Friday, 15 October 2010
(a) any disputes arising under or in connection with this agreement shall be resolved by arbitration, to be held in [specify city] in accordance with the rules and procedures of the American Arbitration Association.
(b) all costs, fees and expenses of any arbitration in connection with this agreement which result in any decision or settlement requiring the company to make a payment to the executive, including, without limitation, attorneys fees of both the executive and the company, shall be borne by, and be the obligation of, the company. In no event shall the executive be required to reimburse the company for any of the costs and expenses incurred by the company relating to such arbitration. The obligation of the company under this section shall survive the termination for any reason of this agreement (whether such termination is by the company, by the executive, upon the expiration of this agreement or otherwise).
(c) pending the outcome or resolution of any arbitration, the company shall continue payment of all amounts to the executive without regard to any dispute.
(b) all costs, fees and expenses of any arbitration in connection with this agreement which result in any decision or settlement requiring the company to make a payment to the executive, including, without limitation, attorneys fees of both the executive and the company, shall be borne by, and be the obligation of, the company. In no event shall the executive be required to reimburse the company for any of the costs and expenses incurred by the company relating to such arbitration. The obligation of the company under this section shall survive the termination for any reason of this agreement (whether such termination is by the company, by the executive, upon the expiration of this agreement or otherwise).
(c) pending the outcome or resolution of any arbitration, the company shall continue payment of all amounts to the executive without regard to any dispute.
http://www.elinfonet.com
The big news is there's now an alternative employment guide that can show you how to bypass all the old-fashioned traditional job search methods. You know, the ones that tell you have to rely on your resume to get you a job.
If you've been in the job market a while--stuck in place without finding a job--then you know what I mean when I say to old ways just don't work anymore.
Oh sure, there was a time when you could depend on your resume to get the job done. There was a time when your resume counted for something. Of course, that was during the time before the internet with its many job sites like Monster and HotJobs. That was a time before there were literally millions of resumes in circulation with hundreds being sent to a single advertised job opening.
Today's sophisticated job market requires an alternative employment guide . . . one that accounts for the way real hiring decisions are being made. Today's employers could care less what your resume says or what you used to do for someone else. They have different standards and different expectations that simply cannot be addressed by a piece of paper.
If you recognize the significance of this shift, then you'll also understand the need for an alternative employment guide--one that takes into account employers 21st Century expectations.
For example, employers expect you to come forward in your job search having done your homework. They expect that you've taken the time to learn about their organization and its goals. The also expect that you've found it important enough to discover what make them tick.
So, how do you do that?
The answer is by building a dream team. Instead of wasting your time writing and rewriting your resume and mass distributing it, you focus your attention on assembling a group of people who can be in a position to assist you. We call it developing "career partners." It's one of the many exciting non-traditional job search strategies that's part of an alternative employment guide.
You see, the most important job search resource is not your resume, or cover letter, or advertised job openings or agencies or recruiters. Your most productive resource is people you already know--your contacts. All you have to do is put them to work for you. And when you do it the right way, you'll find that your job search suddenly becomes a cinch.
In fact, you'll find your job campaign taking off. Following the recommendations of our alternative employment guide means that you can be meeting face-to-face with hiring decision-makers in a matter of days. You can be entertaining a job offer in as little as two weeks. Alternative job search strategies rule!
Paul Megan - About the Author:
Writing a thank you letter after a job interview is a must! In fact, some employers think less of those interviewees who fail to follow-up promptly. Here's information on writing thank you letters plus thank you letter samples.
Sending Thank You Letters
Plan to send out your thank you letters or thank you notes as soon as possible (preferably within 24 hours) after your interviews. If time is of the essence, it's appropriate to send an email thank you letter.
Thank You Letters
Here are thank you letter samples applicable to a variety of employment-related situations. Take some time to edit the thank you letter you choose, so it reflects your personality and your interest in the new job.
Alison Doyle
Job Searching Guide
Job Searching Guide
Writing a thank you letter, or thank you email, after an employment interview is a must. In fact, some employers think less of those interviewees who fail to follow-up promptly. Plan to send out your thank you letters or thank you notes as soon as possible (preferably within twenty-four hours) after your interview.
Customize Your Thank You Letters
Like any piece of writing, it is best to keep your audience in mind. Address their issues and concerns. In general, typed (paper or email) thank you letters are recommended.
However, some surveys suggest than hiring managers like hand written thank notes, too. So, consider the "personality" of the organization and the rapport you felt during your interviews. If your interview was a fairly informal process and/or you achieved an immediate rapport with your interviewer, a handwritten note is fine. When you're not sure what to write, review thank you letter samples and follow up letter samples to get ideas. You can also use a thank you letter template as a guide when writing your letters.
In addition to thanking the person you talked with, the thank you letter reinforces the fact that you want the job. Note: Even if you do not want the job, write a thank you letter respectfully withdrawing your application, because you never know what the future holds so why burn your bridges?
View Your Thank You Letters as Sales Letters
You may also view your thank you letters as follow-up "sales" letters. In other words, you can restate why you want the job, what your qualifications are, how you might make significant contributions, and so on. This thank you letter is also the perfect opportunity to discuss anything of importance that your interviewer neglected to ask or that you neglected to answer as thoroughly, or as well, as you would have liked.
Group Thank You Letters
What if you spent an entire day being interviewed (and taken to lunch) with several people? Are individual thank you notes appropriate or should you write a "group" letter? Choose your approach based on what you think will be most in keeping with the "personality" of the organization. Also, consider whether the interviews had very much in common with one another. If there was a great deal of similarity (i.e., shared concerns mutually voiced by your interviewers), perhaps a "group" letter will suffice. My preference though, would be to take the extra time and send an individual thank you letter to everyone you met with.
Lunch or Dinner Interviews
When dining and interviewing be sure to thank everyone you spend time with, both for the meal and for taking the time to discuss the position and the company with you.
When You're Not Sure What to Write
Time takes precedence - get a simple, appreciative thank you note in the mail or send a thank you by email without delay; save your creative efforts for another time. If you're not sure what to write, review a few sample thank you letters or personalize our thank you letter template.
Remember to Proofread
Check spelling, grammar, typos, etc. If in doubt about the correct names, spellings or titles of your interviewers, call the office to double-check. Your efforts will be worth it!
Sample Thank You Letters
Review a selection of sample thank you letters.
Review a selection of sample thank you letters.
Alison Doyle
Job Searching Guide
Job Searching Guide
Jobs Employment, Career Job, Employment Job
Career Counseling on Careers.org:
Careers.org has developed an online career counseling system through which our users can interact with a breadth of career resources, directories, and advice to assist their job search efforts, including:
Occupational Profiles with in-depth analyses of thousands of different occupations.
Personalized Job Search Listings targeted to your location
Extensive College Profiles complimented by our Online School Finder.
Comprehensive Regional Career Profiles with information and statistics by state, city, and county.
Career Counseling: An Overview
Career counseling is an interactive process by which counselors and clients exchange and explore information concerning clients’ backgrounds, experiences, interests, abilities, self-esteem, and other personal characteristics that help or inhibit their work readiness and career planning. Career counseling is a systematic approach to providing information and advice to clients in such areas as outreach programs, training, internships, apprenticeships, and job placement. Although the career counselor’s primary concern is the client’s career development, counselors also may provide screening and referral services to employers. Counselors use information gathered through assessment to understand and respond to clients’ needs and concerns; clients use this information to understand themselves better, clarify their goals and perspectives, and make plans for the future.
[ Source - U.S. Department of Labor - Employment and Training Administration ]
Counselors provide individuals and groups with career and educational counseling. Counselors use interviews, counseling sessions, interest and aptitude assessment tests, and other methods to evaluate and advise their clients. They also operate career information centers and career education programs. Often, counselors work with students who have academic and social development problems or other special needs.
Career counselors provide mainly career counseling outside the school setting. Their chief focus is helping individuals with career decisions. Vocational counselors explore and evaluate the client’s education, training, work history, interests, skills, and personality traits. They may arrange for aptitude and achievement tests to help the client make career decisions. They also work with individuals to develop their job-search skills and assist clients in locating and applying for jobs. In addition, career counselors provide support to people experiencing job loss, job stress, or other career transition issues.
[ Source Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2008-09 Edition ]
HotResumes.com is one of the fastest growing resume databases on the internet. Every day over 1000 jobseekers post their resume to our database making HotResumes.com a database you can’t afford not to search!
HotResumes 3.1 still has all the great features as before PLUS these new POWERFUL tools:
Bookmark Resumes – Don’t loose a potentially perfect match – Bookmark the resume so you can easily find it again.
Resume Management – New views allow you to see resumes you have bookmarked, previously viewed, and candidates you have contacted – providing you with tools to better manage you resume search activities.
Brief and Extended Views – Choose how much information you want to see at a glance – the brief view gives you a more compact results page while the extended view gives you more information about a candidate up front.
One Click Sorts – Sort the search results by Date, Relevancy, Location, or Education or change the direction of your sort (ascending vs. descending) with just a click of the mouse.
Resume Management – New views allow you to see resumes you have bookmarked, previously viewed, and candidates you have contacted – providing you with tools to better manage you resume search activities.
Brief and Extended Views – Choose how much information you want to see at a glance – the brief view gives you a more compact results page while the extended view gives you more information about a candidate up front.
One Click Sorts – Sort the search results by Date, Relevancy, Location, or Education or change the direction of your sort (ascending vs. descending) with just a click of the mouse.
Quick Filters – Narrow your results set with our one-click quick filters: Industry, Location, Education, and Willingness to Relocate. More Power Resume Searches – You can now use powerful search operators such as “Sounds Like” or “Synonyms” to build a better search.
Check out these Great Features for Recruiters:
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Personal Folders – Organize the great candidates you find in Personal, Private Folders!
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Archives – Access our Resume Archives!
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Career & Job – Are these two different?
Anand Wadadekar
As the title of this article suggests, are these two – Career & Job – different?
This article tries to analyze the concept of and the need to understand ‘Career’ and ‘Job’.
I have observed that many people still have a traditional & a typical mindset. As soon they complete their education, majority of them hunt for a job based on the parameters like good earning potential, growth in terms of promotion, type & potential of the industry, etc. Once they bag a job which satisfies all those parameters, the next most important aspiration they have is to get promotion or more money (salary rise) in the same organisation or with another. I could also hear someone say that, career growth can be attained only by two ways – one, by changing jobs after a certain period and second, by promotion in the current organisation. This is very much true in a way. And these two ways are somewhat also seen as a definite path to great & successful careers.
But is this really so and so simple? If this was the case, then everybody would and could have managed to have highly successful careers in their life.
I, as an education consultant, get to see that almost all consider ‘career’ and ‘job’ as same and use those two terms, inter-changeably. But that is not the same and it should not be done that way. It is fact that we all should accept that having done a wonderful job may not necessarily mean that the person has been having a wonderful career, however a person having a wonderful career may also or may not mean that the person has been having a wonderful job.
Career and Job are two different things, where a Career is wholistic and a Job is narrow in nature.
Career growth cannot be depicted through a graph showing a person’s qualitative movement, whereas job growth can be depicted through a graph showing a person’s quantitative movement like salary figures, upward change of designation in organisation, tenure of service, etc. We need to understand that a job is a step towards reaching the goal and that goal is nothing but, ‘Career’.
We should aim to have a successful career and not just a successful job. It’s like making our life count and not just years count.
So what can be done to reach this goal called ‘Career’?
Firstly, we need to understand & identify one’s own potential & strengths. SWOT analysis will help in this. The gaps which we will then identify can be filled up, may be by doing some relevant training programmes / courses, some bit of self grooming, confidence building, attitude correction, etc. which will help us get equipped with the required skill-sets to launch ourselves into the career of our choice.
Secondly, we need to understand and accept the reality that being employable is different and having qualifications for an employment is different. It may happen that having excellent qualifications may not land us in a job and there may be cases, that without much qualification, we may bag a great job. Having relevant qualifications with required skill-sets is most important factor for being employable in the industry. Skill-sets not only include technical skills but also inter-personal skills, behavioral skills, leadership, being team player skill, people management skills, learning skills and the most important, attitude.
Thirdly, construct our own definition of ‘Success’ not dominated or based upon worlds’, since that will give you a direction to your career.
All these factors are vital for making a successful career, much more than a successful job.
To close upon I would like to quote the Management Thinker Peter Drucker. He once said that ”Indian working women are the best managers in the world”.
I would like to propose that a housewife can also have a wonderful & successful career since doing a job of a ‘housewife’ has both – qualitative as well as quantitative growth projectory. A housewife’s job is no lesser than a normal job, since it has scope to apply and implement almost all management strategies in the world and may be doing that can give the housewife the satisfaction of having a successful career.
Author is M.A(Eco), MBA, AMFI, DIT
i have 10 gcse—–AA-science, A maths, B IT, A r.e, A geog, C french, A history, BB english. i want a good job but most inportantly high pay any suggestions by the way the gcse are predictions i want to kno so i can choose to go on further
Posted by brian in Career HELP
by Christian Schoyen, leading U.S. job expert, life architect, and author – ASecondLife.com
Everybody knows that the first step to securing a job is a compelling and convincing resume that grabs the attention of a prospective employer. But most people don’t realize how important it is to put your best foot forward as you take that next step, the job interview-otherwise you’ll blow your chances and walk away empty-handed.
The Problem: You’ve got the education, experience, and references, all presented on a well-put together resume that gets you job interviews. But you never get a job offer.
The harsh truth: Most recruiters and potential employers know within the first five minutes of an interview whether you’re right for the job. Even before you have spoken one single word, you are judged by what you look like. The mind and “gut feel” works so fast that within a few minutes a decision has already been made.
The Solution: First impressions can get you in the door, but you also want to stay. You’ll have an advantage by knowing what recruiters and potential employers are looking for and how they think.
http://www.fastjobresume.com/2010/10/need-a-new-job-or-career-youre-killing-your-chance-in-the-first-five-minutes-of-the-interview/
Depressed about your work? Feeling dispirited? A savvy career education review may tell you it’s not your job.
Career education wisdom says, “You have to choose to do the best you can with what you have where you are.” So, short of finding another job, what can you do?
Here are some tips that can help you see work in a new light and spice up a dull job.
1. Start to see the big picture. Lots of people are ready to tell us what we should be. But we need to find out for ourselves what we want to be. So, ask yourself, “What is it that I’m doing? How important is it? How does it fit into the big picture?”
Recognizing that you are part of a bigger machine and that you are important to the functioning of that machine can give you a sense of self worth.
2. Focus on other people. If you’re concerned only about yourself and your bad feelings, you only intensify the negative. If you can help other people it puts your situation in perspective.
For example, volunteer to help a co-worker finish a big project. Or show someone how to use a particular skill you’ve acquired.
3. Let go and laugh. Forget the wrongs, real or imaginary, that someone perpetrated on you a couple weeks ago. It’s just not worth holding on to. If you relive it over and over, you’re beating yourself up–not the other party.
When you let go of the past you embrace the present. That includes learning to laugh. Laughter releases the tension in you and allows you to let go and do your job better.
4. Know when it’s time to say “enough.” You may ultimately find that even with your best attitude your job just doesn’t live up to your expectations. If you absolutely abhor what you’re doing, then it’s time to start looking around. Find out what does turn you on.
Career education advice recommends that you carefully explore your options before precipitously making a move. Even in the worst circumstance you still have a job and a paycheck. But just men tally turning the corner and recognizing it’s time to move on can give your current job a boost, at least temporarily.
Take the time to prepare a carefully-crafted transition plan of action so you don’t lose sight of where you want to go next and how to get there.
Posted by brian in Career Help ARTICLES
There are some simple strategies that can help you deal with gaps in employment.
How to Handle the Questions
The best way to handle a time gap of more than 2 years would be to be honest. If you took time off for personal reasons, for example, say so – but try not to give too many details. Usually, any information that you provide will be accepted if the gap was a long time ago. Recent gaps in employment generally require more explanation.
You can try using different types of resume formats (depending on your situation) to cover the gap.
Functional Resume- Software professionals who have vast experience in several technologies frequently use this resume style. Job seekers who have minimum experience also prefer this format. Job seekers who adopt the functional resume style systematize it by adding their specialized skills and functions. This resume style is purely functional, stating employment dates, company names, and position titles.
This style also works well for homemakers who are returning to work after awhile. Functional resumes are not used as frequently as the chronological style, but if well drafted, it can cover up any gaps in employment and can be used as a marketing tool.
Chronological Resume- This format is also called the default format, as this resume type is organized in reverse chronological order starting with job titles, names of the employers, employment dates and achievements within a time period of 10-15 years. This style is the best bet for those who have lots of experience in one field and who don’t have many employment gaps.
This resume style is well accepted, as it is usually short and concise, with details well specified. Conservative career professionals or job seekers who are searching for openings in the international job market also use this format.
How to Include the Explanation
If you prefer using a functional resume, you should include a short explanation for the gap in your cover letter. Including a legitimate explanation always helps – just make sure that you mention it in passing and don’t get too detailed unless you are asked about it later.
If you have a big gap and don’t mention it in your cover letter, then many recruiters may discard your resume thinking that you are not serious about your career.
If it’s a minor employment gap, recruiters generally will understand, but if you had a more complex issue resulting in a larger gap, then it is better to specify it during the interview on your own.
The biggest concern for an employer when they see gaps in employment is whether this issue is an indication of your probable future absence. How you address any gaps in your employment will usually determine whether you will get the interview or not – so be prepared.
Posted by brian in Employment ARTICLES
Costs of posting jobs and/or searching for candidates on job portals can be up to 90% lower than the costs of using traditional search firms and/or advertising methods. Online postings at http://www.careerberg.com substantially more cost-effective than the many traditional recruiters charge or the costs of newspaper/publication ads for the same reach and time period.
Wider reach for employers
Unlike traditional methods which are usually restricted by career level, geography, industry or other parameters online recruitment portals typically have current and active talent databases that cover all career levels, industries and regions. And careerberg.com has provided this solution as well. Top marketing dollars are spent ensuring the databases are diverse, updated regularly, relevant and high quality. Extensive business development teams also ensure that affiliations are established whereby the portals are always prominent and top-of-mind with the relevant candidates and are visited by the target job seekers regularly.
Wider reach for candidates
Candidates benefit immensely from the wider scope they gain through online job sites. They are able to access jobs in companies, industries and locations they may not otherwise have learned of and can apply immediately with the click of a mouse. By posting their CVs online on careerberg.com they can be contacted by employers/recruiters directly for opportunities that may not even be advertised.
State-of-the-art filtration tools
State-of-the-art on-line screening/filtering tools allow employers/recruiters to immediately work on the right candidate using up to 20 criteria on a site like careerberg.com including country of residence, skills, education, career level previous experience etc. This dramatically increases the efficiency of the e-recruiting process and the quality of the candidates selected. Easy to administer online Questionnaires which can be used to administer standard evaluation tests provide another level of objective screening. State-of-the-art tools and technologies usually also allow for the establishment of automated “Search Agents” which once set up search the database on a 24*7 basis scouting for CVs that match all the employer’s selection criteria.
Branding opportunity for employers
Employers can use their job ads to project a consistent brand and company image/values to prospective job seekers. With the heat on for top talent, candidates can be very particular about who they work for and these company descriptions often serve as a basis for their application decisions.
Sophisticated management tools
The entire recruitment process is managed from one location which allows the employer to post vacancies, receive CVs, screen, prioritize and contact candidates individually or collectively and track all activities from the confines of a private and highly functional employer Workspace. Job seekers similarly can track the progress of their application at every stage of the hiring process from their own functional Workspace. This allows for an enhanced user experience for both employer ad job seeker at careerberg.com .
Allows for confidentiality
At careerberg.com both employers and job seekers can elect to maintain their confidentiality. Employers can elect to search the databases without posting a job if the vacancy is sensitive in nature, or they can post a vacancy while keeping the company name confidential. Similarly, candidates can post their CVs online while keeping their names and present employer’s name confidential.
Allows for proactivity
The employer/recruiter is in full control of the hiring process with online recruitment, can contact candidates real-time and directly and does not require a middleman to sift through, filter, assess or select the required candidates. By being in the driving seat the employer gains valuable insight into the nature of the marketplace and the competitive landscape for the position. He is also able to ensure a superior match and a better fit for the long term.
Allows for database build-up
At careerberg.com Employers can also save high profile or particularly attractive CVs from an existing online search to build a priority database of pre-screened star talent for future use.
Posted by brian in Job Help ARTICLES
Posted by brian in Job Help ARTICLES
Online job sites have revolutionized the recruitment landscape for both employers and job seekers and largely increased the efficiency with which hiring decisions can take place. Read how employers and in turn jobseekers have benefited from online recruitment.
Gone are the days when online recruitment was the exclusive domain of the technologically savvy, the curious and the ultra-sophisticated.. There has been a paradigm shift in the way companies now recruit employees with the help of internet sites and through internet.
So what are the benefits of online recruitment that have led to such a meteoric rise in its use and revolutionized the way companies hire and candidates search for jobs in such a short time span? Careerberg.com is one of the leading site that provide all benefits of online recruitment.
Below we list some:
Reduced time-to-hire
E-cruitment allows for immediate real-time interaction and 24 x 7 hiring/job search activity. Employers can post a job in as little as 20 minutes on a career site such as careerberg.com with no limits to ad size and start receiving CVs in response immediately. The posting typically remains active for as long as 30 days and continues to receive applicant CVs immediately as job seekers come across it. This is in comparison to traditional methods where a newspaper ad may take appear a week later and only for a day, or a recruiter has to wait till month-end to reap the benefits of an ad in a monthly industry or geography-specific publication. Typically, e-cruitment hiring is on average 70% faster than traditional hiring methods and the recruiting cycle is speeded up at every stage from posting, to receiving CVs to filtering to managing the contacts and workflow.
Posted by brian in Job Help ARTICLES
We walk into an interview with the unspoken assumption that the employer knows we want the job. Except for practice interviewing or cold calling, we put out the time and energy for an interview because we think the position is worthwhile and will be a good fit.
The employer may be interviewing many people for one position and has to weigh the strengths and weaknesses of each candidate in a very short period of time. Quickly jotted interview notes reveal doubts about certain applicants and positive aspects of others. Whatever position is involved, from unskilled work to professional or managerial posts, employers overwhelmingly seek one major attribute: they seek to hire someone who really wants the position.
If you are unemployed (head hunter or promotional positions provide a little more bargaining room), you need to make it crystal clear that you want the job, that you are committed to do whatever it takes, and that you are eager for the chance to perform, to please, and to exceed all expectations that have been outlined.
Often, applicants are afraid to seem too eager, thinking that the employer will think that they are desperate and consequently that the salary offered will be lower. They play coy, stating that they need to think about it, that they have other irons in the fire, or that they are weighing different job offers. A lack of enthusiasm when pay and benefits are mentioned, or a lackluster response to the position’s details, rarely results in a positive response.
Hiring managers or company owners believe that what they are offering is a gift that anyone with sense would snap up in an instant. If the applicant seems ambivalent about the offer, it subconsciously suggests that maybe this position isn’t good enough. The manager/interviewer vaguely senses that their own choice in working for this company may be regarded as a mistake.
Ask directly for the job, even if you’re unsure about it. Display unabashed enthusiasm for this position, with this company, at this time, and make it clear to the interviewer that you want to start right away, eager to prove your skills and competence.
More than one hiring decision has been determined by who seemed to want the job the most – a classic marker of those who will work hard and produce. If you decide later that it’s not for you, you can always decline but at least you gave yourself a choice.
Posted by brian in Unemployment ARTICLES
Researching your job, employment prospects can reap huge dividends that you might not have obtained otherwise. More and better paying jobs will come your way. You will be in a better position to spot excellent job opportunities. You will be in a much better position to plan and enhance your career path – to better paying and more satisfying job employment positions.
Some people will disdainfully advise and tell you. “Get your act in gear”. “First you talk a then you do” and “Action is everything”. And yet if you do not plan and research your job employment search then you are just throwing mud against and wall- wasting much time and energy. In the end you may not get a job or the job that you will get will not be one of the better jobs – either in pay or conditions.
Those that fail to research – plan to not get the best job that they could have obtained in their job employment search and career seeking process.
What can you gain form doing your research in your job employment search? This depends on what stage of the job hunt you are currently on. If you are trying to figure out what you want to do with your life- research will more than doors for you – doors that you may not have even known that existed. Research puts you in touch with people and may even help you access the hidden job market – that is of jobs that are not even known of are never even advertised at all.
It is also much easier to make an informed decision about your job or career path if you know and are aware of all the possibilities available to you. Why limit your options or indeed you potential to earn a good or better income? Figure this out through research whether it is by researching online, reading books, visiting trade fairs, cruising around the various employment and career related websites or by conducting information interviews: where you talk to people who are currently working in a job or career that you might think would be an interesting or highly paid Endeavor to work in or within.
If you are at the stage where you have decided on a job and are ready to starting looking, research again opens doors for you. Research does not stop once you have found a couple of jobs that peak your interest and intrigue. Your chances of landing an interview improve once you have done your research and able to relate your experiences and skills directly to the company and that job or position.
Additionally researching the employment and career field will unfold great benefits to you.
You will learn more about yourself and what you want out a job and eventually a career. Self assessment will help you to learn more about what you what you are good at, what you like and ultimately what you want out of and what will make you happy and successful in a job and career of your choice.
Next learning about different occupations and industries will help you hone in “what it is that you would like to do”. Sure you may have to take a position at the moment that may not be your first choice, but now that you have honed your target you will be in a position to better assess and choose skills, positions and training that will lead you to your desired target.
By finding out and researching information on specific companies you will not only demonstrate hard to find and hire research and stick to it skills to prospective employers , but also you may find the “diamond in the rough” of a great company or job , that is lying not discovered nor appreciated ( yet). After who knows a company or industry better than a competitor? Who is the best person to ask on the aspirin company but the salesman for Tylenol? You may discover the next Microsoft or Research in Motion (Rim) and know to stay away from laggard companies on the way down.
In conducting research on companies – it is always best to frame in that this is all in all an exercise on learning how to market your most important asset – yourself. The best jobs do not necessarily go to the smartest or most qualified people but rather to sincere job hunters who know how to market themselves the best. Craft your resume and cover letter to make sure that you come out on top.
Remember that in the end there are always lots more jobs out there than meet the eye. Research, research and research. The benefits of your efforts will pay off in spades – both in your employment and eventual career path.
Posted by brian in Career Help ARTICLES
Jobs Employment, Career Job, Employment Job
What follows are the best career and job sites geared especially for all disadvantaged job-seekers.
We also have individual pages for each disadvantaged job-seeker group. Go to our main Diversity Job-Seeker Career and Job Resources.
And if you are looking for some great networking resources -- including specific networking resources for women and minorities -- then go check out Quintessential Careers: The Art of Networking.
And don't forget that for the complete list of career books (including diversity books), check out the Quintessential Career and Job-Hunting Bookstore, in association with Amazon Books.
BilingualDiversity.com -- a diversity job board where job-seekers can search job listings (by keywords, location, job category), post your resume, and find information on the more than 170 diversity job fairs conducted in 90 cities across the U.S. No cost of job-seekers. ColorsNWCareers.com -- a top diversity site for job-seekers in the Northwest, where job-seekers can search job listings, post your resume, register for a job-search agent, and find great career advice. From the publishers of ColorsNW Magazine. No cost to job-seekers. Corporate Diversity Search, Inc. -- specializes in the placement of women and minority candidates into middle and upper level professional positions in a variety of areas, including: engineering, manufacturing, information systems, accounting, telecommunications, strategic planning, finance, human resources, and others. Job-seekers can post submit their resumes and view career opportunities -- for free. Creative Investment Research -- provides information on minority business financing and women-owned financial institutions. Also provides employment resources for minorities and women in finance, banking, and investments -- for free. Minority-owned. Diversity Employment -- a multicultural employment resource offering job-seekers the opportunity to search for jobs and post your resume in the resume database. Free. Diversity Employment Services -- a job site for minority professionals, where you can search job listings (by industry, location, job type, education required), as well as post your resume. Free. http://www.quintcareers.com
Jobs Employment, Career Job, Employment Job
by Katharine Hansen, Ph.D.
Eliminate any issues you can. "For a no-surprise background check, the executive should resolve any outstanding disputes or pending items," Craig suggests, noting that reviewing credit reports for discrepancies and ensuring that any legal actions are settled are solid steps toward eliminating troublesome skeletons. Be scrupulously honest in any paperwork you submit during the interview process. While some executives may feel that completing an employment application is beneath them, many employers require applications for legal reasons. Every background-check expert interviewed for this article emphasized honesty in applications or any other paperwork you are asked to submit as part of the hiring procedure. Mack recalls having to terminate "a really good guy because he lied about something in his background." Mack explains that the issue came up in the background check a few months into his employment (because background checks took longer at that time). Mack says her company would have hired him even if they knew about it, "but we terminated him because he lied on his employment application."
Understand the value of pre-emptive disclosure, recommends Craig. "If there is a 'red flag,' then it is better to disclose it during the interview process, where the issue can be put into context," Craig advises. "Discovering it by surprise in a background check will usually lead to a disqualification."
On the flip side, "many employers will not have an issue with a [problem disclosed during the check] as long as they feel it has no impact on the position," Fabrycki notes. "I would advise candidates to tell the employer prior to the first on-site interview; no sense wasting anyone's time if that employer will have a problem," Fabrycki says.
"Take your chances with the truth," Mack advises. "If they are checking your background, they already want you as a candidate and will probably work with you," she says. "But if you are hiding info, and they find out, you're toast." Barb Poole of Hire Imaging, LLC, points out that this proactive approach can differentiate you from other candidates. "It can also give the recruiter or hiring manager a higher comfort level with you as a candidate, because they know that a reputable company has been retained to certify your credentials and information up front — a potential big leap in gaining an air of integrity and credibility," Poole says.
Know your rights and protect your security. "The first thing to know is that an employer must obtain your consent before performing a background check," Fishman says, noting that the employer also must divulge what the background check consists of. "If an employer chooses not to extend an offer based on the outcome of the search," Fishman explains "it must notify the candidate of this decision, provide him or her with a copy of the report, and allow him or her the opportunity to dispute the findings." Fishman also cautions applicants to be wary when employers ask for the candidate to pay for the background check, particularly over the Internet. "There have been a number of recent scams in this regard," Fishman says.
Meschke advises candidates to ask how the information is transmitted from party to party vendor to employer. "Assure that the information is encrypted and that Social Security numbers are blacked out in the event the data ends up in the wrong hands," Meschke cautions.
Watch for inaccuracies. A particular value in ordering your own background search is that you may uncover and correct information that is inaccurately reported. "Reporting jurisdictions, municipalities, and credit bureaus are not infallible," Meschke notes. "Mistakes are made. Incorrect information may end up in a person's report due to transposing numbers or using a wrong middle initial in a name search."
"The information found in a search is only as good as the person who entered it," agrees Sandy Glover, president of Gold Shield Legal Investigations, Inc., Ormond Beach, FL. Glover personally contacts the clerk of the court or makes other personal inquiries if the accuracy of a report is questioned.
Final Thoughts
Remain calm and relaxed during the process, advises Certified Protection Professional Philip Farina, CEO of Farina and Associates, Ltd., San Antonio, TX. "Whatever comes up from a pre-employment screening, focus the selection committee toward the positive attributes that you bring to the table. All things being equal, the employment candidate who checks out quickly and accurately may get the position," Farina says.
Remain calm and relaxed during the process, advises Certified Protection Professional Philip Farina, CEO of Farina and Associates, Ltd., San Antonio, TX. "Whatever comes up from a pre-employment screening, focus the selection committee toward the positive attributes that you bring to the table. All things being equal, the employment candidate who checks out quickly and accurately may get the position," Farina says.
Changing careers can be traumatic, especially if you have been in your current career for a long time, but you do not have to go through the process alone or uninformed. Quintessential Careers is here to help empower you to find your career passion, develop the best strategy for making the transition from your current career to your next, and accomplish your career change. We have the tools, resources, and methods to help you achieve your career vision.
Use this page as your jumping-off point for finding everything you need to achieve your career change.http://www.quintcareers.com
Jobs Employment, Career Job, Employment Job
by Katharine Hansen, Ph.D.
The words of Jay Meschke, president of CBIZ Executive Search, Kansas City, MO, capture the prevailing philosophy about background checks in the job search: "For executives, background checks are so routine in the recruitment process that one would need to question the sanity of the hiring entity that does not perform background checks in this day and age." Resume and credential fraud, Meschke notes, have contributed to a dramatic increase in background checks.
Nick Fishman, chief marketing officer and executive vice president for employeescreenIQ in Cleveland, OH, notes that his firm "finds a 56 percent discrepancy rate between what candidates claim about their past employment and academic credentials and what we find when we inquire."
Employers also conduct background searches to guard against lawsuits filed claiming company liability when an employee causes harm that better vetting might have prevented (because the check probably would have prevented the individual from being hired and causing the alleged harm).
An employer, or more likely, a third-party firm that specializes in background checks, may scrutinize a wide variety of elements in the background-checking process, including federal, state and local criminal proceedings and convictions; federal, state and local civil litigation, bankruptcy court records, magistrate's court records, U.S. tax court records, federal and state tax liens and warrants, surrogate and probate court records, matrimonial and family court records, judgment indices, pending suits, UCC filings, mechanics liens, property records, educational verification, prior employment, corporate/partnership filings and entity filings, fictitious business name indices; regulatory checks including, SEC filings, FINRA (Financial Industry Regulatory Authority) records/actions, CFTC (Commodity Futures Trading Commission) records, arbitration records; Department of Motor Vehicles records; professional registration and licensing; local, national, international Internet/media review; general interest, trade, and limited access publications; business databases, including general information, business relationships, and records of stock ownership; federal agencies, including, EPA, FTC, FCC, EEOC, Department of Energy, Federal Home Loan Bank Board, Federal Election Commission; state agencies, including secretary of state, attorney general, casino control, consumer affairs, environmental; and local sources, including city agencies, Better Business Bureau, local law enforcement; reputation inquiries with former employees, associates, employers, and industry sources.
In this vetting process, the employer or investigator attempts to identify misrepresentations or omissions, unreported financial difficulties, illegal or unethical business practices, undisclosed legal proceedings, criminal or regulatory actions, sanctions, debarments or de-listings, and troubled transactional histories.
The issues for candidates include how to prepare for background checks and how to handle them. Experts from background-checking and related firms explain.
Know the red flags in your own background. "Assume that every detail of your background will be uncovered, because it probably will," says Maureen Mack, human-resources consultant with H.R. Principal, LLC, in Walnut Creek, CA. Several background-check experts advise paying a service to conduct a background check on yourself before you begin interviewing so you know what an employer might find. As Craig points out, this process may reveal situations in which someone who shares your name has an unsavory background. While Craig says you can do nothing about this person's red flags, you can let the hiring decision-maker know that while a background check may reveal an issue, the person named is not actually you.
Chris Fabrycki, who worked in corporate functions for years as an executive recruiter and is now owner and HR consultant with Accent Services, LLC, in Warren, NJ, notes that because a significant aspect of the vetting process involves a financial check, ordering a credit check on yourself can help. "I have seen many senior-level finalist candidates with bad credit, which can prompt a stop to the hiring process," she says. The information you'll turn up in a credit check is limited, however, so Fabrycki agrees with the many experts who recommend investing the money in using a reliable company to conduct your own full background check.
Craig also recommends conducting a search for yourself on Google and social-media sites (Facebook, LinkedIn, and similar social and networking sites) and remove any questionable content that you can control. Statistics from ExecuNet's study, Dealing With Your Digital Dirt 3.0, indicate that an overwhelming majority (86 percent) of executive recruiters conduct online searches as part of their background checking, and, as a result, nearly half (44 percent) of these recruiters have eliminated candidates because of something questionable they uncovered. Craig advises setting up a Google e-mail alert for your name so you receive notification every time you are mentioned online.
If you are paying monthly minimums, storage and processing fees to vendors for employment and income verification management, you shouldn't be! Past-employ.com manages these requests for you, while never charging minimums, storage or processing fees. Based on many years of experience and millions of verifications, our unique business model allows for a true partnership with a revenue share opportunity for being our partner.
Is your Human Resources Department overwhelmed with employment and income verifications of your current and past employees? Our experience shows that verifications cost most organizations $3.00 - $5.00 each and keeps your staff away from more important HR duties. Our services relieve your staff from this tedious non-productive HR function while providing you with a significant benefit.
Past-employ.com also understands the importance of privacy and protecting your employees from third party monitoring. Through our “permission based” service, your employees can easily protect their privacy by managing access to their employment and income information.
Source : www.Past-employ.com
Thursday, 14 October 2010
Trucking Career
Changing careers can be stressful for anyone and I doesn't matter how tough or confident you are. Deep down inside you may have doubts, concerns, worst case scenarios eating away at your subconscious mind. You may start to second guess your decisions and back out of your career changing plans at the last minute. It is the fear of the unknown that gets us, and in some cases the fear of success.
I quit my job of 14 years, full benefits, a months paid vacation, and child support obligations to take a shot at a trucking career. Most of my peers thought I was crazy! I had nothing lined up except that I would investigate and go to a trucking school if I could.
I quit my job, sold my furniture, and drove my car to Wisconsin from Las Vegas to stay with family. I knew that if I stayed at my job and tried to play it safe I would not have followed through with my truck driving career change plan. I could have stayed in Las Vegas an investigated truck driver schools but investigate is about all I would have done.
Sometimes you have to jump of the cliff or step into the fire so to speak! This way there is no turning back and you are at the point of no return. This method will turn you into a super achiever because you have no choice but to go full steam ahead! If you play it safe you might not have the determination and motivation that you might need to succeed. Knowing that if times got tough, I could just go back to my old job, I probably would have went back in three weeks! Make no mistake, I have the best trucking career job I have ever had but it wasn’t easy every step of the way.
I was able to get into the trucking industry and get one of the best trucking career job that there is with only three months truck driving experience. I am not in the Guinness book of world records. I knew no one in the trucking industry and had no connections of any kind. My point is this. I did what I did and you can do it also! You may do it faster than I did it or it may take you a bit longer.
I know that if you do the things that I talk about in the ebook that you will be able to get a truck driving career job like mine in no time. Getting into the trucking industry without any help of any kind would be like playing Russian Roulette with your Truck driving Career.
Having a clear objective and knowing what it was I was after would have saved me a lot of stress, confusion, and time. Not to mention all the possible lost wages had i not figured it out. I can only imagine the frustration of finding out about jobs like mine after spending years working for peanuts like most drivers do.
http://www.richtruckdriver.com/truckingcareer.html
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