Are Women More Recession-Proof Than Men?

by Kristina Cowan, PayScale.com


Rising unemployment is enough to make any worker nervous. In March, the Bureau of Labor Statistics (BLS) reported the U.S. unemployment rate had climbed from 8.1% to 8.5%. A closer look at the numbers reveals another cause for concern, especially among men: February unemployment for men 25 and older was 8.8%; for women it was 7.0% (seasonally adjusted) -- the widest gap since 1948, when the BLS started gathering the data.

According to the BLS, as of January 2009, women accounted for 49.5 percent of the workforce.

Steve Hipple, an economist at the BLS, says men account for about four out of every five people who lose jobs. Hipple explains further, "During recessions, men are much more likely to lose their jobs because they are concentrated in industries such as construction and manufacturing that are hit particularly hard as the economy slows."

Different Approaches to Work

Some news reports and experts say this gap is partly caused by women's penchant for picking recession-proof careers, such as those in education and health care. Others, however, say there's no truly recession-proof industry, and that women's flexible approach to work enables them to better weather fiscal storms -- no matter what their career paths.

Laurence Shatkin, a career information expert and author of "150 Best Recession-Proof Jobs," says his research shows that women tend to be concentrated in jobs that involve helping others, including education and health care. "Many of these needs for help don't go away in a recession, and many of them involve onsite and even hands-on work, so they can't be off-shored," Shatkin explains.

J.T. O'Donnell, a New Hampshire-based career strategist and founder of Careerealism.com, points to two other possible reasons for the difference: women are more likely to have flexible attitudes about work and more likely to emphasize building relationships. For example, women's emotional intelligence and understanding about the needs of employees and customers is a critical asset for companies.

"We are becoming a culture where the only way your company can survive is to connect with your customers in the down time. A customer may not be able to buy today, but the understanding and appreciation and ability to still connect with [a customer] in spite of the fact they can't buy [something] -- that's what they'll remember when the economy turns," she says. Women can often make that connection very easily, according to O'Donnell.

Solid Career Picks for Recessionary Times

If you're looking for work that can withstand a tough recession, here's a short list* of jobs to consider where women currently hold the majority of positions:

Job title -- Percentage of women -- Median salary
Physician assistants -- 62% -- $79,300
Registered nurses -- 90% -- $55,500
Reference librarians -- 71% -- $43,700
Curators -- 70% -- $42,300
Middle-school teachers -- 67% -- $41,700

Is Any Job Guaranteed for Men or Women?

While some fields are more resistant than others to fiscal upheaval, experts say no job or career path is entirely safe -- for men or women. Instead, it's best to focus on skills and strengths that will help insulate you no matter what field you pursue, they say.

"You need to have a key understanding of your top strengths. What are the things that are strongest and innate in you? Then focus on general job types that leverage those. So you go into a job and knock it out of the park every time, which makes you employable," O'Donnell explains.

*Job titles, percentages of women and median salary figures (5-9 years experience) are from PayScale.com. The job titles were suggested as recession-proof picks by Laurence Shatkin.

Job Info , Jobs Sources , Career Opportunity

How to Answer the Trickiest Job-Interview Questions

by Liz Ryan


Nearly everyone has been there. The job interview is sailing along, when all of a sudden, the interviewer asks you the question you've been hoping she wouldn't--for instance, "Why did you leave your last job?"

You pause to reflect: Do I say that my boss was psycho and that if I didn't quit I might have punched his lights out? Or do I make up a story on the spot, or take a sip of my coffee while I think of something intelligent? You don't want to end up reacting in the moment. On-the-spot improvisation is a great skill, but it's a high-risk endeavor when your next great job is at stake.

Here are some handy answers to potentially sticky job-interview questions. You might want to memorize a few of these!

How not to say, "My last job was in hell."
You hated your old job or you hated your boss (or both) to the point where you hated yourself for staying. Now you've left the place, either on your own or after being invited to take a hike, and as you meet prospective employers, you're finding that you've got some 'splainin' to do.

The question: "Why did you leave Acme Dynamite?"

The answer: "Oh, I learned a ton in that place, but I didn't see more challenges on the horizon there, and I knew I wanted to get into [whatever this job entails]. I didn't want to job hunt while I was working, so I've been pursuing my job search full-time--and having tremendous fun doing it."

But what if you were fired?
If you left your last job on your own, that's one thing. But what if you were, as HR people say, "invited to leave"? You know that saying "Well, they fired me" is a non-starter. The interview won't last very long once those words leave your mouth. Here are some alternatives:

"I had some great experiences at Acme Dynamite, but at that point there was a management change [the scope of my job was reduced / the department was reorganized], and my manager and I agreed that we'd reached a good juncture for us to part ways."

"Pitstop Productions was switching from an in-house sales force to an outsourced one, and there was nothing especially important for me to do there, so we agreed that I should move on."

How to explain an employment gap
Just when the interview is rolling along, the recruiter's eyes fall on that pesky employment gap of yours. You've got to account for your time, but how? Lots of us have jumped off the conveyor belt for a while, and may not have much to show for it.
The question: "Now, what were you doing between 2003 and 2005?"

The answer: "That's when Toontown Productions had just been sold, and I'd made some good investments and wanted to explore [origami], so I took a break from the corporate world to recharge and get clearer about my goals. That was a fantastic learning experience--I'd recommend a mid-career sabbatical to anyone--and it helped me decide what I'm passionate about at work. When I went to Pitstop Productions in '06, I had a wonderful, fresh perspective."

How to justify a short-term job
Who hasn't at some point taken a job only to quickly learn that doing so was a terrible mistake? If you can wake up to the horror quickly enough to bail within a month or two, you'll leave the short-term gig off your resume entirely. But if it takes longer for the terrible reality to sink in, you may have six or nine months of a going-nowhere job to account for.

The question: "Now, what was the story here at Rabbit Enterprises? You didn't stay there very long."

The answer: "They were looking for someone to [train fleas], and that's a specialty of mine. I got in there and put the program together, but the job was not so much a job as a consulting assignment. After the initial launch, the role was going to be strictly maintenance, so I made the move over to Roadrunner Inc."

Evaluate your resumes for quirks, and you can anticipate the trickiest questions an interviewer might throw at you--and you can prepare your answers well ahead of the big day. Get comfortable with your responses, stay in your power, and knock 'em dead!

Liz Ryan is a 25-year HR veteran, a former Fortune 500 VP, and an internationally recognized expert on careers and the new-millennium workplace. Connect with her at www.asklizryan.com. (The opinions expressed in this column are solely the author's.)

Job Info , Jobs Sources , Career Opportunity

Salary Secrets Your Employer Doesn't Want You to Know

by Maria Hanson, LiveCareer


In down economic times, companies seem to have carte blanche to limit salaries and make low-ball offers. But that shouldn't be the case.

Below are the top salary secrets your employer doesn't want you to know. With this information in hand, you'll be in a better position to get the pay you deserve.

Employers don't always offer a fair salary.

Some employers think they're being fair, but they're not up-to-date with the latest salary information. Others may try to pay less than the market value because they're financially strapped. That's why it's important that you know exactly how much money you should be making. A free salary report can help you calculate how much you should be earning in any job.

You can negotiate your salary in a tight job market.

In a recession, many people would rather take a pay cut than lose their jobs. Raises are hard to come by and new hires may feel they have less negotiating power. But that doesn't mean it's impossible to bump up your salary; it's just a little more challenging.

According to a recent survey from the Society for Human Resource Management, 80 percent of HR professionals say employers are willing to negotiate salaries. So, if you're looking for a raise at your current job, come armed with your marketplace worth and make your case. And, if you've been offered a job that pays less than you like, don't be afraid to name your realistic asking price. Keep in mind that, if you got the offer, you're clearly the best candidate for the job -- even in this highly competitive job market.

New hires sometimes earn more than long-term employees.

When there's a strong job market, organizations need to do whatever they can to attract top candidates. This often means that starting salaries may be higher for newbies than they are for long-term employees. Given the current economic conditions, that's less the norm these days, but it still happens in certain industries. If you suspect that a new hire with similar responsibilities is making more than you are, use current salary data to approach your manager with the request to bring your salary up to par.

Your performance doesn't decide your pay.

While your performance is one important factor in the salary equation, your pay is also a reflection of many other factors, including:

• The job market -- lower pay is more acceptable in tighter job markets.
• Location -- generally the higher the cost of living, the higher your salary.
• Years of service -- in many cases, the longer you've been with a company, the higher your pay.
• Organization size -- large organizations tend to pay more than small ones.
• Education level -- in most cases, the more education you have, the higher your pay. Take a free education test to find out how going back to school can help you earn more.

If you're a valued employee who isn't making the money you deserve, you do have options. Know your value and make your case with the help of your free salary report. And know too, that many employers -- particularly larger employers -- have a little more in the "raise kitty" than they let on.

Job Info , Jobs Sources , Career Opportunity

Work Smarter, Not Harder--Here's How

by Stever Robbins

Despite technology's promise that someday we'll work less, we're working more and taking fewer holidays than ever before. Unless you're reading this in France. Then, according to The Economist magazine, you win, because you work less than 40 hours a week and take lots of vacations. The rest of us work hard but, well, stupidly. That's because we work hard at dumb stuff, instead of working smart at the right stuff.

To get the same results quicker, change how you work. Work faster, be more focused, and organize so you can make progress on multiple things at once. (But not by multitasking! Multitasking slows you down.) Happiness happens when productivity enables a higher-quality life, not frantic overachievement.

Work faster. Our first key to working smart is working fast. You'll have to get into The Zone, bringing your full focus to one task. Then you build momentum until you're totally cranking.

The Zone hates distractions: email, telephone, visitors, and your self-generated distractions. I know a CEO who blocks out four hours a day for focus time. With a closed door, email turned off, and his phone forwarded to voicemail, he actually gets stuff done. He rarely works all four hours, but blocking out the time guarantees one or two solid hours. Without distractions, he can do big-picture thinking instead of being sucked into details.

Increase focus. If you're like me, you hardly ever procrastinate--except for the really important stuff. The rubber bands get dutifully sorted by size, but that client proposal? Not so much. Another way to work smarter is to know that being busy isn't the same thing as being productive. When we're busy, we feel productive, but being productive happens only if we're producing the results that move our projects forward.

Email is a great way to waste time while feeling productive. If you spend an hour a day on email, that's 12.5 percent of your time. Unless that 12.5 percent of your time is producing at least 12.5 percent of your results, it's a low-value-added activity.

The same applies everywhere. The 80/20 rule says 80 percent of your output comes from just 20 percent of your efforts. So what? Well, do the math. If you double the time you spend on real-output-producing activities and stop doing the others, you'll double your output and spend 60 percent less time! If you started with a ten-hour workday, you'll get twice as much done in just four hours.

Say no. My favorite 80/20 principle is saying no. Most of us take on more than we can handle. Then our companies lay off 30 percent of the workforce and expect the same output from the survivors. Our overwork gets compounded by dumb high-level decision making.

If you're working at capacity and someone asks you to take on a new project, say no. If someone proposes a project that will fall in the 80-percent-work-for-20-percent-results category, just say no. Face facts, my friend: There's a limit to how much you can do. You can manage that limit and do things well, or you can ignore the limit and do a lousy job on everything. The choice is yours.

Work in parallel, but don't multitask. Multitasking is doing many things at once. Bad idea. But arranging work so many things are happening at once? Good idea. If you and a colleague are writing a report and a marketing plan, you could first write the plan and then the report. But look closely! Your colleague must review the report. So draft the report and send it to your colleague. While she's reviewing, start on the marketing plan. Both move forward at the same time.

We all work this way to some degree, but a little thought can help you find golden opportunities for parallelism. Delegation, for example. When you delegate something, it keeps moving while you're working on something else.

Another chance for parallelism is when something is being produced or shipped. The product is en route to your customer? That means more time for you to do other things. But if you putter around with low-priority tasks until you ship last minute, you lose the chance to work in parallel.

Think. Working faster, identifying your 80/20 opportunities, and finding the chance to work in parallel all take thought. So your highest-leverage activity is taking regular time to reexamine how you work. Try spending half of a day every two weeks to build a life and business that are productive. By productive, I mean happiness-producing for you, your family, and your friends. You'll be happier, you'll get more done, and you'll have a life. And that's what I call working smart.

Please send your questions about how to work less, do more, and survive in the modern work world to the Get-It-Done Guy at hotjobs-questions@steverrobbins.com.

Stever Robbins is the host of the top-10 iTunes business podcast The Get-It-Done Guy's Quick and Dirty Tips to Work Less and Do More. He is also a cofounder or an early team member of 10 startups, an adjunct lecturer at Babson College, and an entrepreneurial coach. Find him at www.SteverRobbins.com.

(The opinions expressed in this column are solely the author's.)

Job Info , Jobs Sources , Career Opportunity

The Savvy Networker

Handling the Dreaded "Tell Me About Yourself" Question
by Liz Ryan


Most of us don't like to rattle on about ourselves, so the job-interview question "Tell me about yourself" can easily throw us for a loop. Where do we start? Do we talk about growing up in Kansas, or jump into our career as a cost accountant? We're paralyzed, wondering, "What does the interviewer want to hear?"

Our instinct to wonder what the interviewer will find relevant is a good one. The big mistake job seekers make when asked "Tell me about yourself!" is that they launch into a rambling story. The interviewer leans back in his chair, and here's what he's thinking: "If I can get outta this interview in 55 minutes, I can still get to the dry cleaner before it closes...."

We begin to lose the interviewer the minute we start talking about ourselves. As we tell our story, no matter how gripping it is, the interviewer isn't learning in any substantive way whether or not we can do the job. The only way we'll be able to get close to the mark (what the employer needs in its next cost accountant or office manager, that is) is to ask a question. But we've been asked a question ourselves. Can we turn that question around?

We can! Here are three ways to shift the "Tell me about yourself" request into a question that will let us dig into the employer's business pain--the reason the job opening exists in the first place.

Let's imagine that the interviewer says, "So, Justin, tell me about yourself."

You'll say something like one of these three things:

1. "Okay! I don't want to keep you here for hours, though. Could I ask you a question or two in order to tailor my remarks?"

2. "For sure. I'm an office manager, as you know. I'm very focused on desktop publishing and newsletter creation, and I love to manage projects and my boss's schedule. Shall we talk about day-to-day office management, or shall I tell you about some projects I've run?"

3. "Perfect. I was born in Minnesota and went to school there, before moving to this area three years ago--and now, to make my story more relevant, may I ask you a couple of questions about the situation here at XYZ Foods?"

Your trusty gut already knows that any way you respond to the command "Tell me about yourself" runs the risk of being 100 percent irrelevant to the interviewer. We can use our interview "air time" to learn more about the position and to discover where the interviewer's interests lie. Then we can talk about something that our conversational partner will care about! That's a much more satisfying feeling, believe me!

(Get more tips in Liz Ryan's "How to Answer the Trickiest Job-Interview Questions.")

Liz Ryan is a 25-year HR veteran, a former Fortune 500 VP, and an internationally recognized expert on careers and the new-millennium workplace. Connect with her at www.asklizryan.com. The opinions expressed in this column are the author's.)

Jobs Sources

Staying on Track to Get Your Bonus

by Margaret Steen, for Yahoo! HotJobs


Bonus time has come and gone, and yours wasn't as large as you were hoping (if you even got one). Where did you go wrong -- and what can you do now to make sure that next year you get a healthy bonus check?

You first need to make sure you understand how your bonus was determined. Often, individual bonuses are based on a combination of the company's performance and the individual's performance.

What Goes Into a Bonus

The company performance part of the calculation "isn't usually all or nothing," says Laurie Bienstock, practice leader for strategic rewards at Watson Wyatt Worldwide, a human resources consulting firm. Generally, the company has to meet a certain financial threshold before it will pay any bonuses at all. After that, it scales up to 100 percent of the planned bonus money -- or even more, if the company does exceptionally well.

At many companies, individual performance also comes into play at bonus time. Sometimes individuals' bonuses are tied to the overall rating they receive in their performance evaluation; other times, they're based on whether the worker accomplished a specific list of goals.

Keep Your Boss in the Loop

When it comes to bonuses, communication with your boss becomes critical.

"If the bonus is directly tied to your performance rating, make sure you understand what you need to do to either meet or exceed expectations," Bienstock says.

If the bonus is based on a list of goals, then you need to be certain you understand from your boss what those goals are -- and how success will be measured.

"When you have that conversation with your boss and you walk away and you think this is what you're supposed to do, write it down and send it to your boss and say, 'This is what I heard, is this correct?'" says Jan Schmuckler, an organizational psychologist.

Measures Throughout the Year

It's equally important to keep talking with your boss during the year about how you're progressing so there are no surprises when you open your bonus check.

One of the most confusing parts of performance-based bonuses is what happens when you can't meet one of your goals due to circumstances beyond your control. Perhaps a project is canceled or delayed; maybe you move to a new job with new responsibilities. It's very important to talk to your boss when this happens. Can you replace some of your old goals with new ones? Don't make assumptions about how your boss will handle it -- and don't wait until the end of the year.

Not a Solo Performance

You may find it frustrating to have part of your pay tied to your performance evaluation or to how well the company does. But this is the way of the future. A recent survey of employers by Watson Wyatt found that 22 percent of U.S. companies had increased the amount employees could receive in bonuses, and 10 percent had made performance-based pay available to more workers.

"Companies are also raising the bar on how hard it is to achieve those," Bienstock says. Almost half increased the company's financial goals that are tied to paying bonuses, and more than one-third increased individual performance expectations.

Jobs Sources , Career Opportunity

Attention, Attention: Tips for Boosting Your Visibility at Work

by Doug White, Robert Half International


If you're concerned about protecting your job, it's important to take steps to raise your profile. While you don't need to brag about your on-the-job achievements in order to get noticed, increasing your visibility does require some self-promotional savvy. The following tactics will help you attract attention for all the right reasons:

Go public with your ideas. Is your brain brimming with bright ideas that could help your firm generate revenues, cut expenses, or streamline work functions? You can't afford to keep them to yourself. Be bold by pitching your solutions to management and speaking up in meetings and brainstorming sessions. Remember that when times are tough, confident communicators, innovative thinkers, and smart risk-takers are in demand; timid wallflowers are not.

Keep your skills current. From attending brownbag training workshops to getting involved with your company's mentoring program, take advantage of the professional development opportunities your employer offers. In addition, join industry associations, attend conferences and seminars, seek relevant certifications, and read specialized publications to keep up with the latest developments in your field. The key is to leverage your knowledge by sharing information and insights with your boss and coworkers. Being regarded as a go-to expert will significantly enhance your job security.

Consistently convey your value. If you work tirelessly behind the scenes but shy away from the spotlight, it's time to take center stage. The truth is that hunkering down and quietly doing quality work might not be enough in today's recessionary times. You need to promote yourself, too. Tactfully toot your own horn by periodically apprising your manager of your successes. You'll add punch to your status updates if you quantify your contributions, linking your efforts to any positive impact they've had on the bottom line.

Make your networking efforts an 'inside job.' Many professionals think of networking only in terms of developing outside connections. But expanding your reach within your own firm is just as critical. Strive to establish strong relationships with colleagues throughout your workplace. Sign up for cross-departmental initiatives, attend company-sponsored events, and generally endeavor to be an outgoing and helpful team player. As the saying goes, people like to work with people they like. The more allies you have in your corner, the better your chances of keeping your job.

Finally, make a name for yourself by standing up when others step back. Be the first person to raise your hand when your manager needs someone to take the lead on a challenging new project -- even if the assignment falls outside the confines of your job description. It might require you to move beyond your comfort zone, but displaying drive and initiative can pay big dividends. You'll not only hone valuable leadership skills and discover untapped talents, but you'll also build a reputation as an indispensible employee.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 360 offices worldwide. For more information about our professional services, please visit rhi.com. For additional workplace articles and podcasts, visit workvine.com.

Jobs Sources , Career

by Joe Turner, for Yahoo! HotJobs


As the economy has worsened and millions of job seekers are chasing after fewer and fewer jobs, what you put on your resume has become more important than ever. Before you send your resume anywhere, run it through this quick five-point checklist to determine if it needs a tune-up or a complete overhaul.

1. Clear Objective

There has been a lot of debate lately among the resume-writing "chattering classes" about whether today's resumes even need an objective. After 15 years of reading resumes for my clients, my answer is definitely, "Yes." However, I should clarify. By "objective," I'm not referring to the fluff that most job seekers concoct. The objective should be your targeted job title and nothing more. This focuses the resume and necessitates that you use the rest of the resume to support why you're the best candidate to fill this particular job title. It also leaves no doubt in your reader's mind about who you are.

2. Opening Statement

Does your resume open with a long paragraph titled, "Summary of Qualifications"? Problem: Of the thousands that I've read over the years, most are nothing more than fiction. Long laundry lists of skills and assorted keywords. Two of the biggest offending phrases are "results-driven" and that ever popular "proven track record."

If your resume looks like this, you might want to rethink your approach. Don't bore your reader by emphasizing keywords and hackneyed cliches. Employers want to know how you can solve their problem right now. Don't annoy them by failing to answer this urgent question.

Instead, include a simple, concise opening statement. This one sentence is usually called a Unique Selling Proposition. It should define who you are, your single biggest strength and end with a benefit that you offer. Ideally it should be something measurable, since everything boils down to dollars. This strips away the fluff and quickly answers that critical question in their mind. Do this, and you make it easy for them to call you.

3. Measurable Results

OK, now you have a great opening statement. For Act Two, you must back that up with added proof. Don't rely on tired cliches. Tantalize them with a bulleted list of specific achievements. By achievements, I mean an end result that reaped some benefit for either your employer or the client you've worked for.

This may require that you think outside your box or cubicle. Regardless of your role, you have a bottom-line impact on your employer. Your job is to communicate your true value clearly and specifically to your next employer. It may take a bit of effort to develop these bullets. And that's all they should be. No more than a one-sentence brief description of the benefit or result and how you accomplished it.

If you can put together a concise list of five to seven good achievements that are Return-on-Investment (ROI)-oriented, you'll score a lot quicker than relying on those unexciting cliches.

4. One Job Title, One Resume

Resume readers are very focused and they're looking for specific items. They have very short attention spans and can be easily distracted. When they get distracted, they start getting confused, and when that happens, they screen you out and reach for the next resume.

So, if you are looking for a position as a project manager, tell them why you're a great project manager. That's all they want to know. Don't tell them about how you used to work as a carpenter or how you managed and ran your own consulting business. They don't want or need to know about your other unrelated careers or positions. Even if you were great at them.

Use one resume to sell one job title. If the resume doesn't clearly explain why you're the best project manager in your city, then either drop the information or minimize it because it doesn't belong there.

Stick with one career on one resume and you'll have less chance of getting screened out.

5. "Above the Fold"

Place all of your most important selling information at the very top half of page one. Most resume readers spend about 20 seconds of actual eyeball time before they decide to move to the next resume. They are not going to waste their time looking through your resume to find critical information, such as how you "increased revenues $350K" or "decreased labor costs by 12%." This information should be polished like gemstones and presented on a silver platter at the very top of the first page. Do this, and they'll be spending a lot longer than 20 seconds on your resume.

As a recruiter, Joe Turner spent 15 years finding and placing top candidates in some of the best jobs of their careers. The author of "Job Search Secrets Unlocked" and "Paycheck 911," Joe also hosts his weekly "Job Search Guy Radio Show" on JobRadio.fm as well as other locations. You'll find free tips and advice here.

When Young and Old Compete for Jobs, Who Wins?

When Young and Old Compete for Jobs, Who Wins?
by Maria Hanson, for LiveCareer


When economic woes hit, it's often the older workers who suffer most. But this recession is proving to be different. Figures from the Bureau of Labor Statistics show that younger workers are getting the ax while older workers are more likely to keep their jobs. And many jobs that would traditionally go to younger, less-experienced workers are getting swiped up by seniors who are coming out of retirement because their nest eggs have disappeared.

Last summer, the employment rate for teens was the lowest it's been in 60 years. Meanwhile the employment rate for those over 55 had actually increased almost 5 percent. The trend appears to be continuing for the upcoming summer job market, with competition for top jobs stiffer than ever.

Why the Change?

Experts say many companies have learned the hard way that hiring only cheaper, less-experienced workers or eliminating those with most experience isn't necessarily a wise move.

"They've seen that the short-term savings of laying off the most knowledgeable, productive, and experienced workers is not worth the long-term impacts," says David DeLong, author of "Lost Knowledge: Confronting the Threat of an Aging Workplace."

The Benefits of Hiring Experienced Workers

Older workers are in luck because these days more companies are seeing the benefits of hiring those with some years under their belt. "People are in their prime in their 50s and 60s," says Stephen M. Wing, director of workforce initiatives for CVS/pharmacy, which has won many awards for its hiring and treatment of older workers. "Their life experience is invaluable."

Among the traits Wing says the older workers embody: "They're very loyal employees. They work hard. They've got good social skills. They're dependable. They want to be there."

Job-Search Lessons for All Generations

Whatever your age, there are lessons to be learned from this new dynamic that can help you get the job you want:

* Play up your experience. In the past, workers with decades of experience were encouraged to downplay this on their resumes. While you don't want a long resume padded with irrelevant information, don't cut out significant experience just to avoid seeming overqualified or for fear of age discrimination.

Make sure you have a job-winning resume that emphasizes all of your relevant skills and experience.

* Focus on your soft skills. If you don't have much work experience, emphasize personal skills and traits that employees find valuable, like dependability, people skills, and a good work ethic. You can highlight these soft skills in a summary of qualifications at the top of your resume and call them out in your cover letter and during an interview.

A career test can help you to identify your particular skills of value.

Jobs That Are Red Hot Right Now

Jobs That Are Red Hot Right Now
Some Professions See High Demand, Possible Shortages
by Larry Buhl, for Yahoo! HotJobs


Amid the worst recession in decades, there are a variety of hot prospects -- well paying, satisfying professional jobs -- going begging for qualified applicants.

For those with the aptitude and the skill set, these jobs offer good potential for advancement, and many don't require a four-year degree or years of training, according to Laurence Shatkin, career information expert and author of "150 Best Recession-Proof Jobs."

Health Care

Doctors and nurses get most of the attention, but health care is a huge and multifaceted field with a wide range of opportunities. If you want a good idea of how wide, consider the number of specialists who provide your doctor with all of the records, lab tests, and other information before and after your (often short) consultation.

Physician assistants are generally allowed to do everything an M.D. does, except for writing a prescription (in some cases) and opening their own practices. Although they don't have the earning potential or superstar status of most doctors, their average salary is well above the median. Nurse practitioners also have a strong earning potential. Both can set up their own practices and specialize in certain areas.

Diagnostic cardiac sonographers are also in high demand. These professionals collect reflected echoes and Doppler signals from images and tracings of a person's heart, using ultrasound equipment to assess the cardiac chambers, valves, and major blood vessels.

According to the American Society for Clinical Pathology, half of all laboratories in the U.S. struggle to hire qualified laboratory technicians. Lack of awareness of the laboratory profession is a key factor in the shortage of applicants for these "under the radar" jobs. But salaries and prospects are expected to continue rising, Shatkin tells Yahoo! HotJobs. "The ever-expanding and changing technologies means there will be more and more for a lab worker to do, which should also boost employability."

* Physician assistant
Two-year training program, and at least two years of college; license exam
Salary: $82,000

* Nurse practitioner
Master's degree in nursing
Salary: $74,000

* Cardiac sonographer
Two-year associate's degree, or 1-year certificate in diagnostic sonography
Salary: $56,000

* Laboratory technician
Bachelor's degree with coursework in chemistry, biology, and statistics; state certification and license
Salary: $51,000


Manufacturing

The U.S. manufacturing industry is contracting, but amid the manufacturing bust are some booming job prospects for those with a specialized technical background.
"It's true that older and lower-skilled workers are losing their jobs in manufacturing," Shatkin says. "But there are newer, highly skilled jobs in manufacturing that are in great demand now, and require only vocational training and an apprenticeship."

Computer control operators use computer numerically controlled (CNC) machines to cut and shape precision products for cars, planes, and a variety of machinery. CNC programmers develop the programs that run the machine tools. They review three-dimensional computer aided design (CAD) blueprints of the part and determine the sequence of events that will be needed to make the part.

Although the number of jobs in these fields is projected to decline slightly over the next seven years, skilled professionals will have excellent opportunities, according to the BLS. That's due to the limited number of people entering training programs and employers' difficulty in finding workers with the necessary skills and knowledge.

* Computer control programmer and CNC programmer
Two-year degree or vocational degree and apprenticeship
Salary: $33,000 (computer control operator) $44,000 (CNC programmer)


Financial Services

Although the financial services industry has taken big hits over the past year, one overlooked area of finance -- actuarial services -- is doing fine. Demand for actuaries, who develop, price, and evaluate financial insurance products such as life, auto, health or homeowners insurance, is expected to grow moderately through 2016 according to the BLS.

Even amid the industry shakeout, financial analysts and financial planners still have plenty of opportunities. Financial analysts evaluate the economic outlook of different sectors and industries for organizations that wish to invest. Personal financial planners and advisors help individuals with their personal investment needs. Financial analysts are employed by a variety of industries, from non-profits to school districts to hospitals. However, analysts might consider going the self-employment route, as they can earn far more than salaried employees ($63,000 versus $48,000 for those with at least five years' experience).

* Actuary
Bachelor's degree in mathematics, statistics, or finance; professional certification
Salary: $86,000

* Financial analyst 1
Bachelor's degree in finance preferred
Salary: $48,000

* Financial planner
Bachelor's degree in finance preferred; examination for Certified Financial Planners
Salary: $61,000

Note: Salaries are medians for each profession and are taken from the Bureau of Labor Statistics and PayScale.com for professionals with five years or more experience.
* An earlier version of this article mistakenly noted the median salary for physician's assistants as $62K instead of $82K. We regret the error.

Career Opportunity

The Job Seeker's Top 10 List

The Job Seeker's Top 10 List
by Clea Badion, Robert Half International


It goes without saying that today's job market is more challenging than it has been for many years. That means you have to work even harder to uncover opportunities and distinguish yourself among a crowded field of applicants. Here are 10 strategies to help you gain an edge in a tough employment market:

#1: Leave your comfort zone. Don't limit your search to your current industry or field. Expand your horizons by focusing on your transferable skills. When writing your resume and cover letter, note the qualifications you possess that are valuable in any number of jobs, such as leadership and communication skills, and showcase how those abilities would apply to the open position.

#2: Minimize work history gaps. Hiring managers look for applicants who have remained professionally engaged and kept their skills current during periods of unemployment. If you are unable to find a position right away, consider temporary assignments, internships, and volunteer opportunities to stay active professionally. You also might consider taking a class to increase your knowledge in a specific area.

#3: Be flexible. Remaining open to all possibilities is essential in a challenging economy. Don't overlook a position even if the job title, salary, or benefits may not be exactly what you hoped for. Once you get your foot in the door and prove yourself, you may be able to renegotiate aspects of the position.

#4: Manage your digital footprint. Think your friends are the only people who viewed those wild vacation photos you posted online? With a few mouse clicks, potential employers can dig up information about you, too, on blogs, personal websites and networking sites. As you look for employment, keep tabs on your online reputation to make sure there is no information about you on the Web that could affect your professional reputation.

#5: Find jobs before they're advertised. Read local newspapers and business publications to identify companies that may be expanding, and send them your resume, even if they have no advertised openings. These firms may be searching for good talent anyway.

#6: Cast a wide net. While the major job boards can be extremely useful, don't forget to investigate industry sites specific to your industry or professional discipline. These venues may list more targeted career opportunities.

#7: Network online and off. Tell everyone you know that you are looking for a job, including those you've met through networking websites such as LinkedIn and Facebook. Just keep mind that, while online networking is effective, it's still important to arrange face-to-face meetings. Ask an online contact to a lunch meeting to build rapport.

#8: Customize your materials. Sending out a generic resume isn't likely to catch a potential employer's attention. Tailor your application materials to showcase your relevant skills for each opportunity, based on the job description. Employers want to see why you are the best fit for a particular position.

#9: Enhance your marketability. Find out what skills are most in-demand in your field and take steps -- such as enrolling a class at a community college or a weekend seminar -- to give yourself an edge in these areas. Attending events hosted by a local professional association and reading relevant trade publications are good ways to determine which abilities employers in your field value most.

#10: Meet with a recruiter. Staffing professionals often have access to open positions that aren't advertised and can effectively double your job search efforts. They also can provide useful feedback on your resume, cover letter and interview skills, helping you improve your job-hunting techniques -- and chances at landing a position.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 360 offices worldwide. For more information about our professional services, please visit rhi.com. For additional workplace articles and podcasts, visit workvine.com.

Should You Work For Free to Get a Job?
by Molly Hallman, Payscale.com


On May 7, 2009 about 400 people showed up at a bar in San Francisco to meet other people and find out if they were a good fit for each other. No, this was not a dating mixer. This was Jobnob's fair for professionals willing to work for free. That's right, out-of-work professionals pitching their skills to start-ups for a chance to offer professional services for no pay. Did I mention there was a line out the door to get in?

True, prospective employers were supposed to buy alcohol for their prospects. So, this begs the question, are these people insane? Drunk? Maybe not. In fact, there are some pretty compelling reasons to think about working for free if you are unemployed.

The Benefits of Working for Free

Consider the following payoffs for choosing to work on a cutting-edge project or new career path, minus the cash flow.

Career path -- This is your chance to transfer your expertise to an emerging market, one that really interests you. Richard Chun, a product manager in Silicon Valley, donated time to a start-up to gain experience in the iPhone applications market. "I wanted to learn about a new market that was gaining a lot of attention. I helped them set up a process for product marketing. The product became the number one application in the history of iPhone," said Chun. Taking work for free to more proactively steer your career path shows you have the initiative to think outside the box in order to get the results you want.

Networking -- You meet more people with influence while you are working than while you're sitting home posting your resume to job boards. Al Hulvey, chairman and founder of GreetingsManager.com from the Silicon Valley in California, found that working for free at start-ups helped him "meet people and stay current with innovations." Of course, the hours you put in can detract from your job search. It is important to weigh the benefits of working for free carefully. Setting limits keeps you from being taken advantage of and also helps you stay disciplined about your goal of a new job.

Resume solution -- A gap on a resume is a common dread among job seekers. Working for free lets you add another layer of job experience to your resume and eliminates the stress of figuring out how to explain the gap. Be sure all of your tasks you take on for no pay will be worthy of a bullet point on your resume later.

Confidence -- Let's face it, being out of work is a bit depressing. If you are one of the many with the unfortunate habit of equating personal worth with a job title, the sudden lack of work can hurt your self-esteem. Working for free can boost your self-confidence and give you a sense of purpose. That purpose can generate enthusiasm that transfers to your job search, affecting how you interact with job search contacts as well as your interview performance.

Enthusiastic references -- You may have had the experience of working for someone who was truly grateful and pleased to have you as an employee. Imagine how eager they will be to refer your good work, not only because of its quality, but because you had the work ethic to follow through with excellence without a financial incentive.

Chasing the dream -- Of course, the greatest hope of all is to work pro bono for a start-up, setting yourself up as the obvious candidate-for-hire once the company is funded. The upside potential (maybe becoming a millionaire) has its appeal.

Is It All Upside?

Some job search professionals do not agree with the work-for-free strategy. They think it demeans workers and sets them up to be taken advantage of. They say your good ideas are at work to make someone else rich and there is no guarantee of an upside for you. There is also a big risk of losing momentum on your job search.

Despite this potential for disappointment, many folks who work for free have positive experiences that lead to paid work opportunities, career growth or both. "I love marketing, and I figure, why not?" says Hulvey. "I've done it to help out colleagues. [I recommend putting in free time] if you think it has upside potential."


Jobs Sources

Web 2.0 Careers: Making Money by the Click

Web 2.0 Careers: Making Money by the Click
by Michelle Goodman, PayScale.com


Forget looking for your next job in a traditional office. Armies of recovering cubicle dwellers are making an honest-to-goodness living right here on the Web -- and we don't mean by selling diet pills or kitchen accessories to unsuspecting friends and relatives.

From writing and graphic design to software development and social media marketing, countless creative types are hanging their own virtual shingle, often with a minimum of overhead, sometimes even surpassing the salary they made as an employee.

Seven successful web workers share how they did it, how you can follow in their footsteps, and what pitfalls to watch out for:

1. Blogger

According to the Wall Street Journal, 1.7 million Americans make money blogging and 452,000 of them derive a majority of their income from it. Ariel Meadow Stallings is one such blogger, dividing her time between the blog she writes for her part-time corporate job and her own blog, Offbeat Bride. "It took about a year to build traffic to the point where advertising and sponsorships made sense," says Stallings, who's been publishing OffbeatBride since January 2007 and now averages nearly a million page views a month. Her advice to would-be bloggers? "Just blog. And then blog more. And read other blogs." For tips galore on earning a living as a blogger, see ProBlogger.

2. Web Designer

Bloggers often need help updating their site design and code, which is where freelance web designers like Liz Andrade of CMD+SHIFT Design come in. Like many Web jobs, once you have the skills in the bag, the office overhead is minimal. "If I have a laptop and an Internet connection, I'm in business," Andrade says. And while she studied design in college, she learned far more about Web design and business branding on the job. To follow in her footsteps, Andrade suggests first working in a junior position at a boutique design firm. She also suggests meeting other freelance designers on at popular online water coolers like FreelanceSwitch.com, FreelanceFolder.com, and WebWorkerDaily.com.

3. Social Media Marketer

According to the Pew Internet and American Life Project, 1 in 10 U.S. adults now use microblogging sites like Twitter to update friends and colleagues on their status, mood, or latest personal news. Not surprisingly, publicists and marketing mavens like Lisa Hanock-Jasie have begun promoting their clients on these social media sites. "It's become more a virtual work existence these days, with the majority of client contact via the Web -- be it live Web chat, e-mail, or IM -- or phone conversation," the independent publicist says. The upside: finding work online is easier than ever. The downside: the isolation. To beat the solitude, Hanock-Jasie regularly schmoozes with several professional groups on LinkedIn.

4. Web Community Founder

With the Pew Internet and American Life Project reporting that a majority of U.S. adults under age 70 use the Internet, it's no surprise that Web communities have been sprouting up like weeds. But launching a successful online community is much more involved than starting a freelance business, says Lara Eve Feltin, who in 2005 co-founded Biznik, an award-winning web community for the self-employed, with husband Dan McComb.

"Dan built the first version of the site in his spare time," Feltin says. "And because our product helps small businesses, a lot of people offered to help us for free." Dan's Web development work alone saved them hundreds of thousands of dollars, Feltin says. In short, be prepared for lots of ramp-up time and -- if you have no volunteers -- lots of programming and legal expenses.

5. E-commerce Site Owner

Armies of savvy craftsters and artists sell their wares online. Take Maggie Kleinpeter and Michael Pittard, who in 2001 opened the online store Supermaggie, where they sell Kleinpeter's hand-made scarves and print T-shirts to retail and wholesale customers. "It took about three years for it to provide full-time income for both of us," says Pittard, who built and maintains the website. The pros of running an online boutique: "The world is your storefront, and we have practically no overhead," says Pittard. The cons: There are no dressing rooms online, and customer feedback isn't instantaneous. To learn more about starting your own e-commerce business, see the community pages on Etsy.com and sites like TheSwitchboards.com, SuperNaturale.com, and Craftster.org.

6. Social Media Application Developer

In March 2009, the blog TechCrunch.com ran the headline "Some Indie Facebook Developers Pulling in over $700,000 a Month." While Web developer Jesse Stay has yet to hit that financial jackpot, he does credit SocialToo -- the online collection of social media tools and services he built -- with providing 80 percent of his income. (The rest comes from consulting work.)

His advice for hopeful social media developers? "Don't expect to get any investment." Most startups never see a venture-capital dime, even in good financial times. Instead, he says, you'll need to rely on your savings until you make enough cash to pay yourself a salary. To learn more, see the blogs All Facebook and Inside Facebook and the developer forums and wikis of your favorite social media platforms.

7. Infopreneur

You know that old saying about making money in your sleep? There's an entire population of Web entrepreneurs who aren't just waxing poetic about it -- they're doing it. Erin Blaskie, an Internet marketing specialist who was making six figures by age 23, is one of them. Though she got her entrepreneurial start in 2004 as a virtual assistant, she now creates and sells virtual training programs for entrepreneurs who want to promote themselves online.

Her advice to hopeful infopreneurs? "Check out what already exists in your market and see where there are gaps." Also, "Ditch the perfectionism! The cool thing with info-products is you can produce it, publish it, and edit it later if need be."

Michelle Goodman's latest book is "My So-Called Freelance Life: How to Survive and Thrive as a Creative Professional for Hire." Visit her blog at Anti9to5Guide.com.

Job Info , Jobs Sources , Career

Catching a Recruiter's Eye Online

by Mike O'Brien, CEO, Climber.com


Think your online brand can't make or break you in today's super-competitive job market? Think again.

According to a recent survey of 100 executive recruiters conducted by ExecuNet, 77% of recruiters reported using search engines to find background data on candidates. Of that number, 35% eliminated a candidate because of what they found online (an increase over the prior year's total of 26%).

National news magazine BusinessWeek points to even more impressive numbers, with a recent poll indicating that 87% of recruiters use search engines and social networks to decide about candidates. Additionally, at Climber.com we have seen a 300% increase in recruiter traffic from the major search engines over the last three months.

So how do you make the most of your online career brand?

1. Get Visible -- the Right Way

To be noticed by today's tech savvy recruiters, you need to create a positive online presence for yourself, stat. And it's important to manage your message to control what recruiters see. Working with an Internet-savvy career company can help. At career management site Climber.com, proprietary software and search engine optimization tools are designed to present each candidate's skills and background in the best light. You will also want to review all of your online profiles to make sure that there is no evidence of CLMs (recruiter speak for "Career Limiting Move").

Free online tools -- such as social networking sites LinkedIn, Twitter and Facebook -- can help contribute to your online presence as well. But while they are useful for a search on your name, they won't necessarily position you well on the specific search terms recruiters use.

2. Understand Why Recruiters Are Doing the Research

Let's face it -- the economy is tough, and recruiters have to be more resourceful than ever to find the perfect candidate. Search engines provide hundreds of free candidates, and companies such as Brownbag Recruiter and JobMachine now have classes to teach recruiters how to use search engines to source candidates. In addition, recruiters don't have time to waste on a candidate who's not a good fit since there are millions more people out there looking for work. Recent government data reported that there are 3.8 job seekers for every job in America today.

3. Turnabout Is Fair Play, Search Them!

If you're targeting specific employers, do your research. Based on their sites and company information, identify keywords that are likely to appeal to your ideal employer, and include these keywords in your online profile.

After studying the search terms that recruiters have used over the last four years, Climber.com can optimize user profiles to feature the top keywords that recruiters use when looking for candidates in their location, industry, and occupation.

4. Manage Your Online Brand Like a Rock Star

In today's heavily networked world, your online brand is the way you connect with your audience. So manage it faithfully. Anytime you post online, whether on your blog, your website, your social networking page, or as a contributor elsewhere on the Web, you're adding to your online brand. Review your information frequently, and look at your online presence through a recruiter's eyes. On the Internet, it's tough to "erase" unfavorable content once it's live -- so manage your brand up front to make the most of your career opportunities.

Jobs Sources

Follow Up After an Interview Without Being a Pest

By : Anthony Balderrama

Comparisons between job hunting and dating are common, and never are they more true than when it comes to the follow-up. After a date, you want to let the other person know you're interested, but you don't want to appear desperate. Plus, you don't want to feel foolish if he or she had no intention of contacting you again. On the other hand, what if he or she is waiting for you to make the call and if you don't, you'll miss out on a great romance?

So many questions and no definite answers to any of them. Ultimately you have to use your judgment and hope for the best.

Following up after a job interview is similar. As if you weren't nervous enough, you end up asking yourself a dozen questions and imagining hypothetical situations. "If I follow up now, do I seem desperate? If I wait too long, will they think I'm lazy? What if I'm the front-runner but I bug them and they cross my name off the list? What if I'm tied with someone else and my initiative gives me the edge?"

As with dating, job hunts don't have rules set in stone. At best, you can do what feels right and see what happens.

Here are three possible methods for following up with an employer and ways to know if you've crossed the line from eager to annoying.

1. The thank-you note is necessary after an interview, and no job seeker can afford to forgo it. Thank-you notes tell hiring managers that you respect their time. They have packed schedules and can afford to spend time interviewing only a select group of applicants, so your note acknowledges how grateful you are to get some face time.

Appropriate: An e-mailed note on the same day of the interview shows that you are courteous and don't dawdle. For most employers, an e-mail is an acceptable form of thanks because e-mail is a part of everyday business life and arrives quickly. A handwritten letter can be sent as a supplement to the e-mail if you want to stress your gratitude or you know the interviewer is old-fashioned.

Overkill: If you're going to follow up with a letter after your follow-up letter, think again. You already said thank you, so what else do you need to say? Both you and the hiring manager know that another letter is your way of asking, "Did I get the job?" Don't clog the hiring manager's inbox with more notes unless you want to be thought of as a pest.

2. The phone call is daunting and not the right move in every job situation. In fact, many job postings specifically state, "No phone calls." Unless you're feeling brave, you might want to skip it.

Appropriate: Unless you were specifically instructed not to call the hiring manager or another contact, you can make the call after an appropriate amount of time has passed. In this case, if you were given a deadline for when a decision would be made, let it pass and wait a few extra days and then make the call. Just once (unless instructed to call back).

Overkill: The phone call is one of the easiest ways to sabotage your image. Call once, when appropriate, and don't call again unless you've been told to. Phone calls are a nuisance in a way that letters and e-mails aren't. You can decline to open a message or just read it and ignore it. A phone call is harder to ignore if it requires the hiring manager to screen his or her calls once you become a repeat offender. If the company wants you, it probably won't forget to call you.

3. The pop-in causes you anxiety when your in-laws do it. Your place is a mess and suddenly you're forced to entertain people who you might not like very much anyway. Don't do that to an employer if you want to be considered for a job.

Appropriate: Stopping by to visit the company is rarely acceptable. Unless you have an explicit indication that you're welcome to show up uninvited, which would actually imply that you are invited, showing up in person is inappropriate. This follow-up is one case where once is almost certainly too much.

Overkill: When you show up and the hiring manager or receptionist gives you a look that says, "Why are you here?" you'll know you've crossed a line. Employers are busy -- they have schedules, meetings, clients and tasks. By showing up unannounced, you not only disrupt their routine but also imply that you are more important than their obligations and deserve their immediate attention.

Of course, you're bound to meet someone who broke one of these rules and impressed the hiring manager by his or her audacity. Perhaps going against etiquette will work for you. Just be aware that you're risking your professional reputation and could be removing yourself from the running for a job where you were a top candidate.

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