How to Deliver Unpleasant News at Work

by Marc Hertz, Robert Half International

You've known about an important project -- and its Monday morning deadline -- all week. But figuring it would be easy to complete, you didn't start on the assignment until Friday. Then, you realize the information you need will take a couple of days to track down, and there's no way everything will be done in time. Now, you have to explain what happened to your boss.

While it is tempting to use evasive tactics when conveying bad news, there are a number of downsides to only presenting the upside. These include potentially harming your professional reputation, losing your manager's trust or missing out on support that might have helped you resolve the situation. It goes without saying that honesty is always the best policy.

Following are suggestions on when and how to deliver unsavory news to your boss.

Early is best. Receiving bad news is, well, bad enough for a manager. But learning that your staff member has known about a problem and not told you about it for weeks can be infuriating. So don't delay telling your manager that you can't find the necessary figures for a report due tomorrow, for instance. It's best to let him or her know as soon as possible -- postponing the discussion is likely to make things worse, not better.

Bad news should come from you. If you don't immediately deliver the unpleasant news to your manager, you can trust that someone else will. If the bearer of bad news, for example, is an important customer who was less than pleased with how you handled a request, your boss will be extremely unhappy about being surprised and unprepared for the customer's call. In addition, your manager is much less likely to be sympathetic to your explanation if he or she had to hear the news from a third party.

Deliver the news in person, if possible. Don't send your manager an e-mail telling him or her that you mistakenly deleted a voice mail from a client detailing extensive last-minute changes to a contract. E-mail doesn't allow your boss to ask questions or you to fully explain how and why the incident occurred. It is much better to ask for an in-person meeting and stress that you need to speak to him or her right away.

Be direct (and don't make excuses). Once you're in your manager's office, avoid over-dramatizing the event; your boss doesn't want a list of reasons you believe the error was not your fault. Likewise, don't downplay a big mistake -- such as attaching the wrong file to an e-mail that was sent to a large distribution list. Acknowledge the problem, apologize to the affected parties and work with your manager on not only a solution but also a strategy for ensuring a similar incident does not occur again.

While all of these tactics are useful if you have bad news to deliver, it's best to avoid the need for this type of conversation in the first place. One way to do so is to ask questions -- of your manager, coworkers, and clients -- from the beginning of a project. When in doubt, it's better to request clarity than to have to come to your manager later about a problem.

Obviously, you cannot avoid all mistakes or mishaps at work. However, by delivering unpleasant news immediately and in person, you'll spend less time on the firing line and more on the production line.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 360 offices throughout North America, South America, Europe and the Asia-Pacific region. For additional workplace articles and podcasts, visit workvine.com.

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5 Lifestyle Activities That Can Get You Fired

by Larry Buhl, for Yahoo! HotJobs


Can having a bacon double cheeseburger and a cigarette put your job at risk? Maybe. It may sound surprising, but many off-the-job actions and lifestyles could put your job in jeopardy.

Fair Game?

Employment experts point out five key areas that a company may scrutinize:

    * Smoking, drinking, and overeating. Due to the cost of health insurance, more and more employers view "unhealthy" habits as a threat to their bottom line.
    * Risky behavior. Likewise, a company might see your bungee jumping hobby as a liability.
    * Speech. Will your employer consider your blogging to be destructive griping?
    * Romantic relationships. Dating someone at a competitor's company has landed employees in hot water. And some employers might take issue with unmarried coupling or even same-sex relationships (federal law doesn't protect employees from discrimination based on real or perceived sexual orientation).
    * Political activity. Volunteering for Obama could be trouble if you have a pro-McCain boss, and vice versa.

Job- or industry-specific behaviors can lead to termination as well. A Ford worker who drives a Toyota is probably safe -- unless he or she is president of Ford. But a bank employee who bounces a personal check could get the boot.

Cause or Just Because

If these reasons for termination seem unfair, they must be illegal, right? Not necessarily. Just because most employers don't let valued employees loose for off-the-job activities and lifestyles, doesn't mean they can't.

"Most workers in the private sector don't understand that, unless they live in Montana and Arizona, their job is at-will," Paul Secunda, an assistant professor of law at the University of Mississippi, told Yahoo! HotJobs. "At-will means an employee can be fired for good cause or no cause at all," Secunda said.

Federal job protections include gender, race, religion, and national origin, as well as disability. "Some state laws forbid discrimination on other bases, including sexual orientation, or status as a smoker," said Rick Bales, a professor at Northern Kentucky University/Chase College of Law. Smokers in the tobacco-growing state of Kentucky, for example, are safe from termination, he said.

Don't Be Fooled

Although union members and public sector (government) workers generally have more protections, employees in the private sector -- the bulk of the U.S. workforce -- can be fired at any time, and usually without recourse.

"Unless you were fired because you are a member of a protected class under federal law, or under another state statute, it's likely not illegal," said Kimberly Malerba, an associate who litigates employment cases with Ruskin Moscou Faltischek, P.C., a law firm on Long Island, New York.

The good news is that most companies don't go out of their way to snoop into employees' lives, Malerba told Yahoo HotJobs. "A company is most concerned with (off-the-job) behaviors that directly conflict with business interests."

5 Tips to Consider

Legal experts have advice for protecting your job from unexpected dangers:

    * Understand the concept of at-will employment. Don't assume that termination must be illegal just because you think it was unfair.
    * Be fully aware of your company's policies and terms of employment. Read the employee handbook, and ask HR if you have any questions.
    * Be familiar with the company's internal dispute mechanisms (if any) for filing grievances.
    * Think before you act. Could your employer see your actions off the job as potentially destructive to the company?
    * Don't disclose. "You don't have to disclose lifestyle choices or off-the-clock activities unless there is a clear link to your ability to perform the job," Secunda said.

"My general advice is, don't do anything on your own time that, if reported in the local paper, would reflect poorly on you or your employer," Bales told Yahoo! HotJobs.

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Top Three Career Dilemmas

by Marc Hertz, Robert Half International


In your professional life, many decisions are relatively easy. When you're asked by your manager to tackle an assignment, you do it. When a colleague needs help and you're available, you pitch in. When you're offered a job you want, you take it. But what about those tricky situations where the proper course of action isn't so clear-cut? They come up on rare occasions, but when they do, it's important to be prepared.

Following are career dilemmas you may encounter and suggestions for how to handle them:

Dilemma 1: You find out a colleague makes more money than you do.

You're at the copy machine and find a coworker's pay stub. Seeing the salary, you realize the person makes more than you, even though he has the same job.

Proper course of action: While you might be tempted to immediately march into your manager's office to demand an explanation -- and a raise -- take a more cool-headed approach. Going to your boss with financial concerns arising from confidential information will do more harm than good.

Instead, use this knowledge as an impetus to examine your own pay and value in the employment market, reviewing resources such as the U.S. Department of Labor's website and the Salary Guides published annually by Robert Half International. With an idea of what others in your area and with your skills and experience are paid, you can approach your manager and back up your request with relevant information that's not sensitive in nature.

Dilemma 2: You are offered a new job, but you're happy with your current one.

A friend who works at another company just found out a position has opened up there. He calls and pitches you the opportunity, saying he's sure you'd be a front-runner for the role. You're intrigued, knowing how much he raves about the organization, but you like your current job.

Proper course of action: Ask your friend for more information about the company and role, so you can see how it compares with your current situation. Are there opportunities for quick and steady advancement? How competitive is the salary and benefits package? What is the corporate culture like?

Assuming you're still interested, there isn't any harm in interviewing. This will give you the chance to find out more about the ins and outs of the position and get an additional perspective on the organization. If the interview goes well, you may want to seriously consider this new opportunity.

Dilemma 3: You have the opportunity to take on an important but difficult project.

You find out a major project is approaching, and your manager is looking for someone to lead it. It promises heightened visibility within the firm, but it's also a big challenge.

Proper course of action: If you're undecided about volunteering for the project, first ask yourself if you can handle the responsibility in addition to your current workload. At the same time, consider the abilities you'll develop by taking on the assignment. You'll improve your project management skills, meet people across the organization and potentially put yourself in position for even more challenging opportunities in the future.

If you are uncomfortable about the prospect of leading the project, ask your manager if there is another way you can be involved in it. Taking on at least a partial role can help you expand your skill set and increase your value to the firm.

These tough decisions and others like them can test the mettle of even the most experienced professional, mainly because there's no clear right or wrong answer. But by carefully considering your options and using sound judgment, you can come up with the best answer for you.

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 www.rhi.com. For additional workplace articles and podcasts, visit www.workvine.com.

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Recruiter Roundtable: The First 10 Minutes

by Yahoo! HotJobs

The Recruiter Roundtable is a monthly feature that collects career and job-seeking advice from a group of recruiting experts throughout the United States. The question we put before our panel this month is:

Many recruiters and hiring managers make hiring decisions within the first 10 minutes of meeting a candidate. What practical advice or tips would you give to job applicants to make sure they make the best possible impression in the first 10 minutes of an interview?

Project Enthusiasm Right Away

Applicants should know the interview begins as soon as they arrive at the employer's office, making it imperative for them to project enthusiasm and confidence from the moment they walk in the door. The fact that employers form opinions of candidates so quickly places additional importance on the more subtle points of interviews, such as giving a firm handshake, maintaining eye contact, and practicing good posture. In addition to providing strong responses to a hiring manager's questions, candidates must project enthusiasm and a professional demeanor from the outset of the discussion.

-- Paul McDonald, executive director of Robert Half Management Resources

Dress It Up

I haven't found that (i.e., making decisions in 10 minutes) to be true, and we've been focusing on training our managers to gather all the facts before they make their decision. Having said that, we're all human, so I would recommend candidates dress for success. Over-dress rather than under-dress; especially in our business environment, give a firm handshake, and use eye contact.

-- Erin Erickson, recruiter, regional banking, Wells Fargo

Prepare With Examples

The core lesson many recruiting experts advise interviewers is to not make any decisions about a candidate within the first 30 minutes of an interview. Yet, we all know that we make instant judgments when we meet people.

What we've seen as a very efficient way for a candidate to impress any interviewer is to thoroughly prepare for an interview. For instance, if you are a graphic artist, come with samples of your work. Similarly, if you are in sales, be prepared to present details of your performance from the past couple of years.

-- Yves Lermusi, CEO, Checkster

Clean Your Fingernails

Many hiring managers go on first impression and spend the rest of the interview justifying their decision. First impression is everything. Learn as much as possible about the hiring manager and the people you are meeting with before the interview. It's always a good ice-breaker to mention some of your common interests or ties and let the conversation naturally slide into the interview. Engage the interviewer in conversation. Appearance has a lot to do with that first impression, too -- dress smart and appropriate for the interview and position. I've seen perfectly capable and qualified candidates rejected because they forgot to polish their shoes or came in with dirty fingernails.

If the hiring manager is conducting an in-person interview, they have usually already seen your resume and have a good feel for your qualifications. The first 10 minutes is more about the "culture" fit than the qualifications.

-- Lindsay Olson, partner, Paradigm Staffing

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Retire at age 26? Why not?

How to Redesign Your Career
by Ken Siegal, Experience, Inc.


My father and my uncles all retired after 30 or more years toiling at the same job. But don't be surprised if I tell you that's not in your future, and you might not want it to be.

You can make a different kind of 30-year career dream come true. Look at Bruce Tulgan of Rainmaker Thinking, Inc. for inspiration.

"I was a lawyer for 428 days, then, at age 26, I retired," Tulgan says. "After going through 20 years of school and then landing a job at a big law firm in New York, I realized that my career path was obsolete.

"As you think about making the transition from college to the world of work, ask yourself what kind of career you've been anticipating. Are you prepared for the workplace of the future? Or have you been imagining a career in the workplace of the past?"

A recent survey showed that between ages 19 and 42, the average worker -- just like you -- was employed at more than 10 jobs. So much for a 30-year job.

If working for one company won't happen for you, why not work outside the company? Here's how to take charge and re-fashion that career of yours.

* Think about "moving" your workplace. Try to work from places other than the office some of the time -- either on an occasional or regular basis. Thanks to remote access, you'll see empty cubicles everywhere, as more people at more companies become accustomed to working outside the office. (If they weren't contributing to the bottom line, that wouldn't be allowed -- we all know that.)

* Make remote access work for you, and get used to making the hours you work fit you. Learn to work at night or early in the morning, then schedule appointments or meetings to fit your new vision.

* Expand the scope of what you do at your current job. Volunteer for EVERYTHING. You'll interact with more people, gain respect and self-confidence, and develop new skills and project expertise. Consider this as training for your new, personalized career.

* Be creative. First, figure out the best way to get your job done. Then figure out how to talk your boss into going along with it. This ability will become invaluable when you're on your own, dealing with clients.

* Customize your own career path -- take it slow where needed, but follow a long-term plan. Remember, don't try to live in the workplace of the past -- you're shaping a 30-year job. Supplement what and who you know with solid research.

* When you're ready to go out on your own, don't panic as you pull it all together. You're taking with you the skills and confidence you've developed and the contacts you've made (and it's not uncommon for your former company to become one of your best clients).

Tory Johnson of Women for Hire tells the story about what triggered her decision as a young professional to branch out on her own. "First, instead of working for the man, I was now working for the man's son and helping him fulfill his dream, not mine. And second, I realized that if he could do it, I could too."

And so can you.

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The New Power Jobs

by Heather Boerner, for Yahoo! HotJobs

White-hot jobs are opening up in the power sector.

"These aren't just hot jobs, they're sizzling jobs," said Christine Real de Azua, spokeswoman for the American Wind Energy Association. Wind energy grew by 45 percent last year. "We need every type of job candidate."

Indeed, with oil topping $100 per barrel, expect power industry jobs to explode in the next 10 years -- and not just in petroleum or the electric company. Want to repair wind turbines, manage a nuclear reactor or install solar panels? The jobs await.

The U.S. Bureau of Labor Statistics (BLS) and energy leaders reveal what fields are expected to grow, and they are listed below with projected growth levels through 2016, salary data, and what you need to get a related job.

Engineers

11 percent projected growth

$44,790-$145,600 annually, depending on specialty

"We're experiencing a comeback in 'dirty jobs,'" said Chris McCormick, partner and head of the energy division of venture capital firm Landmark Ventures. "While a few years ago, what we wanted were the 'clean' jobs in computer engineering, now we're back to the types of engineers who get their hands dirty with chemistry and broad-application engineering."

Chemical engineers who work with biofuels, electrical engineers who design power plants, mechanical engineers who find better ways to capture air and wind energy, and nuclear engineers who make plants run more efficiently will all be in high demand -- with salaries to match. While some engineers, like chemical engineers, may need a PhD to do their jobs, most others, like environmental engineers, only require a bachelor's degree in physics or engineering, according to the BLS.

Nuclear Power Reactor Operators

11 percent projected growth

$35,590-$75,240 annually

"When I got out of college, people told me, 'Go do other things.' The conventional wisdom was that nuclear power was going to go away," said Carol Berrigan, senior director for industry infrastructure at the Nuclear Energy Institute. "But now, with some regulatory changes, we have something like nine applications out there for 16 new nuclear power plants in the next few years."

Which jobs will grow fastest? Think Homer Simpson, but with more computer knowledge and less buffoonery. On top of the billions of dollars the industry is spending on new construction, the field's employees are aging: In the next 10 years, half of all nuclear reactor operators are expected to retire. You don't need to have an engineering degree for these jobs, but you should expect extensive on-the-job training and classroom instruction as well as licensing exams, according to the BLS.

Industrial Machinery Mechanic

9 percent projected growth

$42,350 median annual income

Someone's got to install the solar panels and repair wind turbines, and industrial machinery mechanics are often the ones who get the jobs. In solar, Tioga Energy's Executive Vice President Preston Roper said the biggest demand is for solar installers.

Both Roper and Real de Azua said local community colleges are the places to go to get the training necessary for the jobs. Many are offering specialized training in solar or wind repair work.

Skilled Trade Workers

Electricians: 7 percent projected growth

$44,780 median annual income

Line Workers: 7 percent projected growth

$52,570 median annual income

Welders: 5 percent projected growth

$32,270 median annual income

These workers repair the lines that bring power to your home and build and repair power plant structures. Want one of these jobs? Usually you don't need post-high school education, but you will need an apprenticeship through a union or other skilled trade group. The programs usually take about four years.

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6 Tips for Making Vacation Work for You

by Margaret Steen, for Yahoo! HotJobs


Vacations are meant for relaxation, but some actually cause work-related stress instead.

Some people leave the office but don't leave their work behind, making cell phone calls and sending email from the beach. Others try to do all the work they would have done during their vacation before they leave -- or find it waiting for them when they return. And some skip vacations altogether because they feel they have too much work to do.

When vacations create more stress than they relieve, this can spill over into other areas of life: health problems, impatience with family and friends, problems getting along with coworkers.

Experts offer six tips for taking a truly relaxing vacation from work:

* Communicate. Make it as easy as possible for your coworkers while you're gone. Document what you normally do, and offer to help whoever is going to fill in for you before you leave.

"You don't want to go on vacation and as soon as you're gone, people start saying, 'I can't believe they didn't do that,'" said Valerie Frederickson, founder and CEO of Valerie Frederickson & Co., a human resource executive search and consulting firm.

* Delegate. This tip applies especially to managers, whose vacation behavior sets the tone for the entire group. If the boss answers emails within 30 minutes even while on vacation, the workers will likely assume they're expected to, as well. Instead, managers can use their vacations as opportunities to give their subordinates a chance to learn new skills by filling in for them.

* Plan for re-entry. It's easy to be overwhelmed the first day back from vacation -- by email, voice mail and a parade of people waiting to talk to you. Diane Foster, executive coach and president of Diane Foster & Associates, suggests that when you book your vacation, you also schedule your first few days back. Block out time to meet with your boss and anyone who works for you -- as well as to catch up on correspondence.

"Plan for how much time you're going to need to come back in," she said.

* Unplug yourself. Try not to check in while you're on vacation. That's what Frederickson does. "We don't bring computers, we don't check our email. We just don't," she said. "And we expect our employees not to."

* Don't brag. If you're lucky enough to be able to travel abroad or relax at a Hawaiian resort while on vacation, remember that some of your colleagues may be sticking closer to home.

"Nobody on the job wants to hear that you were swimming in the Aegean Sea while they were slogging through reports," Frederickson said.

* Set goals that work for you. Not all advice fits every situation. Some people are able to totally disconnect from work during vacations; others, due to their responsibilities or their company culture, may find it more realistic to simply limit how often they check in.

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Cover Letters Count (More Than You Think)

by Caroline Potter, Yahoo! HotJobs


If you're like most conscientious job seekers, you've put a lot of time and effort into your resume. But have you given your cover letter its proper due? If not, reconsider and revamp this most valuable document.

According to a new survey from OfficeTeam, a leading staffing service specializing in the placement of highly skilled administrative professionals, 86% of executives polled said cover letters are valuable when evaluating job candidates. And if you're not worried about hiring managers, you should be because your peers are using cover letters even when they apply electronically. OfficeTeam reveals that a whopping 8 out of 10 managers said it is common to receive electronic resumes accompanied by cover letters.

If you're not sure what makes a cover letter great, follow these seven suggestions from the experts at OfficeTeam.

1. Personalize it.
Instead of addressing your letter, "To Whom It May Concern," attempt to get the name of the hiring manager. OfficeTeam recommends, "If you don't know the hiring manager's name, call the company and ask."

2. Surf the Web with a purpose.
Put your ability to scour the Net to good use by researching your target company online. OfficeTeam advises that job seekers use what they learn to "demonstrate how [their] knowledge and skill fit the job" and could add value for that employer.

3. Bridge the gap.
If your resume is a bit sketchy in terms of employment gaps, your cover letter is the place to put a potential employer's mind at ease. "Explain how you filled the time," suggests OfficTeam. "Mention professional development courses or volunteer activities." This not only shows that you've kept your skills current but also that you weren't sitting about idly between positions.

4. Keep it concise.
A well-written cover letter is priceless; an over-written cover letter will wind up in the recycling bin. OfficeTeam counsels, "Leave something for the resume." You don't have to tell your entire professional story in a cover letter, particularly when it shouldn't exceed a few paragraphs.

5. Make the first move.
Don't sit passively by after applying for a job. Rather, OfficeTeam advocates that you take a proactive stance and "identify next steps, such as writing, 'I'll follow up with you next week to discuss meeting in person.'"

6. Make no mistake.
Neither the most cautious of eyes nor spell-check program can catch every error. Before you submit your materials, read them repeatedly. OfficeTeam also proposes, "Have a friend or mentor read [them] as an added precaution."

7. Let the applier beware.
If you want to increase the odds that your cover letter will be read, OfficeTeam leaders say, "When applying through online job boards, always choose the option to add your cover letter to your resume. When emailing application materials to a hiring manager, paste your cover letter within the body of your message."

Giving your cover letter the attention it deserves improves your chances of capturing a hiring manager's attention.

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Boundary Crisis Management

Minimizing How a Personal Crisis Affects Your Work Life
by Clea Badion, Robert Half International


We all have those days: Your car won't start, you spill coffee on your shirt, or you get a call from Uncle Sal, who wants to chat even though you're already running late. But by the time you walk through the office doors, you're usually able to focus on the day ahead and leave any personal tribulations temporarily behind.

Sometimes, however, what happens outside of work makes it challenging to be a model of professionalism on the job. Whether it's dealing with a death in the family, divorce or prolonged illness, your ability to focus and interact with others can be impaired. Following are some tactics you can use to help manage during tough personal times.

Take time. Certain events shake you to your core, and even though going back to work may provide a distraction, you probably won't be on your "A" game. You might, for example, have trouble concentrating or overreact to things that are usually all in a day's work. The best way to regroup may be to take some time off, either by using personal days or taking advantage of your company's extended leave policy.

Get the word out. Everyone reacts to personal ordeals in different ways, but it's not uncommon to be overcome with emotion when you least expect it. Make it easier for yourself -- and your colleagues -- by being upfront about your situation. You don't have to offer details; just let people know that you are having difficulties in your personal life. If you're uncomfortable telling colleagues directly, ask your manager or a coworker to let others know the basic circumstances on your behalf.

Remember, awkwardness is the norm. Some of your colleagues will be hesitant to speak to you, and others will want to talk more often than you'd prefer. If you don't want to discuss what's going on, politely let curious coworkers know when they bring up the subject. Your own reactions might be off as well. If you are brusque with your colleague or miss a deadline, apologize and do what you can to rectify the situation.

Know what you need. After a calamitous event, some people want to take on more work, and others need a lighter schedule. Speak to your manager to see what accommodations can be made to allow you time to recover. Also, don't be afraid to ask your colleagues for help. Letting them cover for you on a project for a few weeks isn't nearly as damaging to your career as submitting sub-par work. Most people will be happy to help you out if you're going through a challenging personal time.

You may want to get back to normal as soon as possible after a distressing event. But keep in mind that tending to your needs -- whether by taking time off or adjusting your workload -- and allowing yourself time to recover are the best ways to get both your professional and personal lives back on track.

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

(hotjobs.yahoo.com)

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Retire at age 26? Why not?

How to Redesign Your Career

by Ken Siegal, Experience, Inc.

My father and my uncles all retired after 30 or more years toiling at the same job. But don't be surprised if I tell you that's not in your future, and you might not want it to be.

You can make a different kind of 30-year career dream come true. Look at Bruce Tulgan of Rainmaker Thinking, Inc. for inspiration.

"I was a lawyer for 428 days, then, at age 26, I retired," Tulgan says. "After going through 20 years of school and then landing a job at a big law firm in New York, I realized that my career path was obsolete.

"As you think about making the transition from college to the world of work, ask yourself what kind of career you've been anticipating. Are you prepared for the workplace of the future? Or have you been imagining a career in the workplace of the past?"

A recent survey showed that between ages 19 and 42, the average worker -- just like you -- was employed at more than 10 jobs. So much for a 30-year job.

If working for one company won't happen for you, why not work outside the company? Here's how to take charge and re-fashion that career of yours.

* Think about "moving" your workplace. Try to work from places other than the office some of the time -- either on an occasional or regular basis. Thanks to remote access, you'll see empty cubicles everywhere, as more people at more companies become accustomed to working outside the office. (If they weren't contributing to the bottom line, that wouldn't be allowed -- we all know that.)

* Make remote access work for you, and get used to making the hours you work fit you. Learn to work at night or early in the morning, then schedule appointments or meetings to fit your new vision.

* Expand the scope of what you do at your current job. Volunteer for EVERYTHING. You'll interact with more people, gain respect and self-confidence, and develop new skills and project expertise. Consider this as training for your new, personalized career.

* Be creative. First, figure out the best way to get your job done. Then figure out how to talk your boss into going along with it. This ability will become invaluable when you're on your own, dealing with clients.

* Customize your own career path -- take it slow where needed, but follow a long-term plan. Remember, don't try to live in the workplace of the past -- you're shaping a 30-year job. Supplement what and who you know with solid research.

* When you're ready to go out on your own, don't panic as you pull it all together. You're taking with you the skills and confidence you've developed and the contacts you've made (and it's not uncommon for your former company to become one of your best clients).

Tory Johnson of Women for Hire tells the story about what triggered her decision as a young professional to branch out on her own. "First, instead of working for the man, I was now working for the man's son and helping him fulfill his dream, not mine. And second, I realized that if he could do it, I could too."

And so can you.

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New-Hire Hiccups: 5 Mistakes New Employees Make

by Doug White, Robert Half International

As many professionals have learned the hard way, first impressions often last. That's why it's critical to put your best foot forward during the first few weeks at a new job. Following are some common (but potentially career-limiting) mistakes that new hires make -- along with tips on how to avoid them:

* Failing to adapt quickly. One of the most critical duties for any new employee is to be an astute observer of corporate culture. In addition to what's highlighted in the company handbook, what are the unwritten rules? Do workers tend to communicate face-to-face or via email? Is work taken home? Do people eat at their desks? Are personal photographs on display?

The longer it takes you to take notice and adjust, the longer you'll be viewed as "the new kid on the block."

* Not asking questions. Many new employees are hesitant to ask questions because they're afraid of being perceived as pesky or uninformed. It's far worse, however, to make incorrect assumptions about priorities, policies or procedures. Ask questions early and often.

During your first week on the job, for instance, be sure to clarify expectations with your supervisor. What assignments should you tackle first? How will your performance be evaluated? When and how should you provide project status updates? How often can you expect feedback to ensure that you're on the right track?

* Trying to do too much. While you want to contribute early on, pace yourself. You won't make a positive impact if you start stretching yourself too thin right out of the gate. Rather than putting undue pressure on yourself to overachieve, focus on getting a firm handle on your primary responsibilities, building rapport with colleagues, and identifying potential mentors.

* Being a know-it-all. You were hired for a reason, so give your opinion when asked. After all, employers typically expect team members (especially new ones) to offer fresh ideas and solutions. But just as you don't want to be a shrinking violet who is fearful of sharing thoughts, you don't want to be labeled as disruptive either. Play it safe by being tactful and constructive with any feedback or criticism. Moreover, keep an open mind and steer clear of the always-annoying phrase, "At my last job ... ?"

* Failing to make friends. Everyone knows that it's wise to be friendly and personable when in the company of the boss. But it's not just the higher-ups you need to impress. Build relationships with all colleagues. After all, you may need to call on some of them for assistance in the future. Plus, there's no better way to ensure you'll receive a helping hand when faced with a challenge than by building bridges early on.

Starting a new job is as exciting as it is challenging. By being perceptive, engaged, and willing to learn, you can make a great impression and sidestep these hard-to-recover-from faux pas.

Robert Half International is the world's first and largest specialized staffing firm and has 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.

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Mixing Online Social Networking With Work

Should You Do It?

by Caroline Potter, Yahoo! HotJobs

Social networking isn't really news, but its use in the workplace is.

According to a new survey of human resources professionals by Challenger, Gray & Christmas, the nation's first outplacement consulting organization, 59% of companies don't have a formal policy in place regarding the use of social networking sites, such as MySpace and Facebook, at the office, perhaps because nearly half of those polled said surfing these sites isn't a problem as long as employees are completing their work.

John A. Challenger, chief executive officer of Challenger, Gray & Christmas, reflects, "Employers face the challenge of maintaining a productive workplace while allowing their employees access to sites that facilitate communication with a variety of resources. More companies will be forced to address the issue as the number of workers using these sites continues to grow."

While perception is generally positive, a third of those surveyed indicated that social networking sites are a "major drain on worker output." Nearly a quarter of companies reported blocking access to the sites entirely, according to Challenger, Gray & Christmas.

How can social networkers handle this technology at the office? Read on for five tips from career experts.

1. Use It

Nicholas Aretakis, author of "No More Ramen: The 20-Something's Real World Survival Guide," says, "I think it's a huge tool! I try to convey to recent graduates that employers actually want people who have the ability to market and sell through these massive networking sites. Whether it's used to launch an album, promote a book, or sell another product, it's valuable to have these large distribution lists, to get invited to join groups, to find out what's hot and what's not."

Daisy Swan, a career strategist, of Daisy Swan and Associates, concurs, "In terms of networking and finding out about career paths and to get a sense of different kinds of people and professional opportunities, I think it's fantastic. I'm all for the social networking sites because I believe there's so much you can learn; and if you want to be accessible to headhunters, it's great."

2. But Don't Abuse It

Social networking is a good thing -- but too much of any good thing can sometimes be bad. Experts caution workers to exercise restraint when accessing these sites at the office. Says Swan, "As an employer, I'd be incredibly disappointed if an employee were keeping a running tab on his whereabouts throughout the workday on any site. My perspective on that is that it's like taking personal calls all day long."

Aretakis advises, "Adhere to the protocol within your employer. If there isn't one, just utilize it as you'd utilize your email or browsing the Net. If you're on for a short time, it's probably fine, but if you're spending more than half an hour of business time on social networking, it's probably not a good idea." Swan adds, "For someone who's in marketing, if it's part of your job, if you're in business strategy, and it behooves you to be on it, then you can justify it. If not, keep it to a minimum."

3. Once You're a Professional, Keep It Professional

A lot of MySpace and Facebook users first created their profiles when they were students. And many of those students are now prospective employees. Edit out casual or crass content from your profile so that you come across as a professional. Swan warns, "Always be aware that any social networking profile you're putting out there should be employer worthy. Make certain you have a respectable page because these are used as references for anybody to look at. That's what employers are looking at."

Author Aretakis agrees, "It's prudent to be on these sites, but I think new job seekers need to exercise discretion. Instead of calling themselves 'hotsexybabe' or the like, they may want to adopt a more neutral handle and image."

4. Be Aware of the Company You Keep

Fair or not, we're often judged by the people with whom we associate. Use caution when "friending" folks. Don't do so indiscriminately or you may wind up just a few clicks away from shady characters that can undermine your professional reputation.

Swan, whose practice is based in Los Angeles, also urges social networkers to be careful about the groups they join. "If you're going to get involved with groups, those affiliations can be public. People can learn a lot -- or speculate a lot -- about you through the groups you join." If you want to control your image, she suggests managing your privacy options within each online network you join.

5. Watch What You Say

Because no privacy option seems unhackable these days, you should always err on the side of caution when posting anything to your personal profiles. Counsels Swan, "You need to know what you're putting out there in terms of your messaging. Anything you wouldn't want everyone to hear you say? Don't put it on there."

Aretakis shares the sentiment, adding, "Don't put anything in writing that you wouldn't want the people in HR read. Even something said in jest could get you fired."

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The One Question Your Resume Must Answer

by Joe Turner, for Yahoo! HotJobs


When you're the employer or hiring manager, you want to know: "What's in it for me?"

Here's the problem: since our resume is about us, we tend to write it from the perspective of our own eyes. So it's only natural to want to talk about what WE want.

For example, here is a typical clunker found on too many resumes these days: "seeking challenging role in a dynamic, growth-oriented company where I can demonstrate my excellent skills in []."

Hit the delete key, please!

A Better Way to Get Noticed

The shocking fact today is that no one wants to read your resume. Recruiters and hiring managers are busy people with a long list of other things to do as well. As a result, the person who scans the hundreds of resumes that may be submitted for each position spends less time than ever on any given resume. Many staffing professionals estimate that it may be 20 seconds or less. So it makes sense to make the most of those few seconds to grab them quickly and motivate them to read more and make that phone call.

Hiring managers are looking for one element that will make them stand up and take notice of a candidate. That one element is a strong benefit to the employer. When you provide an employer benefit, you speak their language. They want to know more. Unfortunately, too many resumes lack this.

Two Approaches

Here is an example. Suppose you have the skill: "Excellent oral and written communication skills."

How can we answer the question, "So What?" in the mind of the employer?

Here's how: Offer an example of how you've used these skills in your job to the benefit of your employer by writing an employer benefit bullet like this:

"Wrote and presented successful training program for 155 company new-hires, resulting in measurable gains in company's inventory efficiency over 12 month period."

The first example statement is a cliche. The second statement leaves no room for doubt: This candidate can communicate orally (in front of a group, no less) and in writing.

Focus on the Goal

Your resume should be a hard-hitting sales tool designed to accomplish one goal: get the interview. To accomplish this, add an achievement list to your resume. Get rid of these cliches: "proven leadership & managerial capabilities", "accomplished leader", "ability to build, motivate & mentor." Turn each one into an achievement by asking the question, "So what?" after each one.

Now, describe the benefit that your employer gained from each example. When you're finished, you'll have a list of achievement statements that all answer the "What's in it for me?" question that's on the mind of every hiring manager who will read your resume in the future.

As a recruiter, Joe Turner has spent the past 15 years finding and placing top candidates in some of the best jobs of their careers. Author of "Job Search Secrets Unlocked," Joe has interviewed on radio talk shows and offers free insider job search secrets at jobchangesecrets.com.

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10 Habits that Bosses Love

by Margaret Steen, for Yahoo! HotJobs

Every boss wants employees who do their jobs well. But even among highly competent employees, there are distinctions. Here are 10 tips for making sure you're on the boss's A-list:

1. Communicate, communicate, communicate. Especially at the beginning of your relationship -- that is, when either you or the boss is new to the job -- err on the side of giving your boss too much information and asking too many questions.

"There's no such thing as a dumb question," says Marianne Adoradio, a Silicon Valley recruiter and career counselor. "Look at it as information gathering."

Don't keep up the constant stream of communication unless your boss likes it, though. It's best to ask directly whether you're giving the boss enough information or too much.

2. Acknowledge what the boss says. Bosses appreciate "responsive listening," says John Farner, principal of Russell Employee Management Consulting. When your boss asks you to do something or suggests ways for you to improve your work, let her know you heard.

3. Collaborate. When your boss has a new idea, respond to it in a constructive way instead of throwing up roadblocks.

"Be willing to brainstorm ways to get something done," says Michael Beasley, principal of Career-Crossings and a leadership and career development coach.

4. Build relationships. You'll make your boss look good if you establish a good rapport with your department's customers, whether they're inside the company or outside. Bring back what you learn -- about ways to offer better customer service, for example -- to your boss. This is also helpful for your own career development.

"Everybody wins in the long run," Adoradio says.

5. Understand how you fit in. Is your boss detail-oriented, or someone who keeps his head in the clouds?

"The boss's personality is just incredibly important," says Norm Meshriy, a career counselor and principal of Career Insights.

Equally important is understanding what your boss wants in an employee. It may be, for example, that a boss who is detail-oriented will expect his employees to be as well. But a boss who has no time for details may actually appreciate an employee who does.

6. Learn the boss's pet peeves. If your manager has said repeatedly that she hates being interrupted first thing in the morning, don't run to her office to give her a project update when you first get in.

7. Anticipate the boss's needs. Once you have worked with your boss for a while, you should be able to guess what information he will want before approving your purchase order, for example.

If you provide it ahead of time, "that's a gold star," Farner adds.

8. Think one level up. You still need to do your own job, of course. But when managers consider who deserves a promotion, they look for people who understand the issues that their bosses face.

9. Open yourself to new ways of doing things. When your boss comes to you with a new idea, don't simply dismiss it. If you don't think it will work, offer to discuss it further in "a mature, responsible, adult-like way," Beasley says.

10. Be engaged in your work. Arguing with your boss over every request is not a good strategy, but neither is simply shrugging your shoulders and agreeing with everything your boss says. "The manager would like to see an engaged individual," Beasley says. That means both showing enthusiasm for your work and speaking up when you see room for improvement. 

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When Your Career Plateaus

5 Ways to Make the Most of Your Career Without Moving Up
by Margaret Steen, for Yahoo! HotJobs


Careers start out as a climbing exercise: When can I get promoted? How can I get a raise? What job will be more challenging than my current one?

But for all but a tiny fraction of workers, that climb ends before their career does.

Some people realize they don't enjoy working at higher levels of a company, or aren't very good at it. Others get this message from their boss. And some people decide they're not willing to make the tradeoffs required -- traveling more, or sacrificing family time -- to continue climbing the corporate ladder.

Finding Your Place

"Your ambition may naturally shift as you grow in your career," said Libby Pannwitt, principal of the Work Life Design Group in San Carlos, California.

Sometimes the best response to this problem is to change companies, to find a place where you can keep climbing more comfortably. But what do you do when that's not the answer?

The key is to find a way to keep work interesting and challenging. This will help you remain a valuable employee, which is important, since employers may be quick to lay off workers who no longer seem engaged. And you will be happier as well.

"I don't know that we ever stop learning or needing to learn, and I don't think we ever stop growing," said Leslie Griffen, principal of The Griffen Group in Lee's Summit, Mo. Griffen does career and executive coaching and human capital management consulting.

Advancing in Different Ways

Career experts offer five tips for keeping your moving forward when you aren't moving up:

* Acknowledge what you're giving up. If you aren't moving to the next level, your salary will likely plateau. And if you thrive on the prestige that comes with your job, be prepared for that to level off as well.

* Appreciate what you're gaining. A less stressful job brings many benefits. "Do I need to be king of the world at the expense of my family, my health, my happiness?" Pannwitt said.

* Make a lateral move. There are many ways to continue to learn and grow without moving up on the organizational chart. Sometimes this means taking a job in a different department in your company; other times you may simply be able to take on new projects in your current position. "Instead of climbing to the heights, aim at breadth and depth of your professional knowledge," Pannwitt said.

* Delve deeper. Most organizations have some experts in specific areas whose experience may not be broad enough for the upper levels of management but who are nonetheless depended on and sought after for their expertise. "Strive to be the go-to person, known for your wisdom and knowledge," Pannwitt said.

* Take your expertise outside. Teach adult education classes in your field. Offer to chair a committee for your professional association. Or use your expertise to help a volunteer organization -- as treasurer, for example, if you're in accounting. "Reach outside your career" to a related activity, Griffen said.

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