Take Financial Stock Before a Job Change

by Tom Musbach, Yahoo! HotJobs


Any decision to change jobs has financial ramifications. Whether you're making a switch to get more responsibility, more enjoyment, or more freedom, you have to consider money, among other factors.

Basic financial planning will benefit you whether you're switching employers or careers, going back to school to learn new professional skills, or branching out to be your own boss. After reading the tips below, you may also want to contact a certified financial planner to help you tailor your transition strategy.

The Financial Cushion

Financial reserves are a must for anyone who's making a career transition. You should have enough money available to cover all your living expenses during the transition period.

"We advise most clients to maintain a cash cushion of six months," says Micah Porter, president of the Minerva Planning Group in Atlanta. "If you're making a career transition, you'll need to increase the amount of cushion you have if the transition will involve going without a salary while searching for a job."

If you're starting your own business or consulting firm, many financial planners recommend you set aside two years' worth of living expenses, according to the Financial Planning Association (FPA).

Edward Jones, a St. Louis-based company that recruits self-motivated professionals to run their own businesses as investment representatives, offers similar advice for its candidates.

"At Edward Jones, our investment representatives have the opportunity to earn significant income once they build up a strong client base, which typically occurs after the first year or two," says Price Woodward, the principal responsible for recruiting and hiring investment representatives at Edward Jones. "The training compensation and guaranteed payments for the first year in business may require candidates to reduce their standard of living or use money out of savings or rely on a spouse or partner's income in order to maintain their lifestyle during the first few years of being an investment representative."

Necessary Coverage

Before you transition, make sure that you have adequate insurance coverage. If you have health insurance with your current employer, consider continuing that coverage through COBRA. You can also investigate private regular coverage, which can be more affordable if you're single, or you could switch to be part of a spouse's health plan.

Pay attention to any possible retirement benefits or accounts you may have, such as a 401(k). To avoid being taxed, make sure you roll over your 401(k) into an IRA account or a similar retirement savings plan with a new employer.

Loans and Taxes

If you're training for a new career, a student loan can prevent education costs from depleting your cash reserves.

"You don't want concerns about finances detracting from your studies," says Porter. "I would tend to take out a bit more than I thought I might need, with two caveats:

    * Average starting salaries in your new career should allow you to repay the loan over time with relative ease.
    * The loan should be via an official student loan program, and offer the low interest rates normally associated with those programs."

Paying income tax is another financial matter that you should consider before making a job transition, according to Shannon Wentworth, a marketing consultant and writer based in Oakland, California. This is especially true for people who work for themselves after having worked full-time for an employer who routinely deducted taxes from paychecks.

"Save all your receipts and plan for paying your own taxes," she said.

The Payoff

Wentworth started her consulting business in early 2006 after leaving a corporate marketing job, and she says she's had "a lot of fun" being her own boss.

"I travel more, exercise more, read more, sleep more, and make more money," she says. "I've also at times worked more. It's harder to say 'no' to work when you don't have a steady 9-to-5 job."

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Managers' Tips for Evaluating Employees

by Margaret Steen, Yahoo! HotJobs


The No. 1 piece of advice for managers getting ready for their employees' performance reviews? Allow plenty of time.

"Everybody hates it. Nobody really wants to" prepare their workers' reviews, says Diane Foster, principal of executive coaching and consulting firm Diane Foster & Associates in Alameda, Calif. But there's a price to pay for managers who breeze through the preparations, then just try to make it through the employee meetings without hurting anyone's feelings. "Too many people leave the performance review without having a solid understanding of what the boss really wants."

Helping your employees do their jobs better is one of the most important parts of a manager's job. So it's critical to think through not only what you're going to say to your employees, but how you're going to say it.

Experts offer these tips for not only getting through your performance reviews, but making them useful for you and your employees.

* Talk about the performance, not the person. Instead of saying, "You're not doing your job," say "Your performance is not up to standards," suggests Meryl Runion, author of "How to Say It Performance Reviews."

* Be specific. This is easiest for measurable goals: You were expected to sell 100 pairs of shoes but you only sold 80.

Carol Gegner, principal of Executive Coaching and Consulting Systems in Walnut Creek, California, adds that it's important to explain how the poor performance is affecting the organization. "Then you need to be able to describe the change that you'd like to see," Gegner says.

And it's just as important to be specific about what your employees are doing right, says Runion. "Don't just say, 'Great job.' Say, 'Great job. Here's an example of a time when we knew we could count on you,'" Runion says.

* Review your employee evaluations with your own manager before you deliver them. At many companies, this is required. But even if it isn't, it's a good idea to make sure your own biases haven't influenced your ratings. "We all have individual personalities," says Glenn Shepard, a management consultant and owner of Glenn Shepard Seminars. "We sometimes are not as objective as we should be."

* Watch out for what Shepard calls "recency bias." If you do performance reviews once a year, you're most likely to focus on what the employee did in the month or two before the review. This can lead to a bad review for a worker who had a good year with one problematic project at the end -- or a better-than-deserved review for someone who started working hard only when review time was approaching.

* Focus on a few key messages for your employee, rather than a laundry list of accomplishments and problems. "If you don't prioritize, the problem is that the listener may be overloaded and miss the most important points," Foster says.

* Make performance management a year-round process. "Someone who's good should know they're going to get a good review, and someone who's awful should know they're going to get an awful review," Shepard says. "If it's really a surprise, that screams poor management."

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Four Reasons to Revise Your Resume

by Caroline Levchuck, Yahoo! HotJobs


For some folks, updating a resume is as much fun as getting a tooth pulled. But keeping your resume current is only painful when you haven't done it for a very long time. If you view a resume as a constant work in progress, updating it frequently will be a pain-free process. Still not convinced? Here are four reasons why you should revise your resume today.

The "Crazy" Trap Lurks

Remember the definition of "crazy": doing the same thing over and over yet hoping for a different result. If you're sending out the same resume over and over yet not getting any response from employers, your resume needs help. Revise it to enjoy different results.

Nothing Stays the Same

Even if you've held the same job for the past three years, your resume shouldn't look the same as it did three years ago. If your responsibilities at your job have remained static, perhaps the technology you use to do it has not. Indicate that on your resume. If nothing truly has changed at all, it may be time to take on some new responsibilities or learn new skills.

Do You Know Where You're Going to?

Your resume is a road map of where you've been -- and it's a good indicator of where you're headed. Updating it frequently will help you remain connected to what's on the map and where you are in your career. This awareness will help you determine what new experience or skills you'll need to wind up at your dream destination.

Snooze, and You Lose

When opportunity knocks, you need to be ready to respond at a moment's notice. There's no better way to introduce a careless error into your resume than by updating it at the last minute. Revise it now, and take your time. Don't ruin your chance to impress a potential employer because your resume isn't current.

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Ten Ways to Make a Difference This Year

by Debra Davenport


If you want to make 2007 your most satisfying year yet, consider this checklist of 10 ways to inspire you in your career and enhance your work-life balance. The simple suggestions below are meant to generate new ideas, stimulating you to think and act in ways that will not only benefit you, but our world as well.

Raise the bar. Expect more and deliver more. Speak up! Dress up! Raise your own personal standards. Don't settle for the status quo and don't accept mediocrity.

Get connected. Get out of the office, turn off the Blackberry and spend quality time with people, face to face.

Live true to your values. What's really important to you? Are your actions and communication in keeping with your core values? Clarity of purpose and intention catapult individuals to the pinnacle of their success.

Mentor someone. Reach out to a student, a budding entrepreneur or a new employee and support their efforts any way you can. They'll never forget you!

Ask for help when you need it. Cull an advisory board, get a mentor, work with a coach or hire a consultant. The most successful business people are surrounded by the best and brightest. Find them and bring them into your circle.

Take care of yourself. "Use it or lose it" is absolutely true. You can't climb the mountain to your personal pinnacle if you're out of shape, so resolve to get healthy so you can enjoy the journey as well as your ultimate destination.

Learn. Expand your knowledge and skills by taking a class, getting a degree or simply reading up on topics of interest. Every time you learn, you create new neural pathways in the brain. Not bad for just reading a book.

Get passionate. Get fired up about something -- a cause, a project, a new business venture or a political issue. Let's banish complacency in 2007.

Innovate. If you're stuck in the "we've always done it this way" mentality, there's no better time to get out of the quagmire and change your thinking. Try something new, even if it's just a different route to work.

Assess your career. Do you love what you do? Would you do it for free? If you can't wholeheartedly answer "yes," perhaps it's time for a change.

Here's to your success!

Debra Davenport, PhD, is an Executive Professional Mentor and the president of DavenportFolio, a licensed firm with offices in Phoenix and Los Angeles that mentors entrepreneurs and professionals. She is the creator of the Certified Professional Mentor designation and certification program and the author of "The Ten Commitments of Highly Successful People" and can be reached at debra@davenportfolio.com.

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Groups Boost Careers of African Americans

by Tom Musbach, Yahoo! HotJobs


The Beatles' classic hit "A Little Help from My Friends" could be the theme song for most professional organizations and employee affinity groups at several large companies. But such groups -- organized around race, shared interests, or sexual orientation -- often do more than help members "get by"; they are a key for boosting careers.

Yahoo! HotJobs asked several members of African American employee and professional groups to reflect on the advantages they've experienced.

Moving up While Making Friends

Vernon Doswell, senior vice president of national accounts for Wells Fargo Financial Leasing, benefited from his company's resource group, Checkpoint, when he was transferred to a city where he didn't have a support network.

"I am now in a position where I can help other people succeed by mentoring and providing access to high-level decision makers," he says of his current involvement with the group.

Barbara L. Thomas, president and CEO of the National Black MBA Association, credits the group with advancing her career and personal growth.

"I've met and worked with some of the most well-respected and talented minds in the business world, across industries and disciplines," she says. "And the camaraderie of being affirmed by other African American businesspeople helps fortify and inform you for whatever work you do, whether in the corporate world or as an entrepreneur."

Rewards for All

The individuals interviewed for this article also highlighted common benefits for all group members.

Networking. "There is a lot of power in the networking opportunities provided by employee groups," says Doswell. "This networking system can make sure that more diverse candidates see job postings and career opportunities."

Support. "In preparation for interviewing for a position that might come up, these groups can provide honest feedback for team members in a way that is more inviting than the traditional supervisor/subordinate relationship," Doswell explains.

Professional development. Group members often participate in business issues outside the scope of their jobs. "Through this involvement, they develop leadership and analytical experiences that broaden their professional skill sets," says Sonja Whitemon, manager of corporate communications for American Airlines.

Education and mentorship. "The National Association of Black Accountants (NABA) provides its members with scholarships that advance their education, and we provide exposure to senior-level managers for mentoring," says Gwendolyn D. Skillern, president and CEO of NABA.

Advocacy. "These groups have helped influence government decisions affecting the workplace, including hiring practices, promotions, employee relations, work environments, diversity, and inclusion," says Farrell Chiles, chairman of the board of Blacks in Government.

A Sense of Mission

Chiles adds to the mix another membership benefit that is less tangible, but perhaps the most rewarding.

"The experience itself is invaluable, both personally and professionally," he says. "Making a positive difference in the lives of others through leadership, advocacy, or services -- and being part of the 'solution' -- is the greatest benefit of all."

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The Signing Bonus: Is It What You Want?

by Margaret Steen, Yahoo! HotJobs


After nailing a few rounds of interviews, you've been offered the job, and now it's negotiating time. Should you expect your future employer to offer a signing bonus? If so, how large should it be, and what strings may be attached?

Signing bonuses -- one-time payments given when an employee begins a new job -- are common, but they aren't offered to every candidate.

Who Gives Signing Bonuses?

If you're fresh out of school, a signing bonus isn't out of the question, but it's not a given, either. A survey by the National Association of Colleges and Employers found that 46 percent of responding employers plan to offer signing bonuses to new graduates in 2007 -- but not for every new hire. The average signing bonus for a new graduate is about $3,500.

Beyond the college graduate market, signing bonuses are more common: A survey of employers by WorldatWork found that almost 70 percent of employers are using signing bonuses -- which can be 5 percent to 10 percent of the base salary for middle managers and professionals -- to attract key employees.

Why Do Employers Offer Bonuses?

To assess your chances of negotiating a signing bonus, consider the reasons employers use them:

* To beat the competition. A signing bonus is more likely when a company is competing with other employers for the same worker, experts say, especially in fields where demand is strong, such as nursing, accounting, or engineering. It can also make a difference whether you applied for a job or were recruited by the company.

"If they're recruiting you and they really want you, there may be a signing bonus," said Susan W. Miller, owner of California Career Services in Los Angeles.

* To preserve internal salary equity. Sometimes, especially at large companies, you'll ask for a higher salary only to be told it's outside the company's salary range for your level.

"There might be much less wiggle room in terms of salary," Miller said. In that case, the company might make up the difference for the first year - with a signing bonus.

* To make up for benefits left behind. If an employer recruits an experienced worker who will lose out on a bonus or other benefits by leaving his or her job, the employer may use a signing bonus to make up the difference.

Should You Take One?

If you are offered a signing bonus, make sure you understand the terms. Some require that you pay the company back if you leave before a certain date a date that may be months or even a year away. Other companies don't actually issue the check until you have been there a certain length of time.

Finally, realize that a signing bonus isn't always your best option. For example, if you're offered a $4,000 signing bonus and you are able to negotiate a $2,000 increase in your annual salary instead, you'd come out ahead if you stayed longer than two years, since the bonus is a one-time payment.

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Sample Cover Letter

by Yahoo! HotJobs


The following sample cover letter is from "Your Next Move: Success Strategies for Midcareer Professionals," with educational tips in bold. Use this example as a starting point for your cover letters.

Ella Dowling, Human Resources Director
Awesome Ads, Inc.
100 Main Street
Anytown, USA 55555

July 30, 2005

Dear Ms. Dowling:

I was struck by the story in the July 22 Anytown Times that Awesome Ads, Inc., is expanding its business into the health care industry. [Opens with strong knowledge of the company and a reference to a recent news story.] I believe my experience both in pharmaceutical marketing and creative writing makes me a unique match for the Copywriter position, #XC77Y on Yahoo! HotJobs. [States job title, number, and exactly why he is qualified to apply.]

As a public relations manager for PharmCorp International, I:

    * Developed my creativity and writing skills in deadline-oriented environments.
    * Gained a strong understanding of medical terminology and concepts, particularly as they're applied to pharmaceuticals.
    * Contributed fresh ideas for consumer outreach in times of rising health care costs and public distrust of pharmaceutical companies.

[Mentions skills from the ad verbatim and demonstrates knowledge of the medical/pharmaceutical field.]

In addition, volunteering with the Anytown Heads-Up literacy program has equipped me with the ability to make words exciting and foreign concepts understandable to a broad audience. [Not mentioned in the ad but important for copywriting.] I also have a number of contacts in the pharmaceutical industry who often seek outside creative services for their advertising and marketing efforts. [Offers the possibility of new business.]

I would appreciate an opportunity to meet with you to discuss the Copywriter position. I will call you next Monday, August 8, to follow up. In the meantime, you can reach me using the contact information on my resume. [States follow-up information and date.]


Sincerely,
John Smith

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Beat Back Boredom on the Job

by Margaret Steen, for Yahoo! HotJobs


What do you do when a job that you used to enjoy no longer excites you? It may be tempting to look for a new job or even a new career -- and in some cases, that is the best solution. But before you take such drastic action, consider some alternatives.

1. Seek new challenges.

You may be able to regain your enthusiasm for your job and prepare yourself for a promotion at the same time.

"Boredom could mean that someone isn't learning at the rapid pace that they once were," says Yvonne Blockie, a San Jose, Calif., career counselor. Some professions change so rapidly that workers are always acquiring new skills, she says. But other jobs can become routine after an initial period of excitement.

Your boss can be your strongest ally in this effort. Explain that you're looking for new challenges and ask for projects that will stretch your skills (after you have finished your regular work). You can also ask co-workers if you can help with their projects.

"That really makes you seen as a team player," says Susan W. Miller, owner of California Career Services in Los Angeles.

2. Branch out and build supplementary skills.

Perhaps the department you work in doesn't have any more challenging projects for you to work on, or maybe your boss isn't as helpful as you'd like. If you can do your job well on autopilot, that should leave time and energy for other activities that will aid in your professional development.

"You can take classes to build your skills to prepare yourself for a promotion," Miller says. "You can join a professional or trade association in your field and take a leadership role."

3. Focus on life outside of work.

Let's face it: There are some jobs that, once you've learned them, are simply not going to provide ongoing challenges. The work becomes routine and there are few opportunities for promotion. But these jobs may have other benefits, such as good pay and steady work.

Consider what really interests you. Perhaps you'd like to be a photographer or musician, for example. But if switching to that career would make it difficult to pay the bills, you may decide to keep your day job and focus your energy on activities outside of work.

"Work is not your whole life; work is part of your life," Miller says. "If you're in a job that's providing you with good income and you don't see a lot of options for yourself but you're bored, then outside of work you need to stimulate yourself."

4. Give yourself a break.

How do you know which of these options is best -- or whether you need to consider a career change? If it's not obvious, one strategy is to try to take some time away from your job to think about it.

"Take your vacation," says Mike Beasley, owner of Career-Crossings, a career development firm in Portola Valley, Calif. "Go do something you want to do and get your mind relaxed."

After a break, it may be clearer whether you can find a way to be enthusiastic about your job again. "Boredom is just a message that you need to take stock and do something different," Blockie says.

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Telecommuters Face Perception Gap

by Tom Musbach, Yahoo! HotJobs


Telecommuters must navigate a paradoxical new challenge in the workplace, according to a recent survey. While a large majority of executives believe telecommuters are equally or more productive than their peers who work in offices, many of those same business leaders believe telecommuters are less likely to advance in their careers.

The survey found that 61 percent of executives downgraded telecommuters' advancement chances compared with those of employees who work in traditional office settings.

Despite their negative outlook, 78 percent of executives still regarded telecommuters as productive employees, according to the survey from Futurestep, a subsidiary of Korn/Ferry International.

Face Time Is Key

The gap suggests that a worker's "face time" with a supervisor plays a big role in advancement, experts say, but it may also point to the tenacity of an old-school way of thinking about corporate success.

"The majority of these executives are most likely baby boomers and traditionalists," says Roberta Chinsky Matuson, president of Human Resource Solutions in Northampton, Massachusetts.

"The mindset is similar to that of seasoned physicians training new doctors: 'I had to endure working 80-hour weeks for minimal pay, so you will too,'" she adds.

A total of 1,320 executives from 71 countries took the survey. Ages of the respondents were not available, according to Korn/Ferry.

Results, Not Roll-Call

"Employers are measuring the wrong things," Matuson says. "They should be concerned with results, yet they still focus on who's been in the office every night past eight."

Chuck Wilsker, president of the Washington, D.C.-based Telework Coalition, agrees that some senior business leaders need to shift their approach.

"To be an effective manager in the 21st century will require that there be a change in management style," he says. "Managers must be trained and become aware of the requirements to manage a remote and distributed work force."

Plan for Visibility

Telecommuters, however, must be pro-active in increasing their visibility with managers, says William Arruda, author of the book "Bullet-Proof Your Career."

Arruda offers the following tips for telecommuters:

• Communicate more frequently than you would if you were at the office, through regular progress reports or quick check-in calls.
• Use instant messaging to stay connected throughout the day, but make sure you follow IM etiquette and don't annoy people.
• Commit to being onsite for important meetings and events. Telecommuting doesn't mean never going into the office.
• Speak up during conference calls, always saying your name before making a point, such as, "This is Janice, and I would suggest"
• Find a way to add value to the business from your location, such as meeting with local clients or heading the local chapter of a professional association.
• Increase your visibility outside your company. Sometimes the value you create externally makes you more valuable internally.

Increasingly, companies are using telecommuting to retain talented employees. With good communication skills, you can make sure the benefit doesn't become a burden on your prospects for advancement.

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Gay Employees Weigh Coming-Out Issues

by Robert DiGiacomo, for Yahoo! HotJobs


Every lesbian, gay, bisexual, or transgender (LGBT) person must figure out the right time -- and most appropriate way -- to come out to family and friends. Transfer the coming-out situation to the workplace, and it becomes even more complex.

Even as most Fortune 500 corporations tout LGBT-friendly policies as recruitment tools and the workforce becomes more diverse, many factors -- including office culture, your boss' attitude and your state of mind -- must be considered before telling your colleagues that you're gay.

Does the Company Talk the Talk?

If you work for an employer like IBM, which includes sexual orientation as well as gender expression and identity in its nondiscrimination policies, offers domestic partner benefits and sponsors nearly 50 LGBT employee groups, you're probably in good stead.

But less than half of U.S. states (17) prohibit private employers from firing workers because of their sexual orientation, so knowing your company's policies is critical, says Jere Keys, communications manager for Out and Equal, a nonprofit workplace advocacy for LGBT people.

The Impact on the Team
Consider whether your coming out will prove a distraction on your -- and your co-workers' ability -- to achieve the best bottom line.

"When we advise people on coming out at work we want to make sure that they are aware of their workplace surroundings, that they take the temperature of teammates to get a feel for whether or not they will be accepting," said Eric Bloem, associate director of the Human Rights Campaign's Workplace Project. "The last thing we want is for people to come out into a situation where they feel even more stressed, concerned and fearful than when they were in the closet."

Beyond the Rainbow Welcome Mat

Inclusive policies are one thing, people's practices are another. Your boss may not be as open to your being gay as those setting the tone.

"If you have people in powerful positions with personal biases, it doesn't matter what the company's policy is," says Julie Jansen, a career coach and motivational speaker.

Avoid TMI

When you do come out -- whether it's by putting a photo of your partner on your desk or discussing your weekend activities -- don't share so much that you make others uncomfortable.

"It can't hurt you to be overly professional," Jansen says. "Then you can learn to loosen up as time goes on."

Let Your Resume Do the Work

If you prefer to have your orientation out there before you even get the job, one way is to list on your resume memberships in LGBT professional or community groups.

Including such affiliations, according to Brad Salavich, manager of IBM's GLBT diversity programs, sends a signal that "here's someone who wants to be out. We can now talk about it."

The Interview Strategy

By inquiring about nondiscrimination policies or domestic partner benefits during an interview, you can come out without having to say, "Yep, I'm gay."

"I encourage my gay and lesbian clients to ask about diversity," Jansen says. "It's going to be obvious in many cases why you're asking."

Be Honest With Yourself

Perhaps the most important question to ask yourself is whether you can work in a place where it's not OK to be out.

"If you don't feel like you can disclose your sexual orientation in an interview, are you ever going to feel like you can disclose it on the job -- and is that the environment you want to be working in?" Keys says.

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Recruiter Roundtable: Salary Mistakes

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:

What is the most common mistake candidates make in discussing or negotiating salary, and how can they avoid it?

Don't Fence Yourself In

The most common mistake is bringing up salary too soon and pinpointing specific numbers. Candidates should leave salary discussions until the end of the process. If you are working through a recruiter and are asked about salary, the best answer to give is: "I have spoken to the recruiter about my salary requirements and I would feel more comfortable if you discussed it directly with him." If not working with a recruiter, you should let the employer kindly know you are looking for a market-competitive salary for your skill set, and you are taking into account the entire compensation package and opportunity as a whole. You should stray away from discussing your current compensation specifics -- at the very least in the initial interviews.
-- Lindsay Olson, partner, Paradigm Staffing

Be Honest and Accurate

Quite often, a candidate's compensation numbers change as they go through the interview process. What started as "around $150K base" in early discussions suddenly becomes $167,500 when they realize they are actually in contention. The best formula is to write out, in detail, all elements of your remuneration over the last few years to ensure you have a true picture. This becomes more important for senior executives with complex stock positions.
-- Anu Datta, executive recruiter, Korn/Ferry International

Look at the Big Picture

Candidates forget about the total compensation package and focus exclusively on base salary as the sole determining factor when deciding to accept or reject an offer. There are many other items to consider, such as benefits, short- and long-term career growth, personal satisfaction, company philosophy, reputation and size of the organization, and work/life balance. Many of these items can't be quantified, but often they can make or break a team member's long-term satisfaction with a company.
-- Jill Davis, recruiter with Wells Fargo's operations team

Focus on Career Goals

The biggest mistake candidates make is that they believe they will get a huge increase in salary simply because they are moving on to another role. While in some cases that may be true, the reality is that a new opportunity does not guarantee new fortunes. Do not let money be your highest priority. Look for a role that suits you best and concentrate on impressing the recruiter/hiring manager with your career goals, not financial goals. Once your offer is presented, chances are your compensation package will be a fair one based on your skills and the organization's needs.
-- Bob Hancock, independent staffing consultant

Timing Is Crucial

Candidates should remember that, at the end of the day, they can always say "no" to an offer. With this in mind, there is no reason for them to embellish, change, or otherwise dissemble about their current or past salary. Telling the complete truth from the beginning sets the tone for the whole relationship with the hiring manager and recruiter.

Let the recruiter know about any bonuses, stock-option vesting, or related compensation details, and the timing is crucial. If the hiring manager likes you, she will do her best to make you a competitive offer, and will appreciate your honesty throughout the process. Revealing hidden details about compensation after the offer is made does not bode well for a beneficial manager/employee relationship.
-- Ross Pasquale, owner, Monday Ventures

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Tips for Surviving Challenging Supervisors

Bad Boss Blues
by Robert Half International


Building good rapport with your boss is essential to your career success. After all, he or she decides which projects you take on and how quickly you advance. But not all workers see eye-to-eye with their supervisors. Here are some common types of managers and tips for working with each of them.

The Box of Chocolates
As with selecting a bonbon from an assortment, you never know what you're going to get with this boss. The manager may confide in you one day and turn a cold shoulder the next.

Your Coping Strategy: Remain calm when interacting with this type of boss. When this manager is on edge, limit communication to email unless a matter is urgent. Do everything you can to ease this person's stress level, which may be driving his or her mood swings.

The Bully
This boss has a consistent disposition: overbearing. This type of supervisor also tends to be gruff with others and is easily frustrated.

Your Coping Strategy: Deal with this person by standing up for yourself. In fact, this person may do a complete 180 once he or she is convinced you're up to the challenge of working together. If your manager continues to bully you, however, move on.

The Control Freak
This person wants to know every detail of every project. He or she also has trouble delegating tasks, and may not give you very challenging assignments.

Your Coping Strategy: Trust is usually the issue, so try to build it. Start a log that details the status of your current projects and steps you've taken to ensure quality work. The more confident your manager is in your abilities, the less controlling that person is likely to be.

The Mute
This manager lets staff members "figure things out on their own." Because this person relies on email -- and works behind closed doors -- you rarely have the opportunity to clarify ambiguous messages.

Your Coping Strategy: Don't be afraid to ask questions, even if through email. If a topic becomes so complex that you begin shooting messages back and forth, your boss may eventually request an in-person meeting. If the conversation goes well, he or she may even realize verbal dialogue can be an efficient mode of communication.

The Best Friend
This person is afraid to set standards because he or she wants to be liked by everyone. This manager frequently relinquishes responsibility for the sake of friendship, compromising the team's ability to function.

Your Coping Strategy: Enjoy the occasional lunch out, but keep a professional distance and support this person when he or she exerts authority. Once your boss understands leadership is needed, he or she may feel more confident in the role and be more active in managing you and the rest of the team.

Robert Half International Inc. is the world's first and largest specialized staffing firm with a global network of more than 350 offices throughout North America, Europe, Asia, Australia and New Zealand. 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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Triumph Over a Bad Performance Review

by Margaret Steen, for Yahoo! HotJobs


Almost every performance review includes some criticism. But what happens when you feel like your boss has almost nothing good to say in the review? Does it mean not just that your work could be improved, but that your boss wants you gone?

Ask Before You React

If you're thinking on your feet during the review, you can ask a question or two to help clarify your situation.

For example, ask your boss to rate your overall performance on a scale of 1 to 10, where 10 is someone about to be promoted and 1 is someone about to be fired, suggests executive coach Debra Benton. Using a numerical scale "kind of takes the personalization out of the whole thing," says Benton, author of several books, including "How to Think Like a CEO."

Put Negatives in Perspective

If you walk away from the review still worried, the first thing to do is let it sit for a day or two.

"You may have fixated on one comment," says Richard Phillips, a career coach and owner of Advantage Career Solutions in Palo Alto, California. People tend to go into reviews listening for negative comments. And in addition, Phillips says, sometimes managers spend more time talking about the bad than the good, without putting it in perspective.

If, after rereading your written review, you still think it's overly negative, consider whether your boss is right about your performance. Perhaps there's a simple error on the review form, a misstatement of your sales numbers, for example. If so, it should be easily corrected.

Keep It Specific

If you don't fully understand what your boss is unhappy about, ask for another meeting and request specific examples. If your boss says you need to be more responsive to co-workers' requests, for example, Phillips suggests asking what specific events prompted that comment, and how your boss would like to see you handle similar problems in the future.

The worst-case scenario with a review -- that your boss is saying you just aren't cutting it -- doesn't happen often. But if your boss really means you're not doing an acceptable job, then you need to ask yourself some hard questions to determine why.

If you have had good reviews previously, what has changed? Do you have a new boss with different expectations? Are you distracted by personal problems?

Weigh Your Options

"It may be giving you a true picture, but not something you want to hear," Phillips says.

It may be tempting to simply quit and look for a new job, but Phillips urges caution. It could be that you will need to find a new position -- if, for example, you have tried everything but just aren't clicking with your boss, or you have had more than one bad review. But rather than quitting immediately, it's often better to try to address the issues your boss has raised first.

"If you overreact to it, it actually ends up being harder in the long run," Phillips says. Your unhappiness about the review is likely to come through when you're interviewing for new positions. "It takes you longer to find another job, because you're out there maybe feeling a little resentful."

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More Men Report Sexual Harassment at Work

by Robert DiGiacomo, for Yahoo! HotJobs


Defying assumptions about sexual harassment in the workplace, a record percentage of men reported being harassed by male colleagues last year, according to the Equal Employment Opportunity Commission.

Cases filed by men made up 15.4 percent of the 12,025 sexual harassment charges in fiscal year 2006, compared to 14.3 percent in 2005 and 11.6 percent a decade ago, according to the EEOC.

New Realities in the Workplace

"There's no question this is not only a growing category of claims, but also a large societal problem of which we are just starting to see the tip of the iceberg," says Riki Wilchins, executive director of the Gender Public Advocacy Coalition, a nonprofit group based in Washington, D.C.

Although the statistics don't reveal whether the alleged harassers of men also are male, they typically are -- it's rare for a man to file charges against a female coworker or supervisor, says EEOC spokesman David Grinberg.

It's also unlikely that interactions in the workplace between men have become more hostile over the past 15 years.

What's changed, though, is recognition by the legal system of male-on-male harassment, via a landmark 1998 Supreme Court ruling. The high court found in Oncale v. Sundowner Offshore Services that same-sex sexual harassment is a form of discrimination protected under Title VII of the Civil Rights Act of 1964.

An Unwritten Code Changes

"This kind of harassment has always taken place in the workplace," Wilchins says. "But the kind of abrasive, sexualized horseplay that might have been acceptable 10 years ago is actionable today.

"More males realize they don't have to take it -- they can file suit."

While harassment based on sexual orientation is not protected by federal law, it's important to note that in gender-based harassment, the aggressors -- and their victims -- are likely straight.

"We assume that the vast majority of the cases are not individuals who are necessarily gay or transgender, but they're in situations where there are these abrasive codes of masculinity to which men are expected to live up to," Wilchins says.

Know the Signs

What constitutes sexual harassment? According to the EEOC, it happens when submitting to or rejecting "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature" affects your job, disrupts your work performance or leads to an "intimidating, hostile or offensive" workplace.

In the case of men harassing other men, these unwelcome behaviors could range from the use of feminine pronouns and sexual taunts, to simulated sex acts and threats of a sexually aggressive nature, according to GenderPAC.

What You Can Do

What to do if you believe you're a victim? The EEOC recommends you first follow internal company complaint procedures.

If your employer cannot -- or will not -- resolve the situation to your satisfaction, you can file a complaint at one of the EEOC's 53 offices.

The agency will investigate, and if it finds evidence to support your claim, will attempt to mediate the case. If necessary, the EEOC will file a lawsuit on your behalf.

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Just Say No: Five Reasons to Turn Down a Job Offer

by Caroline Levchuck, Yahoo! HotJobs


Employer caution has extended the hiring process by weeks, even months. You may interview for a position several times, in person and by phone. No matter how long the process is and how well you've gotten to know your potential colleagues, it's still perfectly acceptable to turn down a job offer. In fact, there may be many valid reasons that you should politely decline an opportunity, assuming, of course, that you're not in dire financial straits.

1. The word on "The Street."

Is the company's stock price tanking? Or is there talk of a merger? Both of these things could indicate that layoffs loom large, and the position you accept today may not exist in a few months. To calculate your risks, speak with industry experts, do your due diligence on Yahoo! Finance, and consult with family and trusted friends. If you still want to accept the position, try to obtain an iron-clad employment contract.

2. A revolving "Employees Only" door.

A certain percentage of employee turnover is normal. According to the Bureau of Labor Statistics, the average voluntary employee turnover in the U.S. for 2006 was 23.4 percent. However, high employee turnover should raise a red flag for any potential worker. Research a company thoroughly before accepting an offer. Also, be sure to listen carefully during the hiring process. Do interviewers keep referring to folks who've left the company or mentioning a total lack of redundancy? These could be signs that people are leaving faster than replacements can be recruited.

3. Money isn't everything; it's the only thing.

If money is a major factor in your decision to accept a new job, think twice before you do. In fact, think three times. Even four.

Depending on your personal financial situation and how much more you'd be earning in a new job, money may not buy you on-the-job happiness or professional fulfillment. It may not even guarantee career advancement. Assess your finances. Revisit your career goals. Look at the situation with a big-picture view of your future. Making a move for a modest increase may not be worth it if there's more long-term potential with your current employer. Also, be sure to calculate your entire compensation package to make sure that you're not forfeiting a valuable retirement or insurance plan for a bigger paycheck.

4. All work, no life.

There's a time in almost everyone's career where they have to put their nose to the grindstone and work almost to the point of burnout. If you're just beginning your career or starting a second one, this may be what lies ahead for the next few years. However, if you're a mid-careerist with a family and personal obligations, it may not be wise to accept an 80-hour-a-week job. Consider the impact your new schedule will have on you and your family. Will generous vacation make up for the longer hours? Is there flex time available so you can still attend family functions? Can you work from home? Forfeiting invaluable work-life balance benefits without assessing the consequences can have a devastating impact on your personal life.

5. A bad reputation.

Going to work for a company with a reputation that's been sullied by a corporate scandal or that isn't well respected can, in turn, sully your resume. Investigate any potential employer's standing within their industry. Solicit opinions from within your network as well as that of an executive recruiter. You may learn that it's better to be a top salesperson at an admired organization rather than a VP of sales at a suspect one.

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