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Thursday, June 30, 2011

8 Step Cheat Sheet for Interviewing

8 Step Cheat Sheet for Interviewing

Relax -- a cheat sheet is not really cheating. It's a checklist to make sure you stay focused before, during and after the interview. Creating a cheat sheet will help you feel more prepared and confident. You shouldn't memorize what's on the sheet or check it off during the interview. You should use your cheat sheet to remind you of key facts. Here are some suggestions for what you should include on it.

In the Days Before the Interview

  • Draw a line down the center of a piece of paper. On the left side, make a bulleted list of what the employer is looking for based on the job posting. On the right side, make a bulleted list of the qualities you possess that fit those requirements.
  • Research the company, industry and the competition.
  • Prepare your 60-second personal statement.
  • Write at least five success stories to answer behavioral interview questions ("Tell me about a time when..." or "Give me an example of a time...").
  • List five questions to ask the interviewer about the job, the company and the industry.
  • Research salaries to determine your worth.
  • Determine your salary needs based on your living expenses.
  • Get permission from your references to use their names.

Prepare Your Interview Answers

Be ready to answer common interview questions such as these:

Before You Go to the Interview

Do you look professional? Check yourself in the mirror; part of your confidence will come from looking good.

Carry these items to the interview:

  • Several copies of your resume on quality paper.
  • A copy of your references.
  • A pad of paper on which to take notes, though notes are optional.
  • Directions to the interview site.

Upon Arrival

  • Arrive early -- enter the building 10 minutes before your appointment.
  • Review your prepared stories and answers.
  • Go to the restroom and check your appearance one last time.
  • Announce yourself to the receptionist in a professional manner.
  • Stand and greet your interviewer with a hearty -- not bone-crushing -- handshake.
  • Smile and maintain eye contact.

During the Interview

  • Try to focus on the points you have prepared without sounding rehearsed or stiff.
  • Relax and enjoy the conversation.
  • Learn what you can about the company.
  • Ask questions and listen; read between the lines.
  • At the conclusion, thank the interviewer, and determine the next steps.
  • Ask for the interviewer's business card so you can send a follow-up letter.

After the Interview

  • As soon as possible, write down what you are thinking and feeling.
  • Later in the day, review what you wrote and assess how you did.
  • Write an interview thank-you letter, reminding the interviewer of your qualities.
http://career-advice.monster.com/job-interview/interview-preparation/interview-cheat-sheet/article.aspx?WT.mc_n=yta_fpt_article_cheat_sheet

Friday, May 27, 2011

Unemployment: The New Norm?

Even as the economy recovers, the days of 5% unemployment may be gone for good.

A chorus of economists and labor market observers say that the "natural" or "structural" rate of unemployment has shifted up, meaning that Americans looking for work should get used to having a harder time finding it. The unemployment rate is currently 9% and could take until 2016 to reach the natural rate.

The so-called natural unemployment rate is somewhere around 7%, according to Mark Vitner, a senior economist at Wells Fargo. Other economists peg the natural unemployment rate somewhere between 5.5% and 7%. They said the figure will be held higher by a skills mismatch in the labor market that has been growing since the 1970s, the recent extension of unemployment benefits and the 2009 minimum wage increase.

"Businesses are looking to hire, but the workers they are looking to hire are not there in the abundance that they want them to be," Vitner said.

Slightly more than half of U.S. businesses are having trouble finding the right candidate for open jobs, according to a survey released today of 1,322 U.S. businesses by global recruitment firm ManpowerGroup. In 2010, only 14% of respondents had similar gripes.

"There's a talent mismatch," said Jeff Joerres, CEO of ManpowerGroup. "That, coupled with the fact that demand in most industries is not so robust that [firms] need to compromise, means companies are able to wait to find the right people."

Natural unemployment rate is a theoretical measure of what share of the workforce would be unemployed under ideal conditions given the underlying structure of the economy; that is, what goods and services that businesses are actually producing and the workers who produce them. Some economists and observers say that the structure of the economy has changed coming out of the recession.

Since 1996, the natural unemployment rate has hovered between 4.5% in 2000 and 5.8% in 2010, according to a periodic survey by the Federal Reserve Bank of Philadelphia. The Congressional Budget Office, which uses the rate to make forecasts and projections, currently pegs it at 5.2%.

Making the New Natural

The structural changes that have the strongest effect on the natural unemployment rate are long-term shifts with prolonged consequences for the economy, according to Diane Swonk, chief economist and senior managing director at Mesirow Financial, a Chicago-based financial services firm.

While higher levels of education and new technologies have increased overall productivity and the earning potential of highly skilled workers over the course of several decades, the bottom half of the labor force was left behind. Fewer workers with up-to-date training means employers have a harder time filling openings -- a skills mismatch.

"Educational attainment reached a peak in the 1970s, right at the moment we were moving from the industrial age to the information age," said Swonk.

For instance, there are about 600,000 job openings in education and health services and almost 600,000 in professional and business services according to the BLS. Both of these sectors have very high rates of job openings compared to total positions, about 3% each, meaning that there is a lack of talent to fill the positions. This is as opposed to construction, which currently has 67,000 job openings, which is only 1.2% of all such positions.

A boom in the construction industry in the 2000s, an expansion of credit and gains in productivity through technology disguised the significant structural changes in the economy.

"We delayed the pain and papered-over the problem," Swonk said. "The recession washed that away."

Swonk believes that one of the lasting outcomes of the recession will be a skills shortage driven by educational inequality.

Bart Hobijn, an economist at the San Francisco Federal Reserve, argues against the skills mismatch theory for driving up natural unemployment. Hobijn recently studied the unemployment rate among recent college graduates -- who are theoretically resistant to the effects of a skills shortage -- and found that they were faring just as poorly in the labor market as others, implying that skills mismatch isn't having much of an effect on the natural unemployment rate.

While Hobijn pegs the natural unemployment rate at about 6.5%, he attributes much of the upward shift to the extension of unemployment benefits and surprisingly slow hiring for the high number of job vacancies, which now number over 3.1 million, according to the Bureau of Labor Statistics.

Ironically, extended unemployment benefits and a higher minimum wage -- a reaction to the higher unemployment brought on by the recession -- contribute to a higher natural unemployment rate by encouraging more people to put off working and discouraging employers from hiring minimum wage workers.

Hard Times Finding Jobs

Ultimately, a higher natural unemployment rate means it will be harder for people to find work.

"Job seekers ... are facing a chaotic and complex environment due to an over-supply of available workers," Joerres at ManpowerGroup said.

In April, the number of people out of a job and looking for work swelled to over 13.7 million, driving the unemployment rate up to 9%. At the same time, the number of job openings increased to their highest level since 2008. Still, employers are slow to hire.

"We're at an inflection point," said Brett Good, a senior district president with Robert Half International. "Every survey that we've conducted has indicated that hiring managers are saying it's harder and harder to find the talent they're looking for at the professional level."

Labor industry observers like Good and Joerres point to anecdotal evidence that suggests that the natural unemployment rate is up and that the U.S. economy has entered a new era of higher unemployment driven by a skills mismatch.

"Job descriptions have gotten much more specific and demand in most industries is not so robust, so companies can wait to find the right people," said Joerres.

Some economists, however, don't see the natural unemployment rate shifting much, citing a lack of evidence in the numbers coming out of the Bureau of Labor Statistics.

"We're beginning to see a little more hiring, but there's still a lot of slack," said Michael Feroli, chief U.S. economist for JPMorgan, referring to the difference between the real unemployment rate and the theoretical natural rate, which he pegs at 5.5%. Still, Feroli admits that there are industries that are seeing a tightening of the labor market, like technology or healthcare. In the latest numbers from the BLS, openings in healthcare increased to over 600,000, more than any other industry measured.

Whether the natural unemployment rate is 5.2% or much higher, the real unemployment rate is still 9%, meaning that there are more than four people on average competing for each job opening.

Write to Jeremy Greenfield

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Wednesday, April 20, 2011

Tribal Leadership - A "Space" that you Move Into

http://www.getaltitude.com/cms/connected/teleclass_replay.html

This is a replay of Author Dave Logan & Eben Pagan!

Leadership is the ability to Create something that wasn't going to happen; to happen anyways!

Learn the 5 different organizational Tribes and what it takes to make to create a Genius Tribe

If you Try

You can do this too! We have so many things that hold us back from accomplishing our goals and dreams. So get out there and do whatever you want to do. Ask for help from who ever will listen.


Friday, March 25, 2011

Before You Choose That College...

As college acceptance letters start to roll in, parents will soon have a better idea of their children's educational options for the years ahead.

But before students select a college and head off to school, financial advisers say there are a few things many families need to consider about how to handle the costs, get the most for their money and protect themselves against unexpected developments.

Below, five advisers share their words of advice for parents and their college-bound children.

1. THE ADVICE: Encourage your child to select a career first, and then a school.

THE REASON

Many parents and children approach college as a time to sort things out, to delve into a lot of areas and see which ones the child finds most inspiring. Greg Gilbert, an Atlanta-based financial adviser, sees it differently.

College, he says, is preparation for a career. But children often first think about what school they want to attend and then determine what career they will pursue. That can result in wasted time and money.

Thinking first about career options "helps children focus their college experience instead of hopping around from school to school," says Mr. Gilbert. It also may help cut down on costly extra classes in college and reduce or eliminate the need to retrain in the future, he says.

Of course, many high-school students have no idea what kind of work they want to do after college. Mr. Gilbert recommends that clients have their children work with a professional career counselor who can walk them through career options. In addition, he recommends that children shadow or at least visit with their parents' friends or other professionals in their field of interest and try to get volunteer or paid experience in the given field as early as possible.

"The key is not just saying 'Oh, I want to do this,' but instead, really actively vetting out the [career] idea to see if it's the right choice," he says.

2. THE ADVICE: Don't promise your child you'll pay the entire tuition.

THE REASON

It isn't that you don't intend to do it when you say it. But, warns Bob Goldman, a Sausalito, Calif., financial planner, "when the time comes, the parents may not be able to pay it." Being realistic, he says, will help the student make better-informed decisions.

The promise has become even more difficult for some of his clients to live up to after they have lost their jobs or suffered some other financial setback, he says. "The parents may now have to wrestle with [the choice between] paying for college or saving for retirement, and that makes for infinite pressure and pain on both sides," he says.

Mr. Goldman recommends skipping the promise, no matter how well-meaning and heartfelt, and instead have an honest talk with the child about the financial realities of the situation. He suggests parents might say, "I can pay X amount. If you want to go to a more expensive school, you'll have to borrow the money."

3. THE ADVICE : When deciding between an in-state public university on the one hand and a private university or out-of-state public university on the other, make your child responsible for at least some of the costs of choosing the more expensive option.

THE REASON

This takes away the "blank check" mentality when students weigh their education options, says John Gugle, a certified financial planner based in Charlotte, N.C. He also believes students are more likely to value their education when they bear some responsibility for the financial impact of their decision.

He recommends parents say the following to their children: "If you choose to go to the in-state public university, then we will pay all four years. However, if you choose to go to the private or out-of-state public university, then we will pay for three years and you will be responsible for one year."

Also, if the child goes to school beyond four years, the child should have to fund that additional cost, Mr. Gugle says.

This makes the child think "long and hard" about what they can afford, he says. Many of his clients have taken his advice, he says, and it has helped defuse a "thorny" decision-making process.

"Unfortunately money issues will often influence the college choice," Mr. Gugle says. "Parents and children need a way to balance the costs with the future benefits."

4. THE ADVICE: Make a deal with your child: Underperform and you're out.

THE REASON

"The whole concept is to promote responsibility and help the children understand this is a very important financial endeavor," says Donald Duncan, a certified financial planner based in Downers Grove, Ill.

Going to college should be considered the child's first real job, says Mr. Duncan, and job success should be defined by the child's GPA.

"If their GPA isn't satisfactory, they get fired from the job," he says. That means finding a less expensive option, perhaps a different college or a trade school.

If the parents are footing the bill, they should agree with the student on a certain minimum GPA before the child starts college. If the child is going away and the parents anticipate an extended adjustment period, the agreement might allow a certain amount of time for the student to make the grade. But the parents need to enforce the agreement if the child doesn't live up to the bargain, Mr. Duncan says.

In that case, a good community college may be a better value for the parents until the child is mature enough to realize the financial burden of a college education on the parents and is dedicated enough to make the cost worthwhile.

5. THE ADVICE: Help children protect their health and finances from uncertainty and risk.

THE REASON

Once a child turns 18, parents no longer have the legal authority to access the child's medical records or make health or financial decisions for the child, says Laura Mattia, a Fair Lawn, N.J., certified financial planner.

That loss of control over a child's care "is a hard thing for a parent to hear," she says, but families need to create a "game plan" to address the unexpected.

It should include three documents—a health-care directive, a HIPAA release and power of attorney—which together allow parents to access a child's medical records and make decisions on the child's health care and finances if necessary.

Ms. Mattia gave this advice to a client whose child was going to study in London for a semester. The client initially was shaken by the realization that she could no longer make crucial decisions on her daughter's behalf without taking legal action, Ms. Mattia says.

But it prompted a conversation between mother and daughter that brought into the open the anxiety they were both feeling about being so far apart and introduced the daughter to the importance of financial and estate planning. It also prompted the mother to take another look at her own estate plan.

"It was an empowering discussion for both the mother and daughter," Ms. Mattia says.

Corrections & Amplifications

HIPAA is the acronym for the Health Insurance Portability and Accountability Act. An earlier version of this article incorrectly referred to it as HIPPA.

Ms. Dagher is a reporter for Dow Jones Newswires in New York. She can be reached at veronica.dagher@dowjones.com.

Tuesday, March 22, 2011

22 Secrets HR Won’t Tell You

: About Getting a Job

What You Should Know About Résumés

1. “Once you’re unemployed more than six months, you’re considered pretty much unemployable. We assume that other people have already passed you over, so we don’t want anything to do with you.” –Cynthia Shapiro, former human resources executive and author of Corporate Confidential: 50 Secrets Your Company Doesn’t Want You to Know

2. “When it comes to getting a job, who you know really does matter. No matter how nice your résumé is or how great your experience may be, it’s all about connections.” –HR director at a health-care facility

3. “If you’re trying to get a job at a specific company, often the best thing to do is to avoid HR entirely. Find someone at the company you know, or go straight to the hiring manager.” –Shauna Moerke, an HR administrator in Alabama who blogs at hrminion.com

4. “People assume someone’s reading their cover letter. I haven’t read one in 11 years.” –HR director at a financial services firm

5. “We will judge you based on your e-mail address. Especially if it’s something inappropriate like kinkyboots101@hotmail.com or johnnylikestodrink@gmail.com.” –Rich DeMatteo, a recruiting consultant in Philadelphia

6. “If you’re in your 50s or 60s, don’t put the year you graduated on your résumé.” –HR professional at a midsize firm in North Carolina

7. “There’s a myth out there that a résumé has to be one page. So people send their résumé in a two-point font. Nobody is going to read that.” –HR director at a financial services firm

8. “I always read résumés from the bottom up. And I have no problem with a two-page résumé, but three pages is pushing it.” –Sharlyn Lauby, HR consultant in Fort Lauderdale, Florida

9. “Most of us use applicant-tracking systems that scan résumés for key words. The secret to getting your résumé through the system is to pull key words directly from the job description and put them on. The more matches you have, the more likely your résumé will get picked and actually seen by a real person.” –Chris Ferdinandi, HR professional in the Boston area

Secrets About the Interview

11. “It’s amazing when people come in for an interview and say, ‘Can you tell me about your business?’ Seriously, people. There’s an Internet. Look it up.” –HR professional in New York City

12. “A lot of managers don’t want to hire people with young kids, and they use all sorts of tricks to find that out, illegally. One woman kept a picture of two really cute children on her desk even though she didn’t have children [hoping job candidates would ask about them]. Another guy used to walk people out to their car to see whether they had car seats.” –Cynthia Shapiro, former human resources executive and author of Corporate Confidential: 50 Secrets Your Company Doesn’t Want You to Know

13. “Is it harder to get the job if you’re fat? Absolutely. Like George Clooney’s character said in Up in the Air, ‘I stereotype. It’s faster.’” –Suzanne Lucas, a former HR executive and the Evil HR Lady on bnet.com

14. “I once had a hiring manager who refused to hire someone because the job required her to be on call one weekend a month and she had talked in the interview about how much she goes to church. Another candidate didn’t get hired because the manager was worried that the car he drove wasn’t nice enough.” –HR professional at a midsize firm in North Carolina

15. “Don’t just silence your phone for the interview. Turn it all the way off.” –Sharlyn Lauby, HR consultant in Fort Lauderdale, Florida

16. “If you’ve got a weak handshake, I make a note of it.” –HR manager at a medical-equipment sales firm

17. “If you’re a candidate and the hiring manager spends 45 minutes talking about himself, the company or his Harley, let him. He’s going to come out of the interview saying you’re a great candidate.” –Kris Dunn, chief human resources officer at Atlanta-based Kinetix, who blogs at hrcapitalist.com

Plus: 10 More Secrets About the Interview

Things to Know About Salary Negotiation

18. “There’s one website that drives all HR people crazy: salary.com. It supposedly lists average salaries for different industries, but if you look up any job, the salary it gives you always seems to be $10,000 to $20,000 higher than it actually is. That just makes people mad.” –HR director at a public relations agency

19. “On salary, some companies try to lock you in early. At the first interview, they’ll tell me to say, ‘The budget for this position is 40K to 45K. Is that acceptable to you?’ If the candidate accepts, they’ll know they’ve got him or her stuck in that little area.” –Ben Eubanks, HR professional in Alabama

20. “You think you’re all wonderful and deserve a higher salary, but here in HR, we know the truth. And the truth is, a lot of you aren’t very good at your jobs, and you’re definitely not as good as you think you are.” –HR professional at a midsize firm in North Carolina

21. “Be careful if a headhunter is negotiating for you. You may want extra time off and be willing to sacrifice salary, but he is negotiating hardest for what hits his commission.” –HR professional in New York City

22. “I once hired someone, and her mother didn’t think the salary we were offering was high enough, so she called me to negotiate. There are two problems with that: 1) I can’t negotiate with someone who’s not you. 2) It’s your mother. Seriously, I was like, ‘Did that woman’s mother just call me, or was that my imagination?’ I immediately withdrew the offer.” –HR professional in New York City

by Reader's Digest Magazine