Job Search Myths

Myths that people believe about looking for a job are many and persistent. The most common ones are these:

Myth #1: A résumé should be only one page.

Absolutely not! The normal length of a résumé is two to three pages (at most). It is fine to have addendum pages such as a list of references or published articles. A one-page résumé is only appropriate for a recent college grad.

Myth #2: If you go on an interview through a contingency or search firm, you cannot speak directly to the person who interviewed you after the interview.

The person who interviewed you is either a decision-maker or an influencer in the hiring process. Ask him during the interview if he minds if you contact him with any questions you may have later. If he says no, be skeptical about his interest or style. After all, you are the person who was on the interview, not the recruiting professional who set up your interview. He or she is also someone you can nurture as a networking contact even if you aren't hired.

Myth #3: If eight people at a company interviewed you, you need to send a thank-you note only to the person you'd report to if you got the job.

Those other seven people took their valuable time to interview you. Of course you should send each one a thank-you note!

Myth #4: You shouldn't take notes during an interview.

Why not? Nobody has a photographic memory while talking, listening, and processing information. Simply ask the interviewer politely if she minds if you take some notes. Obviously, you should use abbreviations or keywords so that you're not concentrating too hard on taking notes and not focusing enough on the conversation.

Myth #5: There is no point in conducting a job search during the summer or in December because companies aren't hiring then.

This is absolutely ridiculous. In fact, during the summer, businesspeople are more casual and "laid back" in their attitudes and approaches. They don't tend to be as immersed in stressful projects. What a great time to approach people! In December, companies may be focused on bringing someone on board before the new calendar or fiscal year. People are in a much more celebratory mood during this time of year, and December offers lots of opportunities for networking.

Myth #6: The most qualified candidate has the best shot at getting a job offer.

Obviously, for most positions, a company needs someone with specific skills and experience. It is also true that many companies still lean toward someone who has worked in the same industry. It is more likely that the individual who fits into the company culture is the one who will get the offer. This means that as a candidate you are accountable for finding out and understanding what the culture is -- the values that shape the company, the way people communicate, and the kinds of people who are respected within the organization. You will not find this kind of information on a Web site or in an annual report. You will find it from talking to people -- the company's employees, vendors, and ex-employees.

Myth #7: Only certain components of a job offer are negotiable.

The two best times to negotiate with a company are when they ask you to join them, and when they ask you to leave. Anything can be negotiated if you are very clear about what you need and want, and can state the reasons why. You stand the best chance of getting your needs met if you put yourself in the company's shoes during the negotiation. Not only can compensation be negotiated but also the work itself, the way you will do the work, whom you will report to, and every other aspect of the job. Looking for a new job requires many skills, and the more you network, interview, and negotiate, the easier the process becomes. Above all, trust your instincts during your job search. As with any relationship, you may have to make compromises. However, there is absolutely no reason that you shouldn't be able to find the right job -- a job that fits your personality and fulfills your needs.

Julie Jansen is the author of "I Don't Know What I Want, But I Know It's Not This." She is a career coach and consultant who is also a frequent speaker at both non-profit groups and corporations through the United States.

Asking For -- and Maximizing -- the Informational Interview

Do all the employees at your dream company have an MBA? What is a typical day like in a big-city newsroom? What types of questions might someone be asked when interviewing for a position in the health-care industry?

If you've got questions about a career, an informational interview might be your ticket to answers.

"An informational interview can help you better understand a career, industry, company, organization or specific position you are potentially interested in by finding out what really goes on behind the scenes versus what you've heard or what you imagine," says Debra Condren, author of "Ambition Is Not a Dirty Word," a career guide for women. "Having a more accurate picture will help you decide if this career target really matches your talents, passion, interests, strengths and weaknesses. It will also inform your choice of education and training."

How to ask
For many people, the prospect of making a blind call to a place of interest can be daunting. It also might not be very fruitful. A better idea is to network your way into an informational interview.

"The best approach is to brainstorm about someone you know who may work in the industry or company you're targeting," Condren states. "Does your parent, brother, best friend, roommate or someone you went to college with know someone who knows someone who would send an e-mail on your behalf asking if it's OK for you to contact them?"

Alumni offices and college career centers also can be good places to turn. James Greeley, director of career services and cooperative education at Merrimack College in North Andover, Mass., notes that his institution routinely provides informational interview services for students and graduates. "The programs are staffed by human resource personnel and hiring managers from a variety of corporations as well as Merrimack College alumni who volunteer to offer their expertise and assistance."

When picking up the phone or writing to someone to set up an informational interview, Condren recommends the following to help things run smoothly:

Mention your mutual connection.

Ask for a precise amount of time. (As in, "I was wondering if I could have fifteen minutes of your time.")

Approach the person with two or three very specific questions. (As in "I'm interested in your opinion on which majors train you best for this field.") It gives the interviewer a preview of what you want to discuss and shows that you have taken the initiative to define what you're trying to accomplish.

Treat it like a job interview
If you are interested enough in a field or a company to set up an informational interview, there is a chance that down the line you might want to use this connection when seeking employment. Make a good first impression by:

Dressing professionally

Treating everyone you encounter politely

Arriving early

Doing your homework; you should be asking for insight, not basic information available on a Web site

Preparing a list of questions that gets at exactly what you want to know

While it may seem that you are the one with everything to gain from an informational interview, remember that companies also can benefit. "We're always looking for top talent, and an informational interview is another chance to meet a potential candidate," says Holly Paul, national recruiting leader for PricewaterhouseCoopers, one of the world's largest professional services firms. "It provides an opportunity for us to share what we do and learn how the candidate might fit into our organization."

Express gratitude
The person who granted the informational interview provided a valuable service and should be thanked accordingly for sharing her time and expertise. While a timely e-mail is considered acceptable by some experts, a mailed note may be better.

"Sending an old fashioned hand-written card will make you stand out," Condren states. "It saves the person who did the interview from having to open one more in his or her daily gazillion e-mails."

Finally, remember to keep the lines of communication open for future contact. How to do this without becoming a pest? Paul suggests that before the interview even ends that you ask how you should follow-up, and then follow that advice. Later, take a moment in your thank-you note to restate your interest in potential future opportunities. A small, but genuine, gesture now can be a building block for bigger things to come.

By Beth Braccio Hering, special to CareerBuilder

Success Stories: I Found a Job after Long-Term Unemployment By Beth Braccio Hering, CareerBuilder writer.

Headline after headline about corporate downsizing and businesses folding can leave you wondering: Is anybody out there actually finding a job?

Yes (though oftentimes not very quickly). Here are three real-life success stories of people who persevered through prolonged unemployment before landing a new position.

Volunteer work leads to paid position
"During unemployment, I became extremely hard on myself, questioning what was wrong with me as a job candidate that would cause my searching to be so fruitless," says Margaret White of New York City, who encountered a not-very-welcoming job market after leaving school in 2008. "I also felt enormously guilty that I was a burden on my family financially. It was stressful not knowing where my future was headed and how I was going to support myself."

Needing a morale boost, White decided to volunteer with Step Up Women's Network, a nonprofit organization dedicated to connecting and advancing women and girls.

"At first I started coming in on an as-needed basis, but during that time, I cultivated a relationship with the program manager," White states. "She started bringing me in more frequently to work on projects. Eventually, I asked if I could come in every day. I recognized that I was gaining a new, invaluable skill set and making amazing connections through the organization, not to mention I was loving the work. Eventually, the program manager left to attend graduate school, and I was the best-trained candidate for the job. I applied, and they hired me!"

Networking proves good use of time
After downsizing in January 2009 left Barbara Cooper without a job, she went to local "job seeker" meetings, registered with various companies on their Web sites and checked job boards. Primarily, though, she focused on networking.

Her efforts paid off a year later when a former co-worker recommended her for an open position. Cooper is now the Learning Center Administrator for Children's Healthcare of Atlanta.

"I knew that sooner or later I would find something, primarily because I had no other choice," Cooper says. "I kept reminding myself that every rejection -- whether it was résumés that didn't get responses or phone interviews that didn't lead to anything -- was one less step between me and my next position. I told myself, since it was taking so long to find another position, that the position that was waiting for me must be really terrific -- and it is!"

Thinking about what you really want -- and finding it
An account executive at a high-profile marketing/advertising agency, Sarah Humphreys of Burlington, Vt., was in shock when company layoffs left her unemployed. Though she admits that at first it was "hard not to take it personally," she eventually decided to make the best of her unexpected time off.

"I was lucky enough not to have to rush back into anything. I reevaluated what I really wanted to do with my career. If I was ever going to change career paths, this was the time to do it. Eventually I came out knowing that account management is really what I love and enjoy doing."

Armed with this knowledge, Humphreys began looking at area companies that interested her and applied for positions that matched what she wanted to do. After many people told her that Dealer.com was a great place to work, she looked at the company's Web site and discovered an opening that matched her career desires. She is now an account manager at this leading provider of online marketing tools for the automotive industry. Best yet, the company hasn't laid off a single employee in more than four years.

Her advice for other job seekers: "Keep looking. It is exhausting, but something will come along. Everything happens for a reason. You will end up finding a company and a job that you love."

5 Tips for Job Hunting in the Twittersphere

Gaining a great deal of support from career industry professionals, recruiters and human resource specialists worldwide, Twitter is revolutionizing how people hunt for jobs in today's economy.

How? Susan Britton Whitcomb, co-author of "The Twitter Job Search Guide," explains: "In the past, you had to go through a maze of gatekeepers to get to the cloistered person in charge of hiring decisions. Now you can have access to them with the click of a Follow button. The ability to level the playing field -- placing you nearly peer-to-peer with influencers, leaders and hiring authorities -- is extremely powerful."

And that's not all. "Using Twitter you can find insight, encouragement, connections, job leads and company insider information in bite-sized messages of 140 characters or less," co-author Chandlee Bryan adds. "You can also get advice from some of the world's most respected career experts on everything from starting your search to negotiating salary. It's like fishing for trout at a pond that's been stocked in advance."

Whether you're job hunting via Twitter now or plan to in the future, there are some key guidelines to keep in mind. Whitcomb, Bryan and co-author Deb Dib offer the following advice for writing high-impact tweets and succeeding in the Twittersphere:

"Active participation is essential," Bryan says. "If you build a community, help will come. Job seekers who get the most out of Twitter use it to expand their networks and achieve a sense of community. They not only ask for help, but also engage with others."

"Be upfront about interests and career objectives," Whitcomb stresses. "We talked to several job seekers who searched for new positions after being laid off. While their individual approaches varied in terms of when and how they chose to advertise their availability, a common theme emerged: successful job seekers were specific about what they wanted. They let others know their skills, strengths and preferred job function."

"Acknowledge that the job search is a relationship-building process -- not an 'I-need-a-job' transaction," Dib says. "The job search is like dating; it takes time to build a relationship. If you ask for a long-term commitment the first time you meet someone, chances are good that you will be disappointed. And so it is with Twitter -- building a strong network that can generate job leads takes time. You may find job listings overnight, but it takes time to grow connections with hiring managers and influencers."

"Be transparent in expressing appreciation and progress," Bryan advises. "While some job searches require confidentiality, many of the job seekers we spoke with used a very transparent approach. This included posting regular updates on the status of their job search, as well as shout-outs to individuals who had helped them."

"Be clear about your brand," Dib says. "Successful job seekers have a distinct brand that helps their networking contacts and prospective employers get a quick picture of who they are, how they work and how their talents would bring value to the table."

By Selena Dehne 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/).

Why You Should Consider a Job With the Federal Government

As the economy continues to recover and we see more encouraging news regarding employment -- inevitably, people start thinking about finding new work. According to findings from the 2009 Kelly Global Work force Index, 40 percent of employees across the United States intend to look for another job within the next year, including as many as 62 percent of workers from Generation X (ages 30-47).

Their reasons for moving on vary -- ranging from personal preference, to better personal reward or compensation, or simply because new opportunities came available. What motivates you most when you're ready to find a new job? Rank these in order of importance:

a) Personal preference for one working environment over another

b) Desire for fair compensation

c) Need for intangible benefits from work

d) It's just a matter of availability in your line of work or in your geographic area

The good news? No matter what inspires you to get to work every weekday, you'll find some compelling rationale for seeking employment with the federal government, according to research released by the Partnership for Public Service. Below is a guide with detail related to your favorite reasons:

Availability ...

If all the motivation you need to change jobs is access to a new opportunity, then your prospects for government work are better currently than in some areas of the private sector. Already the nation's largest employer with nearly 1.9 million on its payroll, studies predict another 244,000 new employees to be hired by federal agencies before 2012 -- a need driven by retiring baby boomers.

... in your specialty

Better still, new positions are expected across nearly every category and discipline of employment: from administrative and office work; to professional areas like accounting, marketing, law or health care; to technical specialties within engineering, IT and science.

... and in your neighborhood

Before you assume most jobs are in our nation's capital, check the facts: almost 85 percent of federal jobs are actually outside the D.C. area. States with the highest number of federal employees include California, Florida, Georgia, Maryland, New York, Ohio, Pennsylvania, Texas, Virginia and Washington state. Another 44,000 federal jobs are based abroad.

As a model for work force diversity, the federal government ensures equal opportunity to all Americans regardless of age, gender, race, ethnicity, sexual orientation or disability. Roughly 44 percent of the federal work force are women, and 33 percent are minorities. Military veterans are actively recruited through organizations like the U.S. Office of Personnel Management (OPM), which offers programs for helping out-of-work veterans find jobs in the public sector.

Personal preference ...

With such a vast array of employment scope and scale available across federal operations and agencies worldwide, the government can offer a work environment suited to almost any personal preference -- in the laboratory, the office, the field, the courtroom or the classroom.

Are you a scientist, nurse or an IT technician who happens to love medicine? Check the National Institutes of Health (NIH), the world's foremost medical research center. Engineer? Try NIH or the Department of Energy. Crime fighter? There's always the Department of Justice.

The possibilities extend in every conceivable direction. Are you a world traveler? The State Department operates an embassy or consulate in 180 countries. Want to make a difference? Federal employees address the most urgent national issues facing Americans today. Wherever your interests lie, a federal cabinet or agency is addressing it in some respect.

Compensation and benefits ...

And if you always took for granted that federal pay lags the private sector, think again.

... in material form

Federal compensation is shown time and again to be competitive with the private sector, often offering better or more comprehensive health- and child-care benefits, plus innovative savings plans. Federal agencies offer hundreds of different scholarship opportunities and can help pay back up to $10,000 per year in student loans. Some will even pay for you to pursue an advanced degree or executive program at a local college or university -- nearly 75 percent of public-sector employees have some post-secondary education.

... and the intangible

Just 26 percent of the federal work force is under the age of 40. Much like their baby boomer counterparts, as many as 70 percent of senior federal executives will retire over the next few years -- lending to faster career advancement in the near term. The government offers state-of-the-art training for employees interested in learning new skill sets or advancing their professional development. Government work also facilitates an exceptional work/life balance through flexible work schedules and programs like job sharing, telecommuting or on-site child care.

Studies estimate that during President Obama's full term, new hiring for all types of federal government positions will reach nearly 600,000 employees–almost one-third of the current work force, with a 41 percent increase in mission-critical hiring compared to previous years. It might be time to see what Uncle Sam has to offer your career ambitions!

Kelly Government Solutions (KGS) provides experienced staff to the federal government and its key suppliers, including prime and small business contractors. Through services such as government contract staffing, work force management, project management, and contract compliance services, KGS supplies talent to both public and private sectors alike. For more information, please visit http://www.kellygovernmentsolutions.com/.

The Kelly Global Work force Index is an annual survey revealing opinions about work and the workplace from a generational viewpoint. Results of the 2009 survey from across North America, Europe, and Asia Pacific gave insight into the rapidly changing global work force -- and how it affects the way companies recruit and retain talent.

When Getting a Paycheck Means Taking a Pay Cut

From Harvey Mackay, author of "Use Your Head to Get Your Foot in the Door: Job Search Secrets No One Else Will Tell You"

All the stars are aligning. You've been offered a great opportunity, maybe even your dream job: the company you've admired, top-notch staff, terrific benefits, ideal location. You've aced the interview, and you know you'd be a perfect fit. What more could you ask for?

Maybe that's the wrong question. Maybe you should be asking, what less would you be willing to take?

A 2009 CNN Money report says, "With more than three job seekers for every opening, more workers are having to take significant pay cuts to find employment."

Many are out of work through no fault of their own and can't afford to wait for the dream job to open. Others discover the jobs they had weren't right for them -- too much responsibility, too many hours, burnout or philosophical differences. Whatever the reason, plenty of qualified people who are looking for jobs have real challenges convincing interviewers that they can work for less and be content.

What motivates hiring decisions
Shrinking company budgets force managers to get maximum bang for the buck while finding ways to maintain or grow business. Hiring decisions have greater impact when fewer employees must carry the load. A bad hire can be disastrous.

Try to explain to a hiring manager that you are interested in taking a job that includes a pay cut and a number of questions pop up: Were you overpaid at your last job? Will you jump ship the minute a more lucrative opportunity is presented? Will you be able to survive on a smaller salary? If you are such a bargain, why hasn't someone else hired you already? Do you have some ulterior motive?

Hiring managers look for competent people who are confident in their abilities. Your biggest selling point, surprisingly, isn't your price tag. You have demonstrated that you are flexible, willing to take on a new challenge, bring great experience with you and can't wait to get started. You are prepared to work as hard as you can to advance the company's goals. The interviewer is starting to wonder why any company would have let you slip away.

Being up front
As an astute candidate, you know that salary negotiations come much later, after you have convinced the interviewer that you are the best candidate for the position. Be honest when you are asked why you are willing to work for less.

"I know that the market can't support my previous salary, but I have much to offer and can make a positive contribution to this company's success."

"I love my work and I was sorry when my former company eliminated our department. I am willing to prove my commitment by working for free for 60 days."

"My company relocated to another state. My wife's job is here, and we chose not to move our family even though it meant giving up my job."

"I know that times are tough everywhere, and I am willing to help the company move to profitability knowing that the employee contributions will be rewarded at a later time."

Stating your reasons in direct, honest terms will mitigate fears that you are looking for a glorified temp job until something better comes along. Few companies have been exempt from downsizing or budget reductions. Relating that reality to your personal situation can reassure the interviewer that your expectations are reasonable.

One cautionary note: Don't apologize for showing interest in a lower-paying job. Your worth can't be measured only in dollars.

A pay cut may mean a better job or the path to one. Keep your options open!

Mackay's Moral: You can move from survive to thrive.

By Harvey Mackay author of the new book "Use Your Head to Get Your Foot in the Door: Job Search Secrets No One Else Will Tell You," as well as the New York Times No. 1 bestsellers "Swim With The Sharks Without Being Eaten Alive" and "Beware the Naked Man Who Offers You His Shirt." Mackay is a nationally syndicated columnist for United Feature Syndicate, whose weekly articles appear in 52 newspapers around the country, including the Chicago Sun Times, Rocky Mountain News, Orange County Register, Minneapolis Star Tribune and Arizona Republic.

What Jobs in Security Pay

To say modern culture is obsessed with security is an understatement. No politician runs for office without assuring voters that security is a top priority. Financial institutions and the government spent the last two years vowing that your money is safe and secure. Local news commercials constantly ask if your children are safe. (How secure is your child's school? Find out at 11.) Walk through an airport and you'll hear an announcement about security concerns every 10 minutes.

Yes, we're surrounded by talk of security everywhere we go, but do you ever think about the people who have these jobs that are providing us security in some form or another? With the word "security" floating around all the time, you can become numb to the whole topic. Yet, you probably are secure as you go about your day, which means the people in charge of your safety are doing a good job.

To give workers in the security field their fair due, here are 10 jobs in various industries that help keep us safe:

1. Air Force pilots
What they do: As part of the armed forces, Air Force pilots have several responsibilities, which range from combat missions to providing support to those in combat to conducting training.
What they earn: $122,388*

2. Airport security screeners
What they do: Before airline passengers can get to their gates, they and their belongings have to pass through security. Using metal detectors, scanners and other tools, screeners ensure that no dangerous items make it into the airport or onto a plane.
What they earn: $54,938

3. Armored car guards
What they do: Armored car guards either transport valuable goods (such as currency) or drive people who are transporting valuable goods from one location to another. They keep the passengers and items safe while in transit, preventing any attacks or robberies that could occur.
What they earn: $32,955

4. Bouncers
What they do: Clubs, bars and concert venues rely on bouncers to check IDs of patrons entering the establishments. They also monitor the crowd throughout the night in order to remove any person who is rowdy or disturbing other patrons.
What they earn: $32,532

5. Computer security specialists
What they do: Working for an organization, computer security specialists are responsible for identifying and addressing potential security threats. One of their primary responsibilities (and greatest tools against threats) is educating users about dangers and security hazards.
What they earn: $46,370

6. Gaming surveillance officers
What they do: Working in casinos, gaming surveillance officers monitor customers and employees to ensure that neither are stealing or cheating.
What they earn: $31,550

7. Police officers
What they do: Police officers keep cities, its neighborhoods and citizens safe. One of their many responsibilities is to respond to emergency calls, ranging from home intrusion to violent crimes.
What they earn: $52,810

8. Secret Service special agents
What they do: Under the Department of Homeland Security, Secret Service agents protect the president, vice president, their families and other politicians. They also investigate certain fraudulent financial transactions.|
What they earn: $50,787**

9. Security and fire alarm systems installers
What they do: They install equipment for security systems and fire alarms for organizations and private residences. They also perform maintenance and attend to any wiring needs specifically related to these systems.
What they earn: $38,630

10. Security guards
What they do: Security guard duties vary depending on place of employment, which includes stores, businesses, office buildings and more. For example, in retail stores, they monitor customers to prevent shoplifting, while at banks they prevent robberies.
What they earn: $25,840

*Salary information based on data from the Bureau of Labor Statistics and CBSalary.com.
**Secret Service special agents salary based on starting salary, according to the United States Secret Service Web site.

By Anthony Balderrama writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow him on Twitter at twitter.com/abalderrama.

Virtually Awesome: How Smart Companies Use Video Games to Recruit, Retain Employees

As a former Super Nintendo addict enthusiast, I was both excited and surprised to come across this recent Go magazine article about the growing number of companies using interactive software and video games as employee training and development tools.

Excited, of course, because it seems like a cool, fun way to engage employees (and brought back fond memories of watching Mario hop around in a Frog suit)…But also surprised by just how many companies are embracing this trend: A reported 70 percent of major domestic employers used these ”serious games” to train employees in 2008, according to the Entertainment Software Association. That figure is estimated to increase to 80 percent by 2013.

It’s encouraging to see employers move away from more traditional training methods like white papers, PowerPoint presentations and training calls - many of which seem as if they were designed to be tuned out (apologies if this is news to anyone) – and toward more engaging methods. According to the article, those who use these training techniques say that video games help employees build business skills by putting them in situations that require critical thinking and decision making.

Not to mention that being able to interact through computer simulation programs helps employees retain complicated information better than they would using other, more traditional training techniques.

Of course, the obvious downsides to using video gaming techniques to train is that the time and cost spent setting up and designing the customized software could be significant, depending on the complexity of the project. And then there’s the not-so-minor fact that simulations can’t completely replace actual human interaction…But none of this is to say this technology doesn’t hold value (so long as its viewed as a supplement to, and not a replacement for, real world training) – and many will argue that the business benefits ultimately outweigh the costs.

No Longer Just a Training Tool…
In addition to helping companies develop employees’ business skills, more companies are utilizing video games in their recruiting and branding efforts as well. Here are a few examples:

• Candidate Attraction: The MITRE Corporation, for example, enables job seekers to download a 3D video game that gives players a better understanding of the company’s campus, how the interview process works, and view examples of company projects. Similarly, staffing firm Kelly Services has a virtual community in Second Life that gives job seekers an interactive experience to see what it’s like to work for Kelly, create buzz and differentiate Kelly from its competitors. In August 2009, the U.S. Army opened its Experience Center at a Philadelphia shopping mall, where potential recruits can play military videogames and learn about military bases and career options in an interactive way – helping the Army meet and exceed its recruiting and retention goals.
• Employee Engagement: Kansas City-based benefits provider Assurant launched the gaming suite, “It’s Your Business,” in 2007 with the goal of helping employees better understand the business in order to boost sales. What it ended up with was increased employee engagement and knowledge retention. Today, employees are even more involved in the project, as they are the source of input for developing new training games.
• Employee Retention: In efforts to help employees relieve stress, refocus and (most importantly) avoid burnout, companies are increasingly relying on video games – turning their ordinary break rooms into game zones. At the offices of the Chicago-based tee shirt company Threadless, taking a break to play a little Guitar Hero is an everyday occurrence for employees. And recently, Phoenix-based Multi-Systems, Inc. gave its employees a $10,000 budget to design a game room for them to unwind in, as a thank you for making various pay and benefits sacrifices the previous year

Latest Employment Report a Mix of Good and Bad (But Mostly Good) News

Anyone else looking forward to the day we can say that we’re actually out of the woods with the current financial crisis (if only so we can put a moratorium on the phrase “out of the woods”)?

Well, we might have to hold out a little while longer, because as the latest employment report indicates, we’re, um…well, you know. Today, the Labor Department released its Employment Situation report for the month of February, and, as is often the case lately, there’s both good news and bad news.

The good news is that the number of jobs in February fell far below analysts’ expectations and that the unemployment rate did not go up. Despite this fact, the bad news, of course, is that unemployment is still at a remarkably high 9.7 percent and that employers cut 36,000 jobs.

Among the highlights of the report:

Employers cut 36,000 jobs in February (below analysts’ expectation of 50,000), compared with 26,000 jobs shed in January.
Since the start of the recession in December 2007, the number of unemployed Americans has nearly doubled to 14.9 million and the economy has shed 8.4 million jobs.
The U.S. unemployment rate held at 9.7 percent in February, and nonfarm payroll employment dipped slightly (-36,000).
Severe winter weather in parts of the country may have affected payroll employment and hours; however, it is not possible to quantify precisely the net impact of the winter storms on these measures.
Looking at various industries: Temporary help services added 48,000 jobs, while Health Care also continued to trend upward in February. Construction and Information both fell, at 64,000 and 18,000 jobs lost, respectively, while both Manufacturing and Retail were essentially unchanged.
Despite the up-and-down numbers over the last few months (36,000 jobs shed in February…26,000 shed in January…109,000 shed in December… 64,000 added in November, etc.), conditions are stabilizing overall.

“The large declines are behind us,” said Joel Naroff of Joel Naroff Economic Advisors in a podcast interview with MarketWatch today, in reference to the job loss numbers. Naroff added that the latest report gives a strong indication that, while we may not see strong job growth anytime soon, we will see positive growth.

In fact, employers are expected to add as many as 100,000 jobs a month later this year (and if President Obama okays the House’s new $15 billion plan to offer tax breaks to employers, it could further impact job growth in the coming months).

Thoughts?

10 Types of Interviewers - Who might be interviewing you during your job hunt

Interviewing for a job comes with several question marks. What do I wear? How should I answer this question? How long will this take? A good job seeker prepares. Take your suit to the cleaners. Think about your answers. Arrive for the interview in plenty of time.

But the one factor that can throw everything off is the type of interviewer you get. When you sit down at that table, the interviewer's line of questioning and attitude will change what you say and how.

To give you a little extra help, here is a list of 10 types of interviewers you might encounter and how to deal with them.

1. Your best friend
What to expect: Too much of everything. You walk in the door and the handshake is a little too enthusiastic. The smile is too wide. The conversation is too personal. It's all just too much. This interviewer treats you like a best friend, which is nice, but this style is unnerving because you want to be relaxed without forgetting that you are still on an interview.
What to do: Take this approach as a cue that you can be a little less rigid in the interview because the best friend doesn't want an uptight employee. Just remind yourself that the interviewer can be more casual than you because he isn't the one interviewing for the job. Show the interviewer that you're relaxed, but stay professional and don't act like you're actually good friends -- stories about wild parties and your personal life don't belong in the conversation.

2. The interrogator
What to expect: Question after question after question. The interrogator doesn't come to the interview ready for conversation. He has a list of questions to fire off and you had better be ready to answer them. Don't expect to receive a lot of helpful feedback to gauge how you're doing. Just expect more questions.
What to do: Watch episodes of "Law & Order" to prepare. You're going to feel defensive the entire time and might walk away from the interview feeling as if you did something wrong. Once you realize that your interviewer is going to lambaste you with questions, just focus on answering them and don't obsess over reading his reaction. You can try to initiate conversation with a few of your answers, but don't be surprised if those efforts fail. This interviewer wants to hear your answers and see how you handle yourself, so staying calm is the best approach you can take.

3. The one who has better things to do
What to expect: An interviewer checking her e-mail, looking at you but not paying any attention to what you say. Some people are forced to participate in the interview process even if they have no interest in doing it, so don't take it personally.
What to do: Answer the questions and be friendly. Try to hold conversations with this distracted interviewer and hope you can win her over -- hey, it can't hurt to have someone who likes you. But this interviewer either made up her mind before she walked into the room or doesn't intend to give much feedback about you, so do your best but don't take her disinterest personally.

4. The inappropriate one
What to expect: Cold sweats because you don't know what to do or say. Every once in awhile you will encounter an interviewer who doesn't understand limits. You might hear an inappropriate joke, a personal story that should be reserved for a therapist or a question that delves too deeply into your life. This interviewer probably isn't trying to be inappropriate; he just has no concept of boundaries.
What to do: Stay in your comfort zone. Just because this interviewer is ready to cry on your shoulder, don't feel pressured into doing the same. Answer what you want to answer and try to steer the conversation back to pertinent topics, such as the job requirements or your qualifications. The interviewer probably won't realize how off track he is and will follow your lead. Of course, if you think the questions cross a line, then you want to get out of there ASAP.

5. The rule follower
What to expect: Every interviewing tip you've ever been told. Just like some students never imagine skipping a day of school or not doing homework, some interviewers can't imagine going outside of traditional business interviewing protocol. Boring questions and a stoic demeanor are this interviewer's best friend.
What to do: Be the best interviewee you can be. Do you know what your biggest weakness is? Do you know how to give the perfect handshake? Do you plan on wearing a conservative shirt under your jacket? You had better, because these by-the-book practices will earn you high marks.

6. The joker
What to expect: A comedy routine. Some interviewers have such a good sense of humor that they can't shut it off even when they need to. You'll answer a question and you'll receive a sarcastic comment or a funny aside. This approach isn't inherently bad, but it can confuse you because you're not sure if the interview has even begun.
What to do: After a few minutes, you'll realize that your interviewer is a joker. If this personality bugs you, you probably won't like working for the company. If it doesn't bother you too much, then try to play along. Joke back and show that you have a personality. For some interviewers, your résumé proved your qualification; the interview is their chance to see if you fit in with the gang.

7. The weirdo
What to expect: Strange behavior. We all know odd people, but we often forget that these odd people hold day jobs. And some of them are bosses or hiring managers who conduct interviews. Therefore we shouldn't be surprised when we're interviewed by a peculiar person who has macaroni art hanging in her office or who asks, "Who is your favorite member of the A-Team?"
What to do: Just go with it. Unless the weird factor transitions into creepy or offensive, you should just answer the questions and ignore oddities. If the questions and rapport are professional, but the interviewer is working on her origami, stay focused on the interview. She probably has no idea she's doing anything strange and is paying attention to you.

8. The no-nonsense one
What to expect: Tough love. This interviewer doesn't believe in sparing your feelings. He's honest and will waste neither his nor your time.
What to do: Brace yourself. This interviewer will say that he's not sure you're qualified or that he fears you won't fit in with everyone. Prove him wrong with evidence that you are perfect for the job. He won't respect someone who cowers, so be just as firm with him.

9. The blank slate
What to expect: No feedback. The blank slate is an interviewer whose face remains unchanged for the duration of the meeting. You won't see any hint that the interview is going well – or badly.
What to do: Don't try to break the interviewer's façade. If you spend the interview looking for clues that you said the right or wrong thing, you'll be miserable. Answer the questions, be yourself and stay composed. Your instinct will be to think that you're bombing, but you never know with the blank slate, so don't let yourself analyze the situation too much.

10. The mafia
What to expect: An intimidating group. Every group interview is an ordeal. The interviewers might be lovely, horrible or a mix, but you still have several sets of eyes staring at you.
What to do: Try to relax. That seems like impossible advice, but it's the best approach. When you have multiple interviewers, you will see several types of interviewers, so you can't try to please everyone. Try to be yourself and find the interviewers that seem the most responsive to you. When you see someone nodding in agreement or maintaining eye contact, you'll feel more at ease and the nerves will begin to disappear.

By Anthony Balderrama writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow him on Twitter at twitter.com/abalderrama.

What Jobs Fit With Your Major?

Choosing a major has always been a sore spot for college students. Now, with the job market in flux, it's more important than ever that you declare a major in a field that you not only enjoy, but that will offer many employment opportunities after graduation.

According to the Job Outlook 2010 by the National Association of Colleges and Employers, employers plan to hire about 7 percent fewer new graduates during 2009-10 than they did in 2008-09. A few majors, however, are in demand; the top five are finance, accounting, mechanical engineering, business administration and management, and electrical engineering.

If you're graduating this year and looking for a career to fit within your major, check out some of these options and what the entry-level salary is, according to SalaryExpert.com.

Major: Education
If you major in education, you'll study how people learn and how best to teach them. You'll acquire skills such as how to set up and manage a classroom, create and teach inspiring lessons, and help students succeed no matter what their age, background or learning style.

· Elementary, middle or high school teacher: Provide children with a well-rounded education, covering all subjects in order to prepare students for college or employment. Starting salary: $35,719 - $36,195

· Adult educator: Teach a variety of subjects to adults in places such as community colleges, adult high schools or university extension programs. Starting salary: $31,679

· Preschool teacher: Introduce young children, usually age 3 to 6, to the world of school. Use games, storytelling and other activities to help kids expand language and vocabulary, improve social skills and learn basic science and math concepts. Starting salary: $27,805

Major: Engineering
Typically, engineering majors choose a concentration, of which there are many: civil, chemical, electrical, mechanical – the list goes on. Most disciplines use science and math to solve practical problems and help create things. Your career options will be based on the specific area you study.

· Urban and regional planner: Develop plans and programs for land use and physical facilities in towns, cities, counties and metropolitan areas with your civil engineering degree. Starting salary: $46,269

· Electronics engineer: Design, develop and test a wide range of electronic equipment, from CD players to global positioning systems with your electrical engineering degree. Starting salary: $59,131

· Game design and development professional: Learn all the technical skills necessary to create electronic games with your degree in computer software engineering. Starting salary: $44,211

Major: Foods, Nutrition and Wellness Studies

Foods, nutrition and wellness studies majors learn about food and its effect on our health, as well as about food preparation and safety, nutritional education and more.

· Dietician and nutritionist: While their job duties vary, dieticians and nutritionists share a common goal, which is to educate others on proper nutrition. They might develop a meal program for hospital patients, advise clients on how to lose weight or oversee food preparation. Starting salary: $41,592 and $36,282

· Chef: There are several types of chefs, from preparation to executive, but the majority spends their time planning menus and creating meals in a variety of settings. Starting salary: $35,538

· Food scientist: These folks research foods and develop new ways to preserve and package them. Starting salary: 37,898

Major: Forensic Science

Forensic science majors study science and criminal justice. They learn how to analyze evidence such as blood or DNA, plus how to apply it in a court of law.

· Crime laboratory analyst: Also called forensic scientists, analysts search for, collect, photograph and analyze physical evidence from crime scenes to help others piece together criminal investigations. They also provide expert options in court, if necessary. Starting salary: $39,568

· Detective: In a nutshell, detectives solve crimes, from robberies to homicides. To do so, they dig up facts, look for clues, interview people and collect evidence pertaining to each case. Starting salary: $37,461

· Clinical laboratory technologist: These folks might have a focus on forensic chemistry. Clinical laboratory technologists examine body fluids and tissue for signs or problem or disease. In this field, they are useful in determining toxicology on victims. Starting salary: N/A

Major: History
History majors learn about and interpret things from the past, from objects to written documents. They look at major events or people from history and study the effects they have on today's world.

· Historian: Look for clues from the past and help make sense of it all for other people, making the connection between the world as it was and the world as it is. Starting salary: $37,151

· Archivist: Archivists can work in a variety of business settings, but your primary role is to keep and file permanent records and historical documents. Some archivists also get involved on research projects. Starting salary: $44,741

· Conservator: To protect and preserve is your motto, and it's what you'll do with all the precious items you come across. Your job is to take historic objects and artifacts and restore them to their former glory. Starting salary: $25,348

Major: Marketing
Marketing majors learn how to figure out what people want, and how to create and sell products and services that will fulfill those desires.

· Market and survey researcher: Find out what people think by designing and conducting surveys via the Internet, mailed questionnaires or telephone interviews, and analyze the results to figure out what the public wants and needs. Starting salary: $43,485

· Meeting and event planner: Plan and oversee meetings, conventions and other events for business, organizations or individuals, working within a set budget to meet your clients' goals. Starting salary: $46,898

· Public relations specialist: Promote and represent your clients, whether they are individuals or companies, by writing press releases, pitching story ideas or coordinating media interviews. Starting salary: $39,684

By Rachel Zupek, CareerBuilder.com writer