With so many job hunters on the market right now competing for limited positions, candidates need to be ready to handle tough interview questions with ease, according to a new CareerCast.com report on standing out in the recession.

  During a downturn, employers often have numerous experienced and highly qualified candidates applying for just one or two positions. Consequently, candidates need to make a strong sales pitch in interviews as employers and recruiters can be more selective. The trick to fielding hardball interview questions is to realize why they're asked: primarily to gauge how fast you can think and how well you perform under pressure.

  “If you rehearse answering tricky career-related questions, you'll be more apt to respond to them confidently,” says Tony Lee, publisher, CareerCast.com. “Practice in front of the mirror, with friends and family, or use a webcam to record yourself to fine-tune your responses, facial expressions and mannerisms. In fact, one of the typical mistakes made by smart people is to think they can just “wing it” because they’re smart. But the truth is, nothing beats preparation.”

  CareerCast.com describes 10 tough interview questions and offers strategies on how to answer them in a way that makes you stand out:

1. Could you tell me a little about yourself?

  Most interviewers use this question not only to gather information, but also to assess your poise, style of delivery and communication ability. Don't launch into a mini-speech about your childhood, schooling, hobbies, early career and personal likes and dislikes. Instead, briefly cite recent personal and professional work experiences that relate to the position you're seeking and that support your credentials. Better yet, prepare a personal branding statement that quickly describes who you are and what you can bring to the company.

2. Why did you leave your previous employer, or why are you leaving your present job?

  The economy has pushed many talented professionals into the workforce so don’t be ashamed to simply explain that you were a part of a recent downsizing.  If you were fired for performance issues, it’s best to merely say you ‘parted ways’ and refocus the discussion on how your skill set matches the current position. If you currently have a job, focus on why you’re seeking greater opportunity, challenges or responsibility. If you’re transitioning to a new industry, discuss why you’re making the transition and tie it into the new job responsibilities (make sure that you have very strong references regardless of why you left, or are leaving, a position).

3. What are your greatest strengths?

  Briefly summarize your work experience and your strongest qualities and achievements that are directly related to the responsibilities of the job you are applying for. One proven approach is to include four specific skills that employers value highly: self-motivation, initiative, the ability to work in a team and a willingness to work long hours.

4. What are your weaknesses?

  Realize that most interviewers don't expect you to be perfect or reveal your true weaknesses. Turn this question around and present a personal weakness as a professional strength. Let’s assume that you're detail-oriented, a workaholic and that you neglect friends and family when working on important projects. You can turn these weaknesses around by saying that you're very meticulous and remain involved in projects until you've ironed out all the problems, even if it means working after hours or on the weekend.

  Another tactic is to discuss an area that you feel needs improvement and the steps you’re taking to meet your goals. Perhaps you’re an accountant and are working to improve your knowledge of payroll procedures by taking courses at a local college, or maybe you’re an IT professional earning additional certifications.

5. What can you tell me about our company and/or industry?

  Do your homework. Check out the company website and their ‘About Us’ section. Most public companies post Investor Information which typically lists their Management Team, Board of Directors and past financial performance. Write down a few key points that you can cite when asked. Interviewers want to know that you’re interested in more than just a job.

6. What do/did you like most and least about your present/most recent job?

  Concentrate your answer on areas that are relevant to the position and be specific. Don't say, "I liked the atmosphere." Instead, say. "I enjoyed the camaraderie of being part of a team." When discussing least-liked aspects of your present or previous job, try to mention an area of responsibility that's far removed from the functions of the job you're seeking. But be sure your answer indicates that you either performed the assignment well or that you learned something useful. This shows that you stick with tasks, even ones that don't particularly interest you.

7. Aren’t you overqualified for this position?

  Hardly anyone expects you to say "no" to this question in today's job market. If you do, the interviewer may think you'll grow dissatisfied and leave the company quickly. Instead focus on the experience and skill set you’ll bring to the position and the value they’ll receive by hiring you. 

8. What sets you apart from other applicants?

  The interviewer who asks you this is really probing your readiness for the job, your ability to handle it, your willingness to work hard at it and your fitness for the job. Show your readiness by describing how your experience, career progression, qualities and achievements make you an asset. Keep it professional and focus on the value you’ll bring to the position. Highlight your ability by discussing your specific skills and accomplishments, but don’t forget to show your interest in the job itself.

9. Where do you hope to be in three years?

  This question is often asked of recent college graduates, and the worst answer is to say that you want to be president of the company or have the interviewer's position. Instead, talk about what motivates you especially what will motivate you on this job and what you hope to have accomplished.

10. Do you have any questions? Can you think of anything else you'd like to add?

  Don't say "no," or that everything has been thoroughly discussed. If you think the interviewer has any doubts, now's the time to restate why you're the most logical candidate for the opening. Show your interest in the company by preparing some key questions in advance. Asking about corporate culture or what the interviewer likes the best about the company will give you insight and let the interviewer know that you’re interviewing them as well.

  “Having a positive attitude and practicing in advance can help you to field tricky questions with ease and stand out,” says Lee. “Your calmness under fire will show that you can handle a crises on the job just as easily.”

  Remember, interviewers are looking for a competent, confident candidate who not only wants the job, but also understands the job’s requirements and can quickly hit the ground running. If you can answer these challenging questions with poise and conviction, you can easily outshine other applicants and land the position you want.

  CareerCast.com, created by Adicio, is a job search portal that offers extensive local, niche and national job listings from across North America, job-hunting, career-management and HR-focused editorial content, videos and blogs, and provides recruiters with the ability to post jobs directly to more than 800 niche career sites. CareerCast.com also compiles the Jobs Rated Report (www.jobsrated.com), where 200 jobs across North America are ranked based on detailed analysis of specific careers factors.

“Do what others fail to do!”

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How You Can Get The Job:
15 Things To Do & Say To Help Clinch An Offer


While the unemployment rate has continued to decline this year, there are still many more applicants for each and every job opening. As a result, competition remains extremely high and job-seekers need to differentiate themselves in order to just get an interview, as well as during it and after it’s over, according to OI Partners, a leading global coaching and leadership development and consulting firm.

OI Partners surveyed its career professionals to uncover key language, tactics and strategies that are proving to be most effective in helping job seekers successfully land and respond to interview opportunities.

According to Patty Prosser, chair of OI Partners, following are the top 15 things to do and say to help you clinch a job offer:

1. Desire – how much do you want the job? An interviewer wants to ascertain how much the job means to you. At the end of an interview, say: "When I came here today, I thought there was a good fit between the needs of the job and my skills and experience. But, after talking, I can see this position is exactly the kind of opportunity and challenge I've been looking for.” But not just at the end of the interview – one can express an interest a few times. For example " This is sounding like a very good fit for me,” or "I'm confident I could hit the ground running."

2. Leave-behind: “Prepare something to leave behind at the end of or to use during the interview. This could be your analysis of the company’s needs or a portfolio of your work that demonstrates how your skills, talents and experience align with the position’s requirements and needs,” said Prosser. Or prepare a plan on how you would approach starting the position, which would demonstrate your knowledge and understanding of the job.

3. Unusual questions: “Be ready for strange or unusual interview questions. They are not being asked to trick you, but to reveal qualities that can't be determined from your resume. The questions are designed to discover how you think, handle unexpected problems and situations, whether you are a good fit for their culture, and how creative you are. Make a list of possible questions, be familiar with why they are being asked, and rehearse potential answers,” Prosser added. For example: “If you only had six months to live, what would you do with the time?’ Or “How many trees would you say are in Yellowstone National Park?”

4. Tell a story: Job applicants are more often being asked to tell interviewers a story. Compose it in advance and relate it to the needs of the organization or job for which you are applying. It’s an opportunity to showcase your humor as well as your creative side. You should relate a real-life story in response to answering any number of questions as a dovetail to your answer, by saying: "For example (and tell a short story)."Think of it as selling by using an anecdote.

5. Compliment the company: “Find an aspect of the organization's work to which you can offer a compliment, such as the quality of their products or services or their involvement with charitable causes. Have facts and figures available to include in your compliment. If you are interviewing for a retail or consumer products company, visit one of their stores prior to the interview or check out the product in a store so you can comment on it during the interview," said Prosser.

6. Compliment the interviewer: Review your interviewer’s LinkedIn profile and conduct an Internet search before your meeting. Compile some complimentary things to say, such as how you are impressed by his or her advanced degrees, an article he or she wrote, or a quote in a newspaper. Have the LinkedIn profile printed out.

7. Contributive Value: “Practice ‘contributive value’ and include others in credit for your accomplishments, instead of attributing them solely to your own efforts,” said Prosser.  Example: “After a brainstorming session, my team members and I came up with a solution for a key customer problem that involved bringing in employees from different parts of our company.”

8. Show enthusiasm: Companies want people who are enthusiastic and excited about working with them. Be able to communicate what about the company’s products or services inspires you and how you can convey that in your daily work.

9. Display your personality: When responding to the question, ‘Tell me about yourself,’ it’s important to share your personal side and not only your business accomplishments. Articulate what makes you unique as a person and employee. Appear confident and upbeat.

10. Opportunity knocking: Emphasize that you regard the job as a life plan and learning opportunity. Say: “I am not looking for just a job; I am looking for a career.” Also, when asked about salary requirements, say: “I am more interested in the experience I will receive than the paycheck I will get.”

11. Team spirit: Being a team player is the number one characteristic employers are looking for in job-seekers, according to an OI Partners survey. With work forces still lean, 7 out of 10 employers said being able to accomplish goals with others is the most important trait they desire. It is beneficial that you be viewed as a collaborative problem-solver. This is a great time to use another story, about a team- oriented accomplishment – keep it real and brief.

12. How you add value: Companies want to know how you can add value to them. Adapt your message to the company you are targeting by tying it into the current goals and mission of the organization. Ensure that your value is considered current and relevant to the employer.

13. Leadership qualities: With most companies developing their future leaders from within their organizations, rather than recruiting from outside, they are looking for workers with high leadership potential. Include specific examples of how your leadership of a project influenced a team or drove results.

14. Express passion: In cover letters and during the interview, express that you are passionate about a facet of the job you are applying for, such as customer service, marketing, or problem-solving.

15. New knowledge and skills: Companies want to hire employees with tomorrow's knowledge today. Learning can include courses you are taking and degrees you are pursuing, participating in webinars, attending technology expos and trade shows and online software courses. Relate what you are learning to how this can make you a great hire.

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The following is contributed by Sean Kim, contributor on Huffington Post and AskMen.com:

I recently had coffee with someone who had reached out to me for advice on marketing. He had been introduced through a friend, so the initial encounter went well as we already had someone in common.

We discussed specific low-hanging fruit strategies that his company could implement in the next few weeks -- things that had worked for me. Personally, I enjoyed the conversation and learning about his company's vision so I was glad to help out.

I offered to share a few other ideas I had over email but never heard back from him.

I'm sure this has happened to many people. I've made similar mistakes myself.

Unfortunately, too many people forget the last step that's crucial to any successful networking etiquette: following up.

Following up is supplying the missing puzzle piece for any new relationship that's formed, and it can upgrade a good relationship to a great one in a matter of minutes. It's often just as important as getting the meeting itself. You already did the hard part of reaching out and creating an initial connection with some. Why not spend five more minutes to take the relationship further?

I'm not talking about crafting a simple one-line email that immediately lands in a "Mark as read" folder. Follow these simple five rules, and you'll leave an unforgettable impression every single time. 

1. Follow up the same day.

Ideally a few hours after a meeting, do your follow-up. Just like how you might pursue a hot new lead for your business, follow up as soon as you can while the initial meeting is still fresh.

Most people wait a day or even a week to follow up, but by then the other person's attention has shifted to something else.

If you're like most busy people, millions of other things intrude on a given day. Get in the habit of following up immediately after the meeting or schedule a reminder on your calendar to follow up later on that day. 

2. Recall a highlight.

Mention a highlight from the conversation: something funny, insightful or a story shared by the person  you met with. Make it about something the other person shared because there's a good chance this individual won't remember what you said.

It will be especially powerful if you managed to create an emotional connection with this person during your meeting.

Calling attention to a shared moment will evoke a memory and an emotional connection, prompting the other person to feel compelled to read through your email and respond.

During the meeting, be sure you to collect a takeaway point, a shared moment (just one) with the other person that you can invoke in your follow-up communication.

3. Create immediate value.

Immediately creating value for the person in your follow-up will be the single biggest factor that will differentiate you from anyone else that individual has met.

An approach I have taken that's worked is to set up an introduction with another person who could be of benefit to this individual. This is how you become a powerful connector.

In situations like this, it's the thought that counts. Whether the person ends up benefiting from the introduction or not, you've set the stage for a valuable relationship that will continue to develop over the long term. I cannot stress how powerful this strategy has been for me. Here's a sample email:

how to follow up

4. Connect through social media and reach out.

Give your new contact the opportunity to get to know you better personally and professionally by sending an invitation to connect on a social media channel.

This will allow the person to navigate through your profile describing your background and strengths and form a clearer idea of how he or she could help you -- through mentorship or connecting you to someone in his or her network. Here's a sample tweet.

twitter follow up

Reach out to this person through different media (like Twitter or LinkedIn) other than email after following up. Connect on additional channels such as Facebook and Instagram if it seems right, based on your personality and the type of content you share.

The people most likely to go above and beyond to help you succeed are not the acquaintances you already have on LinkedIn. Rather fresh insights can result from new friendships that you form.

Networking in a smart manner is about fostering genuine friendships with people who share common goals and interests with you. It's not about merely exchanging business cards. 

5. Schedule the next meeting. 

Getting that first meeting was tough. You now have a foot in the door and have developed rapport. Strengthening that relationship should become your next focus and the best way to do this is to set up consistent meetings for catching up. This is how you can transition your connection from a business relationship to a friendship, and where real mutual benefits can happen.

Remember, building momentum is key to fostering trust and reliability in any relationship. 

Do what others fail to do!

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Why You Should Never Wear Orange To An Interview

(Note: this has nothing to do with football!)


By Stephanie Vozza


Color has a lot of power. It can calm you, make you hungry, and even put you in the mood for love, color psychologists say. But can it get you a job?

While it won’t make up for lack of experience or qualifications, wearing the right color can start you off on the right foot during an interview, according to a recent study by Harris Interactive for CareerBuilder. A survey of hiring managers and human resource professionals revealed that employers associate personality attributes with the colors candidates wear to job interviews.

For example:

  • Black conveys leadership.

  • Red was a color of power.

  • Blue gives the impression that the person is a team player.

  • Gray reads as logical and analytical.

  • White gives the feeling of being organized.

  • Green, yellow, orange and purple are associated with creativity.

    “In terms of projection, your appearance tells more about you than what you say or how you say it,” says New York image and style expert Carol Davidson. “And out of all of the elements of your wardrobe, color speaks first.”

    In addition to polishing your resume and interview skills, selecting the right clothing is an important element of finding a new job. The best color to choose depends on the industry, says Davidson, who teaches a class about wardrobe color planning at New York’s Fashion Institute of Technology. Before you grab a garment from your closet, consult this list of popular clothing colors:

    Don't Wear Navy In An Interview For A Creative Job

    Navy sends a message of being enterprising, trustworthy, honest, and credible, says Davidson. It’s a great choice for industries like law or finance. If you’re interviewing for a more creative environment, however, it could be considered too conservative.

    Employers from the CareerBuilder survey recommended blue most often, with 23% of hiring professionals identifying it as their most preferred wardrobe color choice.

    Wear Black If You Are Interviewing For A Management Job

    Black is an extremely strong color and is highest on the authority scale, says Davidson. “Most people figure that’s a good thing, but for a first interview you don’t want to run the risk of overpowering the person in front of you,” she says.

    If you are interviewing for position where you would be in charge or if you’re demure in your appearance, however, Davidson says black could be a great choice. Fifteen percent of the employers from the CareerBuilder survey recommended wearing black.

    You Probably Should Avoid Brown All Together

    Polar opposite to black, Davidson says brown conveys the message that you’re simple and slow to change. In fact, she doesn’t recommend wearing this color to an interview in any industry.

    ”Like every color, brown does have some positive attributes; it can read comforting and reliable,” she says. “But in an industry that is fast-paced and innovative it may give the impression you’re staid and passive.”

    Gray Is Good For Any Industry

    A great choice to wear on an interview for any industry is gray, says Davidson. “Gray sends a message of being rock solid, wise and reliable,” she says.

    Since gray also reads a bit more understated, Davidson suggests adding a bolder accent color depending on the industry. For example, someone applying for a job at an advertising agency might add a red scarf, yellow shirt or purple tie to add a bit of personality and flair.

    Red Might Be A Bit Too Much

    Red comes across as bold and assertive, and Davidson advises against wearing it for an interview. In many industries it can come off too strong.

    “Red can send less favorable messages about the candidate--that he or she is domineering, rebellious and obstinate, for example,” she says. “There is a fine line between assertive and aggressive, and red is a risky choice for an interview. That said the feisty quality of this color might be well-suited in sales or law.”

    Want to Appear That You Have Attention To Detail? Wear White

    In contrast to red, white is a reassuring color that can convey a feeling of new beginnings, impartiality, cleanliness and purity.

    “It’s 'immaculate' quality can suggest an attention to detail and therefore makes it a good choice for an interview,” she says. While you probably don’t want to wear white suite, a crisp white shirt is appropriate for any industry.

    Put The Interviewer At Ease With Green, Send The Message That You're Unique With Purple or Yellow, But Please Don't Wear Orange

    Green is a color often associated with a sense of calm and wellbeing, as well as wealth and prosperity. Davidson says it’s a good choice for an accent color as it will not only put the interviewer at ease, it will send a message of possibility and growth.

    For more creative environments, Davidson suggests wearing a color that pops such as purple or yellow: “Purple sends a message of being artistic and unique, while yellow signifies optimism and creativity,” she says.

    Orange, however, topped the CareerBuilder list for the worst color, with 25% of employers saying it was the color most likely to be associated with someone who is unprofessional.

    Light and Dark

    No matter which color you choose, Davidson says you should also consider its tone. “All colors can be scaled from authoritative to approachable,” she says.

    Dark colors are perceived as formal and authoritative, while light colors make the wearer appear more friendly and approachable. Bright colors convey confidence while muted colors are conservative and less threatening.

    And contrasting colors can send a message, too: “The higher degree of contrast--wearing black and white, or navy and white, for example--the more powerful you will appear,” Davidson says. “The lower the degree of contrast, the more approachable and friendly you seem.”

    Stephanie Vozza writes about business, time management and really cool people for magazines, websites and companies.


    Do what others fail to do!

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Has it been awhile since you've looked for work? There've been some changes.

Take a look at this quick list, sent in by readers of Finding Work When There Are No Job,. by Roger Wright:

If you are searching for work, perhaps knowing about the changes in advance can save you some steps or even heartache. And if you get paid to recruit, you might find these changes very familiar.

1. RECRUITING. Used to mean actively going out and finding the right person for a job. The right fit. Top-level recruiters still do that. But recruiting today is often more like sorting mail. Recruiting today can often mean turning on the virtual faucet and letting all the resumes pour in from the internet job board. And the massive flood of resumes can hurt both the recruiter and the applicant.

2. QUALIFICATIONS. There was a time, not so long ago, when the best way to get a job was to be qualified. Rational thinking ruled. What's changed is that getting a job and doing a job well can now be two entirely different things. The hiring process, often with an eye towards cutting costs or defending the organization against claims of bad hiring practices, has become a dysfunctional process. A costly mess whose mistakes never appear on a balance sheet because the costs are in bad hires.

3. AUTOMATION. The comedian Groucho Marx once had a TV show where he'd say, "Say the secret word and win $100." Job search has it's own secret words. They're the key words used in resume scanning software. Use these secret words and you get to talk to a person. The companies that sell the software make their case for efficiency and cost savings. Hard claims to argue because the software really is cheaper than a person. And as for the job seeker? It's hard to develop a relationship with software.

4. AGE DISCRIMINATION. Public opinion polls suggest that age has now passed both race and sex as an obstacle to fair hiring. But the real stories of age discrimination are the personal stories of talented, wise and experienced people confronted by a system that is keeping them out of the workforce. The amazement that experience and wisdom can hurt one's chances.

5. NETWORKING. Served up as the cure-all to finding work, job seekers today are often hounded by the chorus of "just do more networking and you'll find work." The problem is first that the word can mean so many different things. No one is anti-networking. But when a word loses its meaning, it also loses its power. So, for example, sending a stranger a Linked In invitation can be networking. Faced with a barrage of one-shot transactions that often pass for networking, the job seeker is left wondering, "Did I network enough?" And of course, "How do I know if I networked right?"

6. Gatekeepers. Whether it's software, a lower level employee, or an unanswered phone; gatekeepers more enthusiastic about their own jobs than ever confront the job seeker. And provide an extra step between the talented applicant and the recruiter.

7. Hiring Power. A reader from Nashville wrote me with the suspicion that there are five or maybe six people who have the authority to hire. For everyone else, hiring decisions are done by committee.

8. "Fit" Gets Lost in the Data. When the best recruiters talk about "fit" they are talking about a judgment. They are answering the question, "who is the very best person for that job?" Today's hiring process, on the other hand, is all about the data. Resumes, for example, are fashioned to be data delivery vehicles as opposed to stories of talent in action. And when DATA squares off against JUDGEMENT, the DATA usually wins. If only because a data driven decision is easier and less risky. Obviously, both data and judgment must play a part. The question is, do we have the right balance between data and judgement?

9. One World. Like it or not, our economy is global. And that presents an epic challenge to the trained and talented job seeker needing to jump through a vast maze of immigration hoops piled upon the already dysfunctional system of connecting talent and jobs.

10. Getting Help. Academic career development operations remain academic. Continuing to insist that great resumes or more networking will get jobs. Prevailing wisdom limited to answering "how-to" questions that brutally fail in encouraging thinking differently about finding work. "3 quick and easy steps" to a job and eternal bliss, messages float through the internet like lost comets never knowing where to land and not helping anyone. The shining star of hope here are veteran's initiatives, organizing and delivering in the face of tragic numbers of unemployed veterans. Other than that, its business as usual for folks who help others find jobs.

And those are just 10 changes. Perhaps you've seen others. And maybe some of these aren't new to you at all. Either way, the one area of agreement is that finding work can be a long lonely road.

Any thoughts you'd like to offer to the millions of folks who are also on that road?

Follow Roger Wright on Twitter: www.twitter.com/findingworkorg ....and,

Do what others fail to do!

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Job Searches Do Not Go on Summer Vacation - Social Media Tips to Land that Next Job

By Jayne Mattson, Senior Vice President, from Keystone Associates, a leading career management and transition services consulting firm headquartered in Boston, Massachusetts.

It is imperative to keep your job search alive during the summer months, and when many of your contacts and hiring managers are on vacation, it can slow down your job search.  Therefore, integrating social media platforms such as LinkedIn, Facebook, and Twitter into your summertime job search tactics will help you stay connected to maintain your visibility and activity in the job market.

Social media is a connector to build relationships; it is not the actual relationship.  There is no replacement for face-to-face networking, but social media adds another important online social layer to foster active and interactive networking that could lead to more meaningful relationships.

LinkedIn The most well-known and utilized business social media tool for recruiters and hiring managers for sourcing candidates, and for individuals to find jobs, people and information to support their job search.

  • Remain current:  Subscribe to Pulse News in your target markets and areas of interest to keep updated on trends and to obtain more information to share with your connections.
  • Show interest in your connections:  Each week, review 1-5 of your tier one connection’s LinkedIn profiles for their areas of interest both professionally and personally.  Research articles or information to share with them as way to connect and inform within your network.
  • Increase your visibility with your targeted companies:  Follow the top 10 targeted companies that you would like to work for, and contribute to the online conversations or start a discussion to show your interest in their company and products.  You will learn what others are saying and asking about the companies, which could help you become a person “in the know.”
  • Join and participate in discussion groups:  This will help you be seen as an influencer and an expert to be sourced.
  • Pay it forward:  Provide a weekly unsolicited recommendation to your first or second tier connections, which, in turn, could generate one for you, too!
  • Make it personal:  As much as possible, personalize your introduction.  Highlight why you want to connect with that person; your aim is to establish a rapport in your initial interaction.  Give them a reason to respond to you.
  • Praise and acknowledge your connections’ successes:  Take the time to read and respond to LinkedIn updates with a congratulatory note or simply praise.  Everyone likes to hear nice things about themselves.
  • Be brave, go from online to in-person interactions:  Social media is the connector to develop stronger relationships, so after interacting online, offer to buy them a cup of coffee to further develop the relationship.

Facebook:  Although Facebook is known primarily as a personal social networking, it is also a vehicle for you to update ‘friends’ on your job search and how they may provide new connections.

  • Facebook pages for companies have become popular, which gives you access to company news and events, video introductions, links to blogs and websites and special promotions.  If your targeted companies have FB pages, use a combination of like, comment and share of relevant information.
  • Review your friends’ About, Work and Education sections, to determine if they may be connected to people who work at one of your targeted companies, and send them a private message to ask if they would consider making an introduction for you.
  • Create a page that reflects your interests that will provide a place to share and engage with others who have similar interests.
  • Re-connect and re-engage with friends with who you have lost contact, to expand your network of possible work connections.

Twitter:  Using this form of social media to support your job search will require more strategic thinking.  You will need to create a Twitter profile that supports your brand and identifies your objective.

  • Twitter is not a place to post your opinions, it is a platform on which you should engage with followers and share your thought leadership.
  • Follow your targeted companies to get real-time information and learn about possible non-advertised job openings.
  • Find, follow and engage key influencers (C-Suite execs, hiring managers, etc.) at targeted companies.
  • Use hashtags to find and engage with followers who share your interests.
  • Participate on #TwitterChats to help increase your visibility amongst others in your industry or targeted company.
  • Learn about impromptu networking opportunities that others may not know about. You can locate events in your area by searching for keywords like “[your city] networking” or “[your city] conference.”  Also, search for “Tweetup” and you can find Twitter users in your area.

Will you land a job using solely social media? Well, social media is not the perfect solution to your job search, but it is a tool and it can help you if you are willing to do some work.  Using social media appropriately for a job search is a specific skill that is invaluable to learn; engaging and participating with others in an authentic, meaningful way is mandatory if you are job searching; and social media can provide you with access to people and information about the job market that you can’t find elsewhere today.

Do what others fail to do!

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Job-Search Advice For A New Class of Graduating Millennials


  As another group of Millennials prepares to graduate from college and high school, many of them may be repeating the same job-search mistakes of their predecessors – and contributing to their own “career fails,” according to OI Global Partners, a leading human resource consulting firm.

  Employers have a number of concerns about hiring Millennials – generally, those born between the early 1980s and the early 2000s. These doubts are contributing to the unemployment rate for Millennials being roughly double that of the overall population, according to federal government statistics.

  “However, Millennials can take steps to address several of these issues and help themselves get the jobs they have been studying for,” said Patty Prosser, chair of OI Global Partners.

  The perceptions about Millennials that many employers have include the following, according to career consultants at OI Global Partners:

‘About Me’ Attitude: “Many Millennials have an inwardly focused attitude which conveys that everything is about them and they tend to project a sense of entitlement,” said Prosser.

Work Ethic: Millennials are inclined to prioritize work/life balance ahead of their careers and value non-interference with their personal lives over dedication to their jobs.

Weak Communication Skills: “Millennials often do not have good written, verbal or presentation skills and have limited their writings to Twitter posts and text messages. Employers also feel that numerous Millennials lack the ability to communicate with other generations, including customers and co-workers,” added Prosser.

Texting Mania: Employers are concerned that Millennials can’t get through a work day without texting their friends.

Inadequate Social and Interpersonal skills: “Employers are apprehensive that Millennials do not have the social skills necessary to interface with clients and frequently perform poorly in face-to-face meetings, including job interviews. Many don’t know the meaning of ‘business casual’ and don’t have the etiquette skills to get through a business lunch,” said Prosser.

▪ Lack patience and persistence: Millennials are not known for their patience or their willingness to “pay their dues.”

Inappropriate social media content: Millennials may have questionable content on their social media sites including inappropriate photos, language and personal information.

  OI Global Partners career consultants offer the following advice to Millennials on how to overcome these objections:

1. Don’t validate employers’ concerns. “Millennials need to familiarize themselves with employers’ doubts and not corroborate them when being interviewed. For example, they shouldn’t wear jeans to an interview or check their text messages, and need to practice what to say and do, including making frequent eye contact with interviewers. Also, remove any distasteful or offensive material from social media sites,” said Prosser.

2. Counter these issues with examples. “Instead of waiting for potential employers to raise some of these matters, Millennials should head them off by offering samples of good writing and examples of their working together with other generations in charitable and religious groups and in previous jobs,” said Prosser.

3. Enumerate the advantages Millennials can bring to the workplace. “Such benefits include being savvy in technology, social media and digital marketing and capable of mentoring older workers in and adding a younger perspective to these areas,” said Prosser.

4. Display customer focus and dedication to the job. Millennials should specify how they can add value to employers’ customers and express their willingness to put in extra hours to help businesses achieve their goals,” added Prosser.

5. Communicate possessing patience and persistence. Millennials need to be able to share stories that demonstrate patience and persistence – including sticking it out through a tough course, finding a way to get support from classmates, and being promoted while working at part-time or summer jobs.

6. Prepare to deal with a tough personal interview. “Some Millennials perform well during the first few rounds of interviews, but then crumble in final round with a tough interviewer. Employers do that as a test to see how well Millennials handle pressure and rejection. It’s part of the screening process to determine whether they have the self-confidence to handle negative comments,” said Prosser.

7. Don’t overlook networking with parents and other family members. Millennials who get job leads and land jobs are often the best networkers. One of the most productive networks for them is their parents and other family members.

8. Assist friends with their job searches. “Grateful friends may make an introduction to someone you didn’t know they knew and this can lead closer to getting hired,” said Prosser.


  OI Global Partners is the leading human resources consulting firm that helps Organizations manage their talent and Individuals manage their careers. Please visit www.oiglobalpartners.com. And,


                             Do what others fail to do!


Job seekers need to prepare like a trail lawyer!

Jennifer Hill says searching for a job is like preparing to go to trial, so develop the qualities of a successful trial lawyer. This means: Be prepared, have integrity and provide evidence. Remember, employers already know a great deal about you just from reading social media--so, just like a trial lawyer, be entirely accurate in every claims you make.

Jennifer is a top national recruiter whose new book, “Stop Hoping, Start Hunting,” is filled with real-life, actionable advice on how to approach this tough job market. Based on the over 140 blog posts she’s written on the matter, the book is already successfully pre-selling on Amazon.

Whether your viewers are seeking their first job after college, changing jobs, or are looking anew after being out of the work force for awhile, Jennifer offers guidance on both the mental and physical aspects of a successful job search.

According to Jennifer, “By mentally replacing complaints with more positive language, job seekers can alter their attitude, beliefs and actions to gain power over the direction of their lives.”

On the physical side, she offers job seekers suggestions on how to apportion their efforts. Jennifer recommends the 30/30/30 Job-Seeking Rule: 30% of the time use the old ways of applying for jobs; 30% leverage the power of social networks; 30% get out there and network. The last 10%? Interview!

Among the strategies Jennifer advises in her book:

Use social media – LinkedIn, Twitter, and Facebook -- to substantially enhance job prospects.

Make sure everything in LinkedIn – dates, job descriptions, titles -- is aligned with your resume. Recruiters check and you don’t want to look like you’re hiding something.

Get recommendations and endorsements on LinkedIn. If a recruiter is considering two or three people and you’re the only one with endorsements and recommendations – or yours are better -- who is more likely to get the nod?

Leverage social media. Sending a resume to good job possibilities is only the vital first step. Next steps include: Tweeting about relevant industry articles; using LinkedIn to start appropriate discussions; turning to Facebook friends to see whom they might know that could be a resource for you.

Follow up the NEXT day on every networking event, and…

                                          Do what others fail to do!

With a greater supply of applicants available than jobs, how well a candidate fits the culture of an employer is more often being used as a deciding factor in who to hire, especially when their qualifications are roughly equivalent, according to ClearRock Inc., a leadership development/executive coaching and outplacement firm headquartered in Boston. 

Job-seekers need to be sure they are familiar with the culture of a potential employer - its core values, mission and vision - and determine whether they are a true match and could have a career with them, rather than only a job, according to ClearRock.

"Lack of cultural fit is one of the biggest contributors to the failure of newly hired employees. Many of those who do not fit in didn't currently match the culture of the employer when they were hired. Cultural fit usually cannot be developed in employees the same way as job skills they may be lacking," said Laura Poisson, senior vice president with ClearRock.

Employers are trying to get the "fit" right the first time due to the stagnant economy and the high cost of employees who do not work out. It can cost two or more times a worker's annual compensation for a failed hire when including costs of recruitment, training, lost business, lost productivity due to other workers filling in, severance and other costs, according to ClearRock.

"To assist them in making the right choices, employers are more often asking behavioral-type questions to uncover whether a candidate's personality and work style fits their culture. The questions are designed to uncover qualities about a candidate that can't be determined from a resume," said Susan Klaubert, vice president with ClearRock.

These questions include:

* What type of work environment are you most productive in?
* Who is the best boss you have ever had and why?
* What do you like most about your current job? What do you like least?
* What is the single most important factor necessary in a job in order for you to be successful?


"Job-seekers should know - even before an interview - whether they feel they are a match for the company's culture. If they aren't absolutely certain by the time they are interviewed, they should be asking questions of their own to discern this," added Poisson.

ClearRock recommends that job-seekers take these steps to gauge the cultural fit between themselves and prospective employers.  


1. Conduct a self-audit of your personal values. "Familiarity with what is important to you in a job, and what kind of environment you work best in will contribute toward your working out well if hired," said Klaubert.


2. Research the culture of companies to which you are applying. "Check out their websites, look at their LinkedIn, Facebook, and Twitter accounts, read their profiles on Glassdoor and articles that have been published about them. See if you can talk with someone who works there, used to work there, or can provide an introduction to a current or former employee," said Poisson.


3. Develop questions you will ask during an interview. "If what you have discovered about the employer seems to indicate that you would fit in, prepare questions to ask to ensure there is a fit. Questions can include which qualities they value most in employees, what they consider to be a 'successful employee' and how they develop their workers," added Klaubert.


4. Don't try to force a fit. "Having a successful career with an employer means being able to work with people to accomplish the most important objectives for which you were hired. If there is a clash between the company's culture and your values, workplace behavior and/or management style, this may lead to an early involuntary or even voluntary exit," added Poisson.


5. Follow up on your fit after being hired. "You must fit the culture of your supervisor, direct reports, and colleagues once on board. Ascertain how and how often your supervisor wants to receive updates, how to best build teamwork with co-workers and discover how you can be a resource to colleagues in other departments," added Klaubert.



About ClearRock, Inc.


ClearRock, Inc. is a Boston-based leadership development, executive coaching, and outplacement firm that is recognized for bringing best-in-class offerings to the coaching process.


And, as always….

Do what others fail to do!

Here is advice for Job Seekers on “What Not to Say In An Interview”

by Sarah Connors, Senior Staffing Manager, HR Contract Staffing, WinterWyman www.winterwyman.com

  1. Sure” - If the interviewer asks if you have done a certain job duty and your answer is "Sure" then my next question is, "and...?"  You need to give examples and elaborate during the interview.  Most questions asked in an interview should not be yes or no.  Even a "can you start tomorrow" should elicit an "Absolutely, I would love to be a part of this team and I could start right now!" It shows more interest and confidence.
  1. Kinda” - Not only is this not a word, it is already putting the interviewer in a skeptical place.  If you have done something, say yes and use examples.  Or if you haven't, detail how you have not yet had the opportunity to do that specific task but would love to learn and have had similar experience that will be an asset to that company.
  1. Any curse word - I know this is a given, but you would be surprised to know that once in a while, someone swears in an interview.  Even in the context of a story it risks you coming off as crass, unprofessional or just not realizing that you are in a professional interview for a position you really want.
  1. Umm” - I know it is hard to avoid the filler words, but practice, practice, practice....and then be quiet.  Practice interviews with your friends, mentors, family, etc. and then if you are in the interview and need a moment to think - just say so or be quiet and then respond.  Saying “umm” too much could make someone picture you twirling your hair, chomping bubblegum and asking, "wait, what is this interview for again?"  You want every question to be an opportunity to highlight why you are confident that you are the best candidate for the job even if on paper you might look too inexperienced.
  1. Hate” - Maybe you did not like a certain job or boss, but you should not hate them.  Moreover, you should not be airing your dirty laundry during an interview.  If you are bitter or speaking negatively about them, what are you going to say about us? You might be mature, professional and positive otherwise but if an interviewer hears the word "hate" then they might not hear the rest.
  1. Age - Or marital status or any of the protected categories.  It does not hurt anything to offer it up but it does put the interviewer in a precarious position where they cannot really comment on what you have said and need to redirect back to questions regarding this specific role and requirements.

The moral of the story?  Think about what the interviewer will hear when you say certain words.  It is not about what you intend, it is about what they hear and all you want them to hear is, "you just found the best person for this opportunity."

And, as I always add….

Do what others fail to do!

Spring clean your resume.


If you find that your résumé isn't getting the results you want, spring is the perfect time to clean it up. 

Ford R. Myers, Career Coach, Speaker and Author of "Get The Job You Want, Even When No One's Hiring," (John Wiley & Sons,  http://www.getthejobbook.com) suggests the following five tips to freshen up your résumé this spring.

1. BE BRIEF:  Less is Always More
Of the five main sections of a résumé - Personal Information, Career Summary, Professional Experience, Education and Affiliations or Professional Development - the Career Summary is where brevity counts most. 

"The Summary is a brief statement of who you are, where you're 'coming from,' and what skills and expertise you have to contribute to an organization. All you'll need to grab the reader's attention are five or six lines of text highlighting the benefits and contributions you offer as a professional," states Myers.

Résumés that get noticed focus on specific results. Quantify everything you can, including retention rates, sales numbers, profit margins, increases/decreases, performance quotas, time frames, numbers of people/projects, and so on. Whenever possible, use percentages, dollars and hard numbers.

"Although individuals should be as specific as possible throughout the entire résumé, this "quantification" tip should be exercised most in the 'Professional Experience' section. Here is where your past jobs, roles, responsibilities, and accomplishments are listed.  It's also where most employers and recruiters focus 90% of their attention.  The information you present here, and how you present it, can decide the fate of your candidacy within about 10 seconds of scanning time," explains Myers.

Myers urges résumé writers to use strong action verbs at the beginning of every sentence and phrase. Words such as "create," "launch," "initiate,"  "devise" and "conduct" have a lot more impact than a vague phrase such as "responsible for."

Focus on information that is truly relevant to your career path and edit out the rest. "There is no need to focus on your after-school job or high school achievements if they are not relevant to the career you are looking for or if they are in your distant past," says Myers.

Myers warns job seekers to never lie on a résumé, "If you lie, you will always lose in the long run. Your résumé is a 'living document' that will be edited and updated through the course of your job search and your entire career," adds Myers. "Taking a good look at it this spring, as well as the start of every season, will help you put your best foot forward."

Do what others fail to do!

Christine Bronstein, founder of the private women’s networking group A Band of Women, is offering your readers some key tips and statistics to get you connected and remembered while career searching- they might even help your readers land the job of your dreams! Men: this is not just for women – listen up!

  1. Stay in touch.
    • Keep in consistent contact with people so you are not just dropping in when you need something from them.
    • A unique way to keep in touch: a thoughtful, hand written note - even just for the holidays - is likely to be remembered in our wired world.
  2. Clean up your social media pages
    • 94 percent of hiring managers use social networks as part of the recruiting process. 93 percent say they are likely to look at a candidate’s social profile.
    • Do you want a headhunter (or your next boss) to see everything that you have posted on your social media?  If the answer is no, then you have some deleting to do. 
  3. Get mobile.
    • Making calls accounts for only 16% of time we spend on our mobile devices.  Do you know how your website, resume, or and social pages look on a Smartphone or tablet?  You need to because browsing the web and browsing Face book are the top two of the top five mobile activities. One in three Americans look at blogs and websites on their tablets and smart phones.
    • Make sure what you’re putting out there is optimized for those users, or risk being left in the dust.  Recruiters and HR people will be looking at your sites, make sure they can do it from their phone or tablet.
  4. Get on camera.
    • You Tube reaches more 19-34 year olds than any cable network. No matter what field you are in a video strategy is a way to define yourself as an expert and set you apart from a sea of potential hires.
    • Start with a short (less than five minutes) video outlining your brand and company or your individual talents and skills. Post this video on to a YouTube channel and embed it on your business or personal sites, then share the video across your social networks for maximum reach and engagement.
  5. Go broad and deep
    • A good networker will follow and interact with her contacts and business targets on their social media outlets, but you also need to go deep to connect with those in your field (or the field you want to be in). 
    • There is a social network for every niche these days. Join them, interact, and convert those online friendships to real world interactions. You never know who might be the link to your next job. 

And, of course, I add:

Do what others fail to do!

Jayne Mattson, Senior Vice President, Keystone Associates (www.keystoneassociates.com), a leading consulting firm specializing in career transition and management, human capital consulting, leadership development and executive coaching. She offers the follow advice:

“The Overly Optimistic Job Seeker” – Jayne Mattson, Keystone Associates

Scenario #1:  Friends and colleagues asked for your resume to send it to their contacts probably with a note, “My friend is looking for a job, if you hear of anything let me know.”  Hear of what?  Did you tell your friends and colleagues exactly what you are looking for – role, responsibilities, level, skills, industry and experience?

Rationale:  Most people think that if your friends assist in your job search and send your resume out it will help you find a job.  It’s the numbers game, right?  You assume that the more people who see your resume, your chances of landing a job exponentially increase.

Probable outcome:  Contacts who help with your job search get that ‘I helped a friend out’ good feeling (which is nice), but in reality, a resume sent without you behind it does not usually yield strong results.  Yes, some recipients will respond, “This person has a great background and experience, but we are not hiring”, but this results in nothing for you, the door is closed.

Solution: Ask for the names and contact information of the individuals to whom your network has reached out to on your behalf. Always confirm with you network that it is fine for you to follow up with these individuals. Then research each contact and email a relevant article that may help them in their industry. It is always better to give than to receive, and this gesture is a great way to open the door to an informational interview, an email conversation, or offer to become LinkedIn.


Scenario #2:  The last time you looked for a job, it only took you a few weeks to land.  So you think it will take the same amount of time and you will find it the same way.

Rationale:  Even though you have been told looking for a job has changed, your actual experience hasn’t and you want to try what has worked in the past.

Outcome:  It will soon become apparent that your job search techniques have become outdated when you don’t hear back from the many jobs you applied for online and your contacts ask if you use LinkedIn or Twitter to become visible in the job market.

Solution:  Research, research, research.  Talk to all your contacts especially that are 35 and younger about using social media to find a job.  Ask them what they use, how they use it and if they can give you a 10 minute tutorial.  Search the web and read everything you can on the topic.  Embrace the new social job search, but don’t forget to integrate your old job search techniques with the new.


Scenario #3:  You see many advertised jobs on career boards looking for your qualifications, title, responsibilities and experience.

Rationale:  The advertised job description is written with your name on it, at least that is what you think.  Your skills, qualifications and experience align perfectly and you have more than what they are asking.

Outcome:  Two possibilities happen in this situation - either you have more than what they need (the overqualified objection), or even though you think your skills align perfectly, so doesn’t hundreds of other job seekers.  So you face intense competition to reach the interview stage and the prospect of actually getting hired is even more daunting for an advertised position. The success rate of finding a job through the advertised job market is only 10-15%.

Solution:  So, what does all of this mean?  Although you want to be an optimistic job seeker, you don’t want to be overly optimistic and create a false sense of security that you will be re-employed quickly after losing your job.  You need to be realistic and have strategies and tactics in place because it takes much longer in today’s job market to find a job, which could range from 3 to 6 to 9 months to a year depending on the stage of your career.  Managing a job search today IS very different from even 5 years ago.  Before you become active in the job market, understand clearly what you want to do in your next role and develop a strategy that works for 2014.

I add:

Do what others fail to do!

These days, most employers are doing Google searches to research potential new hires.  To take control of Google's results, savvy job seekers are now creating personal career websites that better describe their unique skills, job highlights, sample work product, and relevant social media links.

Making the process easier, Strikingly (
http://www.strikingly.com) just launched the world's first LinkedIn Website Builder -- a free tool that allows anyone with a LinkedIn profile to build a personal career website in a single click:


So why are so many job seekers now creating personal career websites?  To answer this question, I can arrange an interview with Strikingly CEO and career website expert David Chen.  David can discuss:

*  Why a personal website shows you're more serious and career-minded
*  How your website can better highlight your most compelling skills
*  What you should include on your site to stand out from the pack
*  How to create a site without any special design or coding skills

Do what others fail to do!

“Starting your First Job?

Avoid these 12 Reputation Wreckers” from the recruitment experts at WinterWyman. Job seekers today really need to think about their personal brand and ask themselves questions such as: What are your career goals and how will a positive, mature and professional start help get you there?  Jacqueline Berman, Account Manager, Financial Contract Staffing, at WinterWyman offers her advice on how to start your first job and make a great impression by avoiding these "12 Reputation Wreckers.” 

1. Not cleaning up your social media footprint

2. Talking about your private life

3. Showing how “green” you are

4. Spending time on non-work related activities

5. Not investing in the right work wardrobe

6. Not polishing-up your language

7. Gossiping

8. Decorating your workstation like a dorm room

9. Talking too much

10. Being late

11. Getting too friendly in the office

12. Being sloppy in your correspondence

WinterWyman is one of the largest and most recognized recruitment firms in the Northeast. We specialize in search and contract staffing in Technology, Accounting & Finance, Human Resources and Investments & Financial Services.

Do what others fail to do!

Hesitation = Weakness

In sports, in job searches, in life – if you know what you do, how well you do it, your strengths – and, you believe in yourself -- never hesitate. Show strength by being positive and self-assured. Step into the pocket and throw the touchdown mass, or get a step on your opponent and drive to the basket. Be prepared so that you don’t have to hesitate. An “um”, or a “well, you know…” can spell defeat.

Never hesitate, in sports, in your job search, in life.


Do what others fail to do!

Here is advice for Job Seekers on “What Not to Say In An Interview”

by Sarah Connors, Senior Staffing Manager, HR Contract Staffing, WinterWyman www.winterwyman.com

  1. Sure” - If the interviewer asks if you have done a certain job duty and your answer is "Sure" then my next question is, "and...?"  You need to give examples and elaborate during the interview.  Most questions asked in an interview should not be yes or no.  Even a "can you start tomorrow" should elicit an "Absolutely, I would love to be a part of this team and I could start right now!" It shows more interest and confidence.
  1. Kinda” - Not only is this not a word, it is already putting the interviewer in a skeptical place.  If you have done something, say yes and use examples.  Or if you haven't, detail how you have not yet had the opportunity to do that specific task but would love to learn and have had similar experience that will be an asset to that company.
  1. Any curse word - I know this is a given, but you would be surprised to know that once in a while, someone swears in an interview.  Even in the context of a story it risks you coming off as crass, unprofessional or just not realizing that you are in a professional interview for a position you really want.
  1. Umm” - I know it is hard to avoid the filler words, but practice, practice, practice....and then be quiet.  Practice interviews with your friends, mentors, family, etc. and then if you are in the interview and need a moment to think - just say so or be quiet and then respond.  Saying “umm” too much could make someone picture you twirling your hair, chomping bubblegum and asking, "wait, what is this interview for again?"  You want every question to be an opportunity to highlight why you are confident that you are the best candidate for the job even if on paper you might look too inexperienced.
  1. Hate” - Maybe you did not like a certain job or boss, but you should not hate them.  Moreover, you should not be airing your dirty laundry during an interview.  If you are bitter or speaking negatively about them, what are you going to say about us? You might be mature, professional and positive otherwise but if an interviewer hears the word "hate" then they might not hear the rest.
  1. Age - Or marital status or any of the protected categories.  It does not hurt anything to offer it up but it does put the interviewer in a precarious position where they cannot really comment on what you have said and need to redirect back to questions regarding this specific role and requirements.

The moral of the story?  Think about what the interviewer will hear when you say certain words.  It is not about what you intend, it is about what they hear and all you want them to hear is, "you just found the best person for this opportunity."

Do what others fail to do!

Don't lose it after it's offered!


Once a job offer has been made, many job seekers might think the difficult part of the search is over.  But, according to Christine Mackey-Ross, Managing Director at Witt/Kieffer, a leading executive search firm, this might not be the case. Mackey-Ross says that many job offers fall apart during the negotiation stage – typically either because of too little planning or too much emotion.


So, how can job seekers ensure that their job negotiations go smoothly?


Below, Mackey-Ross shares the top six tips for how to navigate a job negotiation successfully. Please let me know if you are interested in speaking with Mackey-Ross or incorporating her tips within your coverage.


·         Finish your homework. Too many candidates have no idea what they make currently, and thus how much they should expect in a new position. Before you get to the negotiating stage, be sure to sit down and list all your benefits. Think about what you need in a package to make a move worthwhile. Not all job changes are made for additional salary. This is the place to play your long game. Divide your list into “must haves” and “icing on the cake.”

·         Don’t stray from your plan. Once you’ve nailed down your needs and expectations, don’t wander. Nothing will negatively impact a relationship faster than informing a search consultant or potential employer that you are looking for a package in a certain range, and then coming back to the table later with big ticket add-ons.

·         Stay focused on the big picture. This is the appropriate spot to remind yourself (and your attorney) what you are trying to achieve by changing positions and how this new opportunity moves you forward in achieving your professional goals. Don’t let minor irritants derail a broad, strategic plan for your career.

·         Make sure your family is truly on board. Candidates repeatedly assure search consultants and potential employers that “My family is behind me making this change.” Nevertheless, “My spouse doesn’t want to move after all” often comes up at this point in the process. This angers employers and greatly jeopardizes your market reputation. Make this real for your family, so they understand the seriousness of your intent long before the offer stage.

·         Settle on a start date. Future employers want you to start as quickly as possible. Don’t surprise them by saying you will need a 90-day transition time; decide well in advance what time you’ll reasonably need for your transition and make this an open point of discussion with your future employer.

·         Develop an exit strategy. The deal is finally done and you’ve signed all the papers. Can you take a breath yet? Almost. There is one last major hurdle—telling your current employer you are making a move. Many candidates do not adequately prepare themselves for this moment. Understand that many valued employees receive significant counter offers and be ready for this possibility. Anticipate the emotional strain of telling key employees and colleagues you are departing and the guilt their reactions may create for you. Keep reminding yourself of your long-term goals.


Do what others fail to do!

Don't ever burn your bridges!


I was having lunch with a friend; we’ll call Sam, who has been in retail for many years. He works in the men’s area in a large national department store. We were talking about retail business during the holidays and he told me that a co-worker, a twenty-year-old part time employee we’ll call Johnny, up and walked out the week after Christmas.

“He was a pleasant young man,” Sam said. “But he was obviously in the wrong job. He didn’t respond well to department procedures, and didn’t seem to want to interact with us in the department. He kind of stayed to himself, or stood in the corner on his cell phone, or wandered around the store with a friend of his from another department. I guess it’s good that he left, but he just walked out one night after another part time employee suggested that he get off the cell phone and start putting away some of the mountain of returns that we get right after Christmas. He just walked out, saying, ‘Tell the manager I quit’! It’s hard to get good workers these days.” Sam said.

So, to Johnny I say: It’s good that you discovered that retail sales was not for you, but I wonder if you found anything else in that job that was satisfying. It’s always good to try to take something positive out of a negative situation. But, Johnny, you should never just walk off of a job, no matter how unpleasant it may be. Look for another job that looks like it might work for you, and then give your present employer proper notice, which is usually two weeks. Do the right thing, and here’s why:

• Although you might not care, the employer you just walked out on will never rehire you.

• You will not get a favorable reference from that employer.

• In the event that any of your co-workers at that department store are contacted by a potential employer, you should not expect a favorable mention. Let’s face it, it’s been several weeks and Sam is still talking about it.

There’s a very basic customer service rule, if you want to call it a rule. If you please a customer, or even exceed that customer’s expectations, don’t expect them to go out and tell everyone…being pleased is what they expected, and are entitled to. Exceeding that customer’s expectations should be considered “normal” service in better run retail stores. BUT, if you don’t deliver expected customer service, you can expect that customer to go out and tell everyone they know, and they won’t ever forget how you treated them. If a customer is anything like my mother used to be, they’ll hold a grudge for years, sometimes even forgetting what made them mad, but they’ll never forget that something negative happened.

Do what is expected of you, even in a bad situation. Go get a better opportunity, then go the right thing with your present employer. Always:

Do what others fail to do!

“But they said….” Don’t sabotage your search!

It’s very easy to set your job search on self-destruct. All It takes is a misspelled word or a grammatical error in your resume or cover letter, or being late to an interview, or not sending a thank-you note after an interview, or many other faux pas that can stop the success of your search immediately…check out the “Getting Hired” columns on my Home page for references to job search mistakes. But, there is one mistake that can sabotage your progress long before submitting a resume or getting an interview, and that’s believing the negative remarks of others. Don’t get me wrong….you absolutely need to network with everyone you know, including family, friends, and even neighbors, and you need to develop new network contacts as often as possible. But, when your contacts start spreading negative information, be careful. Understand that everyone wants to help you, but just because “they” heard something about an employer, or just because “they” got a negative response from an employer doesn’t mean that what they heard was true, or you will get the same response that they did. You have to get your information from the decision-maker, and the response you get has to be based on your worth, not someone else’s. Here are some examples:

• “My friend told me that XYZ Company only hires college graduates!”

   It may be true, but it also may be that the “friend” was told that because XYZ didn’t want to hire her!

• “They say that there’s a hiring freeze on at XYZ Company.”

 There may be a hiring freeze on, but it also may be that this was a response to whoever “they” is in order not to hire him! Let me tell you about “hiring freezes” – I’ve seen them melt away for the right person, and I’ve seen employees replaced for the right person, which is like an “even exchange” that does not change the so-called hiring freeze.

For your information, I was once hired at a start-up employment agency that was too small to offer a benefits package, but they wanted me, so they paid me enough to buy my own benefits package! Where there’s a will, there’s a way!

Rumors are just rumors. Believe in yourself and your strengths. Know what you want to do and find out who needs you to do what you want. Then, make contact with the people who can make hiring decisions at the companies that need what you do. One more story:

Back in the ‘80s, when word processing was a job function (Google it if you need to!), and woman wore panty hose to work even in the summer, I was an employability skills instructor at an adult business school. I taught employability skills in the classroom and I worked one-on-one with students to get them hired. Among other things, I taught that women must wear panty hose on interviews – it simply was a “must do” at the time.

Judy, we’ll call her, was set up for an interview at a company we worked with that had just hired another of our students (we’ll call her Sally) the day before. The interview for Judy was for the next day, and Judy came to me and asked….

“Mr. Walberg, do I really have to wear panty hose for my interview tomorrow. It’s awfully hot, and Sally got hired yesterday for $7.00 an hour yesterday, and she didn’t wear panty hose?”

“Judy”, I said. “You know the answer to that question, don’t you? And, besides, if you think you’re worth more than $7.00 an hour, you need to go sell yourself and you need to do it the right way, not just the way someone else did it!”

Judy bit the bullet, wore panty hose on a hot day, and got hired for $7.75 an hour, doing the same job as Sally!

Don’t skip steps; don’t listen to rumors, run away from negativity, and…

Do what others fail to do!

Dress like you mean business!


I don't care how casual the world has become....wear cut-off jeans to restaurants and church, or sneakers and running clothes to funerals if you want....BUT, if you're looking for a job, dress like you mean business!


It's very easy to make the worse kind of first impression, and it's very easy to make the right kind of first impression.  When you schedule a job interview, simply pay a secret visit to that workplace and take a look at how the workers dress.  Then, when you go to the interview, dress just one little step up from what you saw.  First impressions can last forever, so make a good one....dress like you mean business!, amd for more information, read "Getting Hired" #1175.



Do what others fail to do!

A writer at heart who left his engineering career to follow his dream of
publishing a novel, Douglas Gardham is living proof that if you can dream it,
you can achieve it.


His new thriller, “The Actor,” puts a different spin on this idea, driving the point home that when you get lost in chasing your own dreams, things are not always as they seem. Main character Ethan Jones moves to California and finally lands the role of his dreams only to have his excitement shattered when the love of his life is murdered. What advice does Doug have for others thinking about pursuing their own creative passions? “Find what you like to do—find your dream—and never give up on it,” Gardham says. “Keep showing up.”



Do what others fail to do!

 Interview questions nobody talks about!


So, you had a good interview. They seemed to be impressed with your qualifications, gave you thorough information on the company, job, goals, and expectations if you get hired, and told you they were going to continue interviewing through the month, and then they told you that they will be in touch What to do now but cross your fingers and wait, right? Wrong!! Never wait! First you write a thank you note within 24 hours of the interview, then plan your follow up, but for goodness sake, continue your search so that all your hopes are not in just one basket. You never, ever, sit back and wait!    Let’s go back to the interview. It looks like you asked the right questions and got good answers on the company, the job, the goals and expectations if you get hired. But, did you get your interviewer’s business card? It will give you the correct spelling of her/his name, title, correct company name, address, and probably their email address.It may even give you the interviewer’s cell phone number. And, if more than one person interviewed you, ask for business cards from each interviewer – everyone gets a thank you note and follow up! Be sure to ask each interviewer if it would be acceptable for you to stay in touch, and if so, how would they prefer that follow up? Email? Text? Phone call? By asking these questions, you are demonstrating to the interviewer that you are self-assured, confident, assertive, and you intend to complete this very important project – your job search – just like
you will work to complete any project assigned to you when you get hired! Show them that you know where you’re going and your intent is to come in first. Work like a \winner and you become a winner!
Now, write your thank you note, or notes. If email is acceptable, you don’t have to be as formal as a written thank you
note, but don’t be too informal. Use their surname; thank them for their time and interest during yointerview on (state date) for the position of (state  job title). If you want the job, say so enthusiastically, and close by sayingthat you will stay in touch. Never say, “looking forward to hearing from you.”


Do what others fail to do!

Job Search Resources.


Log on to www.refdesk.com, then look for the Job Search Resources link at the top left of the home page.  Lots of interesting online resources -- check it out!


Do what others fail to do! 

Smokers Need Not Apply!



According to The AARP Bulletin, June, 2013, contributed by Megan Lawson, a growing number of companies will not hire smokers, saying they raise health insurance costs and they miss work more often than nonsmokers. The smoking rate is about 20% among all adults, except those 65 and older. They're half as likely to light up.


I will add that smokers take more time away from their jobs, to take smoke breaks, than nonsmokers, therefore becoming less productive.  If you would like to learn how I quit smoking in 3 days, back in 1998, without any outside help, pills or patches, email me, but you really need to want to quit smoking for it to work!


Do what others fail to do!

A new twist on networking.


Have you tried the neighborhood mailbox approach yet? Go to the "Home" page and reread "Getting Hired" column @ 1139, then give it a try. Others have with interesting results. They've made some new friends and developed new and valuable netowrk contacts, sometimes right next door. Give it a try - it's working for others but won't work for you unless you....


Do what others fail to do!




Over-the-hill? I think not!


The next time you begin to feel "over-the-hill", too old to get hired, promoted, or make a change, think again.  What are you, 40, 50, 60, or more? Think of Pope Francis I, who at age 76 was chosen -- selected - to take on leadership of The Catholic Church worldswide -- a pretty daunting task!


Only you can decide to be "over-the-hill". If you are fit (mentally and physically), talented, experienced, energetic, creative, adaptable, and relevant, you are never "over-the-hill", but you must do more.  You must believe in yourself, be persistent, and....


Do what others fail to do!


Follow up and follow through.


Anytime, or every time, you make contact with someone regarding your job search, you must wait a few days and then follow up! If you submit a resume, post a resume on line, respond to an on line opportunity, or make contact with any hiring authority, hiring manager, recruiting service, or networking contact, youmust wait a few days, and then follow up!


When you follow up, you are making one more contact and bringing your paper work to the top of someone's pile - you are being efficient and demonstrating to a potential employer or netowrking contact that you know how to complete an assignment, and if you believe in something, you are not willing to take "no" as an answer, just like you should do when you are completing an assignment for an employer.


If you don't follow up,then you might as well take your resumes and cover letters to the top of your city's tallest building and let the wind take them where it will....it will be just as effective!


Don't just do as others do....


Do what others fail to do!

In the world of “customer service” (sales and service) it’s been said that if you make a customer happy, they’ll say nothing because that’s what is expected. If you exceed their expectations of service, they might say something to your boss, but will be sure to do business with you again.


But, if you make them angry or show disinterest, they will go out of their way to tell everyone they know how lousy your service was! Sometimes they’ll forget why they don’t like to do business with you, but they may never forget that they don’t!


The easiest thing we can do in life is be nice to people. How does that affect job searching? Job searching is selling; dealing with people, from network contacts to receptionists, to search firms and agency professionals to hiring authorities and potential employers. You simply cannot afford to be anything but nice to these contacts!


I have had the experience of interviewing with someone who was really rude and disinterested in me and our interview, only to find that same person doing the same job at another company two weeks later. He remembered me from the first company and explained that he was unhappy working there at the time. If I had told him what I thought about him the first time I met him, I wouldn’t have had a chance the second time around. Be nice – what goes around does indeed come around!


When we lived in New Jersey, my wife secured an interview with an advertising agency in New York. She arrived, by train and subway, 15-minutes early, only to be kept waiting for 45 minutes. When she was invited in for the interview, the interviewer was very rude and told her she wouldn’t have had to wait if she had arrived on time! After another expensive subway/train ride home, my wife received a phone call from the HR manager who he had been called away. The accounting manager interviewed my wife. After apologies, my wife was asked back for a real interview!


Keep focused, be persistent, keep your priorities straight and maintain your principles and ethics, but be nice to people == it’s the easiest thing we have to do!


Do what others fail to do!

Failure is only postponed success as long as courage "coaches" ambition. The habit of persistence is the habit of victory.

          -- Herbert Kaufman



Do what others fail to do!











Choose a profession you love, and you will never have to work a day in your life."


                                                                                     - Confucius


Do what others fail to do!


Don't just think about it -- do it!


                                  Do what others fail to do!

"Keep away from people who belittle your ambitions. Small people always do that, but the really great make you feel that you, too, can become great." - Mark Twain


Do what others fail to do!


"Some people have thousands of reasons why they cannot do what they want to, when all they need is one reason why they can." - Willis R. Whitney


Do what others fail to do!


Always dream and shoot higher than you know you can do. Do not bother just to be better than your contemporaries or predecessors. Try to be better than yourself." -


                                                                  William Faulkner


Do what others fail to do!


"You don't lead by pointing and telling people some place to go. You lead by going to that place and making a case." - Ken Kesey


Do what others fail to do!

In your job search, don't limit yourself to what others said, did, or do....


Do what others fail to do!


Communication – edited from an “About Getting Hired” newsletter written in July, 1989.


Effective communication is among the more difficult social skills one must face during a job search. It is one thing to be able to put your thoughts into words, but it is another thing to make them understood by others. Let’s see how well I communicate with you!


The ability to give and receive clear information during a job interview is critical to the success of the interview. Effective communication will help determine if you are among the pending candidates for the job.


Successful salespeople learn to ask “leading” questions of customers to learn of needs that will be satisfied by their products and services. But, they will learn little if they aren’t prepared to listen – actively listen.


Conducting a job search is conducting a sales campaign, no matter what your usual line of work may be.


You are the product and the sale (job) will come much easier if you listen to the employer’s needs. As Calvin Coolidge said, “No one ever listened themselves out of a job!” You must listen to the employer’s needs before you can present yourself as a solution to those needs.


Say what you mean in a mature, business-like way, leaving nothing to be “read between the lines”. Be brief, be concise; but say what you mean. Since many hiring authorities lack this skill, you must be prepared to ask questions that are necessary and intelligently presented.


If you are asked why you left your last job, don’t say, “Well, you know…the economy…!” Instead, you might say, “Due to the economy, several positions were eliminated, including mine.” Say what happened, clearly and briefly, and not negatively.


Listen to each question and respond to that question, not what you might be thinking. My friend walked into the room the other day and I asked, “Is it raining yet?” The answer was, “Man, the temperature must have dropped 10 degrees and the clouds are black!” But, is it raining? Not yet? Listen to the question, and then answer that question, not what you may be thinking.

I know I am being picky, but interviewers want to hear answers to specific questions, not editorial observations that may or may not be relevant. Actively listen, and then accurately respond.


Do what others fail to do!

 What's your job description?


  A “job description” defines a job function – it tells you, the employee, what you are expected to perform in the position for which you have been hired….it is what you are paid to do, minimally. If you wish to develop job security, position yourself for promotions and stress-free annual reviews, you should strive to exceed your employer’s expectations!


I often tell job seekers, even in today’s soft economy, that there are always jobs available for the right people with the right skills, the right experience, and the right attitude. Some of those “available jobs” do not exist until you come along and present yourself to the employer. It is then that employees who are “just doing their jobs” become expendable. It is then that those employees who are following their job descriptions, but not exceeding expectations, might become expendable. It is when there are expendable employees available, and you come along, that suddenly “open jobs” appear!

This phenomenon makes two things very clear:


  1. If you are currently working, always strive to exceed your employer’s expectations. Never take an “it’s not my job” attitude. Do what others fail to do!
  2. If you are job searching, never stop networking, and never walk away when someone says, “That company isn’t hiring.” They may not hire your friend, but an “open job” just might come available when you are discovered!

Do what others fail to do!


Happy Birthday to the great Arthur Ashe!!! SHARE your thoughts and wishes!!
  • Hold yourself responsible for a higher standard than anybody else expects of you. Never excuse yourself. Never pity yourself. Be a hard master to yourself - and be lenient to everybody else.


  • Henry Ward Beecher (1813-1887) American Presbyterian Minister


Do what others fail to do!

*Excerpt from an “About Getting Hired” newsletter, written by Marvin Walberg, April, 1990.


Getting better…


Many people appreciate the special character and quality of a fully mature fine wine. They understand that nature must work with the soil to produce the perfect grape, but without time, patience and experience, the grape will never properly develop. There is a place, however, for the less developed, younger wines. Much depends on the palate, and the need.


Place for everyone…


Sometimes an inexpensive youthful wine is perfect for the sauce pan, while a mellow, seasoned vintage is needed to compliment a special occasion. At other times, a cold soft drink or a tall glass of tap water works like magic. There is a place for everything, and everyone – of all ages.


The job search…


Feeling too old to complete for jobs is a common problem for people of a wide range of ages. Many 35 year-olds feel just as over-the-hill as 55 year-olds.


If you assume a problem, you will assure that the problem exists.


You do get better as you mature, much like an expensive fine wine. So, make a list of your qualities, your robust character, and the experiences that only time and patience will produce. Then, package yourself properly and go out determined to find that special employer who, like the wine connoisseur, recognizes the value of your unique qualities.




It’s hard to find a fine, aged wine in the corner convenience store, but if you want a cold soft drink bottled last week, that’s the place to go. Everything and everybody must be properly positioned for maximum efficiency. If you feel you are being rejected because of age, maybe you are assuming a

problem – or, maybe you are positioning yourself before the wrong employers.


“You appear to be over qualified for our position.

We are afraid that you will become bored with this job.”


“We really like you, but need someone with more experience.”


Both are common rejections, and may refer to age (too old or too young), salary requirements, previous experience, height, weight, sex, hair color, or dozens of other unexplainable reasons why people are rejected for jobs for which they are very well qualified. ‘Tis a puzzlement, for sure, but one that you can easily overcome if you are properly positioned, packaged, prepared, and presented with a favorable attitude and the self-confidence to communicate why you are the perfect choice for that employer’s table.


Do what others fail to do!


*The phrase,


Do what others fail to do!


was first written  by me, Marvin Walberg, and published in a "About Getting Hired" newsletter in May, 1989.

The "no's" lead you to the "YES"!


Babe Ruth, in his heyday, was the home run king in the baseball major leagues. He was also the strikeout king at the same time! How is that possible? Babe Ruth knew that the more times you swing the bat, the more chances you have to hit the ball out of the park. He was willing to take the chance of striking out in order to have the opportunity to hit another home run. He knew that if he sat back and let the pitches fly by, he wouldn't strike out as often, but he certainly wouldn't have as many chances to hit another home run!


As my Dad used to say, "If you don't ask, you won't get." As many job coaches say, "With each 'no' that you get, you move closer to the 'YES'! "YES" will come, but you have to endure the rejections, and you shouldn't take them personally. You should try to learn from each rejection, and strengthen your next "at bat", but don't take them personally -- in some cases, you are rejected for reasons that make no sense at all, and instead of stressing over then, tell yourself that it's that company's loss ...and then, pick up the bat and get into the batter's box again. Get ready to swing again even if you strike out again. Be assured that the "home run" is out there, and it just may come with the next pitch!


Do what others fail to do!

A few time-tested tips:


Thank you notes:


Always hand-deliver, mail, or email a hand-written thank you note within 24 hours of each interview. If more than one person interviews you, send each interviewer a thank you note, using their full name and title. If something relevant was omitted from the interview, include it, briefly, in the thank you note, and if you want the job, say so! You make something positive happen!


Do what others fail to do!

3rd party referrals -- NETWORKING:


There is nothing quite as strong and powerful as a third-party referral. A third-party referral knows you, knows how you work, knows how you look, and is willing to recommend you to a mutual acquaintence who could be your next employer. A third-party referral can virtually eliminate your job searching competition and uncover "The Hidden Job Market". What do you do to get this powerful action started?


. Create a 1 - 3 minute commercial about you and what you are prepared to do for your next employer, but make it simple -- something that anyone in any career field will understand the first time.


.  Network with everyone you know and everyone you meet, including your friends, relatives, and your neighbors. Spread your personal commercial, and make it your business to meet new people every day, socially and professionally.


.  Get visible in your community. It's good to circulate resumes, but it's better to circulate yourself. Join clubs, professional organizations, hobby groups -- whatever it takes to get out there and get visible.


.  Be invloved. Don't just join groups, volunteer for offices and committees. Put yourself in the position to demonstrate your workplace abilities - how you can get a job done. That sells your sizzle and gets your third-party referrals.


Do what others fail to do!



Resume "Job Objective" or "Summary", or both?


  It's  interesting to me that many resume-writing experts either love or hate the "Job Objective" or "Career Objective" at the top of the resume.  In fact, one writer said that you should never, ever, use the word "objective" in your resume. Other experts say that you should always have a brief job or career "Objective" right under your resume heading.


  I say it depends, and of course, you should always be willing to edit and change your resume each time you present it to an employer, recruiter or network contact.


  Here are my "Objective" guidelines:


. Use a brief, very specific, one-line "Job Objective" when you are responding to a posted job opening, and you should use the job function terminology used in the posting.


. Do the same if you are somewhat inflexible with your job target and want to be sure you are considered for your target job.


. Do the same when trying to communicate to network contacts what your target it, either by job, career, or industry.


. Never, ever, under any circumstances, submit a "Job Objective" like the following:


"Seeking a growth opportunity with a progressive company

that is interested in utilizing

my combined skills and experience."


  What does that say? Anything? No! No one will take any more time with your resume other than the time it takes to wad it up into a paper basketball and shoot a 3-pointer across the HR office into the far waste basket!


  Here are some examples of acceptable job, career, or industry "Objectives:


. "Seeking to continue my career in retail sales management."


. "Interested in an accounting career opportunity at the corporate level."


. "Seeking an entry opportunity in the magazine industry at the editorial level."


. Recent graduate with BS in Mechanical Engineering seeking a career opportunity."


. M.S. in Nursing with 5-years experence seeks private family practice opportunity."


  Whether you use an "Objective" or not, you should follow that section with a "Summary" section highlighting your skills, abilities, and workplace knowledge, elevant to the job you are seeking.


  And, as always....


Do what others fail to do!

Transferring skills and job function.


  Many jobs disappear due to outsourcing, global competition, the state of the economy, or technical advances. If your last job disappeared, it may never reappear as it once was. What do you do if you lost your career?


  You open the top of the box and look around. It may have been a lost industry, but not necessarily a lost job function. An accountant is still an accountant. A salesperson is still a salesperson. A manager can still manage. You may have to learn something new about a different industry, but the basic job function may stay relatively the same, and if we ever stop learning new things, our world stops.


  So, think outside of the box. Gather up your learned skills and earned experiences and go sell your new employer. Think skills and job functions, not industry. This is called “transferring skills” and can work for you if you begin to think differently. Think skills and job functions – not industry.


Do what others fail to do!


Don't find fault. Find solutions.



Henry Ford said, “Don’t find fault. Find a solution!” Well that advice apparently worked well for the automobile industry during Mr. Ford’s time, and would no doubt benefit politicians running for public office, but what does it have to do with job searching today?

If you read newspapers or watch TV, you have heard that there’s a problem with jobs in this country – just listen to any news program. But, if you are sitting back because of the negative press and doing little to advance your job search, you are finding fault rather than a solution – you are blaming the economy rather than solving your problem.

If you are unemployed, your unemployment rate is 100%. If you are working, your unemployment rate is 0%! Take your work situation or job search very personally – you are not looking for someone else’s job! And, take your work ethic very personally – if you’re not willing to do the work required for a job, you don’t deserve the job!

Right now, there are millions of jobs available. In the customer service area alone, employers are constantly looking for workers who are willing to accept policy, procedure, and change, and do the work required.

“There are plenty of factory jobs,” said Joe Sedlak, who owns the Chesapeake Machine Company in Baltimore. “There are jobs for the taking today,” Sedlak told Yahoo! Finance. Stereotypes about factory jobs still persist, and the media isn’t helping, factory owners complain.

An aspiring machinist – a popular factory job – can start training at age 18. In five years, he or she could be making more than $50k – in ten years, $100k. Not bad for a 28-year old! “If you’re really good at your work, you could remain employed for a very long time because there are so few of us,” said Sedlak.

If you lost a job that doesn’t exist anymore, transfer your developed skills to another industry that does exist – stop looking for something that may be gone forever. Stop blaming and start solving your personal problem, either with re-training or applying your existing skills to employers that need you now.

It can be done if you take your job search very personally. Avoid negative press and press on with what you have to offer your next employer. Remember that it’s about your job search and your career, not about someone else’s. Just because your friend got denied doesn’t mean that you will. Just because politicians and news anchors talk incessantly about the lack of jobs doesn’t mean that there are no jobs for you. Keep focused, keep working, and keep positive. If you have a good work ethic and are good at what you do, there are employer’s that need you!

Above all ---

Do what others fail to do!




Interviewers ask for social media information 



I’m sure you’ve heard – everyone’s talking about it! Many employers are asking job applicants for their social media or email user names and passwords as part of the interview process. Or, they ask the job seeker to log onto to their social media during the interview, or they ask the job applicant to “friend” an HR person. And, although the process is incredibly invasive, it may be legal!


Last week I posed a question on my Face book page: “how would you respond if a hiring manager asked for your FB or email user name or password?’ The answers were predictable….most people were outraged!


“Get up and walk away!”

“You would not want to work for an employer who was so disrespectful of your privacy!”

“It’s got to be illegal!”

“My social media is protected by my password, so stay away!”

“Ask for their user name and password and see how they like it!”

One person said, “Ok.”


The bottom line is that all people who responded to my FB post were right, but as far as we know, the employer is also within rights to ask the question, and furthermore, if you respond negatively, you might not get the job offer.


So, what do we do?


I’m not here to argue the pros and cons of employers asking for this information. If enough pressure is brought to bear, maybe things will change. What I am here to do is help you get hired, so my suggestion is to understand that no matter how you respond, some employers will not rest until they view your private social media posts, and they will (one way of another) get into them with or without your help.


If you are somewhat desperate for the job, choose your battle to win your war. Offer to log onto your account, but refuse to give up your password, explaining that you care about protecting your friends, who have placed their trust in you.


If you have something inappropriate to hide, clean up your social media and change your evil ways. Don’t let an inappropriate posting block your future, and pass this information on to young people in your family. Also, if you have pranksters around, like a brother or sister, log off of your social media when you’re finished – don’t open the door for prank postings on your behalf!

Focus on the job you want and use your social media socially, and appropriately. And, if an employer asks for such information, tell them you think it’s certainly too invasive, but since you have nothing to hide, here you go!


Do what others fail to do!