What's Your Job Search Style?

What's Your Job Search Style?

When it comes to the job search, some people overanalyze every step they take. Others don't think at all, taking one risk after another and hoping for positive results. In short, everyone has a particular style when it comes to how they participate in the job search process. Knowing what that style is can help job seekers utilize their strengths and improve their weaknesses to find good jobs more quickly.

John Liptak, author of "Career Quizzes," divides job seekers into four categories: doers, preparers, energizers and thinkers. In his book, he emphasizes that none of the styles is any better than the other.

"The best job search strategy is the one that incorporates the best parts of your strongest style along with strategies you can learn to implement from weaker styles," Liptak says.

To discover which style best describes you and learn how to improve your performance in the job hunt, check out the descriptions and tips below, as outlined in Liptak's book.

The doer
Do you thrive on competition? Operate on a high-stress level? Continue pursuing something even though you've already been told "no"? If so, you may be a doer, Liptak says.

"People with a 'doer' job search style tend to be action-oriented, assertive and stick with a task until it's finished."

Doers and the job hunt:
· Excel at selling themselves, following through on job search activities, building their network and trumpeting their skills and experiences.
· Prefer aggressive job search strategies, such as directly calling an employer.
· Tend to lose patience with the job search.
· Sometimes come across as pushy or forget to listen during a job search interview.

How doers can improve their job search strategy
· Learn to know when assertiveness is detrimental to job search efforts.
· Think before acting to avoid alienating employers.
· Strive to relax and be patient.
· Develop a portfolio of accomplishments to show employers.
· Create a great résumé and cover letter to show prospective employers.

The preparer
Preparers are generally well-organized, adept planners who find comfort in routine and prefer to keep a low profile, Liptak says.

"They carry out their well-designed plans in a thorough and persistent manner, although often without any outward show of enthusiasm. Their fear of change can become debilitating, but in a stable and predictable environment, they are friendly and warm and have a tremendous desire to succeed."

Preparers and the job hunt:
· Remain calm in the job search and take rejection in stride.
· Tend to be responsive listeners with an easygoing nature and affable personality that makes for a comfortable interview environment.
· Sometimes struggle to sell themselves because they lack assertiveness.
· Inclined to rely too heavily on the visible job market, prompting them to underutilize more aggressive techniques like phoning employers or building a job search network.

How preparers can improve their job search strategy
· Become more assertive in self-marketing.
· Learn to never take "no" for an answer.
· Build a network of potential employers.
· Strive to enjoy talking with prospective employers.
· Take action after thorough preparations.

The energizer
Liptak describes energizers as the "free spirits" of the job hunt, because they tend to be adventurous risk-takers. "Unlike preparers, energizers have a high energy level and a great deal of enthusiasm, although they often need help channeling their energy in constructive ways. Energizers get along well with almost anyone, enjoy a variety of tasks and are open to change," Liptak says.

Energizers and the job hunt:
· Generally willing to use all job search methods and will even discover their own innovative strategies.
· Often viewed as charismatic and enthusiastic during interviews, provided they aren't seen as hyper or chaotic.
· Have difficulty organizing job search campaigns, because they can sometimes be impulsive and careless.
· Excellent networkers, but tend to have difficulty translating their energy and enthusiasm to paper. Thus, they tend to excel in interviews, provided they haven't been screened out by a sloppy résumé or lack of attention to detail.

How energizers can improve their job search strategy
· Learn to curb impulsiveness.
· Appreciate the value of tools such as résumés, cover letters and employment applications (and working to make them professional).
· Learn not to be sensitive to criticism and rejections.
· Use creativity to find ways to impress employers.
· Mind the small details of an effective job search campaign (such as keeping track of résumés sent out, replies from prospective employers, interview dates and follow-up activities).

The thinker
"Thinkers are logical in all that they do -- the Mr. Spocks of the job search style universe," Liptak says. He goes on to describe them as perfectionists who are generally willing to spend a great deal of energy to complete projects and get them right. Liptak adds that thinkers often get bogged down in details and fail to "see the forest for the trees."

Thinkers and the job hunt:
· Tend to prefer traditional job search methods, such as mailing out a résumé rather than directly calling an employer.
· Are highly skilled at résumé and cover letter writing and preparing for interviews.
· Tend to become overwhelmed by the insignificant aspects of the job search and lose sight of the big picture.
· Sometimes come off as reserved and unenthusiastic during job interviews.

How thinkers can improve their job search strategy
· Rely less on logic and more on gut feelings.
· Be less critical.
· Be more flexible.
· Be more aggressive with employers.
· Develop a network of prospective employers.
· Don't overanalyze the minor details of a job search campaign.

Selena Dehne is a career writer for JIST Publishing who shares the latest occupational, career and job search information available with job seekers and career changers. She is also the author of JIST's Job Search and Career Blog (http://jistjobsearchandcareer.blogspot.com/).

by Selena Dehne, JIST Publishing

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What Do You Have in Common With Coca-Cola, the iPhone and Angelina Jolie?

What Do You Have in Common With Coca-Cola, the iPhone and Angelina Jolie? Having a Personal Brand Can Get You a Job by Dan Schawbel, Author of "Me 2.0: Build a Powerful Brand to Achieve Career Success"

The Bureau of Labor Statistics reports that the national unemployment rate is 9.4 percent and since the end of 2007, the number of unemployed people has increased by a whopping 7 million, which means 14.5 million Americans have lost their jobs to date.

Whether you're a recent college graduate or an experienced veteran, these numbers are intimidating, but you can't lose hope. A recent Careerbuilder.com survey states that 41 percent of workers who were laid off from full-time jobs found a new full-time position.

The jobs are out there, but the way in which you search, discover, apply and interview for these positions has changed over the past few years. The best way to get a job now is by building your own personal brand, becoming known for a specific expertise and then networking your way into your desired job -- not just one that will pay your bills.

Americans love brands, and well-known brands can command premium prices and more respect and have greater opportunities than competitors. Just like Coca-Cola, the iPhone and Angelina Jolie, you are also a brand and can become a rock star in your industry.

Personal branding, by definition, is the process by which you market yourself to your audience. When it comes to the online world, personal branding has become more noticeable. You can have a social network profile, just like any celebrity, company or product. Social networks and blogs are free to start, and allow us to make a name for ourselves, at the cost of our time.

5 tips for building your personal brand

1. Claim your name
Just as in the domain-name craze, people are rushing to social networks to register their user names. If you wait too long, someone who shares your brand name will take what you think is rightfully yours. Aside from registering yourname.com, you'll want to create your Google profile (google.com/profiles), own your Twitter handle (twitter.com/yourname), your LinkedIn profile (linkedin.com/in/yourname) and other social networks in your industry.

2. Establish your profiles
Just having profiles won't give you much traction in the job market. By having a branding strategy, which states what you want to become known for, your expertise and what you're passionate about, you can fill out your profile information with confidence. You want people to know that you're looking for a job and details about what type of job you're interested in. This is something you want to highlight in your profiles.

3. Have a consistent brand presence and promise
Don't just brand yourself for the sake of doing it or you won't get any results, nor will it be authentic. Instead, focus on what makes you remarkable, and consistently promote it on all of your Web sites. This means that you want to use the same picture, brand name and positioning on everything that you touch, both online and offline. By doing this, people will be able to follow your digital tracks and offer you targeted job opportunities.

4. Build your network before you need it
This may be an old saying and cliché, but it works just the same online, with collecting Twitter followers, LinkedIn contacts, Facebook friends and blog subscribers. You never know when someone you know or don't know can help you get a job. "If you want to find your dream job, you better start building your network through Twitter, LinkedIn and blogging," says Ryan Healy, co-founder of BrazenCareerist.com.

5. Conduct a people search
Of course you should apply to jobs on sites like Careerbuilder.com, but there are other strategies you can use in combination. First, you need to name the top three to five companies where you want to work. Second, use social networks to find people who work for those companies. Finally, build a relationship with those individuals by joining their community, asking for an informational interview and then for a job. "I like to think of Facebook, LinkedIn and other social networking sites as like virtual cocktail parties -- when you interact and socialize online, you meet people who can open all kinds of doors for you, including job leads," says David Meerman Scott, author of "The New Rules of Marketing & PR."

The result of building your personal brand is employers coming after your experience, instead of you just applying for jobs and waiting for an answer. You are empowered right now to make a difference in your life and get the job of your dreams. Take a giant leap today and get started!

Dan Schawbel is a personal branding expert for Gen-Y. He is the author of "Me 2.0: Build a Powerful Brand to Achieve Career Success" (Kaplan, April 09), as well as the publisher of the award-winning Personal Branding Blog and Personal Branding Magazine

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HD Résumé: Making Things Crystal Clear

HD Résumé: Making Things Crystal Clear by Rachel Zupek, CareerBuilder.com writer

By now you've heard several times that the job market is competitive and it's more important than ever that you stand out to employers through your cover letter and résumé.

Well, you're about to hear it again.

"While it is always important to have a remarkable résumé, a bad economy makes it even more important," says Kathy Sweeney, a certified professional résumé writer for The Write Résumé. "With this situation in mind, it is more important than ever to communicate the value you bring to a potential employer."

Here are a few pearls of wisdom: Communicating your value to an employer is not done by crowding your résumé with phrases like "results driven" or "motivated." It won't be done by listing what you think is an impressive list of job duties, and it sure as heck won't be done by sending out one standard résumé for every application. None of these mistakes will help pave your way for an interview, but you can bet they will aid in digging your career grave.

So what is the easiest way to grab an employer's attention? Simple: Spell things out for them.

"The primary function of a résumé is to get a candidate noticed in an effort to gain interviews," Sweeney says. "It is a marketing document, in which a candidate sells his or her value to the employer. If the meat of the résumé is simply job duties, it will not do the job seeker any favors."

If you need help creating your high-definition résumé, here are five common résumé errors you might be making, and how you can make things crystal clear for employers:

1. You aren't quantifying results
Applicants often don't know the difference between quantifying results and just stating a job responsibility. A job responsibility is something that you do on a daily basis and a quantified achievement is the result of that responsibility, Sweeney says.

"In this tight economy, employers want to know whether you can make or save them money," Sweeney says. "By quantifying results, you show the next employer the results you have been able to obtain, either in dollar figures, percentages or comparative numbers."

To truly impress an employer, you need to highlight situations where you went 'above and beyond' your normal job duties. If you developed a process or procedure that reduced time in completing a certain task, finished a project 10 days ahead of schedule or recommended a way to cut costs, included those in your résumé, Sweeney says. All of these can be calculated out to show dollars saved for an employer.

2. You didn't include keywords
We hear a lot about using keywords in our résumés and letters, but many job seekers just don't get it. They don't know what they are, where to find them or how to include them in their résumé.

Keywords are usually found in the job description for an available position. Keywords are not "team player" or "good communication skills," Sweeney says. Keywords are specific to the position. For an accountant, for example, keywords might include "accounts payable," "accounts receivable" or "month-end reporting."

"The whole goal from an employer's perspective is to drill down to the least amount of candidates possible for interviewing purposes," Sweeney says. "Keywords are utilized to trim down applicants to the most qualified candidates."

3. You buried your achievements
Perhaps you did list some accomplishments on your résumé, but they are mixed in with your job duties. What good is that going to do you? This method will not allow an employer to quickly assess your ability to produce results, which is ultimately why they want to hire you.

"If a candidate buries his achievement in a job description, nothing is going to stand out. A job seeker needs to outline what his duties are, as those are what most often match the job posting," Sweeney says. "On a job posting, you will see duties listed. For instance, 'Candidate will be charged with creating relationships with customers and selling XYZ product line.' However, job postings will never say, 'Must produce at least $5 million per year in revenue.' While it is important to list that you 'develop relationships and sell products' as a job duty, you need to separate your daily functions from your results, as employers do not want to 'wade through' your job descriptions to identify your achievements."

In order to make your achievements stand out, Sweeney suggests listing the job duties first in paragraph format, and then incorporate a bulleted area below the paragraph entitled "key accomplishments" to list your achievements.

4. You didn't include a summary
Including a summary on your résumé is one of those steps that many job seekers forget to take -- and if they do remember, they usually include the wrong information. Your career summary should portray your experience and emphasize how it will help the prospective employer, Sweeney says. It should be very specific and include explicit industry-related functions, quantifiable achievements or your areas of expertise.

"You will lose an employer's attention if this section is too broad," Sweeney says. "Know the type of position you are targeting and use the keywords that relate to it based upon your background."

5. Your résumé isn't targeted
The best way to make things clear for an employer is to target your résumé to that company and its open positions. If your résumé is generic, it makes the employer have to guess at the type of position you want.

"Human resources managers do not have time to figure out what position will best suit a candidate," Sweeney says. "Let an employer know where you fit into their company."

You should target all areas of your résumé to match what the employer is asking for -- if nothing else, change the summary, because it will be the first area read by hiring managers, Sweeney says. "Look at what is important in the position posting. Then, tweak your profile and perhaps some of your position descriptions to match your qualifications to the position," she adds.

Now what?
Now that you've got your HD résumé, you need to put it in front of the right pair of eyes. Don't just post it to a job board and wait for something to happen. Utilize your networks, post on social and professional networking sites and answer questions on industry forums or blogs in a well-thought-out manner, Sweeney suggests.

"You might have a great résumé, but if no one can find it, it defeats the purpose," Sweeney says.

Rachel Zupek is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow her on Twitter: https://twitter.com/CBwriterRZ.

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To Go or Not to Go - Graduate School?

To Go or Not to Go - Is Graduate School a 'Safe' Harbor for Weathering the Recession?

Attending graduate school might seem like an ideal way to wait out the recession. By the time you've earned a degree, the thinking goes, any uncertainty surrounding the economy will be ironed out, and job prospects will be brighter. For Generation Y workers, who have been hit hard by the downturn, this strategy can be especially appealing because many graduated with four-year degrees not long ago, and a return to school would not be a difficult a transition to make -- especially if it pays off in the end.

A poor job market shouldn't be your primary reason to go back to school, however. In addition to the cost and time required to complete a graduate program, there are several factors that could mean a return to the ivory halls isn't the right move for your career. Here are some considerations to keep in mind:

What will the job market really be like?
Ideally, any program you attend should be directly applicable to the professional discipline you pursue and make it more likely you'll find employment following graduation. Research the field you want to enter and consider its future career prospects. Remember, it may take several years to earn an advanced degree, and the demand for workers in that industry can change dramatically between now and then. Long-term growth is forecast in areas such as health care and green technology; these professions may warrant your consideration. A good source for information on future employment trends is the U.S. Department of Labor's Bureau of Labor Statistics, whose "Occupational Outlook Handbook" outlines expected job prospects for hundreds of positions.

Would bolstering your work experience be better?
If you've just earned a four-year degree and don't need an advanced degree to pursue your chosen position, bolstering your work experience may be your best option. Keep in mind that there are ways to gain experience other than through full-time employment. Consider temporary work, internships or volunteer opportunities. In addition to adding to your work history, spending some time "in the trenches" can also help you better formulate your career goals and determine what form of advanced education -- if any -- is right for you.

Have you considered the alternatives?
You don't have to pursue a formal degree to strengthen your roster of professional skills. Attending classes at a local community college or pursuing an industry certification could give you the boost in marketability needed to land a new position. Other alternatives, such as volunteer work or internships, are also effective ways to obtain applicable skills and continue learning without the time and monetary commitment a graduate degree requires.

When jobs are difficult to come by, going to graduate school can feel like a way to achieve professional progress. Earning an advanced degree has proved beneficial for many people's careers. But before you jump in headfirst, give careful thought to your decision and determine if going back to school is the only way to reach your goal.

Robert Half International is the world's first and largest specialized staffing firm, with a global network of more than 360 offices worldwide. For more information about our professional services, please visit http://www.rhi.com/.

Robert Half International

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Are You Driving Your Boss Crazy?

Are You Driving Your Boss Crazy? Eight Behaviors Bosses Dislike

In today's workplace, it goes without saying that it's a good idea to remain on the boss's good side. Your relationship with this person can be a major factor in not only your on-the-job happiness but also your career success. And your boss can be a powerful ally; having a manager who thinks highly of you may improve your job security since you'll have someone who is willing to defend your value to the firm should layoffs occur. So, the last thing you want to do is exhibit behaviors that undermine this relationship.

Unfortunately, your manager may not always tell you if your behavior is driving him or her nuts. Here are eight actions to avoid:

1. Turning down new assignments.
Your supervisor comes to you to say that you'd be the ideal person to mentor a new staff member. She wants to know if you have the time to take on this task. You do, but you're not interested in the responsibility, so you decline the offer. Bad move. It's unwise to build a reputation as someone your boss can't count on. Plus, it's a good rule of thumb to accommodate your boss's wishes, as long as you have room on your plate for the extra work. A pattern of "no's" can convince your manager to stop offering you opportunities, including ones you might be interested in.

2. Being "high-maintenance."
Do you require constant feedback or positive reinforcement to remain productive? Must you check in with your boss every hour to ensure you're on the right track? This constant need for attention may prevent your manager from attending to important tasks or getting into a good work flow, which is enough to drive even the most patient professional up the wall.

3. Communicating poorly.
You're working on a high-profile project and just left your supervisor a voice-mail message with a quick progress update. He calls back, asking to be e-mailed the information. And, given the importance of the assignment, more detail would be nice. It's critical you understand your boss's communication preferences and adjust your style accordingly to ensure the two of you remain on the same page. In addition to preferred mode of communication, consider how much -- or how little -- information your manager would like.

4. Asking too many questions.
Everyone knows the saying "In one ear and out the other." Don't embody it when interacting with your manager. Repeatedly asking the same question ("Whom should I follow up with again?") is a sure-fire way to annoy your supervisor. To avoid this situation, always listen carefully when your boss is speaking and try to seek clarification on new projects from the get-go. If you must follow up, be sure to approach your manager with a specific list of questions and take notes so you don't need to bother him or her again.

5. Failing to follow through.
You're rushing to finish a presentation for your boss. After reviewing it, he notes a few typographical errors that you should have caught. To build your manager's confidence, you must think ahead and pay attention to details. As you tackle a project, think about the types of concerns your boss is likely to have, questions he or she may ask, and stumbling blocks that could get in your way. For example, if you're in charge of organizing an important meeting, have you tested the necessary technical equipment ahead of time? Prepared and proofread any handouts? Made arrangements to arrive early so you can set up? Even when things are hectic, keeping a keen eye on every detail is necessary to impress your supervisor.

6. Refusing to admit your mistakes.
Creating an excuse to justify poor performance is dishonest and unprofessional. Plus, chances are your ploy won't stand the test of time. If you make a mistake, step up to the plate; then go further by devising a plan for both correcting and avoiding similar incidents in the future. For example, if you included the wrong subject line in a mass e-mail, set it up with a colleague to review any memos with large distribution lists before hitting Send. Employees who accept ownership demonstrate professionalism, maturity and confidence.

7. Waving the red flag after the ship has sunk.
Your manager has asked you to compile a complicated report by the end of the week. Friday afternoon, you realize you can't finish it in time and break the news to your boss. She's furious! If you had just let her know earlier, she would have been able to provide you with extra resources to complete the project by the deadline. The lesson here: Let your supervisor know as soon as you sense a problem growing. With advanced notice, your manager can often work with you to stave off disaster.

8. Fueling the rumor mill.
Above all, supervisors seek employees with a positive outlook, especially given all of the negative news about today's economy. Enthusiasm is contagious, and these individuals are able to influence the attitudes of others. You don't want to be the one at the water cooler who spreads gossip or complains.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 360 offices worldwide. For more information about our professional services, please visit http://www.rhi.com/.

Robert Half International

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The Job Seeker's Toolkit

I want to:
- Improve My Resume
- Check My Background
- Distribute My Resume toEmployers
- Upgrade My Resume

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Class of 2009 Faces Competitive Job Market by Brent Rasmussen, president of CareerBuilder.com

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.

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What's on the Minds of Employers? by Matt Ferguson, CEO of CareerBuilder.com

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

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How to Be Indispensable at Work by Martin Lindstrom, PARADE

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.

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It's Been 10 Years Since My Last Job Search... What do I do?

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.

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