I want to:
- Improve My Resume
- Check My Background
- Distribute My Resume toEmployers
- Upgrade My Resume
It doesn't hurt to look! www.mygvbiz.com/getrich Become an Independent Distributor Today!You can learn more by calling: 712-432-0211 Enter Pin 429281# Hear a recorded message or...Call in to a LIVE CONFERENCE CALL: 212-796-1700 Enter Pin 2120# (11AM or 3PM or 9:30PM Central Time 7 DAYS A WEEK!)
As employers proceed to hire with caution, tough economic conditions continue to affect job seekers of all demographics, and this year's graduates are not immune. The class of 2009 will enter a tougher job market than they may have anticipated when they began their studies.
Forty-three percent of employers plan to hire recent college graduates in 2009, a decrease from 56 percent in 2008 and 79 percent in 2007, according to CareerBuilder's Annual College Job Forecast. The forecast surveyed more than 2,500 hiring managers and human resources professionals between February 20 and March 11, 2009.
Salaries for graduates
Not surprisingly, salaries will feel the effects of the economic downturn, and new graduates can expect to see evidence in their paychecks. Of employers who intend to hire recent college graduates in 2009, 21 percent will offer lower starting salaries than in 2008. Only 11 percent will increase them, while 68 percent will maintain last year's salary levels.
Thirty-six percent of employers will offer starting salaries less than $30,000. Similarly, 33 percent will pay salaries in the $30,000 to $40,000 range. Few job seekers should expect higher salaries, as only 17 percent of employers plan to offer salaries between $40,000 and $50,000, and 14 percent will offer $50,000 or more.
Presenting experience
For recent graduates, one of the most challenging components of a job hunt is proving they have the relevant experience employers want in candidates.
Although professional work experience is important, employers also value any time spent learning skills that can benefit the position. Class work, school activities and volunteer work count toward experience and should be included in your résumé. In addition, internships, part-time jobs (whether or not they're in a different field), managerial activities for sororities and fraternities, and participation in sports also matter, according to surveyed employers.
Interview setbacks
Once job seekers have written a strong résumé and reached the interview stage, they still need to impress employers.
Although new graduates tend to be younger and less experienced than many other job seekers, employers still expect potential employees to exhibit the same professionalism. Unfortunately not all graduates understand the importance of proper interview behavior, diminishing their chances of landing a job.
The biggest interview mistake recent graduates make is acting bored or cocky, according to 63 percent of employers. A lack of enthusiasm or overall interest suggests you aren't invested in the position, which is not the message you want to send to a future boss. Almost as many employers (61 percent) cite dressing inappropriately as the most significant offense they witness, as it's another clue you're not taking the opportunity to work for the company seriously.
Common etiquette continues to hamper job opportunities, with 50 percent of employers naming cell phones and other electronic devices being left on as other missteps. Even 12 percent consider not sending a post-interview thank-you note a damaging move.
Inadequate preparation for an interview continues to adversely affect recent graduates as well. Candidates who arrive for the interview and don't have any knowledge of the company shouldn't expect to leave a favorable impression on the interviewer, say 58 percent of employers. Forty-nine percent of employers listed not asking good questions to be the worst offense, while 19 percent named failure to remove unprofessional online content from social networking pages and blogs.
Other errors employers continue to see from job seekers are discussions about compensation before a job offer is extended and repeatedly spamming employers with your résumé and cover letter.
End this with the fact that new grads should give the old college try (corny I know) and don't take too much of a break after graduation -- expect a longer job search and try unpaid internships or freelancing to improve your resume.
Brent Rasmussen is the president of CareerBuilder.com. He is an expert in the state of the job market, employment trends, hiring practices and workplace issues.
It doesn't hurt to look! www.mygvbiz.com/getrich Become an Independent Distributor Today!You can learn more by calling: 712-432-0211 Enter Pin 429281# Hear a recorded message or...Call in to a LIVE CONFERENCE CALL: 212-796-1700 Enter Pin 2120# (11AM or 3PM or 9:30PM Central Time 7 DAYS A WEEK!)
Forty-three percent of employers plan to hire recent college graduates in 2009, a decrease from 56 percent in 2008 and 79 percent in 2007, according to CareerBuilder's Annual College Job Forecast. The forecast surveyed more than 2,500 hiring managers and human resources professionals between February 20 and March 11, 2009.
Salaries for graduates
Not surprisingly, salaries will feel the effects of the economic downturn, and new graduates can expect to see evidence in their paychecks. Of employers who intend to hire recent college graduates in 2009, 21 percent will offer lower starting salaries than in 2008. Only 11 percent will increase them, while 68 percent will maintain last year's salary levels.
Thirty-six percent of employers will offer starting salaries less than $30,000. Similarly, 33 percent will pay salaries in the $30,000 to $40,000 range. Few job seekers should expect higher salaries, as only 17 percent of employers plan to offer salaries between $40,000 and $50,000, and 14 percent will offer $50,000 or more.
Presenting experience
For recent graduates, one of the most challenging components of a job hunt is proving they have the relevant experience employers want in candidates.
Although professional work experience is important, employers also value any time spent learning skills that can benefit the position. Class work, school activities and volunteer work count toward experience and should be included in your résumé. In addition, internships, part-time jobs (whether or not they're in a different field), managerial activities for sororities and fraternities, and participation in sports also matter, according to surveyed employers.
Interview setbacks
Once job seekers have written a strong résumé and reached the interview stage, they still need to impress employers.
Although new graduates tend to be younger and less experienced than many other job seekers, employers still expect potential employees to exhibit the same professionalism. Unfortunately not all graduates understand the importance of proper interview behavior, diminishing their chances of landing a job.
The biggest interview mistake recent graduates make is acting bored or cocky, according to 63 percent of employers. A lack of enthusiasm or overall interest suggests you aren't invested in the position, which is not the message you want to send to a future boss. Almost as many employers (61 percent) cite dressing inappropriately as the most significant offense they witness, as it's another clue you're not taking the opportunity to work for the company seriously.
Common etiquette continues to hamper job opportunities, with 50 percent of employers naming cell phones and other electronic devices being left on as other missteps. Even 12 percent consider not sending a post-interview thank-you note a damaging move.
Inadequate preparation for an interview continues to adversely affect recent graduates as well. Candidates who arrive for the interview and don't have any knowledge of the company shouldn't expect to leave a favorable impression on the interviewer, say 58 percent of employers. Forty-nine percent of employers listed not asking good questions to be the worst offense, while 19 percent named failure to remove unprofessional online content from social networking pages and blogs.
Other errors employers continue to see from job seekers are discussions about compensation before a job offer is extended and repeatedly spamming employers with your résumé and cover letter.
End this with the fact that new grads should give the old college try (corny I know) and don't take too much of a break after graduation -- expect a longer job search and try unpaid internships or freelancing to improve your resume.
Brent Rasmussen is the president of CareerBuilder.com. He is an expert in the state of the job market, employment trends, hiring practices and workplace issues.
It doesn't hurt to look! www.mygvbiz.com/getrich Become an Independent Distributor Today!You can learn more by calling: 712-432-0211 Enter Pin 429281# Hear a recorded message or...Call in to a LIVE CONFERENCE CALL: 212-796-1700 Enter Pin 2120# (11AM or 3PM or 9:30PM Central Time 7 DAYS A WEEK!)
Employers and workers alike are on edge as the economic struggles that began in 2008 have extended into 2009 and will likely last into the upcoming second quarter. A new survey from CareerBuilder and USA Today and conducted by Harris Interactive examines how employers are viewing head count and how employees approach their careers.
During the previous four months, the United States lost 2.6 million jobs, but now employers are focused on retaining their talent. "The Q2 2009 Job Forecast" found retention is a higher priority than hiring.
Employers are taking a wait-and-see approach to hiring, but there are those who are still seeking new employees. In the second quarter, 64 percent of employers expect no change in their numbers of full-time employees. They are, however, focused on preserving top performers in order to control expenses and find new revenue streams.
Quarterly hiring
Although hiring isn't as strong as it has been in recent years, some employers are still looking for new talent. Thirteen percent of surveyed employers said they increased their number of full-time, permanent employees during the first quarter. Meanwhile, staff levels remained the same for 61 percent of employers. Another sign of the recession's impact can be seen in 26 percent of employers reducing headcount during the first quarter, while only 13 percent did so last year.
In the second quarter, however, 14 percent of employers expect a decrease in head count. An equal percentage intends to add full-time, permanent employees in the second quarter. A majority (64 percent) of employers won't lower or increase personnel at all.
Layoffs
Employers reduced their head count more in the first few months of 2009 than in the same period last year, but the second quarter looks more favorable for workers. Twenty-two percent of hiring managers reported layoffs at their locations in the first quarter, up from 11 percent in 2008. Twelve percent expect layoffs in the coming quarter and 64 percent expect none.
The forecast also finds that human-resources managers have a positive outlook for their companies, as nearly half believe the economic stimulus will improve their ability to get more business. Once business improves, 23 percent of these managers intend to rehire workers who have been laid off due to the economy.
Compensation in Q2 2009
As expected, tighter budgets have prevented employers from offering significant pay increases and resulted in pay reductions for some employees. Only 42 percent of employers expect salary increases for full-time, permanent employees in the second quarter, a decrease from 70 percent in 2008. However, 46 percent of employers expect no change in pay levels and 7 percent expect a decrease.
Of the employers who will offer a raise, 29 percent believe the amount will be between 1 and 3 percent. Twelve percent expect salary increases of 4 to 10 percent. Only 1 percent of employers think the amount will be 11 percent or higher.
6 employment trends for employers and job seekers
The Q2 survey not only revealed patterns about hiring and layoffs, but it also showed both employers and employees are reprioritizing their workplace plans. These six employment trends emerged from the survey:
1. Trimming perks and benefits
In an attempt to stay afloat until the economy calms, companies are looking for temporary opportunities to reduce costs. One solution is to cut some or all perks and benefits offered to employees, which 42 percent of employers did in the first quarter of this year. In the second quarter, 32 percent expect to do the same. Bonuses, 401(k) matching and health-care coverage are the three most affected areas.
2. Upgrading talent rosters
Slower hiring cycles have given employers an opportunity to replace lower-performing workers with top talent that wouldn't otherwise be available in a healthy economy. Job seekers in sales, accounting and finance, retail and customer service are the candidates benefiting most from these hiring practices.
3. Postponing retirement
Workers nearing retirement age have decided to adjust their plans in light of the economy's impact on their long-term finances. Of surveyed workers over 60 years, 60 percent said they will put off retirement. Seventy percent of these workers think they will need up to six years to recover their lost savings, while 10 percent fear they will never regain the financial security needed to retire.
4. Transferring skills
When workers are ready for a career switch, they can look for their transferable skills to help them make the move. Of workers who were laid off and have not found work, 73 percent said they are looking for jobs outside of their chosen profession, either due to a desire to change or a lack of available jobs. Fortunately, 69 percent of hiring managers said they are willing to hire a job seeker who doesn't have experience in a specific field but does have transferrable skills.
5. Relocation
Thirty-nine percent of workers who were laid off and have not found work would consider a new city or state for a job. Employers are also willing to expand their search for talent, as 25 percent of hiring managers are willing to pay for the right job candidate's relocation.
6. Returning to the classroom
Education continues to be a resource for workers looking to increase their marketability to employers. Twenty-one percent of all surveyed workers are going back to school for formal degrees, certifications and refresher courses.
Matt Ferguson is the CEO of CareerBuilder.com. He is an expert in the state of the job market, employment trends, hiring practices and workplace issues
It doesn't hurt to look! www.mygvbiz.com/getrich Become an Independent Distributor Today!You can learn more by calling: 712-432-0211 Enter Pin 429281# Hear a recorded message or...Call in to a LIVE CONFERENCE CALL: 212-796-1700 Enter Pin 2120# (11AM or 3PM or 9:30PM Central Time 7 DAYS A WEEK!)
During the previous four months, the United States lost 2.6 million jobs, but now employers are focused on retaining their talent. "The Q2 2009 Job Forecast" found retention is a higher priority than hiring.
Employers are taking a wait-and-see approach to hiring, but there are those who are still seeking new employees. In the second quarter, 64 percent of employers expect no change in their numbers of full-time employees. They are, however, focused on preserving top performers in order to control expenses and find new revenue streams.
Quarterly hiring
Although hiring isn't as strong as it has been in recent years, some employers are still looking for new talent. Thirteen percent of surveyed employers said they increased their number of full-time, permanent employees during the first quarter. Meanwhile, staff levels remained the same for 61 percent of employers. Another sign of the recession's impact can be seen in 26 percent of employers reducing headcount during the first quarter, while only 13 percent did so last year.
In the second quarter, however, 14 percent of employers expect a decrease in head count. An equal percentage intends to add full-time, permanent employees in the second quarter. A majority (64 percent) of employers won't lower or increase personnel at all.
Layoffs
Employers reduced their head count more in the first few months of 2009 than in the same period last year, but the second quarter looks more favorable for workers. Twenty-two percent of hiring managers reported layoffs at their locations in the first quarter, up from 11 percent in 2008. Twelve percent expect layoffs in the coming quarter and 64 percent expect none.
The forecast also finds that human-resources managers have a positive outlook for their companies, as nearly half believe the economic stimulus will improve their ability to get more business. Once business improves, 23 percent of these managers intend to rehire workers who have been laid off due to the economy.
Compensation in Q2 2009
As expected, tighter budgets have prevented employers from offering significant pay increases and resulted in pay reductions for some employees. Only 42 percent of employers expect salary increases for full-time, permanent employees in the second quarter, a decrease from 70 percent in 2008. However, 46 percent of employers expect no change in pay levels and 7 percent expect a decrease.
Of the employers who will offer a raise, 29 percent believe the amount will be between 1 and 3 percent. Twelve percent expect salary increases of 4 to 10 percent. Only 1 percent of employers think the amount will be 11 percent or higher.
6 employment trends for employers and job seekers
The Q2 survey not only revealed patterns about hiring and layoffs, but it also showed both employers and employees are reprioritizing their workplace plans. These six employment trends emerged from the survey:
1. Trimming perks and benefits
In an attempt to stay afloat until the economy calms, companies are looking for temporary opportunities to reduce costs. One solution is to cut some or all perks and benefits offered to employees, which 42 percent of employers did in the first quarter of this year. In the second quarter, 32 percent expect to do the same. Bonuses, 401(k) matching and health-care coverage are the three most affected areas.
2. Upgrading talent rosters
Slower hiring cycles have given employers an opportunity to replace lower-performing workers with top talent that wouldn't otherwise be available in a healthy economy. Job seekers in sales, accounting and finance, retail and customer service are the candidates benefiting most from these hiring practices.
3. Postponing retirement
Workers nearing retirement age have decided to adjust their plans in light of the economy's impact on their long-term finances. Of surveyed workers over 60 years, 60 percent said they will put off retirement. Seventy percent of these workers think they will need up to six years to recover their lost savings, while 10 percent fear they will never regain the financial security needed to retire.
4. Transferring skills
When workers are ready for a career switch, they can look for their transferable skills to help them make the move. Of workers who were laid off and have not found work, 73 percent said they are looking for jobs outside of their chosen profession, either due to a desire to change or a lack of available jobs. Fortunately, 69 percent of hiring managers said they are willing to hire a job seeker who doesn't have experience in a specific field but does have transferrable skills.
5. Relocation
Thirty-nine percent of workers who were laid off and have not found work would consider a new city or state for a job. Employers are also willing to expand their search for talent, as 25 percent of hiring managers are willing to pay for the right job candidate's relocation.
6. Returning to the classroom
Education continues to be a resource for workers looking to increase their marketability to employers. Twenty-one percent of all surveyed workers are going back to school for formal degrees, certifications and refresher courses.
Matt Ferguson is the CEO of CareerBuilder.com. He is an expert in the state of the job market, employment trends, hiring practices and workplace issues
It doesn't hurt to look! www.mygvbiz.com/getrich Become an Independent Distributor Today!You can learn more by calling: 712-432-0211 Enter Pin 429281# Hear a recorded message or...Call in to a LIVE CONFERENCE CALL: 212-796-1700 Enter Pin 2120# (11AM or 3PM or 9:30PM Central Time 7 DAYS A WEEK!)
The global economy has taken a big hit, and millions of Americans have lost their jobs. All of us, it seems, are vulnerable. How can you increase the odds that you won't become a grim statistic of company downsizing?
The answer? Create your own personal brand. In today's uncertain financial environment, if you're just another face at the water cooler, you run a far greater risk of ending up in the unemployment line. Branding yourself is one of the best preventive strategies to make sure you survive and even thrive in the workplace. Think of your personal brand as a bankaccount that will only increase in worth the more effort, thought, imagination, and resources you put into it. Here are a few tips on how to get started.
Define who you are (and who you aren't)
Ask yourself what makes you different from your colleagues at work. Your punctuality and sense of responsibility? Your ability to juggle multiple tasks without losing your cool? One of the best ways to create a personal brand is to take two everyday tasks and combine them in an extraordinary way. For example, let's say you're a cashier in a big-box store and you enjoy sitting in its fast-food emporium during your breaks. Is there anything you've observed that might be valuable for management to know about -- for instance, that customers wish there were more prepackaged sandwiches and salads? Let management know. By sharing your observations, you'll set yourself apart from the competition.
Real People, Real Salaries: Check out what everyday Americans are making across the country
Become well known for one thing
Think for a moment about the high-profile brands that surround us every day. They each have a single phrase you can instantly apply to them: Google (search engine), Volvo (safe car), Coca-Cola (all-American), Marlboros (cowboys -- hey, sorry, but it's the truth).
Now, what's the one adjective or phrase you imagine comes to mind when your co-workers think about you? Listener? Mentor? Funny? Dependable? Captain Crisis? If there isn't one, then create it. Next, begin to live it. Why just a single word? Because as a culture, we are flooded with too much information, whether we're tweeting, e-mailing, juggling cellphone calls. Amid this barrage of white noise, individuals who can attract attention via a simple association have a decided advantage.
Communicate your brand
Once you've decided on the phrase that best sums you up, consider making an impression online. I can hear you now: "I can't start a website! What on earth would I put on it?" C'mon -- the Internet is the most influential medium in the world, and creating a personal website is easy and inexpensive. Ask yourself: What do I have to say that's fresh and provocative? If you can come up with some intriguing observations or a new angle or point of view, then you're well on your way to creating a solid online presence.
For example: A young guy was working at the Gap when he got an idea for a video blog: a gay man giving advice about fashion trends. Hundreds of thousands of hits later (not to mention increased traffic across Gap stores nationwide), the employee had made his mark. By doling out free, useful, tongue-in-cheek advice from a novel perspective, he succeeded in creating an indelible personal brand.
Create a signature look
Now that you've figured out what sets you apart from the other faces in the crowd, make sure you keep at it! Most famous people, for example, have one component or element that makes them instantly recognizable, appealing, or mysterious. It could be Clint Eastwood's squint, Barack Obama's cool intelligence, or Will Ferrell's goofiness, just to take three examples. Believe me, these elements aren't going anywhere soon.
Sneak a peek at celebrity paychecks
For most of my career as a global-branding expert, I've dressed head-to-toe in black. Apart from my work, it's how people recognize me, occasionally even in the streets. Every now and then, I mix things up by wearing other colors. And guess what? People walk right past me, completely oblivious. So, without being flamboyant about it, find a signature look that works for you, then stick with it. You'll become the equivalent of a celebrity in your office -- and ensure you keep your job long after the recession has become a distant memory.
Leave a personal mark behind
Most business cards bore you silly, right? You tuck them inside your wallet or purse, then promptly forget about them. My advice: Create a distinctive mark or "signature" that other people can't get out of their minds. It can be a logo, a symbol, or a saying you affix to the end of your personal e-mails. Once again, combine two elements that have nothing to do with each other -- flying monkeys, for example. Whenever I think about The Wizard of Oz, those horrible flying monkeys spring immediately to mind. Why? Because as we all know, monkeys don't have wings (at least the ones I know). If you create an equally dramatic mark or signature, I guarantee no one will ever overlook you.
It doesn't hurt to look! www.mygvbiz.com/getrich Become an Independent Distributor Today!You can learn more by calling: 712-432-0211 Enter Pin 429281# Hear a recorded message or...Call in to a LIVE CONFERENCE CALL: 212-796-1700 Enter Pin 2120# (11AM or 3PM or 9:30PM Central Time 7 DAYS A WEEK!)
It's been 26 years since Rick Hingst, 54, has looked for work. Kama Linden, 39, hasn't job hunted for 10 years. And Diana Macfee, 40, has been out of the work force for 12 years.
Now they are joining the millions of people looking for work after a several-year hiatus.
For such reasons as getting laid off, working after retirement or returning to work after a period of stay-at-home parenting, those who have been absent from the job search for a long time are finding themselves running into a problem: The process has changed.
"Many people who are jumping back into the job market, especially after they have taken a hiatus, need to get clarity on their core value propositions, who they are as leaders and how they can best convey this through their résumés and in a job interview," says Greg Selker, president and CEO of Selker Leadership, an executive search and leadership consulting company.
Easier said than done.
Times, they are a-changin'
Let's be honest -- job searching is not what it was 10, 15 or even two years ago. Despite what's going on in the economy, job seekers are bombarded with changes in technology, social networking sites, virtual career fairs, advice blogs and more.
The Internet has indeed added a whole new dimension to the job search for Hingst, who accepted an early retirement offer in November 2008 after 24 years of service. But, he says he doesn't know if it's necessarily better.
"It is a handy tool for doing research on companies, careers and seeing what jobs are available out there, but it can also eat up a lot of your time and yield no results," he says.
He says he likes that the Internet allows him to reconnect and network with people on social networking sites such as LinkedIn.
Macfee, who's returning to work after staying home to raise her daughter for the past 11 years, agrees that online networking has made her job search more productive and -- gasp! -- more enjoyable.
"Today, job seekers have an amazing support tool [through] online networks. [They] can research or [ask questions about] a company through various social media tools and determine if the company is a right fit before submitting a résumé or engaging in a string of interviews," Macfee says. "Job seekers, recruiters and industry professionals can easily connect through social media and offer resources to one another, leads and tips."
Ultimate challenge
Though changes in the job search over the years have given workers some advantages, they have also posed several challenges.
After learning that the fitness company she works for is cutting the classes she instructs, Linden has applied for numerous jobs in her field. Her search has come up short, as she's found that all the relevant jobs require more schooling and loans that she just doesn't want to take out.
Hingst finds that getting through to actual people in the company is the biggest challenge he's facing. Additionally, he says it's maddening not hearing anything back from employers as to why he wasn't hired.
"It is frustrating when you apply for a position and you receive no feedback as to why you were rejected," he says. "Was I overqualified ... or did they just not like the font style on my résumé?"
Markell Steele, career counselor with Futures in Motion, says that a common problem she sees among out-of-practice job seekers is their lack of focus and the tendency to keep their options wide open.
"They don't want to limit themselves and think that by being open to anything they will catch the most opportunities. They also think this will show them to be open-minded and flexible," she says. "Rather than demonstrating their expertise and breadth of knowledge, they demonstrate that they know a lot about a little."
Eric Barron, president of Eric Barron Live, says a pattern he's seen among rusty job seekers is how poorly they are able to clearly articulate how the new company will benefit by hiring them.
"They need to pay less attention to the details on their résumés and focus more on making a connection with the person doing the hiring," he says, adding that the hiring manager "must be able to get to know you and the personality strengths you bring to the position."
"Remember, human beings are still doing the hiring, where emotions can play a major role. Those that take the time to bring their qualifications and personality to life will have a clear advantage."
If your job seeking skills are a little out of practice, follow these tips from the experts to find your footing in your next search:
1. Get focused
It's a new world out there and you need to get organized. Start by conducting a personal career inventory, Steele suggests. Analyze your abilities and pay attention to transferable skills, current interests, personality traits and key accomplishments.
When his job search yielded no results, Hingst took stock of everything he's done throughout his career, his accomplishments and abilities. He put together a PowerPoint presentation to help develop his résumé and ended up with another way to sell himself by posting the presentation online.
2. Get organized
Information overload calls for you to get organized. You need to stay focused and pursue what works, says Steve Davies, president of PerfectJob Software. He suggests recording your job search: For each saved piece of information, record what job, person, company or task it is for and why it's important. Additionally, you should track what works, checking which résumés, job sources and referrals result in interviews. Finally, set time limits, he says. Social sites are great for research but can absorb the day.
3. Be flexible
Be open to new opportunities, even if the job title, salary and benefits may not be exactly what you hoped for, says Max Messmer, chairman and CEO of Robert Half International and author of "Job Hunting for Dummies, 2nd Edition." "Once you get your foot in the door, you will have a chance to prove yourself."
4. Work with a professional
"Staffing professionals can be your eyes and ears in the job market," Messmer says. "Recruiters also provide useful feedback on your résumé and interview skills, and help you locate full time and temporary jobs."
5. Get connected
The Internet has changed the job search and created many opportunities for job seekers to showcase their expertise, Steele says. Employers also have easier access to qualified candidates.
"Increasingly, recruiters are using tools such as Twitter, Facebook and LinkedIn to identify candidates. If you're serious about your job search, you need to set up complete, professional profiles and get connected to opportunities."
Rachel Zupek is a writer and blogger for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues.
Now they are joining the millions of people looking for work after a several-year hiatus.
For such reasons as getting laid off, working after retirement or returning to work after a period of stay-at-home parenting, those who have been absent from the job search for a long time are finding themselves running into a problem: The process has changed.
"Many people who are jumping back into the job market, especially after they have taken a hiatus, need to get clarity on their core value propositions, who they are as leaders and how they can best convey this through their résumés and in a job interview," says Greg Selker, president and CEO of Selker Leadership, an executive search and leadership consulting company.
Easier said than done.
Times, they are a-changin'
Let's be honest -- job searching is not what it was 10, 15 or even two years ago. Despite what's going on in the economy, job seekers are bombarded with changes in technology, social networking sites, virtual career fairs, advice blogs and more.
The Internet has indeed added a whole new dimension to the job search for Hingst, who accepted an early retirement offer in November 2008 after 24 years of service. But, he says he doesn't know if it's necessarily better.
"It is a handy tool for doing research on companies, careers and seeing what jobs are available out there, but it can also eat up a lot of your time and yield no results," he says.
He says he likes that the Internet allows him to reconnect and network with people on social networking sites such as LinkedIn.
Macfee, who's returning to work after staying home to raise her daughter for the past 11 years, agrees that online networking has made her job search more productive and -- gasp! -- more enjoyable.
"Today, job seekers have an amazing support tool [through] online networks. [They] can research or [ask questions about] a company through various social media tools and determine if the company is a right fit before submitting a résumé or engaging in a string of interviews," Macfee says. "Job seekers, recruiters and industry professionals can easily connect through social media and offer resources to one another, leads and tips."
Ultimate challenge
Though changes in the job search over the years have given workers some advantages, they have also posed several challenges.
After learning that the fitness company she works for is cutting the classes she instructs, Linden has applied for numerous jobs in her field. Her search has come up short, as she's found that all the relevant jobs require more schooling and loans that she just doesn't want to take out.
Hingst finds that getting through to actual people in the company is the biggest challenge he's facing. Additionally, he says it's maddening not hearing anything back from employers as to why he wasn't hired.
"It is frustrating when you apply for a position and you receive no feedback as to why you were rejected," he says. "Was I overqualified ... or did they just not like the font style on my résumé?"
Markell Steele, career counselor with Futures in Motion, says that a common problem she sees among out-of-practice job seekers is their lack of focus and the tendency to keep their options wide open.
"They don't want to limit themselves and think that by being open to anything they will catch the most opportunities. They also think this will show them to be open-minded and flexible," she says. "Rather than demonstrating their expertise and breadth of knowledge, they demonstrate that they know a lot about a little."
Eric Barron, president of Eric Barron Live, says a pattern he's seen among rusty job seekers is how poorly they are able to clearly articulate how the new company will benefit by hiring them.
"They need to pay less attention to the details on their résumés and focus more on making a connection with the person doing the hiring," he says, adding that the hiring manager "must be able to get to know you and the personality strengths you bring to the position."
"Remember, human beings are still doing the hiring, where emotions can play a major role. Those that take the time to bring their qualifications and personality to life will have a clear advantage."
If your job seeking skills are a little out of practice, follow these tips from the experts to find your footing in your next search:
1. Get focused
It's a new world out there and you need to get organized. Start by conducting a personal career inventory, Steele suggests. Analyze your abilities and pay attention to transferable skills, current interests, personality traits and key accomplishments.
When his job search yielded no results, Hingst took stock of everything he's done throughout his career, his accomplishments and abilities. He put together a PowerPoint presentation to help develop his résumé and ended up with another way to sell himself by posting the presentation online.
2. Get organized
Information overload calls for you to get organized. You need to stay focused and pursue what works, says Steve Davies, president of PerfectJob Software. He suggests recording your job search: For each saved piece of information, record what job, person, company or task it is for and why it's important. Additionally, you should track what works, checking which résumés, job sources and referrals result in interviews. Finally, set time limits, he says. Social sites are great for research but can absorb the day.
3. Be flexible
Be open to new opportunities, even if the job title, salary and benefits may not be exactly what you hoped for, says Max Messmer, chairman and CEO of Robert Half International and author of "Job Hunting for Dummies, 2nd Edition." "Once you get your foot in the door, you will have a chance to prove yourself."
4. Work with a professional
"Staffing professionals can be your eyes and ears in the job market," Messmer says. "Recruiters also provide useful feedback on your résumé and interview skills, and help you locate full time and temporary jobs."
5. Get connected
The Internet has changed the job search and created many opportunities for job seekers to showcase their expertise, Steele says. Employers also have easier access to qualified candidates.
"Increasingly, recruiters are using tools such as Twitter, Facebook and LinkedIn to identify candidates. If you're serious about your job search, you need to set up complete, professional profiles and get connected to opportunities."
Rachel Zupek is a writer and blogger for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues.
It doesn't hurt to look! www.mygvbiz.com/getrich Become an Independent Distributor Today!You can learn more by calling: 712-432-0211 Enter Pin 429281# Hear a recorded message or...Call in to a LIVE CONFERENCE CALL: 212-796-1700 Enter Pin 2120# (11AM or 3PM or 9:30PM Central Time 7 DAYS A WEEK!)
Use the search tools located on this site to search from hundreds of thousands of jobs in every state! More tools will be added shortly specifically for Students and specific career fields!
It doesn't hurt to look! www.mygvbiz.com/getrich Become an Independent Distributor Today!You can learn more by calling: 712-432-0211 Enter Pin 429281# Hear a recorded message or...Call in to a LIVE CONFERENCE CALL: 212-796-1700 Enter Pin 2120# (11AM or 3PM or 9:30PM Central Time 7 DAYS A WEEK!)
It doesn't hurt to look! www.mygvbiz.com/getrich Become an Independent Distributor Today!You can learn more by calling: 712-432-0211 Enter Pin 429281# Hear a recorded message or...Call in to a LIVE CONFERENCE CALL: 212-796-1700 Enter Pin 2120# (11AM or 3PM or 9:30PM Central Time 7 DAYS A WEEK!)
Quality Manager – Canadian French
TransPerfect Translations was founded in 1992 with the following mission: to provide the highest quality language services to leading businesses worldwide. With no external financing, the TransPerfect family of companies grew from its humble beginnings as a two-person company operating in an NYU business school dorm room into the world’s third largest translation and software localization firm and one of the fastest growing, privately-held companies in the United States. With a network of over 5,000 language specialists and over 850 full-time employees in over 57 locations throughout North America, Europe, Asia, and Australia, we’re continuously ready to meet our clients’ needs, around the clock and around the world. We attribute our growth to the skill, aptitude, and commitment of our high caliber employees. Put simply, we hire the most talented candidates and give them the guidance, resources, and opportunities they need to grow their career in an expanding environment.
Department: Production
Description:
·Ensure translated documents mirror the original source document
·Efficiently maintains formal disciplined operations procedures across a variety of client projects
·Track project-specific non-conformances and resolutions
·Personally perform project QA steps
·Assist with making new department processes while improving on existing ones (improve productivity, profitability)
·Build and maintain strong relationships with contract translators, editors, and proofreaders
·Juggle overlapping projects and priorities in a fast-paced environment
Required Skills:
·Minimum Bachelor's degree or its equivalent
·Must have excellent communication (written and verbal) skills in Canadian French (native level) and English
·Ability to support multiple projects by keeping accurate and up-to-date project specs
·Excellent problem solving skills
·Ensure customer sign-off of end product
·Experience coordinating assignment of resources
·Ability to maintain professionalism in all situations, especially under tight deadlines
·Prior translation and proofreading experience preferred in Life Sciences, Marketing, and Finance.
·Experience with Trados or SDLX preferred
TransPerfect is an equal opportunity employer.
TransPerfect offers a comprehensive benefits package including: medical, dental, vision, 401k, paid time-off, company sponsored life insurance, long term disability, flexible spending account options, and a pro-active and accessible HR department that focuses on the staff’s health and happiness.
goto:www.translations.com
****
Jobs in USA BLOG URL
http://jobs-across-usa.blogspot.com/
*******************************************************************************
TransPerfect Translations was founded in 1992 with the following mission: to provide the highest quality language services to leading businesses worldwide. With no external financing, the TransPerfect family of companies grew from its humble beginnings as a two-person company operating in an NYU business school dorm room into the world’s third largest translation and software localization firm and one of the fastest growing, privately-held companies in the United States. With a network of over 5,000 language specialists and over 850 full-time employees in over 57 locations throughout North America, Europe, Asia, and Australia, we’re continuously ready to meet our clients’ needs, around the clock and around the world. We attribute our growth to the skill, aptitude, and commitment of our high caliber employees. Put simply, we hire the most talented candidates and give them the guidance, resources, and opportunities they need to grow their career in an expanding environment.
Department: Production
Description:
·Ensure translated documents mirror the original source document
·Efficiently maintains formal disciplined operations procedures across a variety of client projects
·Track project-specific non-conformances and resolutions
·Personally perform project QA steps
·Assist with making new department processes while improving on existing ones (improve productivity, profitability)
·Build and maintain strong relationships with contract translators, editors, and proofreaders
·Juggle overlapping projects and priorities in a fast-paced environment
Required Skills:
·Minimum Bachelor's degree or its equivalent
·Must have excellent communication (written and verbal) skills in Canadian French (native level) and English
·Ability to support multiple projects by keeping accurate and up-to-date project specs
·Excellent problem solving skills
·Ensure customer sign-off of end product
·Experience coordinating assignment of resources
·Ability to maintain professionalism in all situations, especially under tight deadlines
·Prior translation and proofreading experience preferred in Life Sciences, Marketing, and Finance.
·Experience with Trados or SDLX preferred
TransPerfect is an equal opportunity employer.
TransPerfect offers a comprehensive benefits package including: medical, dental, vision, 401k, paid time-off, company sponsored life insurance, long term disability, flexible spending account options, and a pro-active and accessible HR department that focuses on the staff’s health and happiness.
goto:www.translations.com
****
Jobs in USA BLOG URL
http://jobs-across-usa.blogspot.com/
*******************************************************************************
Subscribe to:
Posts (Atom)