Health Care Employers Are Hiring

While the recession injured many industries in 2008, health care was one of the few bright spots in the employment picture, growing by 372,000 jobs last year, according to the U.S. Bureau of Labor Statistics’ January 2009 Employment Situation Summary. The large aging population has health care employers in need of qualified workers: stat. Therefore, despite the current economic conditions, health care employers will continue to increase staff in 2009, according to CareerBuilder.com’s annual health care hiring forecast, conducted online within the U.S. by Harris Interactive.

Close to one-in-five (17 percent) of large health care employers (50 or more employees) plan to increase the number of full-time, permanent employees in 2009, while 67 percent foresee either making no change in the number of employees or are unsure.

"The health care industry continues to boast high demand for qualified workers. Employers are reacting to this need by continuing strong recruiting efforts this year," says Jason Ferrara, Vice President of Corporate Marketing for CareerBuilder.com. "Half of health care employers, the highest among industries we surveyed, have open positions for which they can’t find qualified candidates. In response, health care employers will have to adjust their recruitment and retention strategies to find and keep top talent."

Health care recruitment trends for 2009
1. More Flexibility. Flexible work options continue to be an important benefit for health care employers to provide in an effort to attract new candidates and to prevent employee burnout. Forty-one percent of health care employers will provide more flexible work arrangements for employees in 2009, including:

· Alternative schedules – come in early and leave early or come in later and leave later

· Compressed work weeks – work the same hours, but in fewer days

· Telecommuting

· Job sharing

· Summer hours

2. Recruitment Tools. As demand for qualified workers continues, health care employers will leverage a variety of recruitment tools to reduce the time-to-hire cycle and fill open positions. Health care employers plan to spend more money on the following recruitment tools in 2009:

· Online recruitment sites

· Newspaper classifieds

· Career fairs [click the "Job Fair Calendar" tab at the top of the page]

· Staffing firms and recruiters

· Social networking sites

3. Freelance Workers
To help alleviate their employees’ demanding work load, health care employers are hiring contract and freelance workers to help get the job done.

4. Green Jobs
Being "green" is a burgeoning movement within the health care industry as companies seek ways to run more efficiently. Health care employers plan to be more environmentally aware in 2009, as 14% plan to add "green" jobs, up from 7% in 2008. "Green jobs" are positions that implement environmentally conscious design, policy and technology to improve the conservation and sustainability.

With the growing job count in the nursing profession, NursingCrossing, a job site catering to nursing professionals, has reportedly added 12,255 nursing jobs in a single week, bringing the site's job count to a staggering 89,923.  As reported by the Bureau of Labor Statistics, jobs related to nursing and residential care facilities grew by 19,600 from January to August 2008.

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10 Cities for Growth Opportunity in 2009

If your job search strategy includes opportunities outside your local area check out this list of cities projecting job growth in 2009.

No. 1: Madison, Wis.

Unemployment rate: 3.5%

Madison has several things working in its favor, one being the University of Wisconsin, a major employer. The university's technology arm, the Wisconsin Alumni Research Foundation, supports scientific research at the school and helps drive breakthroughs in health care, biotechnology and medical devices, resulting in strong local businesses in all those fields. Adding to the city's optimistic job outlook is its highly educated workforce and the fact that it's the center of state and county governments--both big employers (city government is a big one too). Add to that an ideal mix of start-ups and medium and large businesses, and you have a city that is not reliant on one main employer.

No. 2: Washington, D.C.

Unemployment rate: 4.2%

That's a rise from 3.2% in October 2007, but still it remains well below the national average. The largest job growth has been in federal and local government. Other major employers include defense contracting, law and education. There are so many schools and colleges that education is the third largest employer, and the area is expected to add 30,000 more education jobs in 2009.

No. 3: Boston, Mass.

Unemployment rate: 4.4%

Boston's unemployment rate has risen almost a full percentage point since October 2007, when it was 3.5%, but things continue to look good on the job front there. All those colleges keep on employing thousands of area residents, and the many hospitals and research institutions make for a strong showing in health care. Not everyone who works at those institutions is a physician or researcher either--finance staff, managers and all kinds of back-office workers are always needed. With so many educated men and women wanting to stick around after graduating, Boston has become a hub for the tech and pharmaceutical industries. The city lost just 900 financial sector jobs in the past year--far fewer than other, harder hit places.

No. 4: Richmond, Va.

Unemployment rate: 4.4%

A year ago, Richmond's unemployment rate was 3.1%. But at 4.4% currently, it's still well below the national average. One reason is its healthy mix of industries and business sizes. The area doesn't rely on one or two huge companies to employ most of its residents. Public accounting, manufacturing and service remain strong fields, and with the nation's capital just three hours away, there are plenty of jobs in government contracting and defense. The military bases in the area contribute to a strong showing in government-related jobs.

No. 5: Milwaukee, Wis.

Unemployment rate: 4.8%

Milwaukee's unemployment rate is barely changed from a year ago, when it was 4.7%. The aging population has helped health care jobs multiply; they've grown by almost 30,000 in the past 12 months. Many health care, energy and environmental companies that were based in Chicago have been moving to Milwaukee for its cheaper expenses. The city is only about an hour from Chicago by train.

No. 6: Pittsburgh, Pa.

Unemployment rate: 5%

This city's unemployment rate has climbed in the past year from 3.9%, with much of that job loss in manufacturing. However, it continues to have several strong industries, particularly education, health care and government. The University of Pittsburgh Medical Center is the city's largest employer, with 40,000 workers. Banking, technology and education also continue to keep the economy and job market lively.

No. 7: Baltimore, Md.

Unemployment rate: 5.1%

Though unemployment in Baltimore jumped from 3.6% the previous year, the jobs in education, professional services and business services have grown. The city's close proximity to Washington, D.C., means there are many government contractors around and many commuters who live in Baltimore but work in the nation's capital.

No. 8: Seattle, Wash.

Unemployment rate: 5.3%

Unemployment here increased from 3.7% in October 2007, but certain sectors have stayed quite strong, including biotech and health care. The area has a large elderly population and several Veterans Administration hospitals that employ considerable numbers. You'll do best looking for a job in Seattle if you're trained in the knowledge economy; the city has very few blue-collar positions to offer.

No. 9: Houston, Texas

Unemployment rate: 5.4%

The unemployment rate has risen from 4% in the past year. However, government jobs, particularly in oil, gas and other types of energy, continue to be strong. The city added 11,100 government jobs just in the last year.

10. Dallas, Texas

Unemployment rate: 5.6%

Dallas enjoys job growth very much like Houston's, concentrated in government positions related to energy. The city also has growing technology and information technology industries that are providing work, and it's home to many companies handling government contracts.

Source: Forbes.com

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I'm Ready for a Career Change

According to the US Department of Labor the average person makes more than three career changes during their working life.

Typically, people will leave one job to accept another job for numerous reasons. Better pay or work environment. A shorter commute or be closer to home. Better work hours or less hours. For whatever reason you decide you are ready for a change you must give it some thought, do your research, and plan.

1. Will I take a pay cut and if so how deep of a cut can I take?
My advice: If you are the bread winner in your household or you support yourself this may be a question that may be at the top of your list. Do some research. Find out what that industry pays.

2. Will the work environment be better or worse than my current situation?
My advice: Talk with other people who are in the industry. Filter out opinions that can be corrected with some extra effort on the part of the employee like "I am unhappy with my boss", "There's alot of drama among the employees", "No one does their share of the work", "I haven't been promoted in 2 years".

3. Is the industry growing, declining or stagnant?
My advice: Despite the fact that companies are laying off there are companies within certain industries that are increasing their workforce in 2009.

4. How marketable am I right now?
My advice: If you are a mid life career changer you bring with that valuable experience and more maturity than someone who is inexperienced. If you spent most of your worklife in one career you may need to re-invent yourself. Read "Resume Tips for Mortgage Industry Career Changers. The tips are applicable to any industry.

5. Will I need to obtain a higher level of education or a certification related to the industry?
My advice: Some job announcements mention desired skills, certifications, or education. Someone who meets all of the requirements and some of the desired skills/experience would be considered as an "ideal candidate". You are in a better position to negotiate your salary when you are included in that mix. If you are working do not quit your job to pursue your degree or a certification. Many schools offer programs for working adult allowing you to work your classes around your schedule. It's easier to get a job when you have a job!

6. When should I make the transition?
My advice: There is no timeline or certain time of the year when you should make your transition. Making a career change takes alot of thought and planning. Take your time and don't make decisions based on emotion. Take a logical approach. >



7. Am I too old to change careers?
My advice: No. See advice for question #4.
Do you have a question about this topic? Ask it here.

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Resume Sample - Functional Format

In previous articles I discussed how to make your resume "recruiter friendly", using keywords to "optimize your resume", resume "blunders", and how to "reinvent" yourself by re-writing your resume. In addition, I discussed the variety of resume formats and when to use them.

Now, let's take a moment to review an example of a functional resume. If you are not familiar with this format read my article "Resumes and Format Overview. To set the scene the candidate is interested in applying for a customer service role in retail. The ad states that customer interfacing is required and loss prevention is desired. The position involves stocking, cashiering, and loss prevention. The candidate has customer service experience but there is a gap in employment. In this instance a functional resume is used.

CONFIDENTIAL RESUME

(Name)

(Address)

(Best contact number)


Summary of Experience: Cashiering, retailing, customer service, housekeeping, stocking, data entry keyer, keyboarding.

Cashiering
Greet customers entering the store with enthusiasm and energy. Open and close store. Count money in cash drawer at the beginning of shift to ensure that amounts are correct and that there is adequate change. Issue receipts, refunds, credits, or change due to customers. Receive payment by cash, credit cards, vouchers, or automatic debits. Stock shelves, and mark prices on shelves and items. Maintain clean and orderly checkout and overall store area. Identify prices of goods and tabulate bills using cash register. Calculate total payments received during a time period, and reconcile this with total sales. Compute and record totals of transactions. At the end of shift, count drawers’ contents and compare the totals with sales data.

Customer Service
Interact with customers to provide information in response to inquires about products. Maintain solid customer relationships by handling their questions and concerns with speed and professionalism. Gather information either by phone or in person. Greet every customer with enthusiasm and energy. Make changes or updates to a customer’s profile or account information in computer. Use computers and telephone extensively. Frequently enter information into a computer while speaking to customers. Remain aware of the amount of time spent with each customer so that time is fairly distribute among those customers who require assistance.

Retail
Describe a product’s features, demonstrate its use, and showed various models and colors. Handle returns and exchanges of merchandise. Help stock shelves and racks. Recognize security risks and thefts and know how to handle or prevent such situations.

Work History

Customer Service Representative
ABC Clothing
09/07 - 01/09


Cashier
XYZ Company
01/07 - 04/07



Let's do a quick review:

1) There's no objective. It is replaced with a summary of experience so the recruiter or manager can read and assess this candidate's overall background in a matter of 3 seconds.

2) The resume brings this candidate's background and skill set up front.

3) The candidate's skill sets are called out using a paragraph format.

4) This candidate has a gap in employment so the decision to use a functional format was more appropriate.

Constructing a functional resume is really not that difficult. Write down all of the occupational skills (not job titles) that you have experience in and are required of the position. I listed a few of them.

1. Management

2. Administrative or clerical

3. Customer service

4. Sales

5. Transportation

6. Maintenance

7. Personal care and services

8. Healthcare

If you have or can get a copy of your previous job descriptions it may help you fill out your list. You can also reference the2008-2009 Edition of Occupational Outlook Handbook.

Then pick out and list those occupational skills that are pertinent to the position that you are applying for. Write a few sentences about your duties and responsibilities as I did in the sample. BE HONEST! You will have to talk through your resume during an interview.

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Training Older Workers for Regional Industries

The U.S. Department of Labor announces a $10 million competition to connect workers 55 years and older to career opportunities in local industries. "This $10 million competition will result in opportunities for older Americans who want to receive skills training and extend their participation in the workforce," says Secretary of Labor Elaine L. Chao. This solicitation for grant applications under the President's High Growth Job Training Initiative is open to local workforce investment boards as well as other entities that have the support of the local workforce investment board or that demonstrate how their activities will connect to regional talent and economic development strategies. Awards are expected to range from $750,000 to $1 million. Currently, 12.4% of the U.S. population - or one in every eight persons - is over the age of 65. More than 25% of the working population will reach retirement age by 2010. In the global economy, a region's ability to develop, attract and retain a well educated and skilled workforce is a key factor in maintaining our nation's competitiveness. Successful regions connect workforce skills and lifelong learning to regional economic and talent development strategies. Successful proposals will recognize that older workers can contribute to economic growth and their respective regions' key industries.

To find a workforce investment board in your area Google the terms "workforce investment board (type your state)" (Ex., workforce investment board utah) without quotation marks.

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Resume Tips for Mortgage Industry Career Changers

The loss of a job ranks as one of the most stressful and devastating events in ones life. If you worked in the financial services sector as a loan officers, underwriter, loan processor, closer, appraiser, broker, or real estate agent you may be facing an additional challenges - how to reinvent yourself and re-write your resume. If you are a student of resume writing you know that a well written resume can get you an invite for an interview. So, how do you translate your mortgage experience and skill sets so you are competitive with others outside your industry?

I came across a well written article by Karen Hofferber. She provides helpful resume writing tips for people in the mortgage industry who are considering a career change. I do not think that I could have given any better advice. Here's the article:

"The U.S. housing crisis has led to a mass exodus of mortgage professionals from this industry. With foreclosures and defaults skyrocketing, lending guidelines tightening, and home values plummeting, opportunities for commissions are scarce and layoffs are increasing. It's tough to make a living originating mortgages when lenders and their loan products are dwindling and qualified borrowers are difficult to locate.

If you're a mortgage lending professional and considering a career change, here's some good news: armed with a powerfulcareer change resume, you can successfully break into a new industry. Here's how to make your resume shine:

1. State your goal. Remove guesswork for employers by clearly stating your career goal towards the beginning of your resume. There are several ways you can do this. My favorite is to create a resume title that spells it out succinctly -- such as "Career Goal: Medical/Pharmaceutical Sales." Another option is to write an objective (but make sure that your objective focuses on employers' needs and not just on what you want). A third choice (which I often use in conjunction with a resume title) is to incorporate your goal in a powerful opening profile summarizing your key strengths. (See #3, below.)

2. Emphasize your transferable skills. Loan officers bring a wealth of skills and knowledge to the workplace that are transferable to many industries. Examples include consultative selling, customer needs analysis, risk assessment, relationship building, presentation/communication skills, inside/outside sales, and computer proficiencies. But you have to spell out these transferable skills on your resume -- don't assume that these skills will be considered a "given" by employers outside the mortgage industry. You can incorporate your transferable skills into virtually all areas of the resume, including the qualifications summary, an "Expertise" (or "Key Skills") list, and the "Experience" section.

3. Profile your most marketable strengths. A qualifications summary is a must for career changers. Written as a brief paragraph or a few bulleted statements, it gives you the opportunity to tell employers why they should interview you. For example:
"Multimillion-dollar producer motivated to leverage six-year record of commended sales performance to transition into new product lines and industries. Fast learner of complex products; 'power user' of MS Office; and expert prospector, negotiator, presenter, and closer. Consistently deliver quota-surpassing results, and excel in building rapport and enduring relationships with key accounts."

4. Turn negatives into positives. The ability to survive during tough times is something to tout on your resume. If this is your story, consider adding a bulleted accomplishment or two highlighting this track record. For example:
"Generated steady referral business despite the severe collapse in the industry. Found creative ways to structure deals and meet client needs while adhering to lending guidelines and preserving company profitability."

5. Use comparisons, pipeline metrics, or previous production numbers if your current sales have declined. "What do I use for accomplishments when the mortgage industry has tanked?" is a question that was recently posed to me by a loan officer client. You have several options, and depending on the specifics of your situation, at least one of these should be relevant and applicable. Use comparisons to your peers if this presents you in a favorable light. For example, you may have only closed one deal last month, but if that tied for first place in your office then you can truthfully report that you achieved top ranking despite the industry's decline. Or maybe you've been successful in generating a healthy pipeline even though some of these deals may not survive underwriting. Again, highlight the positive. And even if you haven't received any sales awards this year, include previous honors. (Just remove references to the year that you received these, as in the last example, below.)

I've included a few sample bulleted accomplishment statements below. Not all of these may be applicable to you, but I hope it gives you a jumping-off point to create your own accomplishment statements:

• "Harnessed previously built relationships to continue bringing in deals and closing sales during period when few peers were able to achieve these results."
• "Consistently led the office in sales volume, earning top rankings for production during periods of high growth as well as market decline."
• "Maintained a strong pipeline (with over $4.5M in current pending deals) despite dwindling prospects and product availability."
• "Honored with numerous awards during five-year tenure, including repeated 'Top Sales' distinction for record-breaking production (six months in a row of $1M+ volume)."
  

6. Minimize industry-specific terms. The widespread negative press the mortgage industry has received, including the largely unpopular bailout plan, has the unfortunate residual side-effect of "guilt by association" for hardworking professionals on the front-lines of this industry. Combat this problem by minimizing industry-specific terms on your resume. Now is not the time to be connected to Fannie or Freddie, and any mentions of "sub-prime," "Option ARMs," "Alt-A," and even the term "mortgage" (use euphemisms, like "finance" and "financial services," instead, wherever possible) should be used sparingly on your resume."

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The Secrets of Successful Networking - Part 2

Networking itself is not a revolutionary concept, but how people are networking and connecting to great opportunities is changing with next-generation job sites that combine job search and networking. People can now find jobs and be found using powerful search tools on the Web and get jobs based on the strengths of existing relationships. Social networking sites are gaining traction as a tool in job searches. Stay with me because I will explain why later in this post. This is part 2 of a 2 part piece on networking.

If you read part 1 I discussed tips and techniques about building your social network. I also wrote an article ("Leveraging Your Online Social Networking") on the do's and don't when participating on a online social networking group. In this segment I will discuss how to choose an online social networking group and the benefits.

There are many out there and I would not recommend subscribing to every one. Doing so will spin you into a "social networking overload".
LinkedIn: Use LinkedIn to create a professional profile and discover connections in your network.
MyWorkster: Get networked with people in your community on this site for students, alumni, and job seekers.
Facebook: Use Facebook to get connected with old friends and new contacts.
MySpace: Although MySpace doesn't exactly say professional, you can get connected with friends and other contacts on this social networking site. I have a discussion group on MySpace called "Ask a Recruiter"
Tribe: Join Tribe to network with people who have similar interests.
Ryze: Make business contacts and establish a networking homepage on Ryze.
Netparty: Get connected with other young professionals at the parties thrown by this organization.
Probook: Canadians can get connected on this professional networking site.
Fast Pitch Networking: On this professional social network for business, you can find step up your Internet presence, find friends and colleagues, and more.
Xing: Find people, manage your business contacts and network for your career on Xing.
Layoffspace: The unemployed can gather and network on this site.
Twitter: Use Twitter to update the world in 140 characters or less.
Meetup: Find a Meetup group to meet people who share your interests.
Whototalkto: Help people get your old position while looking for a new one on this website.
ZoomInfo: Build your online reputation by filling out a profile on ZoomInfo.
Ecademy: Create contacts and market yourself on this business networking site.
orkut: Find new business contacts and join communities on orkut.

Don't forget Chat rooms, Web forums and discussion groups.

Now, in order to make online social networking work for you it is essential that you maintain a presence and cultivate contacts. It becomes difficult to manage when you have a profile on more than 3 sites. Remember. This is not a stand alone job search activity. You have to allocate your time to other job search activities. Do not consume your time creating a profile on numerous sites. Narrow your list down to 2-3 sites. Brian Chappelle compiled a very comprehensive report that may help you choose which online social network sites to consider. He shared those results on Ignite Social Media. I wish I had discovered this information when I searching for a job.

After you review the report ask yourself these questions:
1) Which networks are getting enough traffic/users that merit my involvement?
2) Is it for the masses or for unique users (i.e., healthcare, education, IT, executives, HR, finance, etc.)?
3) Which networks are getting traffic/users from the countries you need to network with?
4) Which networks cater to what you want the most?
Why should you consider including online social networking in your job search activities?

• 77% of recruiters run searches of candidates on the Web to screen applicants. For instance recruiters at Microsoft and Starbucks troll online networks such as LinkedIn for potential candidates. Goldman Sachs and Deloitte run their own online alumni networks for hiring back former employees and strengthening bonds with alumni-cum-possible clients. The more senior your position, the more likely you will be researched online.
  
• A growing number of companies are advertising on social network sites. "Facebook provides us with the opportunity to show our fun environment with pictures, comments, and discussions", writes financial services Ernst & Young.
  
• It's said that 80% of the jobs available never get advertised. Using this resource can help you find them. According to CareerXRoad's 2007 Annual Sources of Hire Surveyof new hires brought in from outside an organization were due to employee referrals. Those employees have profiles on online social network sites.
• You can review profiles of hiring managers and discover which of their existing contacts can introduce you.
• The more contacts you have within a network, the greater your chances are that someone will know of an opportunity which is right for you.
• Smaller, more tech savvy companies are using online press releases, blogs or their own social networks for recruitment. If people have joined their RSS feed, or signed up for their newsletter, that person is likely to have an interest in their services and may be looking for work. So become a joiner for those companies/groups you are interested in working for, and keep an eye out for work opportunities. If you become an active part of these communities, you could even ask the group if there are jobs available.
• Use these sites to showcase your experience and achievements.

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Cover Letter Sample

Priority Resume Transmittal
Time Sensitive/Confidential

To: HR Manager
ABC Company
USA Town, NY 000000


From: John (Jane) Doe
0000 Walnut Avenue
USA Town, NY 00000
Home: (123) 456-7890
Mobile: (000) 000-0000

Subj.: POSITION OF (Job Title)

This memo is in response to your advertisement on (name Website or publication) for the subject position. Please accept the attached confidential resume in application for this incredible employment opportunity.

[List your experience and skill sets as it relates to the role of the position] "I have been responsible for, but not limited to,....."

[List your computer skills] "My computer/software skills consists of Microsoft Word, Excel, PowerPoint, Outlook, data base management, 10 key touch, SQL, ...."

[List any projects you were involved in] "I enjoy collaborating with others. I worked with peers..."

[Mention the positions you held that would relate to the position] "My background is further supported by direct experience as a ..."

[List your quantified accomplishments or other company recognition such as "Employee of the Month] "During my career I have been recognized by my employers for...."

[Closing statement] "I am confident that I will make an immediate and positive impact on your company. I look forward to your call to schedule an interview where we can further discuss how my background will benefit (company's name)".


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Bridge the Unemployment Gap In a Resume

As they say, stuff happens. Life happens. So do layoffs, new babies, sick relatives and a host of other occurrences that can result in a gap in your employment. Whatever the case a gap in your resume will draw the attention of an employer. So, how do you explain this in your resume?

First, let’s discuss the dates. There is no hard set rule that says that you have to list mm/yy in your resume. Include years instead of months (2000-2001).

Second, think about what you did during that period of unemployment. Did you freelance or do consulting or contracting work? Did you volunteer or become a mentor? All of these count as work. But what if you decided to stay at home?

I’ve met many men and women who decided to stay at home to raise their children or take care of an aging parent. How do you cover that period in a resume? Well, I read one that I thought was very unique. After her maternity leave ended she decided to stay at home and raise her new born until he was 10 months old. She wanted to return to work in her field (administration) and realized that because of her 10 month absence an employer may be concerned about her ability to do the job. She updated her resume using the date format I had suggested above. Her responsibilities at home were converted into transferable skills. She created a job title (Household Manager) and listed her skills and experience in this manner:

• Performed daily duties in a high pressure environment
• Used time management skills to meet deadlines
• Thoroughly planned and managed workload
• Continually set priorities
• Analyzed and managed budget
• Maintained records
• Researched information on the Web
• Followed through all projects with a viable plan
• Responded to last minute changes
• Often solved complex issues on the spot without step-by-step guidance>

You get the idea.

In that scenario some suggest that you use a cover letter to explain the time you took off to care for an aged parent or raise a child. Because one cover letter and resume does not cover all jobs (read my article “Resume and Cover Letter Blunders I would recommend experimenting by using both methods – explaining in a cover letter and not mentioning it in a cover letter but list that period in the method I listed above. When addressing your gap in a cover letter keep it brief and factual, highlight the positives, and bring the conversation back to your qualifications and interest in the job for which you are interested in.

Next, check the format of your resume. Do not bold your fonts, use italics, or change the font size. Doing so will bring attention. Make sure it is consistent in appearance.

Choose a functional resume instead of a chronological resume (read my article “Resume Format and Overview

Heather Mundell, a co-author of Career Hub, wrote a nice piece on how to explain a resume gap during an interview.

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Reference Checks

A recent survey found that 78% of more than 1,300 responding companies say they do provide references. Do you know what your former employer will say about you to a prospective employer?

At the very least, an HR office will usually verify (1) that you did work there, (2) the dates of employment, and (3) the job title. The company may or may not release salary information or the reason why an employment relationship ended. Many companies refuse to offer more than dates of employment, salary history and job title. My previous employers would only verify dates of employment, job title, and salary. Ask your previous HR department what their policy is on responding to reference checks.

It’s important that you are honest in your responses to questions in an interview. The questions that are asked of your reference may virtually be identical to the questions you were asked during your interview in order to corroborate or negate your responses.

General impressions
- How would you characterize your experience working with this person?

Personal attributes
- What kinds of personal qualities come to mind when you think of him/her?

Technical skills
- This person would be responsible for handling XXX duties. Is there anything in this person's performance history that would cause you concern about their ability or appropriateness to do these tasks?
- What is the person's level of technical expertise in the essential job functions I need?

Achievements
- What impact has this person had on the organization? In his/her department?
- What are his/her biggest accomplishments or key contributions to the organization (examples)?
- How does this person compare with other executives in similar positions in your organization or comparable organizations?
- What kind of legacy did the candidate leave?

Leadership skills
- How would you describe his/her style of leadership?
- How is she/he a visionary? Examples?
- How has he/she been able to increase the visibility of the organization?
- How creative is the person in building resources and diversifying funding? Has he/she done fundraising?


Strategic thinking abilities
- What involvement did the candidate have in developing the strategic plan for the department or organization? What specifically did she/he contribute?
- How has the person demonstrated his/her strategic thinking ability? Examples?

Management style
- How would you characterize the person’s general management style? (e.g., authoritative, consultative, task-master, etc.)?
- How does he/she go about managing up?
- What type of work environment does he/she need to succeed?
- How would the candidate’s direct reports describe his or her management style? Supervisors?
- How does the person go about making tough decisions? Is she/he inclusive? Fair? Abrupt? Random? Other?

Operational effectiveness
- How much experience did this person have doing XXX for you, and how well did they do it?
- Please describe his/her operational and (if relevant) financial management abilities.
- What types of policies, procedures, or processes did the candidate implement?

Emotional intelligence
- How does the candidate deal with conflict? How rigid or flexible is she or he?
- How did you see him/her grow while you were working together?
- How well does this person build consensus among constituents with differing opinions or interests? Examples?

Internal and external communication skills
- How would you describe the candidate’s communication skills: verbal and written?
- How well does this person listen? How does she/he engage people?
- How often and did she/he keep his or her supervisors, direct reports, peers, etc. updated
- What methods did he or she use?

Areas for development and support
-What do you anticipate I will find to be this person's real strengths, and what areas would benefit from constructive coaching or mentoring?
- Given that no one is perfect and everyone has areas in which he or she can improve, can you describe any areas he/she can or should continue to develop?
- From what you have shared, can you tell me how this trait has impacted the person or the rest of the team? Do you see any liabilities or downsides to the candidate taking this position?
- What have been the person’s biggest professional challenges? How did she/he overcome them? Examples?
- If you were to do an appraisal on this candidate, what would his/her development objectives be?
- What would you see as the ideal position for him/her? Why?
- Where does he/she need the most support?

It is illegal for a former employer to purposefully give false information for the sake of harming one's reputation or preventing one from obtaining employment. It is illegal or unethical for a potential employer to ask a reference a personal question that is not directly related to your ability to do the job or any questions that would disclose any medical or disability information that could have a discriminatory impact on an employer’s decision to hire you. It’s inappropriate for an employer to ask your reference about your race, color, religion, nationality or ethnic background, age, disability status, martial status, parenting responsibilities or about your sexual orientation. References cannot be asked from clergy or any other persons who might reflect race, color, religion, sex, national origin or ancestry.

Always check with everyone on your list of references to be sure the contact information is current, and verify the person knows and agrees that she/he will be listed as a reference.

Prep your references. Let them know that you are interviewing with XYZ company and that he/she should be receiving a phone call in XX number of days. Tell your references the title of the position and provide them with a brief description and the requirements of the job. And don't forget to thank your references after you've gotten the job. You might need to utilize them as references again in the future so don't be a stranger and forget to keep in touch with them.

If you were fired or left on bad terms you may want to consider using a reference checking company to unmask what your past employer will say about you.

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New Year Resolution - Get That Job! Get That Job! Get That Job!

At the end of each year we reflect on events that shaped our lives and how we improved our lives. We look forward to the New Year with new commitments to reform a habit or a lifestyle change. If your goal in 2009 is to secure a job or transition into another career add “create and execute an assertive job search strategy” to your New Year resolution list. Read what my colleagues say are the “must do” activities to jump start your career search in 2009.

Get on Twitter. “Use Twitter to demonstrate your professional expertise and draw the attention of people in your industry who will want to hire you. At the same time, actively reach out to those kinds of people by following and networking with industry recruiters and other insiders.”
Jacob Share, Job Search Expert and creator of JobMob

Help Others with Their Job Search. “You don’t have to give someone else your hottest lead, unless you decide that it's really not right for you. But, you can help them connect with someone you know who works (or worked) at their target employer, give them help with their resume, a ride to the next job search support group meeting, etc. Particularly when you are unemployed, helping others can help you feel more useful personally. And, it often, but not always, comes back to you. That person you helped with their resume has a neighbor who might be able to help you, and so on. As "they" say, “what goes around, comes around,” and paying forward to help others really does seem to payoff. Do it for that reason, if for no other.”

Build or Enhance Your Personal Brand . “My recommendation to all job seekers would be to focus on building, or enhancing, their personal brand. Attract potential employers to you rather than reaching out to them. That puts job seekers in a much better negotiating position that the reverse, even in a tough economy.”
Susan Joyce, President and Editor/Publisher of Job-Hunt.org
[Read my post "How to Make Your Resume Discoverable on the Web]

Google Yourself. “Put positive and branded professional content under your name and Google yourself everyday.”
Maor Kaplanski, Personal eBrand & ORM expert, Israel

Think Outside and Inside the Box. “Think outside and inside the Box (that computer screen in front of you, that is). In other words, you need to diversify the way you market yourself, whether it's online at job boards, or at social network sites like Twitter or LinkedIn; or offline at campus recruitment opportunities, job fairs, networking events in your field, or spreading the word to friends. The more ways in which you get the word out that you're looking, the more potential jobs you'll hear about.”
Dawn Papandrea, managing editor of The CollegeBound Network, and blogger at CollegeSurfing.com/blog

[Read my post "Job Hunting in Times of Uncertainty: Five Overlooked Strategies to Help Make Your Job Search More Productive -- and Successful"]

Rely on Your Professional Network “to try and get inside information for future openings or current openings. Of course if you have a LinkedIn profile you will want to ensure your profile is up-to-date and is robust, fully completed, and full of industry keywords that draw attention to your skills and accomplishments. Highlight areas where you can provide added value if you were to be hired.”
Linda, Reeder, Training Specialist,LinkedIn
[Read my post "The Secrets of Successful Networking, Part 1

Use Keywords. “Analyze job postings for keywords and incorporate them in your resume. I also recommend that job seekers review at least 6 to 8 job postings in their field to find keywords that appear consistently in these postings. This gives job seekers a good idea of what skills hiring managers are looking for. These are also likely to be the keywords that hiring managers search for when going through their database of resumes. Incorporating these keywords into your resume increases the chances of your resume being seen by a hiring manager.”
Cheryl Palmer, Certified Executive Career Coach,Call to Career
[Read my post "Optimize Your Resume with Keywords

Know Thyself. “What do you want to do (goals)? What do you bring to the table (talents & skills)? What differentiates you from your competition (accomplishments and capabilities)? What is your passion and calling?” Give to Get. “The karma of the job search says ‘What goes around, comes around.’ If you want to receive something, first you must give something. Freely give your time and talent to others. Give without expectation of getting anything back.” Terrence Seamon, Learning and Organization Development Consultant


Expand your Job Search Resources. “Job boards and networks are fantastic - also contact your alumni office, placement office at your college/university, industry associations, professional organizations, read trade journals - all can be great resources for your job search.”
Elaine Basham, Partner,The Resume Group

Stay Positive. “While there may be times when the job search will leave you feeling frustrated, don't ever give in to negative feelings or let them derail you from your professional goals! When you're feeling down spend time with a friend or family member who has a positive outlook. The key is to be with someone who is going to reinforce your efforts and give you encouragement and suggestions. This is not the time to be around people who complain or who have a negative outlook.”
Laura Zurowski, Director of Outreach, Marist College
[Join a discussion group]

Step outside your comfort zone. “Avoid limiting your search to your current industry or field. Identify your transferable skills and experiences, and communicate them to prospective employers.”


Minimize work history gaps. “If you are unable to find a position right away, consider temporary assignments, internships and part-time opportunities, all of which can potentially lead to a full-time role.”
Chris Russell, Webmaster, Blogger and Podcaster for the online job search industry

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Illegal Questions

When you interview for a job, your prospective employer is supposed to ask questions. The focus of interview questions should be: What does the employer need to know to decide whether you can perform the functions of the job? When an employer strays from job related questions into areas that relate to protected characteristics, this could raise an inference of discrimination, depending on the circumstances.

1. I noticed your accent. Where were you born?
2. What is your native language? If re-phrased you can be asked if you know a language provided it is required for the job. For example, if job responsibilities include supporting Spanish-speaking customers, it’s fair to ask whether the you speak Spanish.
3. Are you married or do you have plans of getting married?
4. Do you have children?
5. Do you plan to get pregnant?
6. Are you a single parent?
7. How are old are you?
8. I noticed that you attended the same high school I did. When did you graduate?
9. Do you have a disability or chronic disease? If the job will require some specific physical tasks, such as installing cables in walls and ceilings, the interviewer may ask whether you can perform those tasks with reasonable accommodation.
10. Are you in the National Guard or are you a Reservist?
11. Do you smoke or use alcohol?
12. Have you ever been arrested?
13. Do you have any debts?
14. How much do you weigh?
15. What does your spouse think about your career?
16. Have you ever been sexually harassed?
17. Tell me about your family?
18. This job has always been handled by a (man) (woman). Do you think you can handle it?
19. Do you live with your parents or have a roommate?

On the other hand, some interviewees (job seekers) actually volunteer information that would be considered illegal to acquire through questions. They often do this when asked the ice-breaker question, "Tell me about yourself." They may start by saying they are 29 years old, happily married, two children, a church-going Catholic, and a liberal Democrat. There's not much more the interviewer can ask that's considered illegal!

Assuming you will not volunteer such information, you need to be prepared to handle questions that may be intrusive and sensitive in nature.

If asked an improper question, you have a few options:

• You are free to answer the question. However, keep in mind that if you provide this information, you may jeopardize your chances of getting hired, in the event you provide the “wrong” answer. There may be a legal recourse available to you, but this is not the preferred outcome for most job applicants.
• You can refuse to answer the question. Unfortunately, depending on how the refusal is phrased, you run the risk of appearing uncooperative or confrontational, and losing the job. Again, there may be legal recourse, but this is hardly an ideal situation.
• You can examine the question for its intent and respond with an answer as it might apply to the job. For example, if the interviewer asks, “Are you a U.S. citizen?” or “What country are you from?,” you have been asked an improper question. You could respond, however, with “I am authorized to work in the United States.” Similarly, if the interviewer asks, “Who is going to take care of your children when you have to travel for the job?” your answer could be, “I can meet the travel and work schedule that this job requires.”

It's better not to confront or debate the interviewer about the legality of a question. But if you have any uncertainty about the questions, you should be alert to any pattern of discrimination...especially if you notice several illegal questions. Try and remember the questions and speak to the employer’s HR director and get answers to what may have happened.

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Optimize Your Resume with Keywords

Imagine if there was a way to encode your resume with magical words that would virtually ensure that recruiters and employers would be interested in interviewing you. There is a way. It's called Keyword. So, what are Keywords? Think of keywords as the jargon or "buzzwords" used in a profession or industry. It's how insiders describe themselves and others in their profession.

Keywords are the nouns and noun phrases used by recruiters searching through resume databases and Web job sites for resumes meeting the requirements on job descriptions.

You can optimize your resume by including many of these keywords in your resume. But here's the catch. There's a different set of keywords for every job, and you do not know which ones are used.

Think of the education and experience you have had and the job you want, and brainstorm the nouns and noun phrases that would be used in the description of the requirements of that job. Look through the job postings you find for the skills, experience, professional certifications or organizaitons, etc. That will tell you what keywords will be used. Pay attention to certain words will reappear consistently. Those are your "key" words. Some sites that host the job posting list keywords pertaining to the position. You should also get a copy of the job description for the job you want, and pick out the noun and noun phrases used. As appropriate add those words and phrases to your resume when you apply for that job. Older job seekers should list "computer" or "IT" skills on their resumes if they have these skills, because some employers may make an assumption that older applicants are not as tech savvy as their younger counterparts.

Although many keywords are industry specific certain phrases are important to almost all companies. They include "communication skills," "problem-solving," "team work," "leadership," "resource optimization," "image and reputation management", "trouble shooting", "problem solving".

As important as keywords are for getting noticed, littering your resume with buzzwords that don't accurately reflect your experience may work against you. Don't go overboard!

For a list of action verbs and keywords click here. Be sure to check out Monster's comprehensive list called "The Top Keywords Recruiters Use to Find You".

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Handling a Interviewer's Objections

I read a comment on a job forum the other day that I thought was appropriate to share on this site. Because it is lengthy I chose not to copy and paste the entire comment in this article. Instead here is a snippet of what was written: "Does it seem to anyone else that usually the last conversation topic covered in a interview is that they have other people to interview? Do they really have other interviews, or do they just wanna beat around the bush?" This comment sparked alot of interest from the readers who visit the forum. There were 391 replies. Some of the entries were compliments on what others said but the majority had expressed the same frustration. I saw no one suggest how to handle that type of response from an interviewer. I stepped up to the challenge and responded. I could only offer a very brief suggestion (forum rules).

How you react to an interviewer's objection can spell the difference between success and failure as a prospective candidate. If your immediate response is to become defensive, flustered, or aggressive, you may have just lost out on a job offer and career. On the other hand, if you remain poised, thoughtful and take control of the situation, you may come out the winner.

When you think about it, the role of the interviewer is to test and verify the information on the resume, validate the appearance and mannerisms noted in the process so far, define the person's style and probe for flaws.

Your interview has concluded and the interviewer permits you to ask questions. You ask, "When would you like me to start?" You will receive one of these responses:
1) "We would like for you to start on....." This does not happen often, but it might, and you have to be ready for that. If you are not sure or need time to think about the position it's ok to ask the interviewer if you can get back to him/her by the end of the day and first thing on the next day. I would not recommend delaying your decision because you are holding out for another offer. It could backfire on you.

2) The answer to your question may be the opposite of #1. It might be something that is very negative. Ask for feedback. You may be able to change your interviewer's view of your candidacy if you are able to clarify on a response or elaborate on your background or accomplishments.

3)"I really like this, this and this about your background but I have concerns about this." That's merely an objection that you should try to handle on the spot because there is no better opportunity to change the person's mind or concern about something than when you are face to face. You may wish to reinforce your response to this objection in the form of "Thank You" letter that follows the interview. You will have to use your own judgment about how well you think you handled it or how important itwas to the interviewer.

4) "I have other people to interview." Ask the interviewer if he/she thinks you can do the job. At least get some commitment that you do have the skills to do the job. Then ask when they anticipate concluding all of the interviews.

Handling objections is very easy and it is something that we do all the time. You try to convince someone to do something your way, they may have some objections so you try to convince them. One of the best ways to handle an objection is to ask more questions. Such as, "Well, what is your concern about that?" or "Is that the most important part of the skill that you're looking for?"

The next time you are told, "I have other people to interview" do not assume the employer is beating around the bush. Accept it as an objection and handle it.

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America's Best Paying Jobs

High Paying Careers / Occupations

Management Occupations $96,150
Legal Occupations $88,450
Computer and Mathematical Occupations $72,190
Architecture and Engineering Occupations $68,880
Healthcare Practitioner and Technical Occupations $65,020
Business and Financial Operations Occupations $62,410
Life, Physical, and Social Science Occupations $62,020
Arts, Design, Entertainment, Sports, and Media Occupations $48,410
Education, Training, and Library Occupations $46,610
Construction and Extraction Occupations $40,620
Community and Social Services Occupations $40,540
Installation, Maintenance, and Repair Occupations $39,930
Protective Service Occupations $38,750
Sales and Related Occupations $35,240
Production Occupations $31,310
Office and Administrative Support Occupations $31,200
Transportation and Material Moving Occupations $30,680
Healthcare Support Occupations $25,600
Personal Care and Service Occupations $23,980
Building and Grounds Cleaning and Maintenance Occupations $23,560
Farming, Fishing, and Forestry Occupations $22,640
Food Preparation and Serving Related Occupations $19,440

Top 10 Highest Paying Careers

Anesthesiologists $192,780 = 4.6% (% Change)
Surgeons $191,410 = 3.9% (% Change)
Orthodontists $185,340 = 4.8% (% Change)
Obstetricians and Gynecologists $183,600 = 3.1% (% Change)
Oral and Maxillofacial Surgeons $178,440 = 8.3% (% Change)
Prosthodontists $169,360 = 6.6% (% Change)
Internists, General $167,270 = 4.0% (% Change)
Physicians and Surgeons, All Other $155,150 = 9.1% (% Change)
Family and General Practitioners $153,640 = 2.5% (% Change)
Chief Executives $151,370 = 4.7% (% Change)

Would you like to see more salary information? Visit the US Bureau of Labor Statistics.

How would you use ths information in your salary negotiations?

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US Employment will Grow in 2009

Despite the recessionary views of economists, workforce employment will grow in 2009. Job seekers in 2009 will continue to hear a lot of conflicting and sometimes confusing information about the state of the job market and the state of the economy overall.

If you are in the market for a job you need to understand the changes surging through the economy in order to determine which companies to pursue and which to avoid. The U.S. employment market is evolving quickly, and you must be both knowledgeable and nimble in order to position yourself to find promising careers

Schonfield and Associates, an analysis firm, predicts 2009 employment will continue to grow modestly in many industries with productivity, as measured in sales per employee, also continuing to grow.

Many foreign companies will also show employment growth.

Among the twenty largest public corporations, ten of the largest employers will be non-U.S. headquartered firms.

According to Schonfeld & Associates, the largest U.S. based employer will be Wal-Mart Stores with over 2.4 million employees in 2009, up 5.8 percent.

The largest non-U.S. based employer will be Gazprom, Russia’s largest company, with 611,000 employees, an increase of over 10 percent.

The Commercial Banking industry will be the largest employer with 4.4 million employees in over 500 banks, reflecting a 8.8 percent increase.

Variety Stores will be second with 3.7 million employees, up 6.1 percent.

The medical services sector will be a continuing source of employment growth. Home Health Care Services, Skilled Nursing Care Facilities, as well as Offices of Medical Doctors are all growing at over 11 percent.

As in the past, areas of computer software development continue to show workforce growth.

The Prepackaged Software industry, growing at 9 percent, includes over 280 companies employing 674,000 workers.

The future is not as bright, however, for all sectors of the economy.

Employment by Motor Vehicle Manufacturers, Air Courier Services, as well as the large diversified food manufacturers, will experience negative growth.

These predictions come from the 2008 edition ofWorkforce Ratios & Forecasts by Schonfeld & Associates.

The study contains historical employment for 2007, an estimate for 2008, and a forecast of 2009 for over 7,200 individual companies and summaries for over 400 industries.

In an era of downsizing, right-sizing, mergers and acquisitions, the numbers are encouraging for job seekers.

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Working with Recruiters

Job Search: Working with Recruiters - The best video clips are right here





[How would you rate this article? Should I write another article similiar to this?]

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Telephone Interview - Expectations and Preparation Tips

You have an appealing resume that is posted on the Web. Your circle of friends, family and others in your network are working on your behalf to get the word out that you are looking for a job. You have sent your resume to targeted companies that you want to work for. And now you are waiting for the phone calls. Before that call comes you should know what to expect and how to prepare for the phone interview.

Many Recruiters use the telephone interview to initiate the interview process. I prefer to use it as a screening tool to decide whether or not I want to pursue a face-to-face interview with the candidate. At a minimum I need to know if you have a clear understanding of the position, why you feel your background and experience would be a match for the position that I am trying to fill, and how you are going to add value to the organisation. I also want to know the level of interest the candidatehas in the position. During the phone interview I am also toned into the candidate's verbal communication; clarity, articulation and phone etiquette. Having thoroughly reviewed the resume I will have a couple of questions about information on the resume. My phone interviews normally take 10-20 minutes. I have heard of phone interviews lasting 45 minutes to 1 hour.

A phone interview can benefit you as well. You do not have to dress up and travel anywhere. No worries about the eye-to-eye contact, handshake and posture.

There are two types of phone interviews - expected and unexpected. Some Recruiters call to schedule a phone interview for the near future. But generally speaking, Recruiters will conduct the phone interview when they call. You should expect to engage in the interview when you receive that first call.

Those are the expectations. Let's talk about how to prepare.
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• Make a list of positions you applied for. A good practice is to create an Excel spreadsheet that contains the date you applied, the name of the position, company name and brief description of duties, responsibilites and job requirements. I have interviewed candidates who could not remember which positions they applied to. They tell me, "I have applied to so many positions..." That would indicate the level of interest that the candidate has in my position. You can also use this phone log. <

<Company Name:
Contact Person:
Position Applied for:
Date Applied:
Position Requirements:
My Key Qualifications:
Company Name:
Contact Person:
Position Applied for:
Date Applied:
Position Requirements:
My Key Qualifications:

• Write down your "Wow" statement. This is a 60-second introduction. which should include your skills, why you are interested in the position and how your experience and background can add value to the organisation. Rehearse your introduction so it doesn't sound like you are reading but sounds natural and sincere.
• Have a copy of your resume handy. Your resume is your "talking points". It will keep you on track as you discuss your background and help you answer questions about your past experience.
• Have a short list of accomplishments available for review. Specify and quantify your accomplishments (e.g. 'increased sales by 35%" or "reduced overheads by 27%").
• Prepare and write down your questions.
• Have a notepad and pen that works close by. Take notes so you can be better prepared for your first face-to-face interview. It is not a good sign of preparedness when you have to place the phone down so you can find a pen or find one that works.
• If your home phone number is listed on your resume coach your roommate, spouse, children and any other members of your household on how to answer the phone and take a message if you are not home. And remember to give you the message. I have had candidates tell me that they never knew I had called. Once I called a candidate who was leaving with her parents. One of the parents answered the phone and asked me how much the position paid, if there were benefits, when the position started, etc. A spouse of a candidate told me that if the salary was less than what the candidate was making the candidate was not interested.
• Think about your home's answering machine or cell phone message. A trend I noticed is voicemails/answering machines that treat incoming callers to a snippet of music from the resident's favorite singer. As a Recruiter, I am a bit annoyed if I have to listen to a song go on too long before I can leave a message.

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How to Make Your Resume Discoverable on the Web

This article is about “why” and “how” you should publish your resume on the Web. You do not have to be a computer geek to do this. If you know of someone who is well versed in this area I would tap into that person’s expertise.

First, that’s talk about the “why”. Putting your professional history on the Web provides an opportunity to make your experience and background come to life. Recruiters and managers want to review the most candidate data in the shortest period of time. Recruiters and hiring managers are pressed for time to identify potential employees. Because the Internet becomes an indispendable recruiting tool more Recruiters are defecting to search engines and other Internet communities to actively recruit job seekers.

There are many ways to post your resume on the Web. “How” you post it is up to you. There are job boards with a resume data base. The majority of the sites I am familiar with do not charge a job seeker with a service fee. And some sites allow Recruiters to review resumes for free.

There are a number of no cost resources on the Internet that offer tools that can help you publish your resume online. I listed a few below.

• Google Docs is a free Web-based word processor. It allows users to create and edit documents online while collaborating in real-time with other users.
• ThinkFree is a free office suite package and the interface is designed to look, feel, and behave like Microsoft Office, eliminating the learning curve.
• I have not used it but I foundZoho Writer very interesting. It has a whole host of productivity and collaboration applications. I may play around with some of the applications.
• Scribd is a way to easily put your resume online and publish it.

Publish your resume on your website or blog.

But before posting your resume read my tips on resume writing:"Is Your Resume Recruiter Friendly??? ", " Resume and Cover Letter Blunders " and " Resume Formats and Overview ".

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Use the Holidays to Step Up Your Job Search

That’s right. This holiday season is a good time to step up your job search activities. While companies use the holiday season to relax recruiters continue to search for candidates at all times of the year. It’s the needs of the business such as growing markets, competitive pressure, and business initiatives that drive these recruiting efforts. These areas do not take a break.

Some people give up their job search between Thanksgiving and New Years. Granted that hiring during the holidays can be complicated sometimes because key decision makers may not be available the need to hire still remains. Companies have already developed their budget and business plans and have allocated funding for new hires for 2009. I started recruiting at the beginning of December for openings in my market that must be filled the first week of January. For those who continue to plug away during the holidays will be the ones who will reap the benefits.

If you are attending a holiday social event, it is definitely appropriate to mention that you are job searching. Accept all the invitations you receive, both personal and professional. You never know who may be able to help. Friends and family, as well as business acquaintances are typically more than happy to assist.

Send a "Happy Holidays" or a "Happy New Year" greeting card to networking contacts, recruiters, and to employers you have interviewed with is another good way to connect with those who can help with your job search.

Send e-mails or use a professional or social networking sites (like LinkedIn, MySpace, or Facebook) to get in touch. The holiday season is a good excuse to touch base and a good time to reinforce or expand your network.

Get a seasonal job. Retail may — or may not — be your dream job. But getting a seasonal job, many of which are in retail or other service industries, is a great way to earn some extra cash while building up your resume and exposing yourself to new networking opportunities. Most seasonal jobs are part-time, so you would still be able to dedicate full-time energy to your job search as well. I delivered pizzas. I was able to increase my network and discover “hidden jobs”.

You can also volunteer. Spend a few hours every week helping others and gain a little perspective on your own struggles. Plus, many volunteer placements offer leadership and executive experience to help you round out your resume and opportunities to meet people you may one day want to work with or for.

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