Friday, May 20, 2011

Posted: 20 May 2011 06:44 AM PDT

After a two year push for improvements in education by the current administration and a $100 billion sent to the states through the stimulus package, one man stands before the Senate to represent the often forgotten need for vocational education and training. Mike Rowe, television celebrity, creator, executive producer and host of Dirty Jobs launched his website, www.mikeroweworks.com, on Labor Day of 2008 to celebrate the skilled labor force in the United States and to call attention to the decline in trades in our country. His goal is to re-energize an appreciation for the hard work and contributions of our skilled labor force and to bolster enrollment in trade schools and technical colleges.
While the administration may be focused on elevating the overall education ranking of the United States, which, according to OECD has fallen to “average” in reading and science and “below average” in math, Mike cites the need for skilled labor in this country and the training to help people master those skills. According to Mike, the manufacturing industry is struggling to fill 200,000 vacant skilled labor jobs, and there are 450,000 openings for skilled workers in trade, transportation, and utilities. With states like Alabama having more than one third of their skilled labor force over age 55 and nearing retirement, the country is in dire need of support for a revitalized and skilled labor force.
In our country much of the high unemployment is due to a lack of a skilled labor force. Mike cited another example of a power plant that couldn’t move forward with their building due to a shortage of qualified welders. Higher education has been elevated to focus on jobs that don’t look like hard work, yet there is a huge need for education for skilled labor. According to Mike, “vocation is considered consolation for those not suited for a 4 year degree.” Society has ceased to value these jobs. See Mike Rowe and the full briefing at http://www.youtube.com/watch?v=3h_pp8CHEQ0.

The Work Buzz's Latest News: Are you slacking in your job search?

Are you slacking in your job search?

Posted: 19 May 2011 08:39 AM PDT

It's often advised that looking for work should be treated like a full-time job — that job-seekers should literally devote eight hours a day, five days a week to their job searches. While that may seem like a lot of time, some experts believe that — in today's economy — it's the only way to get hired. Selena Dehne, a career writer for JIST Publishing and regular CareerBuilder contributor, spoke to one such expert.
By Selena Dehne
According to Michael Farr, author of "The Quick Résumé & Cover Letter Book," the average job seeker spends fewer than 15 hours a week looking for work. Although 15 hours may seem like a great deal of time, it's quite minimal in comparison to the 25 hours or more that Farr recommends job seekers devote to their search for employment each week.
"The average length of unemployment varies from three or more months, with some being out of work far longer," explains Farr. "There is a clear connection between how long it takes to find a job and the number of hours spent looking on a daily and weekly basis. The more time you spend on your job search each week, the less time you are likely to remain unemployed. Of course, using more effective job search methods also helps. Those who set aside a solid amount of time for their job search activities and use this time wisely generally secure jobs in half the average time; and they often get better jobs, too."
Farr suggests that job seekers create a specific daily schedule that keeps them on task and accountable for how their job search progresses. Here is a sample schedule provided in his book.
7–8 a.m.
Get up, shower, dress and eat breakfast.
8–8:15 a.m.
Organize workspace, review schedule for interviews or follow-ups and update schedule.
8:15–9 a.m.
Review old leads for follow-up and develop new leads (want ads, Internet, networking lists and so on).
9–10 a.m.
Make networking or direct employer phone calls, establish Internet contacts and set up meetings and interviews.
10–10:15 a.m.
Take a break.
10:15–11 a.m.
Make more new calls and Internet contacts.
11–12 p.m.
Make follow-up calls and send e-mails as needed.
12–1 p.m.
Lunch break.
1–5 p.m.
Go on interviews and networking meetings, make cold contacts in the field and conduct research for upcoming interviews.
5–8 p.m.
Attend networking events.
How long do you spend on your job search each day? Let us know in the comments section, below.
For more on job searching, see:
Graduating college this year? Start your job search off right
Job searching? Take a cue from ‘The Price is Right’
7 secrets for a smarter job search

5 Reasons Why Social Media MUST Be Part of Your Job Search

ResumeBear Blog

5 Reasons Why Social Media MUST Be Part of Your Job Search

Posted: 19 May 2011 07:13 AM PDT

There’s a lot of static out there about Social Media and its place in the job search process. Many think it is a big time drain with little return on investment. And, like anything else, without a "plan" it can be just that. But, properly implemented, it can be a more powerful catalyst to getting your job search engine off and running than just about any other single tool out there. This is largely because it embodies a collection of qualities that, combined, can streamline your search efforts while putting the maximum amount of pressure on a pinpoint area – your target position:
Visibility – These mediums allow you access to an unlimited amount of professionals within your targeted audience. What's more, Social Media sites by definition allow for and promote the organization of niche "groups" which make finding your audience that much easier. LinkedIn is a prime example of this, but Facebook and YouTube as well.
Transparency – This is a bit of a mantra to your success in Social Media environments. I like to equate it to going to a party. Would you set up a table and starting pitching your product (i.e. "Here I am, looking for a job") or begin by connecting on common ground? This is particularly true on Twitter – one of the more transparent tools out there. It is the first step in the process of "Know, Like, Trust," which we all go through in determining what we are going to buy. Or, in this case, who they are going to hire.
"Pay it Forward" – Coupled with transparency, it is the second key to success in Social Media. Help others to not only get them to help you but, of equal importance, discover who will help you. And, by way of this assistance, you get a third party endorsement or recommendation. You can start doing it by simply asking others, "How can I help you?"
Nobodies are the New Somebodies – Borrowed from Guy Kawasaki, in the simplest of terms you don't know who can help you nor do you know who knows who. Connecting with the big wigs in your industry through Twitter, Facebook or LinkedIn can be fun, but it's that avid networker who you have never met or heard of who is your better bet.
The Quality is in the Quantity – This is how you get to the "Nobody Somebodies." By using tools like Opennetworker, you can build a network of likeminded, "give to get" individuals rapidly on a number of platforms (LinkedIn, Facebook, Twitter, etc.). By having a large number of connections, you have more choices from which to drill down and develop deeper, more meaningful connections. Think of it like filling your own networking event: pack the hall with as many folks as possible and then work the room to see who can help you (and, of course, who you can help).
It's clear that Social Media isn't the fad some first claimed it to be. It is almost equally as pervasive off-line as it is on-line. By incorporating it on the front end of your job search efforts to "fill the funnel," you will not only more effectively tie in with the opportunities you seek but also uncover that elusive "hidden job market."
And, as always, let me know what you think by sharing your thoughts below!
Post was Written by "Kevin Kermes, Founder of Career Attraction" www.careerattraction.com/free-stuff

The Work Buzz's Latest News: Summer jobs can lead to permanent positions, employers say

Summer jobs can lead to permanent positions, employers say

Posted: 18 May 2011 12:50 PM PDT

When you think "summer job," you might think of high school students clamoring to apply for work at the local amusement park. But if you're currently looking for full-time employment, a summer job may actually be your best chance to land a permanent position at a company you're interested in, regardless of age — or industry.
A new CareerBuilder survey on summer hiring trends found that one-in-five companies plan to hire seasonal workers this summer, and — of those who do plan to hire – 57 percent will consider seasonal workers for full-time positions at the end of the summer.
"More than half of employers reported they treat summer jobs as extended job interviews," says Brent Rasmussen, president of CareerBuilder North America. "Summer employment is a great way for workers to network, test-drive different career paths and earn permanent placement within an organization."
Though retail and hospitality are the two industries most commonly associated with summer hiring, employers reported job openings in a variety of fields, including the following:

Employers in all industries say the interest in summer positions is high among job seekers, with 47 percent saying they receive more than 50 application per job opening, and 33 percent reporting that they get more than 100 applications per position.
"It's still a highly competitive hiring environment, so you want to make sure you apply early, highlight specific accomplishments in your résumé and thoroughly research the company before the interview," Rasmussen says.
Want to increase your chances of landing a job this summer? Follow these tips, based on what hiring managers said they most want to see from seasonal job candidates:
Get specific about your accomplishments: Fifty-five percent of survey respondents said that — when it comes to résumés — they prefer to see accomplishments listed instead of duties, so focus on quantifying achievements and highlighting results from your previous jobs. If you're still in school, list accomplishments from the classroom, extracurricular activities or volunteer work.
Be professional: Companies expect the same amount of professionalism from seasonal job applicants that they do from full-time ones, so don’t cut any corners in your summer job search. According to the survey, 26 percent of hiring managers expect candidates to submit a cover letter with their applications, and 33 percent expect candidates to be knowledgeable about the company when they come in for an interview.
Get a referral: Thirty-seven percent of hiring managers said they were more likely to look at an application from a referred candidate. Networking — both online and off — will help you find connections to local businesses that are hiring summer help.
Talk about long-term interest: If you'd like your summer job to lead to a permanent position, say so. Informing the hiring manager that you have long-term interest in the company can set you apart as a serious candidate.
Did you land a summer job? Still looking? Tell us about your search in the comments section, below.

blogging4jobs

Relationship Recruiting — How to Recruit Employees

Posted: 19 May 2011 05:26 AM PDT

recruiting relationship, how to recruit, human resources, candidate management, talent pool,

Weak ties or strong links – it's a question of bandwidth. It’s called Relationship Recruiting.
When I started working in recruitment I was quickly told about the 80/20 rule – 80% of your business comes from 20% of your clients. It certainly informed my day to day relationship building as I quickly focused on a small number of deep relationships which held good for me for a number of years.
As we moved towards modern social networking though the accent was more on broadening out your network, concentrating on the ‘weak ties’, the ones that were most likely to bring new information and opportunity. Although the research that showed the strength of these weak ties dates back to 1973 they certainly started becoming more popular over the last few years, a situation exacerbated with rising usage of networking and connecting platforms – LinkedIn, Facebook and Twitter – as they, in turn, facilitated growing the widest network possible.

So it was with great interest that I read in this month’s Wired of research conducted by two information economists, in a white paper due to be published later this year, that found that it was, after all the strong links that delivered the most profitable relationships. The weaker ties may deliver unique information, but the nature of the connection (weak) means that the interactions are rare. Closer links may bring less unique news, but the higher level of interaction will ultimately make them a stronger source. The contacts with the greatest bandwidth do ultimately deliver the best results.
And to test this they used an executive recruiting firm, analysing e-mail correspondence. Guess what? Those consultants relying on a tight cluster of contacts received more new leads and generated greater fees.
Whilst the ideal results may well derive from a combination of weak and strong ties, it can't be denied that close connections really are important after all.
If you’re a recruiter then develop them and nurture them…they may provide your best route to success.
And if you’re a jobseeker building the widest network you can, then stop for a moment and think about who is closer to home and who you may be overlooking. Close friends, family, neighbours and ex-colleagues…they may be able give you that vital lead a lot quicker than the sister-in-law of the guy who sold a computer to the wife of the friend of the golf partner you just shot an 82 with!
Mervyn Dinnen is a guest blogger for Blogging4Jobs. Mervyn is a Community Manger at JobSite in the UK. He blogs at T Recs and is @mervyndinnen on Twitter. Mervyn who has a background in third party recruiting says his life changed two years ago when he first opened a Twitter account. His passion in building consultative, value added partnerships through performance, delivery, reputation and advocacy.
Photo Credits New Way Media & Digital Ingredients.

You Hired WHO to Be My Boss? | Career Rocketeer

You Hired WHO to Be My Boss?

Posted: 19 May 2011 03:30 AM PDT

I think it's important to answer once and for all: How did the bad boss get the job? You and your peers are constantly scratching your heads wondering if the boss has compromising pictures of the CEO. How else could this insane person get the job? Particularly when they have no apparent skills, much less know anything about your area. This is a good question and I'm here to provide you with some insight. This insight is intended to not only explain this life mystery, but to shed light on your own professional growth plan.
Here are some of reasons for these horrific decisions:
There was no one better to choose from. You hear this with political candidates all the time. In the business setting, sometimes the big boss simply has no better choices and making no choice is worse for them than making a bad choice.
They hold value to the big boss. Maybe not you or your peers, but the big boss might be familiar with this person and find that they work together well. They may lack complete insight into how poorly your boss manages down, but their ability to manage up is superb. This happens a lot.
They are a "super-doer". This is a phrase I personally coined. Often a person is great at something like sales or business strategy. In order to reward them and create a growth path for them as a means of retaining all that great skill set, they put them in charge. They probably are encouraged to continue to do the work they are so famous for, completely by-passing any substantial leadership.
They have charisma or personal power. You see this a lot. The person may know nothing, but what they say and how they say it sounds smooth as butter. This is a fairly superficial person. Once you get into the trenches with them as your boss, they can't manage or do much of anything else. This person is a great figure-head, but provides nothing to you or your peers.
They fooled them. Mostly hires made from the outside. There is this concept known as "resume drift". It's the idea that a resume represents a person to be more experienced and skilled than they truly are. Some people can carry this into the interview and sound great until they turn into your boss. It will take the big boss a while to figure out the deficiencies; and once they do, they may be reluctant to fix the problem.
They know, but aren't willing to do anything. Sometimes the big boss acquires your boss through organizational shuffling; or the organizational shuffle put this person in charge. Managing performance is difficult and many people are reluctant to make the tough choices. The bad boss simply drifts along, making work-life miserable, and no one is going to do anything.
I'm sure there are a few bosses who got their job for other reasons, but I think this covers the majority. As I have said to those managers who reported to me: "You will be the single biggest factor in whether or not your people will like their job. Your job is to get the work done without taking a body count". If it were easy to be a good leader, we wouldn't have so many books and workshops on how to be a good one. Nevertheless, you can count on having a bad boss sometime in your professional life. Good luck.
Looking to get happy in the job you're in? Take this quiz to find out: http://www.nextchapternewlife.com/quizzes/TenWaystoGetMoreFromJob.pdf From Dorothy Tannahill-Moran at http://www.nextchapternewlife.com

Author:
Dorothy Tannahill-Moran is a Career Coach and expert on helping her clients achieve their goals. Her programs cover: Career growth and enhancement, Career Change, Retirement Alternatives and Job Search Strategy. Want to discover specific career change strategies that get results? Discover how by claiming your FREE gift, Career Makeover Toolkit at: http://CareerMakeoverToolKitShouldIstayorShouldIGo.com

3 Ways to Ease the Monotony of Resume Writing

Posted: 19 May 2011 11:00 PM PDT

It's true everyone can get tired of writing resumes. But the reason for it isn't usually laziness; it's that the process can feel tedious.

To get this useful advice and many other helpful career resources, visit us now at CAREEREALISM.com.

Healing Tips for the Broken-hearted Job Seeker

Posted: 19 May 2011 10:00 PM PDT

Allow that part of you that is sad or afraid to feel that way, after 5:00 PM when you've completed your job search tasks for the day.

To get this useful advice and many other helpful career resources, visit us now at CAREEREALISM.com.

[Brand ME!] 5 Tips for a Flawless LinkedIn Profile

Posted: 19 May 2011 09:30 PM PDT

It's not enough just to have a profile, you need to leverage your profile's design to ensure it sends the right personal branding message.

To get this useful advice and many other helpful career resources, visit us now at CAREEREALISM.com.

Career Comics: Funny Caption Contest #18

Posted: 19 May 2011 09:00 AM PDT

Are you funny but your career isn't? Prove it! Enter this week's career comics contest for a chance to win a free career coaching session.

To get this useful advice and many other helpful career resources, visit us now at CAREEREALISM.com.

Where are all the Jobs?

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Friday, May 20, 2011

Jobs that Don’t Look Like Work

ResumeBear Blog

The Work Buzz's Latest News: Are you slacking in your job search?

The Work Buzz's Latest News: Are you slacking in your job search?

5 Reasons Why Social Media MUST Be Part of Your Job Search

ResumeBear Blog

The Work Buzz's Latest News: Summer jobs can lead to permanent positions, employers say

The Work Buzz's Latest News: Summer jobs can lead to permanent positions, employers say

blogging4jobs

blogging4jobs

You Hired WHO to Be My Boss? | Career Rocketeer

You Hired WHO to Be My Boss? | Career Rocketeer

3 Ways to Ease the Monotony of Resume Writing

3 Ways to Ease the Monotony of Resume Writing

Career Igniter