Articles

Finding a Job In A Difficult Market

There is no doubt about it – this is a tough market that exists today for job seekers. This is especially true if you are looking for a job in large corporations as most of them are scaling back quite a bit when it comes to the job market.

The jobs that are hot right now are those that actually have to do with restructuring in large companies – not a good omen. However, you can find a job in a difficult market if you take the following tips:

1. Rethink your skills and capabilities

The recession has many employers cutting jobs, but hiring those that can help them cut costs and restructure offices. If you have skills in budgeting, accounting or human resources, they might come in handy right now. Hone in on these skills and then restructure your resume so that you are able to land a job. There are jobs available, they just are not as plentiful as they were in the past. If you have the skills that major companies need for restructuring, however, you will find plenty of opportunity for employment.

2. Improve your resume

Make sure that your resume sparkles and highlights all of your accomplishments. Many people who got laid off from their jobs are using the same resume as they did in the past with little updates. This is a very competitive job market, so in order to succeed, you have to shine a little. Even if you have to pay a professional, it is well worth it to get the resume that will get you the job.

3. Network, network, network

Leave no stone unturned when you are trying to find a job in a difficult market. You should be using any and all resources allotted to you at this time. These include friends, family members, past employers and even internet resources. Take a look online at the job seeking networking sites and you may be able to find out more tips on where to find employment. Also, if you have not used a recruiter in the past, you will want to use one now. A vast majority of those who have been placed into jobs are placed because of persistent recruiters.

4. Do not give up

Contrary to what you may hear, there is work out there – you just have to be persistent in finding it. Yes, it can be disheartening to go from job interview to job interview without any offers, but that does not mean that you have to throw in the towel. Continuing to look and not giving up is the key to finding a job in a difficult market.

5. Look your best

Be sure to dress appropriately for job interviews and look your best. It is a competitive job market out there, but sooner or later you are bound to find a job if you continue to look hard enough. Put your best foot forward and you will continue to land on your feet, even in a difficult job market.

About The Author


Ron Subs / marketing consultant

Ron Subs is a marketing consultant for http://www.bigjobnet.com

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5 Common Mistakes In Hiring

Do you know the biggest mistakes employers make in hiring? One of the biggest challenges we find is that sales professionals and business owners think they can find somebody who is both people-oriented and great on follow-through and detailed work.

The five common mistakes employers make in hiring are…

1. I need a body right now.

The manager hires out of desperation and it is common when the manager finds himself overwhelmed. Maybe somebody just quit or the manager received a number of leads and does not know how to get the transactions closed or tasks accomplished.

2. Hiring close family, friends or referrals without any evaluation.

We have known a client for a while who continues to hire her close friends and family members without evaluating whether they are the best fit for the position. She finds it difficult to motivate and get any worthwhile performance out of these employees. Teamwork is a struggle and she seems frustrated. She feels that there is a magic bullet which will solve her problems.

Unless she starts hiring the person who is most suitable for the position instead of using nepotism, she will always have this challenge.

Unfortunately I have been guilty of this as well and it cost me money, time and relationships.

3. No process to screen candidates.

Most sales professionals and managers are quick decision makers and do not have the necessary patience to do the due diligence before hiring people. It sounds simple, but it is hard for people who pride themselves on their quick thinking and decision-making ability to slow down and go through all the steps necessary to get well-qualified people.

Why is this attitude a major business risk? Just using your gut feel to make a hiring decision is not a smart idea. Again, most managers are not trained in this skill.

4. Hiring the candidate who is just like you.

This individual reminds you of yourself when you were younger. You have a good gut feeling about this person.

Many managers tend to hire a person with whom they feel comfortable. Of course, you like people who are like you or remind you of yourself. If the candidate is too much like you, then why are you hiring your clone? It is rarely a good idea to hire your clone.

5. You hate to do the work that you should be doing.

Let us say that you hate detailed paper work and you are poor in following through. You feel that all you need to do is to hire somebody who likes that work and is competent at it and your worries will go away.

Do not make that mistake. Before you hire such a person, learn the basics of that job for two reasons. One reason is that the person who walks in to do that job will definitely need you to give her orientation and training before she can be productive. Secondly, that person’s style of work will differ from your style by necessity. If you cannot appreciate her role and how she functions, you will be a poor manager.

About The Author


Minesh Baxi / author

Minesh Baxi is the co-author of “Stop Hiring Losers”. Do you have the right employees in the right position? Listen to one hour live recording and get first two chapters of the book “Stop Hiring Losers” free at http://www.StopHiringLosers.com

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Getting a Job In Your Senior Years

Aging is a natural process we will all experience at some point. Whether it’s characterized by lack of physical or mental agility, or whether it’s just by virtue of our ongoing years, we all feel old and useless from time to time, and it really needn’t be the case. The older generations have a great deal still left to offer society in every sphere, particularly employment. In fact, many major corporations are realizing the benefits of hiring an older workforce, and are keeping many employees on well past the standard retirement age.

Statistics have shown that older workers are far less likely to quit their job, and almost a quarter as likely to call in for a sick day. This means that by employing older people, companies benefit from dedication and hard work which is engrained on our generation, and isn’t statistically as prevalent amongst the labor force of today. In addition to that, companies can really benefit from the years of employment and team-working experience of older employees, which means older workers are an attractive option.

If you are a Senior Citizen looking to get back into employment, it is important that you present your skills in an attractive way. This means printing a word-processed resume, complete with detailed information about your employment related skills and how you can adapt to the modern workplace. If you’ve been out of work for a period, it might be good idea to take a refresher course in the basics of office computing, to give you a head start if that’s required in your job. Make sure to present your experience clearly, and stress the value that could subsequently have, were you to receive a job offer. Remember to sell yourself – you’re not only competing against other people for the job, but also prejudices, so make sure you really leave them with no choice.

Getting back into work as a senior can be a daunting prospect, but overall it is worthwhile for a number of reasons. Firstly, it is a fantastic way to ensure you retain a degree of mental stimulation, which will keep you more mentally agile for longer. Additionally, it is a good idea to keep you busy and active in the community, which can be something many retired people miss as the years roll by. On top of that, you will also be able to add more money to the coffers to see you through, which of course can never be a bad thing.

About The Author


Jonathon Hardcastle / author

Jonathon Hardcastle writes articles on many topics including Finance, Employment, and Science

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What to Look For When Looking For An Employee

This section will give you all of the tools you need for properly evaluating an employee.

What makes a good employee? There are several things you can look for during the application and interview processes that will help to ensure you hire good people the first time. The screening process should start with the initial application or resume.

One step you definitely shouldn’t skip is the background check.Though there may be a small cost involved in this, it’s important to make sure anyone you are considering hiring has supplied you with accurate information, and doesn’t have a criminal background (or has sufficient record of dismissal).

Here are a few alarming statistics from HireRight, a company that verifies resume information and conducts background checks:

1. 10 percent of applications and resumes contain serious background misrepresentation

2. 30 percent of job applicants exaggerate accomplishments to look good on paper

3. 34 percent of applications and resumes contain outright lies regarding ability, education, and experience.

As you can see, background checks are an important step in the hiring process.

Nice people make the best employees. In general, they are fast learners, easy to teach, and fun to be around. If it comes down to choosing between an exceptionally qualified and rude candidate, or a nice one who may need a bit of extra training to get up to speed, it’s in your best interests to choose the nice person every time.

Other than being nice, what qualities should good employees possess? Here are a few examples of qualities and characteristics to look for:

1. Responsibility: Seek people who will see their tasks through to the end, and will claim responsibility for their work and their actions on the job.

2. Initiative: Does the candidate demonstrate an interest in self-starting? Look for someone who will find something to do when they run out of work, rather than someone who’ll wait to be told what to do, and then rush through the assignment.

3. Discipline: Good employees are able to focus and complete a task or assignment thoroughly.

4. Positive: The best employees are generally cheerful, even when working on an assignment they don’t particularly enjoy.

5. Consistent: Look for employers who are dependable, show up on time, and will put in extra effort when necessary to finish the job.

6. Empathetic: Your employees should be able to recognize when coworkers or customers are having trouble, and be courteous and aware of their needs.

7. Modest: Look for people who give credit where credit is due, and don’t try to claim all the recognition for the work of the team.

This set of tricks for evaluating employees before you actually hire them should give you an extremely high chance of finding that perfect employee.

About The Author


Dionisio Gomez / author

Dionisio Gomez is an accomplished Internet Marketer. He has been successfully selling and promoting products for more than 5 years. Dionisio has an amazing site set up where you can find more of his products on Hiring The Right People at: http://www.hiringthehelpyouneed.com

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Speak Up . . . Or Blow Your Employment Interviews!

How you handle employment interviews can spell success or failure for your job search.

Learning to speak assertively is critically important to the success of your interviews.

So, how you present yourself in person will determine whether or not you get the job.

One question I get asked a lot is, “Is it OK to blow my horn in employment interviews?”

The answer is YES. It’s not only OK to blow your own horn, it’s essential! You see, if you’re lucky enough to get employment interviews with the person who could be your next boss, you get one shot only. So you better be right on target. That means you can’t afford to be a wimp!

Recent reports have pointed out there are 8 common barriers to not wanting to blow your own horn:

  • You’ve been taught that it isn’t polite to show off.
  • You don’t want to be seen as taking all the credit.
  • You feel that your business is no one else’s concern.
  • You’ve been discouraged from taking credit for individual performance. You’re part of a team.
  • You haven’t had to use assertiveness very often.
  • You’re not in the habit of taking credit for your accomplishments.
  • You don’t want to sound egotistical.
  • You don’t like it when others brag. You don’t want to sound like them.

Look, the first thing you need to understand is that you don’t get hired on the basis of a resume. No one will offer you a job until you’ve met face-to-face with the hiring decision-maker.

So, how you present yourself in person will determine whether or not you get the job. And believe me, passively and politely answering questions doesn’t get it.

So, here are three steps that can help you prepare to come across like a pro:

1. Get your ducks in a row. Write down the specific talents and capabilities your bring to the table. Do not dwell exclusively on your work history. Rather, focus on values, work ethic and philosophy.

2. Write a script that details how you’ll present yourself to a prospective employer. Remember, first impressions count BIG! If you stumble around and can’t look an interviewer in the eye, you just lost. You must be prepared to speak with authority.

3. Practice what to say with friends. Let them ask you tough questions so you can learn to respond intelligently without getting rattled.

Employment interviews frquently use standard questions. But your opportunity to shine comes when you assertively represent your values and work style as it applies to adding to the bottom line. That’s when you get an employer to sit up and pay attention to you.

About The Author


Paul Bowley / author

Paul Bowley manages EEI, the world-class pioneer in alternative job search techniques and innovative e-business strategies . . . since 1985.

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Employees Don’t Come With Instruction Manuals

Don’t you wish employees came with instruction manuals? Studies show managers spend 60% of their time dealing with people problems. That leaves only 40% to work on the organization’s objectives. Have you ever become frustrated by an employee’s inability to follow simple instructions or ideas, or surprised by an employee’s hostility to you or their co workers? It happens all the time.

What is often missing is objective information on an employee’s personality and behavioral makeup. If you understand the employee you can communicate more effectively with him, boost his morale and increase his productivity. You can’t go on “gut feel” or keep doing the same old thing. You can lose a good employee that way.

There a number of different employee assessments to help solve this problem, but most managers and business owners aren’t psychologists, and don’t aspire to be one. They should look for a well validated assessment tool that is easy to administer (the good ones can all be done online) and, most of all, provides an easy to read report for both the employee’s manager and the employee.

Let’s look at an assessment tool called the Profiles Performance Indicator. It can be done online and generates easy to read reports that are like an “instruction manual” for an employee. So what does it tell you? First of all it will tell you whether an employee will adapt to change, a constant in today’s business world and if he is a team player. Next it measures seven more behavioral tendencies including…

  1. Productivity
  2. Quality of work
  3. Initiative
  4. Problem solving
  5. Response to stress and conflict
  6. Work motivation
  7. Motivational energy

This will help you easily create a unique professional development plan for the employee. Every person is different and you want to use the right approach with each employee. Morale gets a tremendous boost because you are using a personalized communication plan for each employee. He sees that your attention is directed at his specific needs and personality. Plus he gets a report designed specifically for his own professional development.

Employee development expert, Robert Cameron, states, “Understanding an employee better will make a manager more effective. With the talent wars raging you can ill afford to lose a good employee just because he was not managed effectively”. Cameron goes on to say, “Imagine if you had a unique instruction manual for each employee, wouldn’t that make things run so much smoother in the workplace?”

Employees quit supervisors not companies, often because we simply don’t understand each other well enough. With this simple 20 minute online assessment you can gain a much better understanding of an employee and how to get him to improve his individual and team performance. It can eliminate much of the time, 60 %, spent resolving misunderstandings, stress issues, and other interpersonal problems.

The bottom line is you don’t want to risk losing your best employees. Use the tools that are available to gain a better understanding of “what makes them tick” so that they will be happy, contented and productive employees.

This set of tricks for evaluating employees before you actually hire them should give you an extremely high chance of finding that perfect employee.

About The Author


Robert Cameron / consultant

For more information contact Robert A. Cameron & Associates, Weston FL. Mr. Cameron works with employers to help them increase the effectiveness of their employee selection, retention and development. They can be reached at 954-385-8701 or visit their website at http://www.racameron.com

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