DISCOVER STAFFING is always looking for professional and reliable short term temporary help for various assignments including front desk receptionist and filing or data entry clerk. Positions become available on an immediate basis and placement is made first come/first served. Positions located throughout the North Fulton area. $10-$12 an hour depending on the assignment. Some assignments have anywhere from a 1 week to 1 day notice, some are same day. Qualified candidates must have experience with telephone systems such as switchboard or multi-line and general office experience including MS Word and Excel.
If you think that flexible short term work would be something for you, please send your resume to laura@discoverstaffing.com for consideration. Candidates must be local to the Alpharetta, Roswell and Sandy Springs locations and have reliable transportation
Thursday, April 30, 2009
Wednesday, April 29, 2009
GlassDoor.com
Another example about how the Internet is changing the way we all look for jobs is GlassDoor.com, a review website for employees and job seekers to post about their experience with individual companies. A brief look at the site shows me that mostly large corporations are the most commonly reviewed companies, but it can be used by anyone. It may be a great tool for job seekers to better understand a company before meeting them for an interview. This article posted on Yahoo! Tech is a great introduction to the website.
What cereal are you? Job interview queries on Web
By Ellen Wulfhorst - Tue Apr 28, 2009 12:27AM EDT
NEW YORK (Reuters) - When is it OK to lie? What would you do with 100 Christmas trees in July? If you were a cereal, what kind would you be?
Knowing that those and other questions await in an employment interview could have a huge impact on a candidate's chances of landing a new job and, beginning on Tuesday, a Web site called Glassdoor.com aims to provide that insight.
The online jobs site, which already lists salaries and reviews of companies around the world, is adding interview listings. Using a "give and get" system, users submit their experience anonymously for access to other people's stories.
"We view our mission as helping people make better career decisions," said Robert Hohman, chief executive of the Sausalito, California-based company.
"Interviewing is scary, and the one thing that can help reduce the anxiety of interviewing is information," he said. "It makes you feel more confident."
Reviews of nearly 2,000 job interviews have been collected from more than 1,000 companies, Hohman said.
The information includes descriptions of the process, such as whether it was a panel or one-on-one. It lists unexpected or tough questions, rates the difficulty, whether it was positive or negative and whether the interviewee got an offer.
For instance, a review by a candidate for a maintenance director post at a senior center run by Brookdale Senior Living in Tucson, Arizona, warned against the job.
The company lost his application, and an executive who scheduled an interview with him took that day off, he said.
"There is no leadership skills in this corp," he wrote, adding that he was asked: "What would the inside of my car look like if we were to go look inside of it right now?"
A Brookdale spokeswoman told Reuters the company was "disappointed" the applicant had an unpleasant experience and would use the review as feedback.
Launched 10 months ago, Glassdoor has about 200,000 salary listings and reviews of jobs at some 23,000 companies, and many companies use the information for feedback, Hohman said.
The interview information seemed like a good addition at a time when many people are battling for so few jobs, he said.
Some questions could be applied to almost any interview, such as the question about lying that was asked of a project manager applicant at Integer Group, a marketing agency.
The question about cereal was posed in an interview for a financial analyst at Cisco Systems, and the query about Christmas trees arose in a marketing interview at Visa Inc.
The companies with the most interview reviews are Microsoft, Apple and Google. The company with the easiest rating was Bank of America, Amazon scored the most difficult rating, PricewaterhouseCoopers got the highest positive rating and Google was rated the most negative interview experience, Glassdoor said.
(Editing by Michelle Nichols and Cynthia Osterman)
What cereal are you? Job interview queries on Web
By Ellen Wulfhorst - Tue Apr 28, 2009 12:27AM EDT
NEW YORK (Reuters) - When is it OK to lie? What would you do with 100 Christmas trees in July? If you were a cereal, what kind would you be?
Knowing that those and other questions await in an employment interview could have a huge impact on a candidate's chances of landing a new job and, beginning on Tuesday, a Web site called Glassdoor.com aims to provide that insight.
The online jobs site, which already lists salaries and reviews of companies around the world, is adding interview listings. Using a "give and get" system, users submit their experience anonymously for access to other people's stories.
"We view our mission as helping people make better career decisions," said Robert Hohman, chief executive of the Sausalito, California-based company.
"Interviewing is scary, and the one thing that can help reduce the anxiety of interviewing is information," he said. "It makes you feel more confident."
Reviews of nearly 2,000 job interviews have been collected from more than 1,000 companies, Hohman said.
The information includes descriptions of the process, such as whether it was a panel or one-on-one. It lists unexpected or tough questions, rates the difficulty, whether it was positive or negative and whether the interviewee got an offer.
For instance, a review by a candidate for a maintenance director post at a senior center run by Brookdale Senior Living in Tucson, Arizona, warned against the job.
The company lost his application, and an executive who scheduled an interview with him took that day off, he said.
"There is no leadership skills in this corp," he wrote, adding that he was asked: "What would the inside of my car look like if we were to go look inside of it right now?"
A Brookdale spokeswoman told Reuters the company was "disappointed" the applicant had an unpleasant experience and would use the review as feedback.
Launched 10 months ago, Glassdoor has about 200,000 salary listings and reviews of jobs at some 23,000 companies, and many companies use the information for feedback, Hohman said.
The interview information seemed like a good addition at a time when many people are battling for so few jobs, he said.
Some questions could be applied to almost any interview, such as the question about lying that was asked of a project manager applicant at Integer Group, a marketing agency.
The question about cereal was posed in an interview for a financial analyst at Cisco Systems, and the query about Christmas trees arose in a marketing interview at Visa Inc.
The companies with the most interview reviews are Microsoft, Apple and Google. The company with the easiest rating was Bank of America, Amazon scored the most difficult rating, PricewaterhouseCoopers got the highest positive rating and Google was rated the most negative interview experience, Glassdoor said.
(Editing by Michelle Nichols and Cynthia Osterman)
Tuesday, April 28, 2009
How the Economy is or is not affecting Job Seekers
MSN Careers is one of my favorite resources for information and advice on the job search and all related activities. This article is no exception. It is an interesting look at the current market and the expectations of job seekers.
Job Seekers Not Stifled by Economy
By Rosemary Haefner, vice president of human resources for CareerBuilder.com
Although 2009's hiring has started slow and looks to continue down the same path, many workers aren't putting their job searches on hold. According to CareerBuilder.com's survey "2009 Job Forecast," 19 percent of workers intend to find a new job this year. The same amount plan to leave their current job by the end of 2009.
Despite the struggling economy and an increasingly competitive job market, workers haven't lost sight of their career goals. Forty-seven percent of workers planning to find a new job this year cite better compensation and/or career advancement opportunities as their primary reasons.
Not all workers looking for a new position are focused on earning higher salaries or career advancement. Eight percent of these workers want to find a work environment where they feel appreciated. Another 8 percent want to venture into a completely different career than their current ones. Other workers are concerned with the employers' social responsibility, as 5 percent of workers want to belong to a company that is making a difference. Of employees leaving their jobs this year, 4 percent are ready to become retirees and leave the work force entirely.
Even workers happy in their current jobs are willing to consider promising prospects that come their way. Consider that 70 percent of surveyed workers are satisfied with their jobs; yet 80 percent of workers claim they aren't actively looking for a new job, but they would be open to one if the right opportunity presents itself.
Satisfaction and loyalty -- Two key factors that influence job seekers to leave their current positions and look for better horizons are job satisfaction and company loyalty. The following elements affect both satisfaction and loyalty, according to surveyed workers:
Pay -- Thirty-five percent of workers did not receive a raise in 2008. Of workers who did receive raises, 16 percent were given an increase of 2 percent or less. Sixty-three percent of workers did not receive a bonus last year. Perhaps unsurprisingly, 25 percent of workers are either dissatisfied or very dissatisfied with their pay.
Career advancement -- Satisfaction levels are equally low for workers concerned with career advancement opportunities. Twenty-six percent of workers are dissatisfied or very dissatisfied with the opportunities available at their current jobs. In 2008, 80 percent of workers did not ask for or receive promotions, and 20 percent thought they were overlooked.
Work/life balance -- Eighteen percent of workers are dissatisfied with their current balance of personal and work lives. Possibly contributing to this dissatisfaction is the fact that 54 percent of workers say that their workloads have increased over the last six months.
Training/learning -- Many workers looking to improve their skill sets are not finding what they want at their current jobs, as 23 percent of workers express some level of dissatisfaction with the training and learning opportunities available to them.
These qualities not only impact how workers view the jobs they have now but also the employers they would consider working for in the future. Thirty-two percent of workers consider a company's stability and longevity in the market the most important attribute an employer can have. Ample opportunities for career advancement are primary concerns for 21 percent. Good work culture and the ability to offer flexible work schedules also rank high on workers' minds, with 14 percent and 12 percent, respectively.
Job searching in 2009
2009 will be a competitive year for job seekers, considering so many workers are ready to find a new position in the next 12 months. If you're job searching this year, keep the following tips in mind:
Be patient. As anxious as you are to find new work, the hiring process is long and sometimes tedious. Twenty percent of employers say they take two months or longer to fill their open positions. Considering the current competition in the job market, employers have more résumés to wade through, thus increasing the amount of time it takes to find the best candidate.
Read the job posting. Employers put all the information they want you to know in the job posting. Tailor your résumé to the position by including some of the same keywords and phrases in the job posting. If the employer uses an automated system to scan résumés, yours has a better chance of getting noticed.
Get online. Although 23 percent of employers will decrease their recruitment budgets this year, 19 percent will devote more recruitment dollars to online hiring, such as generalist sites, niche boards and local job boards.
Rosemary Haefner is the vice president of human resources for CareerBuilder.com.
Job Seekers Not Stifled by Economy
By Rosemary Haefner, vice president of human resources for CareerBuilder.com
Although 2009's hiring has started slow and looks to continue down the same path, many workers aren't putting their job searches on hold. According to CareerBuilder.com's survey "2009 Job Forecast," 19 percent of workers intend to find a new job this year. The same amount plan to leave their current job by the end of 2009.
Despite the struggling economy and an increasingly competitive job market, workers haven't lost sight of their career goals. Forty-seven percent of workers planning to find a new job this year cite better compensation and/or career advancement opportunities as their primary reasons.
Not all workers looking for a new position are focused on earning higher salaries or career advancement. Eight percent of these workers want to find a work environment where they feel appreciated. Another 8 percent want to venture into a completely different career than their current ones. Other workers are concerned with the employers' social responsibility, as 5 percent of workers want to belong to a company that is making a difference. Of employees leaving their jobs this year, 4 percent are ready to become retirees and leave the work force entirely.
Even workers happy in their current jobs are willing to consider promising prospects that come their way. Consider that 70 percent of surveyed workers are satisfied with their jobs; yet 80 percent of workers claim they aren't actively looking for a new job, but they would be open to one if the right opportunity presents itself.
Satisfaction and loyalty -- Two key factors that influence job seekers to leave their current positions and look for better horizons are job satisfaction and company loyalty. The following elements affect both satisfaction and loyalty, according to surveyed workers:
Pay -- Thirty-five percent of workers did not receive a raise in 2008. Of workers who did receive raises, 16 percent were given an increase of 2 percent or less. Sixty-three percent of workers did not receive a bonus last year. Perhaps unsurprisingly, 25 percent of workers are either dissatisfied or very dissatisfied with their pay.
Career advancement -- Satisfaction levels are equally low for workers concerned with career advancement opportunities. Twenty-six percent of workers are dissatisfied or very dissatisfied with the opportunities available at their current jobs. In 2008, 80 percent of workers did not ask for or receive promotions, and 20 percent thought they were overlooked.
Work/life balance -- Eighteen percent of workers are dissatisfied with their current balance of personal and work lives. Possibly contributing to this dissatisfaction is the fact that 54 percent of workers say that their workloads have increased over the last six months.
Training/learning -- Many workers looking to improve their skill sets are not finding what they want at their current jobs, as 23 percent of workers express some level of dissatisfaction with the training and learning opportunities available to them.
These qualities not only impact how workers view the jobs they have now but also the employers they would consider working for in the future. Thirty-two percent of workers consider a company's stability and longevity in the market the most important attribute an employer can have. Ample opportunities for career advancement are primary concerns for 21 percent. Good work culture and the ability to offer flexible work schedules also rank high on workers' minds, with 14 percent and 12 percent, respectively.
Job searching in 2009
2009 will be a competitive year for job seekers, considering so many workers are ready to find a new position in the next 12 months. If you're job searching this year, keep the following tips in mind:
Rosemary Haefner is the vice president of human resources for CareerBuilder.com.
Monday, April 27, 2009
Using LinkedIn for your Job Search
The hottest website in the professional sphere these days is, without a doubt, LinkedIn. This website began as a way for professionals to network but quickly recruiters and hiring managers learned how to use the site to find candidates for available positions. Job seekers are also using the website more and more. The LinkedIn Blog published this posting to give tips to job seekers on how to use the site most effectively. Please click on the link to view the blog directly as well as the discussion that followed the original posting also provides excellent advice.
Ten tips to enhance your job search on LinkedIn
by Guest Author Alison Doyle posted April 2, 2009
Editor’s Note: This belongs to a series of contributing guest author posts from LinkedIn users. Alison Doyle is a job search expert with many years of experience in human resources, career development, and job searching, with a focus on online job searching and job search technology. She has covered job searching for About.com since 1998.]
When you’re job searching, and even if you’re not currently seeking employment, LinkedIn is the one site you should be using to enhance your job search and boost your career prospects. The best way to do that is to make sure you are using the full power of LinkedIn to maximize your employment potential. Here are ten tips on optimizing your job hunting experience on LinkedIn:
1. Edit your Profile. The first step is to make sure your LinkedIn Profile is complete. The more detailed your LinkedIn profile, the more chances you will have to be found and to be contacted. This is important because your profile is what you use to connect with people how you get found on LinkedIn. Complete your LinkedIn profile as carefully as you write your resume and provide prospective employers with detailed information on your skills and experience. If you’re currently unemployed, list your current position as “Open to opportunities”. If you don’t have a LinkedIn profile, sign-up.
2. Include a Photo. You can add a photo (a head shot is recommended) to your LinkedIn profile. Note that the photo can be no larger than 80×80 pixels. Do make sure your photo represents the professional you, not the personal you, because LinkedIn is all about professional networking.
3. Professional Summary. The Professional Summary section of your profile is a good way to highlight your experience. Select an Industry, because recruiters often use that field to search. Don’t forget the Headline, because that’s right at the top of the page when someone views your profile. It’s your first chance to make a good impression.
4. Include Keywords and Skills. Include the keywords and skills from your resume in your profile. This will make it easier for your profile to be found in search results.
5. Contact Settings. Your contact settings let your connections (and hiring managers and recruiters) know your availability. Options include: career opportunities, consulting offers, new ventures, job inquiries, and reference requests. Even if you’re not actively seeking a new job, it’s important to be flexible, because you never know when an opportunity to good to pass up might come along.
6. Profile Website Links. The Links section of your profile is a good way to provide even more information to potential employers and to your contacts. If you have blog or a personal web site that is business related, include those links in the Links section of your profile.
7. LinkedIn Applications. LinkedIn Applications are a terrific way to share even more information in your profile. The blog applications enable users to feed their blog directly to their profile, so other LinkedIn users can see the most current posts automatically.
8. Your Public Profile. Don’t forget to make your profile public - that’s how the world can find it. Also, customizing your URL will give you a link that’s easy to share.
9. Grow Your Network. Connect with other members and build your network. You can find connections you’ve worked with, done business with, went to school with, or are otherwise affiliated with. The more connections you have, the more opportunities you have, but don’t randomly connect with people you don’t know. The point is to connect with people you do know, so they can help you and vice versa.
10. Get Recommendations. To a potential employer, a LinkedIn recommendation is an opportunity to read a reference in advance. Having strong references can only help you when it comes to getting selected for an interview or for a job. The best way to get recommendations is to give them, so take some time to write recommendations for your contacts and they will most likely reciprocate.
Ten tips to enhance your job search on LinkedIn
by Guest Author Alison Doyle posted April 2, 2009
Editor’s Note: This belongs to a series of contributing guest author posts from LinkedIn users. Alison Doyle is a job search expert with many years of experience in human resources, career development, and job searching, with a focus on online job searching and job search technology. She has covered job searching for About.com since 1998.]
When you’re job searching, and even if you’re not currently seeking employment, LinkedIn is the one site you should be using to enhance your job search and boost your career prospects. The best way to do that is to make sure you are using the full power of LinkedIn to maximize your employment potential. Here are ten tips on optimizing your job hunting experience on LinkedIn:
1. Edit your Profile. The first step is to make sure your LinkedIn Profile is complete. The more detailed your LinkedIn profile, the more chances you will have to be found and to be contacted. This is important because your profile is what you use to connect with people how you get found on LinkedIn. Complete your LinkedIn profile as carefully as you write your resume and provide prospective employers with detailed information on your skills and experience. If you’re currently unemployed, list your current position as “Open to opportunities”. If you don’t have a LinkedIn profile, sign-up.
2. Include a Photo. You can add a photo (a head shot is recommended) to your LinkedIn profile. Note that the photo can be no larger than 80×80 pixels. Do make sure your photo represents the professional you, not the personal you, because LinkedIn is all about professional networking.
3. Professional Summary. The Professional Summary section of your profile is a good way to highlight your experience. Select an Industry, because recruiters often use that field to search. Don’t forget the Headline, because that’s right at the top of the page when someone views your profile. It’s your first chance to make a good impression.
4. Include Keywords and Skills. Include the keywords and skills from your resume in your profile. This will make it easier for your profile to be found in search results.
5. Contact Settings. Your contact settings let your connections (and hiring managers and recruiters) know your availability. Options include: career opportunities, consulting offers, new ventures, job inquiries, and reference requests. Even if you’re not actively seeking a new job, it’s important to be flexible, because you never know when an opportunity to good to pass up might come along.
6. Profile Website Links. The Links section of your profile is a good way to provide even more information to potential employers and to your contacts. If you have blog or a personal web site that is business related, include those links in the Links section of your profile.
7. LinkedIn Applications. LinkedIn Applications are a terrific way to share even more information in your profile. The blog applications enable users to feed their blog directly to their profile, so other LinkedIn users can see the most current posts automatically.
8. Your Public Profile. Don’t forget to make your profile public - that’s how the world can find it. Also, customizing your URL will give you a link that’s easy to share.
9. Grow Your Network. Connect with other members and build your network. You can find connections you’ve worked with, done business with, went to school with, or are otherwise affiliated with. The more connections you have, the more opportunities you have, but don’t randomly connect with people you don’t know. The point is to connect with people you do know, so they can help you and vice versa.
10. Get Recommendations. To a potential employer, a LinkedIn recommendation is an opportunity to read a reference in advance. Having strong references can only help you when it comes to getting selected for an interview or for a job. The best way to get recommendations is to give them, so take some time to write recommendations for your contacts and they will most likely reciprocate.
Friday, April 24, 2009
Social Networking and Your Job Search
With websites like Facebook, Twitter and LinkedIn available to connect and reconnect, many job seekers wonder if these can be tools in their job search. The answer is both "yes" and "no". This informative article from Yahoo! Hotjobs provides some details on what does and doesn't work.
Will Social Networking Get You a Job?
By Peter D. Weddle
Networking is one of the best strategies for finding a new or better job. Right? Right. And, social networking clearly involves networking. Right? Right. So, social networking is the new and improved way to land the job of your dreams. Right? Wrong.
It's hard to miss the buzz about social networking. The media has been all agog over the rapid rise of such sites as MySpace. They attract millions of visitors every month, providing lots of opportunity for individual interaction and relationship building. While this activity is indeed networking, the most important aspect of its description is the adjective that defines it -- social. That may be a ton of fun, but it's unlikely to get you hired.
In the past, I've used the term "e-networking" to describe electronic or online networking. But with the rise of the social networking, I've redefined it as "employment networking." E-networking -- employment networking -- is unlike its very social cousin in three important ways:
It has a different purpose.
It is done in a different way.
It takes place on different web sites.
Let's explore each of those distinctions.
Employment networking has a different purpose
Boiled down to its basic purpose, social networking has a social goal: to find a date, to connect with someone who shares your hobby or other interest, or to expand your circle of friends with friends of your friends.
The purpose of e-networking, on the other hand, is to connect you with contacts who can help you land a new or better job. These contacts include current and former colleagues, former bosses and coworkers, and even recruiters. Of course, the interaction has a social component, and you should treat these individuals with the same courtesy and respect you would like to receive -- but its goal is employment, pure and simple.
Employment networking is done in a different way
Social networking involves informal introductions and casual conversations in cyberspace. Think of it as a virtual "Truman Show" where people eagerly and pleasantly meet and greet one another online. There's no obligation to participate, no downside to not doing so, and no performance standard to meet if you do participate.
E-networking, in contrast, requires active participation, and the quality of your effort determines the return you get from your investment of time. Why? Because the key to success in employment networking (whether it's done online or off) is giving as good as you get. You have to share your knowledge, information, and job contacts if you want others to share theirs.
No less important, that sharing must be done regularly so that it builds familiarity and trust among those with whom you network. Their confidence (in you) reassures them that they can safely refer you to a business associate or colleague. That reassurance is critical -- sharing friends on a social networking site isn't particularly risky; but putting someone in touch with a business contact is. It can damage reputations or even jeopardize employment, especially if the person you refer turns out to be less than business-like.
Employment networking takes place on different sites Since the purpose of e-networking is to find a new or better job, you must do it where you're most likely to connect with people who know of or have access to employment opportunities. That means your professional peers and the recruiters who focus on your career field and industry. The best e-networking venues are the discussion forums and bulletin boards at web sites operated by:
National and state-level professional associations and trade groups
Technical school, college, and graduate school alumni organizations
Some affinity sites that may be important to employers (such as women in technology, African American certified public accountants, and veterans)
To find the best associations and other networking groups for you, try:
Association Directory at my site. It's organized by career field and industry and is free to use.
My WEDDLE's 2005/6 Guide to Association Web Sites. This book describes the networking resources at over 1,800 professional, technical, and trade associations in the U.S. and around the world. You can read more about it at my site.
Finally, please don't misinterpret my comments as critical of social networking; they're not meant to be. Social networking takes time, but it won't do much, if anything, to advance your job search. So, here's my suggestion: First, devote some serious energy to e-networking, and then, after that's done, go ahead and relax with a little social networking -- or better yet, get out and meet the neighbors.
Will Social Networking Get You a Job?
By Peter D. Weddle
Networking is one of the best strategies for finding a new or better job. Right? Right. And, social networking clearly involves networking. Right? Right. So, social networking is the new and improved way to land the job of your dreams. Right? Wrong.
It's hard to miss the buzz about social networking. The media has been all agog over the rapid rise of such sites as MySpace. They attract millions of visitors every month, providing lots of opportunity for individual interaction and relationship building. While this activity is indeed networking, the most important aspect of its description is the adjective that defines it -- social. That may be a ton of fun, but it's unlikely to get you hired.
In the past, I've used the term "e-networking" to describe electronic or online networking. But with the rise of the social networking, I've redefined it as "employment networking." E-networking -- employment networking -- is unlike its very social cousin in three important ways:
It has a different purpose.
It is done in a different way.
It takes place on different web sites.
Let's explore each of those distinctions.
Employment networking has a different purpose
Boiled down to its basic purpose, social networking has a social goal: to find a date, to connect with someone who shares your hobby or other interest, or to expand your circle of friends with friends of your friends.
The purpose of e-networking, on the other hand, is to connect you with contacts who can help you land a new or better job. These contacts include current and former colleagues, former bosses and coworkers, and even recruiters. Of course, the interaction has a social component, and you should treat these individuals with the same courtesy and respect you would like to receive -- but its goal is employment, pure and simple.
Employment networking is done in a different way
Social networking involves informal introductions and casual conversations in cyberspace. Think of it as a virtual "Truman Show" where people eagerly and pleasantly meet and greet one another online. There's no obligation to participate, no downside to not doing so, and no performance standard to meet if you do participate.
E-networking, in contrast, requires active participation, and the quality of your effort determines the return you get from your investment of time. Why? Because the key to success in employment networking (whether it's done online or off) is giving as good as you get. You have to share your knowledge, information, and job contacts if you want others to share theirs.
No less important, that sharing must be done regularly so that it builds familiarity and trust among those with whom you network. Their confidence (in you) reassures them that they can safely refer you to a business associate or colleague. That reassurance is critical -- sharing friends on a social networking site isn't particularly risky; but putting someone in touch with a business contact is. It can damage reputations or even jeopardize employment, especially if the person you refer turns out to be less than business-like.
Employment networking takes place on different sites Since the purpose of e-networking is to find a new or better job, you must do it where you're most likely to connect with people who know of or have access to employment opportunities. That means your professional peers and the recruiters who focus on your career field and industry. The best e-networking venues are the discussion forums and bulletin boards at web sites operated by:
National and state-level professional associations and trade groups
Technical school, college, and graduate school alumni organizations
Some affinity sites that may be important to employers (such as women in technology, African American certified public accountants, and veterans)
To find the best associations and other networking groups for you, try:
Association Directory at my site. It's organized by career field and industry and is free to use.
My WEDDLE's 2005/6 Guide to Association Web Sites. This book describes the networking resources at over 1,800 professional, technical, and trade associations in the U.S. and around the world. You can read more about it at my site.
Finally, please don't misinterpret my comments as critical of social networking; they're not meant to be. Social networking takes time, but it won't do much, if anything, to advance your job search. So, here's my suggestion: First, devote some serious energy to e-networking, and then, after that's done, go ahead and relax with a little social networking -- or better yet, get out and meet the neighbors.
Thursday, April 23, 2009
Surviving Lay-Offs
I saw this posting on MSN Careers this morning and thought the information was important for everyone. With all the chaos taking place in business environments, this information would be helpful for everyone to have no matter what situation they are in currently. We may all be in this position at one time or another.
Layoff Survivor's Guilt
By Anthony Balderrama, CareerBuilder writer
With unemployment numbers continuing their steady climb, you've probably seen layoffs happen in your company or to someone you know -- hopefully not to you. As you can probably attest, losing a job is never easy on anyone, even if it turns out to be for the best.
What you might not think about is how people who are spared from cuts deal with the aftermath. As weird as it sounds, people who see their colleagues receive pink slips can have their own struggles as a result. You probably wonder why anyone would feel anything but happy about having a job in a shaky economy -- isn't that like complaining that your wallet is too small for all your hundreds? Survivor's guilt is common, however.
Uh ... I'm sorry?
After a layoff occurs, everyone in the company is left balancing their emotions with their duties. Just because you're sad, scared and relieved doesn't mean you're given a pass to stop working, even though you'd rather take some personal time to assess the situation. Paul C.* encountered the struggle, but he didn't have much time to deal with it.
Paul and his co-workers were in a meeting when an administrative aide asked them to report to their boss's supervisor ASAP. As they left, Paul told the meeting attendees that he was sorry they had to leave but that they'd resume the meeting later, "Unless, of course, we're being fired." As luck would have it, that was the situation -- except Paul was the only one from his group spared, because his job also dealt in sales. While he went back to his office, the rest were escorted out of the building.
"It was weird and difficult trying to carry on while the people who made my sales position possible were no longer there -- or at least I did have survivor thoughts, until one month later they fired me, too!"
Although Paul's situation was at times humorous, it highlights the reality that you can't focus all of your energy on feeling guilty, because you have your own career to worry about, too.
How to maintain relationships
Jenny Schade, president of JRS Consulting, has interviewed employees who were kept on after their companies had layoffs. The effects on these workers often mirror the struggles experienced by their laid-off colleagues.
"The remaining employees are often expected to 'do more with less' and move forward," Schade says. "But that's hard to do when they feel depressed, numb and guilty about having made it through the chaos -- classic symptoms of survivor's guilt." The guilt impacts not only your personal life, but also your relationships with your ex-co-workers.
"The most uncomfortable part of a job loss is the elephant in the room -- the person who has lost his job may not want to volunteer the information and the other person is at a loss for what to say," Schade says. "By saying, 'I was sorry to hear about your job. Anything I can do to help?' you're addressing the situation and immediately offering your support."
Support is still worthwhile, even if you don't have a job opportunity to offer, Schade adds. "You might offer to review a résumé or you may 'know someone who knows someone' and can help make a connection."
Schade has guidelines to help layoff survivors feel comfortable maintaining their relationship with ex-colleagues.
Let your friend guide the discussion.
"If he or she changes the subject, let it go. But if he or she wants to talk, be ready to listen and offer support. Just reflecting the other person's feelings can feel very supportive," Schade says.
Listen.
"Focus on listening, but be sensitive about asking too many questions," Schade explains. "Asking, 'How many job interviews do you have lined up?' can sound intrusive. It's fine if your friend volunteers information but don't ask questions that may make him or her feel stressed."
Maintain the relationship.
"Sometimes the worst part of losing a job comes two months later when not much is happening," Schade says. "Invite your friend to lunch (and be sure to pay) or send a supportive note saying he or she is in your thoughts."
Guilt and confusion
Between restructurings and layoffs, companies are undergoing dramatic shifts that can leave employees confused. For example, Buffy Martin Tarbox was let go from her position as a director last August, along with 55 other employees. Fortunately she was hired back six weeks later -- but for an entry-level position.
"My co-workers were unsure as how to treat a person who had been in a supervisor role, laid off from that job but returned in a completely different position," Tarbox says. "Plus, I felt guilty that so many of my co-workers that had lost their jobs were no longer employed but that I had found another position in the organization."
News of her return was met with mixed emotions from her former colleagues, who didn't understand why she'd want to go back to the employer who had just let her go, and from those who worried about how she'd be able to adjust to a new job title. Not to mention the employees who knew her when she was higher on the totem pole.
"When I returned to the office following my layoff, I noticed how quickly the apologies from co-workers about what had happened came forth," she remembers. "Another interesting aspect was that my former department, the one I had directed, rarely spoke to me. Most wouldn't even return my phone calls. Prior to the layoff, I had close relationships with my department, so I found this perplexing."
Layoffs always breed high emotions and confusing circumstances. Considering the uneven situation of the economy, stories like Tarbox's are likely to continue as employers rehire some people and move others around.
While no strict etiquette for how to act as a layoff survivor exists (or as a laid-off worker who then becomes an employee again), the best anyone can do is follow Schade's advice to stay sensitive and keep the lines of communication open.
*Full name has been withheld by request of the source.
Anthony Balderrama is a writer and blogger for CareerBuilder.com. He researches and writes about job search strategy, career management, hiring trends and workplace issues.
Layoff Survivor's Guilt
By Anthony Balderrama, CareerBuilder writer
With unemployment numbers continuing their steady climb, you've probably seen layoffs happen in your company or to someone you know -- hopefully not to you. As you can probably attest, losing a job is never easy on anyone, even if it turns out to be for the best.
What you might not think about is how people who are spared from cuts deal with the aftermath. As weird as it sounds, people who see their colleagues receive pink slips can have their own struggles as a result. You probably wonder why anyone would feel anything but happy about having a job in a shaky economy -- isn't that like complaining that your wallet is too small for all your hundreds? Survivor's guilt is common, however.
Uh ... I'm sorry?
After a layoff occurs, everyone in the company is left balancing their emotions with their duties. Just because you're sad, scared and relieved doesn't mean you're given a pass to stop working, even though you'd rather take some personal time to assess the situation. Paul C.* encountered the struggle, but he didn't have much time to deal with it.
Paul and his co-workers were in a meeting when an administrative aide asked them to report to their boss's supervisor ASAP. As they left, Paul told the meeting attendees that he was sorry they had to leave but that they'd resume the meeting later, "Unless, of course, we're being fired." As luck would have it, that was the situation -- except Paul was the only one from his group spared, because his job also dealt in sales. While he went back to his office, the rest were escorted out of the building.
"It was weird and difficult trying to carry on while the people who made my sales position possible were no longer there -- or at least I did have survivor thoughts, until one month later they fired me, too!"
Although Paul's situation was at times humorous, it highlights the reality that you can't focus all of your energy on feeling guilty, because you have your own career to worry about, too.
How to maintain relationships
Jenny Schade, president of JRS Consulting, has interviewed employees who were kept on after their companies had layoffs. The effects on these workers often mirror the struggles experienced by their laid-off colleagues.
"The remaining employees are often expected to 'do more with less' and move forward," Schade says. "But that's hard to do when they feel depressed, numb and guilty about having made it through the chaos -- classic symptoms of survivor's guilt." The guilt impacts not only your personal life, but also your relationships with your ex-co-workers.
"The most uncomfortable part of a job loss is the elephant in the room -- the person who has lost his job may not want to volunteer the information and the other person is at a loss for what to say," Schade says. "By saying, 'I was sorry to hear about your job. Anything I can do to help?' you're addressing the situation and immediately offering your support."
Support is still worthwhile, even if you don't have a job opportunity to offer, Schade adds. "You might offer to review a résumé or you may 'know someone who knows someone' and can help make a connection."
Schade has guidelines to help layoff survivors feel comfortable maintaining their relationship with ex-colleagues.
"If he or she changes the subject, let it go. But if he or she wants to talk, be ready to listen and offer support. Just reflecting the other person's feelings can feel very supportive," Schade says.
"Focus on listening, but be sensitive about asking too many questions," Schade explains. "Asking, 'How many job interviews do you have lined up?' can sound intrusive. It's fine if your friend volunteers information but don't ask questions that may make him or her feel stressed."
"Sometimes the worst part of losing a job comes two months later when not much is happening," Schade says. "Invite your friend to lunch (and be sure to pay) or send a supportive note saying he or she is in your thoughts."
Guilt and confusion
Between restructurings and layoffs, companies are undergoing dramatic shifts that can leave employees confused. For example, Buffy Martin Tarbox was let go from her position as a director last August, along with 55 other employees. Fortunately she was hired back six weeks later -- but for an entry-level position.
"My co-workers were unsure as how to treat a person who had been in a supervisor role, laid off from that job but returned in a completely different position," Tarbox says. "Plus, I felt guilty that so many of my co-workers that had lost their jobs were no longer employed but that I had found another position in the organization."
News of her return was met with mixed emotions from her former colleagues, who didn't understand why she'd want to go back to the employer who had just let her go, and from those who worried about how she'd be able to adjust to a new job title. Not to mention the employees who knew her when she was higher on the totem pole.
"When I returned to the office following my layoff, I noticed how quickly the apologies from co-workers about what had happened came forth," she remembers. "Another interesting aspect was that my former department, the one I had directed, rarely spoke to me. Most wouldn't even return my phone calls. Prior to the layoff, I had close relationships with my department, so I found this perplexing."
Layoffs always breed high emotions and confusing circumstances. Considering the uneven situation of the economy, stories like Tarbox's are likely to continue as employers rehire some people and move others around.
While no strict etiquette for how to act as a layoff survivor exists (or as a laid-off worker who then becomes an employee again), the best anyone can do is follow Schade's advice to stay sensitive and keep the lines of communication open.
*Full name has been withheld by request of the source.
Anthony Balderrama is a writer and blogger for CareerBuilder.com. He researches and writes about job search strategy, career management, hiring trends and workplace issues.
Wednesday, April 22, 2009
Focus on Green Jobs for Earth Day
We've been hearing a lot about "Green Collar Jobs" lately. With many people shifting their focus on the environment and sustainable resources, these jobs are becoming more and more attractive to job seekers. The government is making it a priority to create these types of jobs over the next several years which will not only help improve the environment but also stimulate the economy. Yahoo! Hotjobs has this article on the movement.
'Green Collar' Jobs Are Poised for Growth
by Larry Buhl, for Yahoo! HotJobs
For career changers thinking about growth and advancement potential, forget the blue-collar and white-collar categories: Green is the way to go.
A bull market has begun to develop in green careers and opportunities for job seekers and career changers. Careers promoting environmental responsibility that are now considered cutting edge will become mainstream within a decade, according to Bracken Hendricks, a senior fellow at the Center for American Progress.
"The growth in green careers will be like the Internet boom, which not only created new jobs, but also significantly impacted the overall economy," he says.
Wide Range of New Jobs
A recent study by the Cleantech Network, a venture capital firm for green business, showed that up to half a million new jobs in ecologically responsible trades will blossom in the next three years alone. And jobs will pop up at every income level, from chief sustainability officer to "green" maintenance supervisor. A few job titles poised for growth include:
* green product designer -- designs products that use less energy and raw materials to produce and consume less energy and resources to use.
* energy rating auditor -- performs a comprehensive analysis of a building's energy efficiency. An energy retrofitter can use an auditor's recommendations to create more efficient home heating and cooling systems for existing buildings.
* environmental manager -- coordinates management of organization's environmental performance to protect and conserve natural resources.
* biological systems engineer -- designs, manages, and develops systems and equipment that produce, package, process, and distribute the world's food and fiber supplies.
* permaculture specialist -- analyzes land use and community building to create a harmonious blend of buildings, microclimate, plants, animals, soils, and water.
* urban arborist -- a landscaper or greenskeeper with an understanding of conservation and renewable resources.
In addition, professionals will find opportunities by adding green to their skill sets, from accountants who can manage corporate carbon emission offsets, to zookeepers who must maintain environmentally sensitive and ecologically friendly animal habitats.
More Growth on the Horizon
Part of the growth in green collar jobs will come from government initiatives: The U.S. House of Representatives recently passed the Green Jobs Act of 2007 that would provide $125 million annually to train people for green vocational fields that offer living wages and upward mobility for low-income communities.
In the private sector, Bank of America launched a $20 billion initiative to support environmentally sustainable business activity to address global climate change, and Citigroup plans to commit $50 billion to environmental projects over the next decade.
With that kind of rapid growth, supply and demand is likely to be unbalanced for a while. "If you look at jobs in solar, wind and renewable energy management, there are very few people with the right training and this could lead to a serious labor shortage," said Rona Fried, president of sustainablebusiness.com, a news and networking service for growing sustainable businesses.
Get in on the Action
For anyone considering a green collar-career path, consider:
* Can your current job be 'greened'? An employer who values you may be willing to train you to include skills to meet the goals of the company's green initiatives.
* Can you go back to school? An increasing number of colleges are offering environmental studies programs and green MBAs.
* Do you already have the skills? Start on eco job boards, and check out sustainablebusiness.com, ecojobs.com, greenbiz.com, and treehugger.com.
As in traditional careers, personal connections help in finding a green-collar job. Volunteering for an eco-friendly organization could help build those connections while doing some good for the planet.
'Green Collar' Jobs Are Poised for Growth
by Larry Buhl, for Yahoo! HotJobs
For career changers thinking about growth and advancement potential, forget the blue-collar and white-collar categories: Green is the way to go.
A bull market has begun to develop in green careers and opportunities for job seekers and career changers. Careers promoting environmental responsibility that are now considered cutting edge will become mainstream within a decade, according to Bracken Hendricks, a senior fellow at the Center for American Progress.
"The growth in green careers will be like the Internet boom, which not only created new jobs, but also significantly impacted the overall economy," he says.
Wide Range of New Jobs
A recent study by the Cleantech Network, a venture capital firm for green business, showed that up to half a million new jobs in ecologically responsible trades will blossom in the next three years alone. And jobs will pop up at every income level, from chief sustainability officer to "green" maintenance supervisor. A few job titles poised for growth include:
* green product designer -- designs products that use less energy and raw materials to produce and consume less energy and resources to use.
* energy rating auditor -- performs a comprehensive analysis of a building's energy efficiency. An energy retrofitter can use an auditor's recommendations to create more efficient home heating and cooling systems for existing buildings.
* environmental manager -- coordinates management of organization's environmental performance to protect and conserve natural resources.
* biological systems engineer -- designs, manages, and develops systems and equipment that produce, package, process, and distribute the world's food and fiber supplies.
* permaculture specialist -- analyzes land use and community building to create a harmonious blend of buildings, microclimate, plants, animals, soils, and water.
* urban arborist -- a landscaper or greenskeeper with an understanding of conservation and renewable resources.
In addition, professionals will find opportunities by adding green to their skill sets, from accountants who can manage corporate carbon emission offsets, to zookeepers who must maintain environmentally sensitive and ecologically friendly animal habitats.
More Growth on the Horizon
Part of the growth in green collar jobs will come from government initiatives: The U.S. House of Representatives recently passed the Green Jobs Act of 2007 that would provide $125 million annually to train people for green vocational fields that offer living wages and upward mobility for low-income communities.
In the private sector, Bank of America launched a $20 billion initiative to support environmentally sustainable business activity to address global climate change, and Citigroup plans to commit $50 billion to environmental projects over the next decade.
With that kind of rapid growth, supply and demand is likely to be unbalanced for a while. "If you look at jobs in solar, wind and renewable energy management, there are very few people with the right training and this could lead to a serious labor shortage," said Rona Fried, president of sustainablebusiness.com, a news and networking service for growing sustainable businesses.
Get in on the Action
For anyone considering a green collar-career path, consider:
* Can your current job be 'greened'? An employer who values you may be willing to train you to include skills to meet the goals of the company's green initiatives.
* Can you go back to school? An increasing number of colleges are offering environmental studies programs and green MBAs.
* Do you already have the skills? Start on eco job boards, and check out sustainablebusiness.com, ecojobs.com, greenbiz.com, and treehugger.com.
As in traditional careers, personal connections help in finding a green-collar job. Volunteering for an eco-friendly organization could help build those connections while doing some good for the planet.
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