. Doing so is a great way to reinforce your enthusiasm for the job. However, don't forget to include a phone number or e-mail address where you can be reached in case the firm wants to get in touch with you first. In addition to following best practices, you'll want to avoid common pitfalls when composing your cover letter:

6. Getting ahead of yourself.
Focusing on matters such as expected salary and title can come across as presumptuous and untimely. Wait until you have secured a meeting and become better acquainted with the hiring manager to mention these topics.

7. Goofing the proof.
Our company's research consistently shows that one or two typographical errors are enough to discourage a hiring manager from calling you back. Utilize your computer's spell-check function, but also ask friends and family to double-check your work. You don't want a small mistake to call your professionalism or attention to detail into question.

8. Forgetting the format.
If you submit your application via e-mail, make sure to prepare the file as a plain text document so it is universally compatible. Remove all formatting enhancements, such as underline or boldface, and replace bullets with asterisks or dashes. If you fail to do so, your recipient may receive a bowl of alphabet soup. Also, paste the cover letter into the body of an e-mail to save hiring managers the worry of corrupt or unreadable attachments. Some job seekers spend hours assembling a résumé and only a short amount of time on the accompanying note. Submitting a thoughtful and well-written cover letter, however, can help you outshine your competition and get you one step closer to an interview.

6 ways hiring managers are spotting résumé lies

2013-02-08T10:30:00.000-06:00

Mary Lorenz, CareerBuilder Writer

Thirty-eight percent of employees have embellished their job responsibilities at some point, and 18 percent have lied about their skills, according to a CareerBuilder survey. Other common lies surrounded information about employment start and end dates, academic degrees, previous employers and job titles.

Here are six ways employers might be evaluating your résumé in today's digital world. These are not only good reminders that you shouldn't lie, but they'll also help you avoid mistakes that might make hiring managers question your honesty.

1. They're performing a standard background check. Employers check on things such as work history, residences, dates of employment, etc. Managers look for discrepancies between what the candidate submitted and what the reports reveal.

2. They're checking for red flags. Unexplained gaps in employment, a reluctance to explain the reason for leaving and unusual periods of self-employment can be a tip-off to false employment history. Since even references can be fake, employers might check the websites of previous employers and use the phone numbers found online for employment verification.

3. They're using social networking sites. Social networking profiles contain public information that may help employers verify certain information such as a candidate's work history or education credentials. Both job seekers and employers should be aware of the possible legal ramifications of using social media to screen applicants.

4. They're testing your skills. Knowing that employers use keyword searching to find and qualify their résumés, applicants may include keywords for all skills required for the job -- regardless of whether they have them or not. To confirm any embellishment, employers might ask specific technical questions about the candidate's stated skills or test the candidate's computer skills.

5. They're willing to hear an explanation. Mistakes and misunderstandings do happen. If managers find a discrepancy, they might give the candidate an opportunity to explain. If this happens, have a good explanation for the error.

6. They're following their intuition. When it comes to the difficult task of hiring a new employee, employers have to trust their intuition and experience. If something doesn't seem right, they'll probably follow up on it.
Mary Lorenz writes for The Hiring Site, CareerBuilder's community for hiring professionals and other curious-minded individuals to discuss the attraction, engagement and retention of their #1 asset -- their people.

Transforming Your Résumé From Military to Civilian

2013-02-04T10:29:00.000-06:00

Beth Braccio Hering, CareerBuilder.com writer

Duncan Mathison, co-author of "Unlock the Hidden Job Market: Six Steps to a Successful Job Search When Times Are Tough," recalls working with an ex-Navy SEAL who was trying to land a civilian job.

"He realized that most people thought his skills consisted of landing on beaches and blowing things up. Impressive skills, but not really needed in the business world," Mathison says. "As a result, we reframed his experience to highlight his abilities to lead small teams as well as creative problem solving and planning in the face of uncertainty."

While civilian employers may respect military experience, they may struggle to see it as relevant to their workplace. The challenge for veterans is to present their background in ways that civilians can understand and appreciate.

Talk the talk

The first thing that must go is military jargon. Job titles and codes that are second nature to military personnel are like a foreign language to many hiring managers, so translation is essential.

Lisa Rosser, author of "The Value of a Veteran: The Guide for Human Resource Professionals to Regarding, Recruiting and Retaining Military Veterans," suggests converting military skills to civilian equivalents using a tool such as O*Net Online. "The service member can type in his or her Military Occupational Code and see what a civilian equivalent would be and some alternate civilian job titles. The civilian job description will also list skills, knowledge and attributes commonly held by someone in that position. So, for example, a 90A (army logistics officer) would be a logistician or, alternately, an integrated logistics support manager or a production planner."

Armed with this information, Rosser then recommends job seekers "get busy on a site like CareerBuilder and search on the very general and the very specific job titles." Reading through ads will give the applicant a better idea of qualifications needed for various civilian jobs and will provide insight about key words to use on a résumé.

Putting your best self forward

"Military professionals are groomed to lead others and excel in a team-oriented environment," says Abby Locke, master résumé writer and personal brand strategist for Premier Writing Solutions in Washington, D.C. "Consequently, they find it hard to really market and promote themselves as effectively as they should in the job search process."

Experts offer these tips to help veterans sort through their experiences when creating application materials:

Focus the cover letter on skills most pertinent to the given position; don't give a generic summary of everything you're qualified to do.

Tailor the résumé to the specific job, and keep it to a maximum of two pages.

Scour military performance reviews for relevant achievements (and to jog your memory).

Use numbers, percentages, statistics and other concrete examples when possible to demonstrate competencies.

Education and training

Locke notes that military professionals often have completed hundreds of courses, training assignments and certifications. Instead of turning the education section of the résumé into a laundry list, however, she recommends "cherry picking" to make sure the training that is most relevant to the given position is apparent.

Mathison suggests listing any training that is applicable to the job whether or not you have a degree or a certificate. "For example, you may have had one class in wireless communications and another in management out of 355 hours of training on a wide range of topics. In the résumé under a training or education heading, write 'More than 350 hours of professional development training including wireless communications and management.'"

Remember you're a civilian now

While a veteran's military background will always be a part of his identification, it is important to keep in mind that hiring managers encountered for civilian jobs may not have the same thoughts or experiences.

"Everyone has an opinion about the war," says Michael Coritsidis, a career coach from Lido Beach, N.Y. "Keep emotion out of the equation, and stay neutral."

Experts generally recommend avoiding potentially charged words such as "war," "warfare" or "weapons" (unless applicable to the specific industry). Likewise, it is better to concentrate on your skills and why you are the best candidate for the position rather than focusing on the military conflict or combat.

Remember, though, that military experience has helped you become who you are today, so bring confidence to the civilian job hunt.

"Most, if not all, learned skills can be transferred to any company or industry, whether it is around the block or around the world," Coritsidis says. "The armed forces also instill the highly regarded qualities of being all that you can be as well as being a team player. What company wouldn't want to hire a person who can communicate how their military skills and qualifications can save time, save money or make money for their business?"Get the latest job search news and advice on CareerBuilder.com's job blog, "The Work Buzz," and follow us on Twitter at Twitter.com/CareerBuilder

How to write a cover letter for a sales position

2013-01-30T10:27:00.000-06:00

Susan Ricker, CareerBuilder Writer

A cover letter is your first opportunity to impress a potential employer, and when you work in sales, you know how important a first impression can be.

While the goal of a cover letter is to introduce yourself, explain why you're a good fit for the position and express your interest in the company, a cover letter for a sales position will be more targeted. Are you unsure if your cover letter can close the deal? Read on for tips on what to include.

Strut your sales statistics
If you've already held a sales position, this is your opportunity to show off your winning numbers. Sandra Lamb, a career, lifestyle and etiquette expert, says to include your most important achievements:

Sales success rate, expressed in numbers.
Customers or clients retained and converted to new product areas.
New customers or clients gained.
Increase in profits and sales levels.

Being specific has more impact than simply saying you were one of the best sales team members at your company.

"Stats have to be included," says Marcia LaReau, president of Forward Motion LLC, a career strategy firm. "If they are going from small-number tickets to much higher tickets, they should use percentages rather than the numbers, or at least give context, such as, 'In year two, brought in $800K in contracts, which represented 30 percent of market share in the region, up from 18 percent in year one.'" The company's size doesn't have to determine how well-qualified you are for your next position. By assigning numbers to your past successes, you're giving the hiring manager an idea of how you would perform if on his team.

Share stories of your success
Sometimes, stories can better express success than numbers can. While you should include your sales stats, incorporating a story of how you overcame a challenge or closed an important deal can be just as informative.

"Be specific and provide examples," says Keith Wolf, vice president of marketing at Murray Resources, a Houston recruiting firm. "Include clear and measurable proof, like the number of new accounts opened. Also, consider including a brief story about a particularly difficult sale you made. Perhaps it was a cold call that you turned into a large account. Hiring managers love to hear stories of perseverance turning into results."

Prove you have a plan
While it's important to include your sales records and stats, it's also crucial to show that you understood what you were doing in your role. "A key element in the cover letter for a sales position would not only be the metrics -- increase in sales percentage, overall sales, etc. -- but the how; how did you achieve this success?" says Beth Carter, executive recruiter and certified executive, business and career coach at Carter Consultants Ltd. "Write about your sales tactics; for example, 'I increased sales in two years by 20 percent by identifying an untapped market in this industry.' Companies want to understand how you can replicate your past success for their company." By showing that you understand the market, can spot an opportunity for a sale and can reproduce your sales accomplishments at a different company, you're marketing yourself as a flexible and experienced sales representative.

Reiterate your interest in the company
After you've proved your sales skills, discuss why you want to join the team. A cover letter should strike a balance between introducing yourself and expressing your interest in the company. Prove that you've done your research, and give examples of why you admire the company, what made you interested in working for it and how you could contribute to its goals.

Susan Ricker is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

Lie on your résumé?

2013-01-25T10:26:00.000-06:00

One job-seeker's moment of truth

Steve Blank, author of "The Startup Owner's Manual" and "The Four Steps to the Epiphany"

Getting asked by a recruiter about where I went to school made me remember the day I had to choose whether to lie on my résumé.

When I got my first job in Silicon Valley, it was through serendipity on my part and desperation on the part of my first employer. I really didn't have much of a résumé: four years in the Air Forcebuilding a scram system for a nuclear reactor and a startup in Ann Arbor, Mich., but not much else.

It was at my second startup in Silicon Valley that my life and career took an interesting turn. A recruiter found me while I was working in product marketing and wanted to introduce me to a hot startup making something called a workstation. "This is a technology-driven company, and your background sounds great. Why don't you send me a résumé and I'll pass it on." A few days later, I got a call back from the recruiter. "Steve, you left off your education. Where did you go to school?"

"I never finished college," I said.

There was a long silence on the other end of the phone. "Steve, the VP of sales and marketing previously ran their engineering department. He was a professor of computer science at Harvard, and his last job was running the Advanced Systems Division at Xerox PARC. Most of the sales force were previously design engineers. I can't present a candidate without a college degree. Why don't you make something up?"

I still remember that exact instant of the conversation. In that moment, I realized I had a choice. But I had no idea how profound, important and lasting it would be. It would have been really easy to lie, and the recruiter was telling me to do so. "No one checks education anyway," he said. This was long before the days of the Internet.

Making the choice about my résumé
I told him I'd think about it. And I did for a long time. After a few days, I sent him my updated résumé, and he passed it on to Convergent Technologies. Soon after, I was asked to interview with the company. I can barely recall the other people I met, but I'll never forget the interview with Ben Wegbreit, the vice president of sales and marketing.

Wegbreit held up my résumé and said, "You know you're here interviewing because I've never seen a résumé like this. You don't have any college listed and there's no education section. You put 'Mensa' here," he said, pointing to the section where education normally goes. "Why?" I looked back at him and said, "I thought Mensa might get your attention."

Wegbreit just stared at me for an uncomfortable amount of time. Then he abruptly said, "Tell me what you did in your previous companies." I thought this was going to be a storytelling interview like the others. But instead, the minute I said, "My first startup used CATV coax to implement a local-area network for process control systems." (35 years ago, pre-Ethernet and TCP/IP, that was pretty cutting-edge.) Wegbreit said, "Why don't you go to the whiteboard and draw the system diagram for me?"

Do what? Draw it? I dug deep and spent 30 minutes diagramming, trying to remember everything. With Wegbreit peppering me with questions, I could barely keep up. And there were a bunch of empty spaces where I couldn't remember some of the detail.

When I was done explaining it I headed for the chair, but Wegbreit stopped me. "As long as you're at the whiteboard, why don't we go through the other two companies you were at." I couldn't believe it. I was already mentally exhausted, but we spent another half-hour with me drawing diagrams and Wegbreit asking questions.

Finally I sat down. Wegbreit looked at me for a long while, not saying a word. Then he stood up and opened the door, signaling me to leave. He shook my hand and said, "Thanks for coming in." What? That's it? Did I get the job or not?

That evening, I got a call from the recruiter. "Ben loved you. ... Congratulations."

Epilogue
Three and a half years later, Convergent became a public company and I was a VP of marketing working for Wegbreit. Wegbreit ended up as my mentor at Convergent -- and for the rest of my career -- my peer at Ardent and my partner and co-founder at Epiphany. I would never use Mensa on my résumé again, and my education section would always be empty.

But every time I read about an executive who got caught in a résumé scandal, I remember the moment I had to choose.

Lessons learned

You will be faced with ethical dilemmas your entire career.
Taking the wrong path is most often the easiest choice.
These choices will seem like trivial and inconsequential shortcuts -- at the time.
Some of them will have lasting consequences.
It's not the lie that will catch up with you, it's the cover-up.
Choose wisely.

Steve Blank is a retired serial entrepreneur and author of "The Startup Owner's Manual" and "The Four Steps to the Epiphany." He lectures at Stanford University, the University of California Berkeley's Haas School of Business and Columbia University, and is the author and architect of the National Science Foundation Innovation Corps curriculum. He blogs about entrepreneurship atwww.steveblank.com.

How to get that computer to send your résumé to a real person

2013-01-21T10:25:00.000-06:00

Interview with a résumé expert

Debra Auerbach, CareerBuilder Writer

When you submit a résumé online, do you ever wonder where it goes, who reads it and -- if you're lucky -- how it gets picked? In today's electronic world, many companies use keyword-search software or applicant-tracking systems in their hiring process. These systems scan résumés for keywords related to the open position to find the most relevant ones for the next round. This helps companies, especially large ones, sort through a high volume of résumés quickly and efficiently.

Knowing that your résumé may meet a computer system before it meets a human, how do you get it noticed? The following Q&A with Ramsey Penegar, executive-résumé consultant, career strategist and certified résumé writer for cbResume.com, provides helpful tips on how to make your résumé stand out to a computer -- and a company.

Q: Now that most résumés are submitted/reviewed online, what implications does that have for how a résumé is written?
Penegar: Now that the majority of résumés are submitted and reviewed online rather than in print, there are new things to consider in writing a résumé. Will your résumé be viewable online? Will it look the same as it did on your computer when prospective hiring managers read it? Job seekers need to keep in mind that format, keywords, search optimization and file type are all just as important as content, good grammar and correct spelling.

I ensure that clients have two versions of their résumé. [One is] the utilitarian text version for easily posting to Internet job boards or online applications. Since the majority of businesses use Microsoft Word over other word-processing programs, send your résumé in a file format their system will open. The Microsoft Word version is formatted using universal fonts to ensure that the recipient can read the résumé.

Q: Why is it important to include keywords from the job description in a résumé?
RP: An effective résumé has a tight focus and is targeted to the job or job types the client wishes to seek. This targeting includes keywords from the job description to improve search rates. Keywords are usually the hard skills, industry-specific qualifications and job-specific terms or phrases that employers look for in a job candidate. If your résumé doesn't have the keywords that match their job requirements, your résumé may hit the "no" pile early in the process.

Some companies search Internet job boards and résumé databases using keywords to find job candidates, while other companies use this technology to streamline their hiring process. If your résumé doesn't contain the right keywords, your résumé may be rejected even if you have all the experience and other qualifications. As a job seeker, using the right keywords in your résumé is crucial if you want to land the interview.

Q: How can you integrate keywords so they sound natural and not forced?
RP: The best way to incorporate keywords into your résumé is by writing concise action statements regarding your achievements, skills and experience and implementing the keywords naturally within those bulleted statements. An effective résumé is achievement-focused, not task-based. Start each statement about your career achievements with an action verb, followed by a keyword and ending with specific facts and figures resulting from your actions.

Simply creating a list or block of keywords may work to snag hits on the software seeking those words. However, if your résumé lacks a professional, aesthetically appealing look, doesn't explain why you are the ideal candidate or how you benefited your previous employers, you still won't get the interview.

Q: What types of keywords should job seekers include in their résumé?
RP: The best keywords can be found right in the job descriptions and ads of the jobs you want to land. Evaluate 10 job postings with similar titles and make a list of the five to 10 most frequently used words throughout all of them. These are the words you should use in your cover letter and résumé.

Here is a list of general skills and qualifications to consider as keywords:

Degrees or certifications
University or college names
Job titles
Product names
Technical terms
Industry jargon
Job-specific buzzwords
Company names
Professional organizations
Technology

Q: What are some pitfalls of relying too much on keywords?
RP: Integrating keywords is only one important aspect of developing an effective résumé. Too many buzzwords can be overkill, and a long list of keywords on a Word document will not land you any interviews. Remember that keywords are primarily for the computer software scanning your résumé; the written content is for your human readers. Quality is of utmost importance in your résumé.

Q: What other ways can a job seeker get his résumé noticed by an employer?
RP: Make certain [that] your résumé is visually appealing by using appropriate formatting and white spacing as well as correct spelling and grammar. Your résumé is more likely to be read if it's appealing to read. Don't clutter your résumé with irrelevant or outdated information and, ideally, keep it to two pages or less. College students or those with fewer than five years of experience may use a one-page résumé.

A job search should be directed in the same manner as a sales or marketing campaign. Use all [of] your resources, connections and networks. Get your résumé into the hands of people who can help you in this quest, including friends, family, colleagues, alumni or professional association members, acquaintances at Chamber of Commerce and other business community events and job fairs. Promote your résumé online using LinkedIn, Facebook, Twitter and even your own professional blog. Rather than sending your résumé to a company or job posting cold, conduct research to find out the name of the person who would be most interested in your résumé, and get the résumé into her hands. Taking the time to develop and work your job-search plan will help you to achieve better results faster.

Debra Auerbach is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

How to write a cover letter for a marketing position

2013-01-16T10:23:00.000-06:00

Debra Auerbach, CareerBuilder Writer

If you're a marketer promoting a product, you'd try to sell the customer on why the product is unique, why it meets a specific need and why it will make a short- and long-term difference in the customer's life.

If you're seeking a marketing position, you should market yourself just like you would a product. While your résumé should include all the details about your experience and successes, you can use your cover letter to sell yourself and hook the hiring manager into reading your résumé.

"In my opinion, cover letters are the 'first impression' for a potential recruit," says Tracey Gould, director of marketing at Baskervill, an architectural, engineering and interior design firm in Richmond, Va. "This is the opportunity where a candidate should wow the potential employer with a summary of who they are and what they are passionate about in terms of marketing, display their successes in terms of qualitative and quantitative results, and demonstrate the value they ... would bring to the particular role and organization for which they are applying."

Here are tips on writing a cover letter for a marketing position:

Treat the employer like your target audience
"Just as when creating marketing materials, when you create your résumé or cover letter, it should be based on a clear focus on the end user's needs, concerns and interests -- in this case, your potential employer," says Linda Pophal, marketing communication consultant at Strategic Communications LLC. "Think of them as your target audience, and consider what they might be looking for in a new employee for this position. What skills are critical both in terms of professional [or] educational experience and interpersonal experience?"

According to Pophal, hiring managers want to know that you'll make them and their department successful and that your performance will help drive the company's success. "Be clear about what it is you will be able to contribute that is valued by the organization."

Include your own marketing materials
If you're in marketing, hiring managers want to see that you're familiar with marketing and social-media tools, and that you use them not only at work but in your personal life, too. In the cover letter's contact information, include links to your online social-media profiles, such as LinkedIn, Twitter, Pinterest and Facebook. Just make sure that you're comfortable with a prospective employer viewing the contents of those pages. If you're not, clean them up before they're included.

If you don't have a personal website, consider creating one and using it to market your achievements. "If you're a marketing person, build a website to market you," says Mike Schultz, president of sales training and consulting company Rain Group and author of "Rainmaking Conversations." "Position the cover letter as a marketing letter or email that directs them to your website. Then, really blow them away with your marketing video, your content, your design skills, your search-engine skills, your results and so on."

Give examples of marketing successes
No matter the position, a cover letter should include key successes that are worth highlighting beyond your résumé. Kyra Mancine, job-search strategist and résumé writer, recommends showcasing one or two examples of how you've proven yourself, as related to the specific job opening. "If the job entails [public relations], add a line about how you 'garnered your company 25 media placements in print, online and television over the past three months' or a similar success story," Mancine says. She also recommends sharing quantifiable successes whenever possible. "You need to show results -- not just vague, flowery language that does not show how you have impacted the bottom line."

Show off your writing skills
A well-written cover letter can make a difference between being passed over and being picked. This is especially true for a marketing position, because you're expected to be good at expressing yourself and articulating a message.

"Writing is a central focus and core skill set of every marketing-related position, and the cover letter is an ideal place where a marketing candidate can shine," Gould says. "Does the cover letter take a different approach than most canned or dry cover letters? Does it use impactful language? Does it want me, as the reader and hiring manager, to want to read more and learn more about this candidate?"

Don't forget about the basics
While it's important to customize the letter for the role and to highlight key examples of success, don't slack on the basics. "It should go without saying to check your spelling and grammar, above and beyond what spell-check will do for you," says Nicole Krug, owner of Social Light, a business-strategy company specializing in brand marketing and social media. Krug also suggests that your cover letter be no longer than one page, so you don't lose the employer's attention. "This goes back to giving an indication of how you will perform in your job, and you need to have the ability to make your message succinct and relevant.

"The bottom line is, you need to realize that your cover letter is a marketing campaign, and you are selling your services," Krug continues. "If you can approach [it] with the understanding that you need to target your audience, create credibility, but also make it creative and unique, you should find success."

Quiz: Do you know when to rephrase your résumé?

2013-01-10T10:22:00.000-06:00

Susan Ricker, CareerBuilder Writer

Sometimes a résumé was once good, but now it's stale. Sometimes it was never that good to begin with. Either way, how do you know if it's time to rephrase your résumé?

Below you'll find five sentences commonly found on a résumé. Each sentence could be rewritten to better reflect the job seeker's skills. Choose the option you think best describes why and how the sentence should be reworded. Once you've finished, review the results to see if you know how to write a winning résumé or if it's time for some rephrasing.

1. "Objective: To obtain a challenging position in leadership that will allow me to apply creative problem solving to achieve optimum results."
A. The objective is pretty vague; it should also include the company or position title, as well as a desired salary.
B. The space for objective statements could be better used if replaced with a summary of your job-seeker brand, or a one-sentence statement that summarizes your expertise and skills.
C. Simplify the objective statement and use language from the job description.

2. "Summary of qualifications: Maintained strong business relationships with new and old clients, and cultivated strong connections with team members to create strong communication at our company."
A. This could be separated into three bullet points to make a stronger statement.
B. The repetitive language should be removed, and there should be individual bullet points with clear descriptions of each qualification.
C. Leave this as is.

3. "Professional experience: Independent business consultant at ABC Co., 2006-present; account executive at JRR Sales Co., September 2000-April 2006; cashier at Jerry's Ice Cream Shop, June 2003-April 2006."
A. Bullet points should follow each title, as well as daily tasks performed.
B. The only work experience listed should be relevant to the job you're interested in and should include three to four bullet points of major accomplishments that relate to the position for which you're applying.
C. This is fine, as long as the location of each business is also included.

4. "Education: College University, Class of 1998."
A. Include the school's location.
B. Include the school's location, your degree information and any training or certificates received. Revise the title to say, "Education and training."
C. Leave this as is.

5. "References: John Baker, supervisor at ABC Co., phone and email included; Linda Cook, manager at JRR Sales Co., phone and email included."
A. Leave this as is.
B. Leave references off of the résumé, and use the space for something else.
C. Use the line, "References available upon request."

Results

Mostly A's: You're on the right path, but most of your answers would make the résumé too wordy or unorganized. You may want to edit your résumé so it's more concise. In each section, ask yourself if the hiring manager would find that information helpful, relevant and easy to understand. Résumé space is too valuable to be wasted on unnecessary information.

Mostly B's: Your résumé rephrasing skills are top-notch. You clearly took the time to research the position you're applying for, and you're able to communicate your personality and experience in your résumé. You've likely included only relevant information on your résumé and everything included supports why you're the best candidate for the job.

Mostly C's: Although minimalism can be an attractive quality in business, your answers indicate that you're holding back on your résumé. Hiring managers can go through thousands of job applications when searching for the right candidate, and it's important that you stand out from your competition by showcasing your individuality, experience and personality. If you don't have much work experience, include information that's relevant to the position of interest, and communicate why you're right for the role.

What questions do employers want to hear in an interview?

2013-01-07T10:20:00.000-06:00

Justin Thompson, CareerBuilder Writer

Once you've received the call from an employer inviting you in for an interview, the real preparation begins. Prior to an interview, candidates should research the company so they can not only answer questions, but have questions ready to ask the hiring manager as well.

The interview is where the job candidate and employer get to know each other. Think of it like dating. While a job interview is in a professional setting and the outcomes are different, the intentions are the same. You've exchanged information because you think there might be a connection, and now you're ready for your "first date." As much as you want to make a good first impression, the employer needs to make a good impression, too.

Just like a first date, you don't want one person to dominate the conversation and ask all the questions. It should be a balanced dialogue, and you should ask questions that get to the heart of the matter: Who is this employer, and why should I work for this company?

The right questions to ask
Alan Guinn, managing director and CEO of The Guinn Consultancy Group, works with employers every day. He recommends that recruiters listen for these 10 questions from job applicants to see if they've done their homework and truly want the position:

1. I've been told that I work very well as a team member. What are some of the ways your company encourages teamwork?
2. We all know how important job satisfaction is to everyone. I want to be happy in any role. Is the company committed to promotion from within, whenever possible?
3. I love your published mission and values. How are these reflected in day-to-day life at the company? Can you share some examples with me?
4. If your son, daughter or a friend was looking for a job, would you recommend working for this company? Why?
5. What do you think distinguishes this company from its competitors, both from a public and employee perspective?
6. How often do you speak with your C-level officers? When you do, what do they normally ask you? Do they ask for your opinion?
7. How does the company demonstrate a sense of pride in its employees? Can you help me understand what it looks for in return?
8. Are there paid, ongoing learning opportunities offered at my level of job responsibility? What obligations do I have if I elect to take advantage of them?
9. What does the company expect in the way of personal and professional growth for a person hired into this position?
10. Does the company value a difference in work and personal time, or does it blur the responsibilities between the two?

Think about your goals first
Don't feel obligated to walk into the interview with a set number of questions, but these give you an idea of the right questions to ask. Also think of the questions in terms of your career and personal goals. If you're moving into a role with more responsibility, how will that affect what questions you ask? If you're starting a family soon, what do you want to know about the company's commitment to work/life balance?

Thoughtful planning and preparation for an interview will not only help you feel more confident but will also leave a great impression on the person interviewing you.

Justin Thompson is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues.

A balanced approach to phone interviews

2013-01-02T10:18:00.000-06:00

Phone interviews lack many of the qualities that can make an in-person meeting with a potential employer so stressful. You don't have to make your way to an unfamiliar location and hunt for a parking spot, meet -- and impress --prospective colleagues in the hallways, or figure out an elegant way to hide that spot on your shirt.

As a result, some job seekers approach phone interviews less seriously. That can be a risky move in a job hunt since acing the phone interview is often your ticket to an in-person meeting.

This article outlines a few guideposts to help you walk the line between overpreparing and not being prepared enough. Stay within these lines, and you'll have a better chance of making it to the next round in the hiring process.

Be professional ...
From the beginning, you must present yourself as polished, considerate and professional. That means greeting the hiring manager with, "Hi, Joanna, this is John Douglas. It's a pleasure to speak with you" as opposed to the kind of casual greeting you reserve for close friends. And if your outgoing phone message is casual or goofy, change it in case the employer's call goes to voice mail.

Just before the scheduled interview time, disable call waiting and get set up in a distraction-free environment with a strong cell signal or landline connection. Have your résumé and the job listing in front of you. Smile as you talk to give your voice confidence.

At the end of the call, thank the hiring manager for her time. If she hasn't mentioned the possibility of an in-person interview, ask politely about the next step.

... But be yourself.
Being overly formal can have the opposite of your intended effect. Needlessly officious language can create a barrier between you and the employer. Ideally, you want to find common ground. The same holds true for projecting too much enthusiasm if these feelings don't come naturally for you. It can come across as insincere.

In the likely event that the hiring manager is calling several similarly qualified candidates, he will most remember the one where the conversation was easy and friendly.

Prepare yourself to answer thoroughly ...
Research the company and its current challenges, just as you would for an in-person interview. Swallow your pride and ask a friend to conduct a practice phone interview with you. Ask your friend to prepare standard-issue interview questions as well as a curveball or two.

This dry run can give you invaluable practice talking about yourself while helping to identify weaknesses ranging from the technical ("Your headset sounds terrible") to the substantial ("You seemed evasive about your last job").

Afterward, make a list of key talking points that match up with the position's requirements. Keep it handy during your interview to use as a reminder -- but not as a script.

... But don't overdo it.
During in-person interviews, nonverbal prompts make it easier to carry on a natural conversation. You can generally tell when the interviewer wants you to talk and when to wait for the next question.

That distinction is trickier over the phone; a few seconds of silence can turn you into a radio DJ scrambling to fill dead air. Keep in mind that the interviewer may simply be taking notes, so don't talk just to avoid silence.

Follow the interviewer's lead ...
During the interview, you'll need to pick up on not just the content of the hiring manager's questions but also the tone. Don't be so fixated on your talking points that you miss these cues.

If the interviewer seems relaxed and open, you can take more time answering the questions. If her tone is matter-of-fact and abrupt, focus on getting your points across quickly and economically.

In either case, make sure you're listening, not just waiting for your next turn to speak. Asking a salient question in response to something the interviewer has mentioned can demonstrate your ability to think and talk on your feet.

... But don't lose the thread.
The interviewer may establish the tone and structure of the discussion, but it's your responsibility to tell your story -- however briefly -- within those confines. Make sure your answers don't stray too far from how your skills and experience meet the employer's needs.

These tips may not be black-and-white, but neither are today's phone interviews. In fact, if you take part in several interview calls, you might find that they bear little resemblance to one another. In some cases, you might even be vastly overprepared after the call. If that's the case, consider your preparation a head start on the next round. Just be sure to get that shirt dry-cleaned first.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 350 offices worldwide. For more information about our professional services, visit www.roberthalf.com. For additional career advice, view our career bloopers video series at www.roberthalf.com/bloopers or follow us on Twitter at www.twitter.com/roberthalf.

3 myths about older job seekers

2012-12-28T10:17:00.000-06:00

Susan Ricker, CareerBuilder Writer

Big Foot roams the woods of North America. The Loch Ness Monster lurks below the water's surface in Scotland. Hiring younger workers makes more sense than hiring mature ones. Which one of these myths is most widely believed?

Big Foot and "Nessie" may be out in the wild somewhere, but mature job seekers are just as attractive job candidates as their younger counterparts. More experienced, more mature, more reliable -- mature job seekers are the total package when it comes to hiring. So why do employers buy into the notion that their age is a drawback? Learn how to bust three common myths about older workers and get hired.

Myth No. 1: You're out of touch

Perhaps the most common myth is that mature job seekers struggle to keep up with technology and industry trends. The truth is that it's every job seeker's responsibility, regardless of age, to ensure he has the experience and skills needed for the job he wants.

While younger job seekers may receive the most current education, mature job seekers can take advantage of this opportunity, too. If your job search isn't yielding much interest, it may be time to consider attending a workshop or seminar in your field. Tailor your résumé to the job posting's requirements. Research the company and mention specifics in your cover letter. Also note your skills and experience, including your technology capabilities. You can beat this myth and market yourself as the total package. You have experience, judgment and dependability on your side.

Myth No. 2: You'll expect a leadership position

The experience, judgment and dependability that make you the total package may also make you appear to be a high-maintenance job seeker or somebody who expects a leadership position.

Combat this assumption in your cover letter by explaining that you're interested in the specific position and that you look forward to joining the team. You may be moved into a leadership position soon after starting, but don't expect a warm reception if you mention a leadership position as a requirement to being hired. Instead, explain your leadership qualities and how they apply to the job for which you're interviewing, as well as how you'll fit into the company culture.

Myth No. 3: You'll retire soon anyway

The classic "Where do you see yourself in five years?" question makes an appearance at most job interviews, though for mature job seekers, this question may sound loaded. Will you still want to work in five years?

While younger job seekers may respond with a positive answer about how they hope to still be working with their team, mature job seekers may need a more specific answer. Hiring managers may worry that more mature job seekers are looking for a pastime before retiring. Make it clear that the age of retirement is rising and you're looking at this position as an important part of your career. Share how you've previously met your professional goals and how this job will contribute to your other goals. Then, transition to the company's goals and how you're a great match.

No matter your age, you can bust these three myths and present yourself as the total package. Prove that you're keeping up with industry trends, make it clear that you want to be a part of the team, and share your career goals to show your commitment.

It's time to change your job-search strategy if ...

2012-12-26T10:15:00.000-06:00

There are a variety of reasons why your job search may not be yielding results, such as a still uncertain economy or where you live, but it may also be because of you. You may have updated your résumé and applied for hundreds of jobs, but could you be the reason your job search is stalling?

Consider this your intervention. It's time to change your job search strategy if:

You're treating every job listing the same

Not all companies are looking for the same application. "The biggest mistake is thinking this is a numbers game. It isn't. It is a care game," says Marcia LaReau, president of career-services company Forward Motion LLC. "Understand the company, their needs, the position, the industry and their hiring processes. Every application should be clearly customized. Not doing this is a quick trip to the black hole. The time it takes to turn out a fine, well-crafted application is two to eight hours." If you believe you're the right person for this job, take the time and make the effort to prove it.

You're making up your own rules

Job applications come with specific requirements so that hiring managers have the information they need to choose the right person. However, job seekers can fall victim to job-application fatigue and start picking and choosing what they include or submit, which works against them.

"Job seekers often simply don't follow instructions," says Anna Mathieu, marketing communications manager of Redfish Technology. "If an advertised position lists a contact, contact that person, and not anyone -- or everyone -- else whose email address you have. Most hiring professionals do not have excess time; they are busy trying to get the job done. If you can't follow protocol or take the time to read and follow the instructions, you may have just self-selected yourself straight out of the process."

You're getting ignored

Timelines vary for career coaches and hiring managers, but you shouldn't be ignored forever if you're submitting quality résumés. "Our standard is that if a job seeker doesn't get at least one response for every 10 résumés, there is something wrong," LaReau says. "They need to look at what they are submitting and carefully track and document their changes to see what will work in their industry. Truly, one in seven résumés should receive a call if the person qualifies for the job and understands the hiring processes that their paperwork will travel."

"If your résumé isn't getting you a foot in the door, take a look at it," Mathieu says. "Does your résumé seize attention? Does it quantify your results? Does it differentiate you? Does it do all this in 15 seconds? A résumé needs to accomplish a lot quickly. If you aren't getting calls, rewrite your résumé to brand yourself and demonstrate how your employment would solve the company's challenges and meet their goals."

You're applying for jobs you can't do

Maybe it sounds like a dream job, maybe it sounds close enough to what you do now, or maybe it's in the same industry. That doesn't mean you should apply for it.

"One of the most common mistakes job seekers make is applying for positions that look appealing, regardless of whether they meet enough of the employer's requirements," says Kelly Donovan, principal of professional résumé-writing company Kelly Donovan & Associates. "It's easy to say, 'I think I could do that job; I've done some of those things before.' But the hiring manager wants someone who meets specific criteria, and the human-resource professional screening your résumé will be checking whether you meet the required qualifications listed in the job posting. Ideally, you should meet all of the required qualifications for a position, but at the very least you should make sure you meet at least three-fourths of the required qualifications -- and make sure your résumé clearly shows how you meet those requirements."

You only have one game plan

The modern job search requires a mixture of different approaches, so be sure to use them all. "Many job seekers put all their eggs in one basket, relying too heavily on a single job-search tactic, when they would be better off incorporating a variety of approaches, including networking, applying for advertised openings, cold-calling, using social media and reaching out to recruiters," Donovan says.

Job searching can be tiresome and painstakingly detailed, but the more effort you put into your job search, the more rewarding your job offer will be.

What do employers think about overeducated job seekers?

2012-12-23T10:13:00.000-06:00

What do employers think about overeducated job seekers?

Job seekers rarely consider the commitment a company makes when hiring somebody. Training, health benefits, salary, office space, technology, equipment -- these are investments companies make in a new hire, along with the hope that their newest employee will be a return on their investment.

Hiring managers often see a red flag when an overeducated job seeker applies for a position. While the job seeker sees this as an advantage -- surely he is more qualified than most applicants -- hiring managers see him as a flight risk, or somebody who won't stay at the company long before finding a better opportunity.

If you're overqualified, how can you combat this stereotype and land the job?

Why it's a problem

A certain liability comes along with overeducated job seekers, which weighs against the education advantages they have over other job seekers. "The problem may not be the over-education," says Marcia LaReau, president of career-services company Forward Motion LLC. "The question that generally comes up is, 'Is this person looking for something better, and will they leave if/when it comes along?'"

Helen Cortez, human resources manager for Next Day Flyers, agrees. "Often when I read through résumés, I come across candidates who at first glance appear to be overqualified and overeducated for the openings. As a company, we may be a bit hesitant to bring in these individuals. The concern is longevity. There is an expense tied with bringing new team members on board, and there is also an adjustment by the team they work with. That's not to say we don't bring in overqualified candidates, because we have, and we feel very fortunate to have these individuals on our team."

Why it might not be a problem

Employers are just as aware of the tough economy as job seekers. They know that many overqualified people are willing to take any to get a paycheck, but they still need to make smart business decisions. Make the choice easy by marketing your qualifications as an added perk.

"The company wants the best employees but also wants assurance that these workers will stick around," says Amber Dixon, marketing director of Intermountain Financial Group LLC. "They are aware that the individual may not stay with the company once the economy improves, but they can benefit from the knowledge of the educated employee until that happens. And, they hope that the individual and the company will create a strong working relationship that will persuade the employee to stay, but maybe in a higher capacity."

If you're an overeducated job seeker, make your intentions and your career goals clear in your cover letter and during interviews. "We've found [that] a discussion on the topic can be very enlightening," Cortez says. "Candidates may be at a stage in their life where they don't want to travel or where they want to be a part of a smaller organization that's in a growth cycle rather than a Fortune 500 company. The right circumstances can lead it to being a win/win situation."

Also, stress the benefits of your education and training. "I know that we care more about being educated than overeducated," Dixon says. "In my circle of networks, many employers have mentioned that they would rather hire someone with a higher degree than someone without one in this economy."

Ideally, you'll find a job where there's room to grow. "What's more productive is to apply for higher jobs where the candidate gets to grow into the position," LaReau says. "HR professionals know that the best jobs are the ones with the right balance between experience and growth." Whether you're over- or under-educated, or somewhere in-between, explain why you and this job are a good match and what each side will get out of the relationship.

Don't give these answers during your interview

2012-12-14T10:05:00.000-06:00

Don't give these answers during your interview

By Justin Thompson, CareerBuilder Writer

After receiving a call from an employer inviting you in for an interview, it's common to feel simultaneously ecstatic, relieved and nervous. One of the best ways to calm those nerves is to be prepared for the interview. To do so, try and anticipate what questions the employer might ask. While at times questions can get tricky, for the most part employers ask straightforward questions that help them get to know your personality as well as your ability to think on your feet.
Yet even if a job seeker is prepared, nerves can still cause stumbles. To help, here are four of the most common interview questions and tips on how you
should -- and shouldn't -- answer them.

1. "So, tell me a little about yourself."
When answering this question, don't go off on a tangent. Prepare your two to three minute career summary and rehearse it out loud. "Make sure that whatever you share is relevant and makes sense given the job you're interviewing for," says career counselor and author Roy Cohen. "Too much information will be lost in translation and your interviewer will tune you out."

2. "Why do you want to leave your current job?"This question can be a double-edged sword. On one hand, if you say you're looking for a new opportunity, the interviewer may take that to mean you were bored at your current job and wanted out. Instead, you could be more specific: There were changes in management; the company's direction didn't align with your personal goals; or recent changes made you concerned about the stability of the company and your role. "It's better to have more reasons for making a move than just one. It suggests that the decision is multilayered and, hopefully, some of what you say will resonate with the interviewer," Cohen says.

3. "What are your biggest strengths and weaknesses? "
Stop saying, "I'm a perfectionist." It's trite and overdone. Name a strength that makes you stand out for the position to which you are applying. When naming a weakness, pick something that's realistic, and acknowledge that you're constantly working on improving in that area. Ensure that your weakness isn't directly associated with one of the prospective job responsibilities, but do be honest.

4. "Let's talk about salary. What are your expectations?"If possible, avoid addressing compensation until toward the end of the hiring process. When it comes time to discuss, provide a range with which you're comfortable. Going into the conversation, decide what the lowest acceptable salary is that will allow you to enjoy the lifestyle with which you're most comfortable. From there, incrementally increase that salary by 5, 10 or 15 percent. Once you get to the negotiation process, you'll be in a better position to give and take on salary and other benefits.

Justin Thompson is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues.

The skills employers are seeking in an IT professional

2012-12-10T10:04:00.000-06:00

The skills employers are seeking in an IT professional

By Debra Auerbach, CareerBuilder Writer

Given the nation's growing dependence on technology and thirst for the next big technological breakthrough, it's not surprising that information technology is one of the fastest-growing industries.

According to data from CareerBuilder's Supply & Demand portal, software engineer job listings are up 74 percent from 2011 to 2012. And it doesn't look like growth in the IT sector will slow down any time soon. The Bureau of Labor Statistics' Occupational Outlook Handbook shows that computer and IT occupations are projected to grow by 22 percent, adding 758,800 new jobs from 2010 to 2020.

Yet even with today's sluggish economy, employers are struggling to fill IT positions, because there aren't enough workers with the right background and skills. "For IT positions, businesses are looking for individuals with experience," says Mark Relf, a Network Career Program instructor atComputer Systems Institute, which has campuses in Illinois and Massachusetts. "Businesses want the complete package. This package is someone with proven IT skills, which can be shown through certifications and soft skills."

Building a base of knowledge and skills
To start an IT career path in the right direction, job seekers should seek educational programs that offer IT training. Earning a certification or associate degree in IT will give job seekers the basic knowledge needed to enter the workforce. Bachelor's degrees in IT are also offered via four-year university programs. Job seekers should do their research and find the right program that will help them reach their career goals, while also taking schedule, lifestyle and finances into consideration.

Soft skills may matter just as much
The hard skills that employers are looking for will differ depending on the specific job they're trying to fill. However, even if job seekers have the right education and experience, if they're lacking the necessary soft skills that employers are seeking, they could hit a brick wall.

Relf lists verbal communication, time management, customer service and problem-solving skills as the soft skills that employers are looking for in a prospective IT employee. "The most important part to these skills is making them apparent on a résumé," Relf says. "The catch is that these skills are primarily shown through verbal communication and body language."

To help students get an edge, some schools integrate soft skills into the curriculum. "The Computer Systems Institute works daily with our students in developing the hard IT skills but also [works] daily placing students into situations they can use to reflect on their résumés how they use these [soft] skills to obtain the desired results," Relf says.

Getting a foot in the door
According to Relf, one of the most sought-after positions in the IT field is computer networking/IT systems engineer. However, these jobs require certifications and years of experience. This can lead to the frustrating career Catch-22: You can't get a job without experience, but you can't get experience without having a job.

So how does a job seeker break through this barrier? "The most common starting point for an individual within the IT industry is the help desk," Relf says. "This is where an individual develops that experience to become an IT systems engineer ... This is not the stopping point for any individual, but a beginning; from here an individual can move into any position they set their sights onto."

Debra Auerbach is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

Looking for a job: Your wants versus needs

2012-12-03T10:02:00.000-06:00

Looking for a job: Your wants versus needs

By Susan Ricker, CareerBuilder Writer

When you're job searching, it can sometimes seem like you're in a dysfunctional relationship. It's always about what the companies want and what you're willing to compromise to make them happy. Consider this your intervention: You're in this relationship, too, and it's time to start asking for what you want.
When evaluating a position, decide what's on your list of requirements and what items are preferred, but not necessary. This will help you get what you want and increase your chances for long-term career happiness and success.

Career path
Are you moving closer to your dream job? When looking for a job, consider what direction you want to take your career. Doing so can help you narrow down which jobs to consider. Ask yourself: Is this relevant to my educational background, does this get me a step further in my career, or can it open up new doors for me? Is having a career important, or am I looking for a job strictly to pay the bills?

Dress code
Is your inner fashionista a factor in the job you're seeking? Dress code can have more of an impact on career satisfaction than you may think. Does the position you're looking for require you to wear a uniform? Will you be expected to wear a suit most of the time? How much of your salary are you willing to spend on work clothes? Consider what you'd prefer to wear, and look for companies that are compatible with your style.

Education
Some companies offer tuition reimbursement and other educational opportunities to their employees, including access to seminars, workshops and certifications. Research the companies that interest you, and find out what they offer. While you'll typically find more opportunities at larger companies, organizations of any size may provide some degree of training.

Insurance and benefits
Are you on somebody else's insurance plan, or are you looking for a job with health benefits? Determine which type of insurance you'd prefer and which benefits may not be as important to you. This will help you figure out what questions to ask hiring managers when discussing benefits.

Location
Are you willing to relocate for a great job? Is commuting an option for you? Or are you more interested in staying local? Being more flexible may give you more opportunities in your job search. Also, consider if working from home is an option. Is it realistic, and do you have the self-discipline to work independently?

Salary
Do you have a certain income that you need to make to pay the bills? How flexible are your salary requirements? Although salary negotiations don't usually happen until after you receive a job offer, keep in mind what kind of budget you have and what your paycheck needs to be.

Travel
Are you looking for a job in which you can travel? Consider how much you'd be willing to travel for a job. Some positions require driving long distances or flying, while others only require working at one location.

Wellness opportunities
Wellness opportunities such as paid gym memberships or bicycles are increasingly being offered to employees to encourage healthy lifestyles and keep insurance costs low. Are you interested in better managing your well-being? Determine whether the companies you're researching offer wellness opportunities to their employees.

After you decide what you want out of your job, you'll have a clearer picture of what positions you should be seeking and which companies offer the most relevant benefits. The key to any good relationship is being honest about what you want and working to get it.

Susan Ricker is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

Job searching in a mobile world

2012-11-30T10:01:00.000-06:00

Job searching in a mobile world

By Susan Ricker, CareerBuilder Writer

Forgot to turn the lights off after you left your house? Your phone can turn them off for you. Want to deposit a check into your bank account? Your phone can take care of that. Interested in capturing videos and pictures of your family vacation? Your phone can email the album to your family and friends.

Today, cellphones are capable of so much more than making a call. They can even help your job search. Checking out jobs using a mobile application, emailing potential employers, killing time on your phone while waiting to begin an interview, conducting an interview on your cellphone -- these are just a few of the ways cellphones have become integrated into a job search.

From searching to interviewing to following up, here's a guide to job-search cellphone etiquette.

Searching for a job
Job-related mobile apps are great resources to use when you're short on time. However, before sending your job application materials to a prospective company, be sure that you've done your research. Learn about the company and the open position so that your cover letter and other application materials are relevant. It may be tempting to send a résumé for every open position you find, but being choosy can be more beneficial and productive.
When you contact hiring managers using a mobile app or emailing from your phone, you still need to be formal and professional. You aren't texting friends, so proper grammar and spelling and complete sentences are required. Also, consider removing any automated signatures your smartphone adds to your email, such as "sent from my mobile phone." This doesn't add anything to the note and may come across as though you sent the message in a hurry.

Interviewing for the position
When you get contacted for an interview, consider your cellphone's role in the process. If you've listed your cellphone number as your main contact number, be aware of your surroundings when you answer any potential business calls. If you're out with friends, go to a quiet area to take the call, or return the call in a timely fashion when you can speak privately. It's not OK to text a response to the hiring manager.

If a hiring manager requests a phone interview, consider whether using a cellphone is the best choice. Will you have strong enough service where you plan to take the call? Does your phone have a history of dropping calls? If you deem your phone reliable, choose a distraction-free location so you can focus on acing the interview.

If you're invited to an in-person interview, use your cellphone as much as you like before you arrive. However, once you check in and are awaiting the meeting, keep the cellphone out of sight. Put it away so you can focus on the interview instead of getting distracted by a friend's text message or an intense game. If you have to use it while you're waiting, make sure to turn it off or keep it on silent once you get called in for the interview.

Following up
Within 24-48 hours after your interview, email or mail a thank-you note that recaps conversation highlights and expresses your continued interest in the position. While it may be tempting to shoot off an email from your phone as soon as the interview ends, it may be best to wait until you get home. That way, you can send the response that night or the next day so you stay fresh in the hiring manager's mind.

As cellphones continue improving and becoming more crucial to everyday life, remember that professionalism and good judgment are key to making a good impression on employers. That goes for every part of the job search.
Susan Ricker is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

2012-11-26T09:59:00.000-06:00

How to network via social media

By Susan Ricker, CareerBuilder Writer

Facebook is great for staying in touch with friends, sharing funny cat videos or seeing what an ex-boyfriend/girlfriend is up to, but can it help you get a job? Absolutely. Social-media websites such as Facebook, LinkedIn and Twitter are great platforms for networking and keeping up with industry trends.

"The benefits can be huge. Although time consuming, if you do it correctly, you can gain lots of attention, fans, followers and clients," says Ashley Jones, owner of Skylight Creative Group, a marketing, graphic design and photography company. "I've done a lot of networking through social media for myself personally, my two companies and also helping other companies through their startup/launch process."

Here are Jones' top seven tips for networking via social media:

1. Don't post something just to post it. Make sure your content is relevant or interesting.

2. If you're using social media to network, stay professional. There's a tendency to relax and get too casual or personal.

3. Use the tools to their full potential. If you're on LinkedIn, join groups, answer questions or get your name and profile out there to meet new people. No matter the platform, don't expect people to come to you if you're not engaging.

4. Don't spam or post too frequently. People are bombarded with updates, messages, etc., and if you post too much fluff, you'll lose your audience fast.

5. Don't just post the same thing across different platforms. It's OK if you occasionally post something you tweeted to Facebook or upload a Facebook photo to Pinterest, but if you're constantly posting the same content across all platforms, why would anyone follow you on more than one platform?

6. Keep your content fresh. Don't let your last post sit for a month before another update. Keep things new so people come back and check for updates.

7. Follow up with connections. While this may be time-consuming, it goes a long way when you respond to a comment, post or message. It's a great way to let your fans or followers know you care.

The key to networking is becoming an active part of the community or industry of interest. Contribute to the conversation. Ask for advice about your current job or job prospect. Interact with others, and thoughtfully answer their questions. Post links to relevant articles you find. Networking should be a mutually beneficial experience, so if someone helps you, return the favor.

How to identify a telecommuting-friendly job

2012-11-21T09:58:00.000-06:00

How to identify a telecommuting-friendly job

By Debra Auerbach, CareerBuilder Writer

Telecommuting has many benefits for both employees and employers. It helps workers save time and money and gain more flexibility, and it can increase a company's efficiency and reduce its carbon footprint.

Yet the concept is still catching on in the corporate world. According to the latest American Community Survey data, slightly more than 2.5 percent of the U.S. workforce considers home their primary place of work. So while it may seem like a challenge to identify telecommuting jobs, by doing the right research and asking the right questions, you can find a position that matches your interests and desired working accommodations.

Look for telecommuting-friendly occupations
While every company, no matter the field, differs in their flexible-working policies, some industries tend to have more teleworking staff. "Some industries are better suited for telecommuting than others," says Kari DePhillips, owner of content-development company Content Factory, whose entire team works remotely. "[Telecommuting-friendly industries include] graphic design, public relations, social-media marketing, writing and website development. In general, I think tech and startup companies are most likely to be open to the idea of telecommuting."

You may also have an easier chance of finding telecommuting roles by looking for contract or freelance positions. "Since you'll likely be commissioned for particular projects, employers are open to allowing independent contractors to turn in work projects digitally and communicate via social media, i.e., Skype," says Sudy Bharadwaj, co-founder and CEO of job-search platform.

Do the right research
To find jobs, go to a job-search website such as CareerBuilder and use the "keyword" search function. Christine Durst, a telecommuting and home-based career expert and author of "The 2-Second Commute" and "Work At Home Now," suggests using words and phrases including:

Telecommute
Telecommuting
Independent contractor
Work from home
Offsite
Virtual
Remote
Freelance
Anywhere
Work from anywhere

Durst also recommends visiting sites that specifically cater to telecommuting jobs. Another option? Try a search engine, but use specific phrases to avoid any suspicious, too-good-to-be-true work-from-home job offers. To narrow in on relevant jobs, Durst suggests using phrases such as:

"This is a telecommuting position"
"This is a remote position"
"This is a home-based position"
"Will have the option to work from home"
"Offsite position"
"Qualified individual will work from home"
"Must be willing to work from home"
"This is a work-from-home position"
"May work from anywhere"
"This is a virtual position"
"Our employees work from home"
"Position can be based anywhere"

Ask the right questions
If a company doesn't explicitly say in the job posting that it's open to telecommuting, that doesn't mean it won't allow for a more flexible work schedule. So if you're really interested in a position, don't count it out. Use the interview as a time to take the company's pulse on teleworking preferences.

"When interviewing, ask the hiring manager about the company's policy on telecommuting," says Amit De, CEO and co-founder of job-search platform Careerleaf. "If the company has a strict anti-telecommuting policy, the position's probably not a great fit for you. Just be sure that the focus of the interview doesn't remain on telecommuting. Ultimately, you still need to get hired before you can consider telecommuting."

Keep an open mind
Even if a job doesn't offer telecommuting at first, there's always the chance that, under the right circumstances, your boss will be open to the idea of a more flexible work schedule. "The key is to come with suggestions as to what tools you'll use to turn in work and interface with co-workers when work needs to get done," Bharadwaj says. "Outline practical ways to ensure your productivity, and give examples that note your sensitivity to deadlines, since with telecommuting you'll need to be a self-starter to accomplish tasks without being micromanaged."

INFOGRAPHIC: How to make a resume shine

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How to escape an awkward networking conversation

2012-11-19T09:56:00.000-06:00

How to escape an awkward networking rsation

By Debra Auerbach, CareerBuilder Writer

There's nothing worse than being stuck in an awkward conversation at a party with no escape. After several painful minutes of talking about the weather and the latest football game, you finally blurt out, "I have to go to the bathroom!" and quickly run away.

You can find yourself in the same situation at a networking event. Except at these, you have no choice but to act polite and professional, because important career relationships may be at stake. Conversations can hit just as much of a dead end, and without having a clear exit strategy, you may waste

valuable networking time.

"The secret to exiting an awkward networking conversation is the same as the secret to getting out of anything you don't want to do: preparation," says Robby Slaughter, author of "The Unbeatable Recipe for Networking Events." Following this sage advice, here are some tactics for escaping those uncomfortable exchanges and coming out with your career connections intact.

The bait and switch

Want to get out of a conversation while still appearing helpful? Try handing the person off to someone else who is better suited to chat. "Use the downtime in the conversation to ask the person what they are hoping to get from the networking event, and facilitate an introduction to someone else who can help them," says Kristi Hedges, executive coach, leadership development consultant and author of "The Power of Presence." "For example, if they're looking for a job, introduce them to a recruiting friend or someone who has just found a job. When they are situated, you can warmly excuse yourself in order to catch up with some other folks there."

The concerned conversationalist

When you've reached the point of no return in a networking conversation, make ending the conversation about the other person -- how you must be keeping him from other important people, places or events. But be sure to close with a clear parting statement so there's less of a chance for lingering.

Sheila C. Sheley, president of Sheley Marketing, suggests using one of these lines:

"You probably want to find a seat before they start the presentation. I hope you enjoy it."

"You should get in that line for the bar before it gets too long, and I should go return a call from my office. Nice chatting with you."

"I'm sure there are other people here that you want to meet, so I'll let you continue your networking. Have a nice evening."

The open-ended closer

Another conundrum that comes along with networking is the inevitable exchange of business cards and the promise to keep in touch. But what if you don't really want to reconnect? "If the other person wants to continue talking later, but you aren't interested, sometimes you can respond as if you assume it is a general expression of interest and not a specific request," Sheley says. "You could respond with something like, 'Yes, it was nice talking to you, too. I'm sure we'll run into each other at another one of these events,' or 'Perhaps our paths will cross again soon and we can talk more about that.'"

The "It's not you, it's me" approach

The risk you run with "the open-ended closer" is that you're still leaving the door slightly open for another conversation. If you want to slam it shut, try placing the blame on your schedule or current career situation.

Slaughter gives these two examples of how to be direct with your rejection:

"I appreciate your offer to meet up for coffee. But I respect you and want to be honest: I already have a trusted partner who works in real estate to whom I send all of my referrals. I'm sure there's someone in your network who has total confidence in your professionalism and does the same for you."

"I'd love to expand my network, but I am completely booked up right now with current projects and am not taking any new meetings for the next six months. If you'd like to reach out to me in six months, perhaps we can get a cup of coffee then."

The written rejection

Meghan Ely, networking event regular and owner of OFD Consulting, a niche marketing firm for the wedding industry, has had success with this trick: "If the person wants to continue the conversation at another time but I have no interest, I will still exchange cards if they insist but will ask them to contact me directly. If they do reach out, this gives me the opportunity to be a bit more eloquent when it comes to my approach. With these scenarios, I would simply be polite but firm and say something along the lines of how I appreciate them reaching out, but I don't think my skill set/area of expertise, etc. would be of benefit to them."

The phone call fake out

This is likely a last-resort tactic, but if you've tried everything else and you still can't escape, you can always pull the fake phone call from a friend. "You can always recruit a confederate who knows that you are trying to escape a situation," Slaughter says. "They can call you on the phone and pull you into an 'important conversation.' Your ally can also rescue you directly: 'Mind if I borrow Fred for a minute? He's needed on the other side of the room.'"

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8 jobs in social media

2012-11-14T09:53:00.000-06:00

8 jobs in social media

By Susan Ricker, CareerBuilder Writer

Most people try to stay off of social-media websites such as Facebook or Twitter while working, knowing that if their boss catches them, they'll get lectured about putting more time and effort into their work. But what if your job required you to be on Facebook, interacting with friends and getting paid for having the most retweets?

You're in luck: This workplace daydream is a career reality. Demand for social-media jobs is growing as more companies want to join the social-media community. "The world's dependency on technology, the pervasiveness of social media and the need to drive sales and expand into new markets are all driving double-digit growth across a variety of fields," says Matt Ferguson, CEO of CareerBuilder. The Bureau of Labor Statistics' 2010-20 projections show the same, stating, "The growth of social media will result in the need for more workers to maintain an organization's public image."

Here are eight jobs that either directly relate to or involve social media*:

1. Advertising, promotions and marketing manager: Advertising, promotions and marketing managers plan programs to generate interest in a product or service. They work with art directors, sales agents and financial staff members. According to the BLS, "Advertising and promotions managers will be needed to plan, direct and coordinate advertising and promotion campaigns, as well as to introduce new products to the marketplace. They will also be needed to manage digital media campaigns, which often target customers through the use of websites, social media and live chats."
Pay: According to the BLS, the median annual pay for advertising, promotions and marketing managers is $108,260.

2. Blogger: According to The Creative Group's guide for social-media job descriptions, bloggers are "responsible for opinionated, stylish writing and frequently posting new content to the Internet. Duties may also include developing and/or revising text for other venues, including online communities, press releases, Web articles and video blogs."
Pay: The median annual pay for bloggers is $55,420, according to the BLS.

3. Community manager: "Community managers create and execute social-media strategies designed to accomplish real business objectives for brands," says Katherine Leonard, digital-content developer at lonelybrand, a digital marketing agency in Chicago.
Pay: According to social-media education company Social Fresh, the average annual pay for a community manager is $61,800.

4. Content-marketing manager: "I spend my days writing and promoting business blogs, e-books and white papers," says Jasmine Henry, content-marketing manager for Inbound Marketing Agentsin Nashville, Tenn. "No blog does well in a bubble, so being able to parse pithy quotes and pick topics that are going to inspire shares and retweets on major social-media channels is critical to our clients' success. I typically spend a great deal of time watching conversations on Twitter to figure out which topics are driving conversations, writing blog articles about these topics and then responding to questions and retweets."
Pay: According to CBSalary.com, the national average salary for content-marketing managers is $56,752.

5. Meeting, convention and event planner: Meeting, convention and event planners coordinate all aspects of professional meetings and events. They choose locations, arrange transportation and coordinate other details. The BLS states that "planners must be familiar with computers, database software, budgets and online social media."
Pay: According to the BLS, the median annual pay for this role is $45,260.

6. Public-relations manager and specialist: PR managers and specialists create and maintain a favorable public image for their employer or client. They write material for media releases, plan and direct PR programs and raise money for their organizations. "Growth of both will be driven by the need for organizations to maintain their public image in a high-information age and with the growth of social media," notes the BLS.
Pay: According to the BLS, the median annual pay for PR managers and specialists is $57,550.

7. Social-networking analyst: "A good portion of time is spent engaging with customers and acquiring new followers and fans," says Giselle Gonzales, social-media analyst at Sandbox Industries, a venture capital firm in Chicago. "We also scour the Web finding content that is most relevant to our follower base and will help us get a good conversation started."
Pay: According to CBSalary.com, the national average salary is $82,020.

8. Social-media manager: "Social-media managers are responsible for deciding what content to feature on our social-media channels, including Facebook, Twitter, YouTube and LinkedIn," says Jodey Smith, Web and social-media manager for SeaVentures Inc. in Alpharetta, Ga. "Daily tasks include posting, responding to community discussions and combating spam. Ongoing testing and various strategies and techniques make up a large part of the day."
Pay: According to CBSalary.com, the national average salary for social-media managers is $106,160.

Susan Ricker is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

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16 companies hiring seasonal workers

2012-11-12T09:50:00.000-06:00

Companies hiring for the holidays

By Debra Auerbach, CareerBuilder Writer

While snow may not yet be falling and decorations may still be in storage, it's time to start thinking about the holidays. Sure, it might be a little too early to adorn your house with tinsel and lights, but if you're a job seeker, it's not too early to begin your seasonal job search.
Some job seekers slow down their job hunt at the end of the year, but by doing so, they might be missing out on seasonal employment opportunities. Many companies add temporary positions during the holidays, openings that they're starting to fill now.
Seasonal workers are needed across many industries and for a variety of job functions, and the positions have benefits beyond just a paycheck. Judi Perkins, a career coach with 22 years of recruitment experience and founder of Find the Perfect Job, shares some of those advantages:

A holiday job can help fill a résumé a gap and give you experience that you can reference during an interview.
It's a connection that can prove to be beneficial after the holidays, either immediately or in the future. Take it as an opportunity to make yourself invaluable and build relationships.
You might learn something new. Whether the employer is shorthanded and asks you to undertake a new task, or you volunteer to help with a big project, not only will the company remember you, but you'll have new skills to market to other potential employers.

Another plus to working during the holidays? A seasonal job can become a long-term career, because some companies end up permanently hiring temporary workers. According toCareerBuilder's recent hiring forecast, 23 percent of employers are planning to transition some contract or temporary staff into full-time employees in Q4.
To kick off your holiday job search, here's a list of 16 employers that currently have seasonal openings:

1. AT&T
Industry: Telecommunications
Sample job title: Retail sales consultant
Location: Nationwide

2. Bravo Brio Restaurant Group
Industry: Restaurants
Sample job titles: Hourly staff, server, assistant manager, general manager, sous chef
Location: Nationwide

3. Brooks Brothers
Industry: Apparel
Sample job titles: Store manager, assistant manager, visual coordinator, key holder
Location: Nationwide

4. Coinstar/Redbox
Industry: Automated retail
Sample job titles: Marketing, information technology, engineering, field support
Location: Nationwide

5. David Lerner Associates
Industry: Financial investment
Sample job titles: Sales, financial adviser
Location: Westport, Conn.; Teaneck, N.J.; Princeton, N.J.; Syosset, N.Y.; White Plains, N.Y.
6. Daymon Interactions: Club Demonstration Services
Industry: Retail
Sample job title: Event manager
Location: Nationwide

7. Gold Buyers at the Mall
Industry: Retail
Sample job titles: Retail sales, general manager, district manager
Location: Nationwide

8. J. Crew
Industry: Retail/distribution center/fashion
Sample job titles: Merchandise processor -- all shifts, customer contact center -- client specialist, loss prevention -- all shifts
Location: San Antonio; Lynchburg, Va.; Arden, N.C.

9. Massage Envy
Industry: Health and wellness
Sample job titles: Sales associate, massage therapist, esthetician, clinic manager
Location: Nationwide

10. One Touch Direct
Industry: Customer service/sales
Sample job titles: Inside sales/telephone sales representative
Location: Tampa

11. Saks Fifth Avenue
Industry: Retail
Sample job title: Sales associate
Location: Nationwide

12. Sterling Jewelers
Industry: Retail/jewelry
Sample job titles: Full-time sales associate, part-time sales associate
Location: Nationwide

13. TeleTech
Industry: Customer service/call center
Sample job titles: Customer service -- work at home
Location: Nationwide

14. Toys"R"Us
Industry: Retail
Sample job titles: Store manager, sales, stock, assembling (holiday need), receiving specialist, maintenance/housekeeping, pricing and signage team member, HR supervisor
Location: Nationwide

15. Wells Fargo
Industry: Finance
Sample job titles: Personal banker (safe), teller, customer sales and service representative, private banker, consumer loan underwriter
Location: Nationwide

16. WMS
Industry: Gaming
Sample job titles: Information technology, engineering, field service, sales, artist
Location: Chicago; Waukegan, Ill.; Atlanta, Ga.
Debra Auerbach is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues.

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Job Fair USA

Résumé-writing tips for managers and executives

Grammar lessons all job seekers should know

Qualifications versus duties: Why knowing the difference matters

Eight Ways to Maximize Your Cover Letter's Power

6 ways hiring managers are spotting résumé lies

Transforming Your Résumé From Military to Civilian

How to write a cover letter for a sales position

Lie on your résumé?

How to get that computer to send your résumé to a real person

How to write a cover letter for a marketing position

Quiz: Do you know when to rephrase your résumé?

What questions do employers want to hear in an interview?

A balanced approach to phone interviews

3 myths about older job seekers

Susan Ricker, CareerBuilder Writer

It's time to change your job-search strategy if ...

What do employers think about overeducated job seekers?

What do employers think about overeducated job seekers?

Don't give these answers during your interview

Don't give these answers during your interview

The skills employers are seeking in an IT professional

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