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Tuesday, April 3, 2012

The Work Buzz's Latest News: 13 of the best cities for jobs


The Work Buzz's Latest News: 13 of the best cities for jobs


Posted: 02 Apr 2012 09:39 AM PDT
Which cities have the lowest unemployment rates?
There are many factors that make a city a desirable place to live — close proximity to family or friends, affordable cost of living, strong real estate market and weather are just a few examples.
Another reason why someone might reside in a specific locale is for career opportunity. While certain areas may have better prospects for specific fields or industries, others are stronger employment markets overall.
According to the Bureau of Labor Statistics, unemployment rates were lower in January than a year earlier in 345 of the 372 metropolitan areas, higher in 16 areas and unchanged in 11. A total of 201 areas recorded January unemployment rates below the U.S. figure of 8.8 percent, 162 areas reported rates above it, and nine areas had rates equal to that of the country.
To get a sense of the cities with job markets that are recovering more quickly than others, here's a list of 13 cities with the lowest unemployment rates as of January 2012.
Best area unemployment rates*:
This list is ranked solely on jobless rates; there are a variety of other factors job seekers should consider when determining a good place for employment.
1. Lincoln, Neb.
Unemployment rate: 3.8 percent
Percent unemployment rate change from year prior: -0.8
Mean annual earnings: $39,310
2. Bismarck, N.D.
Unemployment rate: 3.8 percent
Percent change from year prior: -0.6
Mean annual earnings: $39,110
3. Midland, Texas
Unemployment rate: 4.1 percent
Percent change from year prior: -0.8
Mean annual earnings: $44,660
4. Fargo, N.D.
Unemployment rate: 4.2 percent
Percent change from year prior: -0.4
Mean annual earnings: $39,180
5. Ames, Iowa
Unemployment rate: 4.3 percent
Percent change from year prior: -0.7
Mean annual earnings: $42,290
6. Iowa City, Iowa
Unemployment rate: 4.4 percent
Percent change from year prior: -0.4
Mean annual earnings: $44,170
7. Sioux Falls, S.D.
Unemployment rate: 4.5 percent
Percent change from year prior: -0.9
Mean annual earnings: $37,880
8. Logan, Utah
Unemployment rate: 4.6 percent
Percent change from year prior: -1.1
Mean annual earnings: $34,950
9. Burlington-South Burlington, Vt.
Unemployment rate: 4.6 percent
Percent change from year prior: -1.0
Mean annual earnings: $47,420
10. Rapid City, S.D.
Unemployment rate: 4.7 percent
Percent change from year prior: -1.2
Mean annual earnings: $35,330
11. Columbia, Mo.
Unemployment rate: 4.8 percent
Percent change from year prior: -2.0
Mean annual earnings: $37,780
12. Portsmouth, N.H.
Unemployment rate: 4.8 percent
Percent change from year prior: -0.6
Mean annual earnings: $49,050
13. Odessa, Texas
Unemployment rate: 4.9 percent
Percent change from year prior: -1.9
Mean annual earnings: $40,540
*Unemployment rate and mean annual earnings from the Bureau of Labor statistics.

The Work Buzz's Latest News: Hiring ‘blacklists’: Do they exist?


The Work Buzz's Latest News: Hiring ‘blacklists’: Do they exist?


Posted: 30 Mar 2012 09:40 AM PDT
In this tough labor market, it's challenging enough to get a job, even with the right experience and a spotless employment record. So what happens if you left a company on bad terms? Or you got caught in a white lie during an interview? Could that land you on a company's no-hire list or "blacklist"?
According to Fred Cooper, managing partner at Compass HR Consulting, "in the case of labor relations law, it is unfair labor practice to discriminate against — blacklist — employees who encourage or discourage acts of support for a labor organization, and one does not want the Department of Labor investigating an allegation of an unfair labor practice."
But that doesn't mean recruitment firms or companies don't have some form of a do-not-hire list. "Most employers maintain records of employees that are not eligible for re-hire," says John Millikin, clinical professor of management at Arizona State University’s W.P. Carey School of Business and former vice president of human resources at Motorola. "This is usually because they have been terminated for cause. These would be difficult to appeal unless there were new facts that were not evident at the time the adverse action was taken."
What could land you on the list
Cooper says there are a variety of infringements that could land someone on an informal no-hire list, including:
  • Former employees leaving under less than acceptable circumstances.
  • Job seekers who have applied numerous times to the same company, but for different jobs and using résumés that tell conflicting stories about their skills, abilities, education, etc.
  • Candidates who were interviewed previously and failed background or reference checks.
  • Applicants who gave such poor interviews that the time spent was considered a waste of time.
Word-of-mouth can wound
Judi Perkins, career coach and founder of Find the Perfect Job, says that it's also possible to get on a no-hire list of a company you haven't worked at or applied to. "Underground references as I call them — off-the-record ones — can be equally damaging," Perkins says. "People who know each other through professional associations, relationships between a company and a vendor, and small industries where everyone knows each other can be instrumental in [causing] further damage to a candidate. For instance, candidate A may have interviewed at Company A and been 'blacklisted.' Thanks to word of mouth, they’re now 'blacklisted' at Companies B, C, D and E as well."
Can you repair the damage?
"
With the current state of the economy and the number of potential applicants for each vacancy, unless it is a 'low inventory/high demand' type of job needing to be filled, and a former employee has the experience, education, training and skills needed, employers can be quite selective in deciding who to interview, and ultimately, who gets a company ID badge," Cooper notes.
Yet Cooper says there are some circumstances when you can get a second chance. "If the former or prospective new employee has turned their life around, learned from their mistakes, has matured and can somehow demonstrate a virtually 'new person' is now asking for another chance, perhaps that second chance will be given … the former employee can demonstrate they are not today the same person that left under less-than-favorable circumstances 'yesterday.'"

9 Tips to Staying Positive While Looking for a Job




CAREEREALISM exists because we believe every job is temporary. We provide daily tips for building a better career.
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9 Tips to Staying Positive While Looking for a Job

By RedStarResume

Job searching can be tough and emotional. The key is to remain upbeat. Here are 10 tips to help you stay positive while looking for a job.

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5 Things to Fix Before Your Resume Leaves Your Desk

By Robin Schlinger

Recruiters are not forgiving. If your resume has one of these five errors, you are reducing your chances of being called in for an interview.

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Job Path: Life as a Paralegal

By JustJobs.com

Have you ever thought of working in the law field? Before you jump in, check out this first-hand look at the job path of a paralegal.

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My Career as a Pharmacy Technician

By JustJobs.com

If you've ever thought about going the pharmaceutical career route, check this interview with a pharmacy technician about the field.

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The Career Path of a Talent Agent

By JustJobs.com

What would it be like to be a talent agent? Find out the ins and outs of the job and figure out if this is your next career choice!

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Radical Perspectives on Conducting a Successful Job Search

By CAREEREALISM

Bruce Hurwitz, president and CEO of Hurwitz Strategic Staffing, will review the misconceptions that candidates have about the job search process.

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ResumeBear Blog


ResumeBear Blog


Posted: 02 Apr 2012 08:21 AM PDT
Legally tweeting: 5 legal issues for Twitter users
By Pedram Tabibi ⋅ March 30, 2012
Twitter's popularity is growing by the day, and the Tweet is now a daily (and preferred) method of communication for many.  According to a recent infographic, there are currently over 465 million registered Twitter accounts and well over 100 million active users. Even I entered the Twitter world @PedramTabibi. Twitter is also beginning to see green, as Twitter's projected advertising revenue will surpass half a billion dollars ($540 million) by 2014.
At the same time, however, there are responsibilities and laws that come with Twitter use. As companies increasingly integrate social media platforms into their business models, new, previously unforeseen legal issues are arising.  Twitter is no exception, and the use of this extremely popular social media tool brings with it several potential legal risks that companies and individuals should keep in mind.
A recent article by Suzanne Dibble discussed 10 legal issues to consider when using Twitter.  As a social media lawyer at Meltzer Lippe, here's 5 legal issues individuals and companies should watch for when using Twitter:
Graphic via Mediabistro
1. Who Owns A Twitter Account, Employer or Employee? I recently discussed a rising social media legal issue – when companies seek to prohibit ex-employees from taking social media content or accounts.  Highlighted by the now-famous PhoneDog_Noah lawsuit, involving a dispute between an employer and ex-employee over a Twitter account and its 17,000+ followers, the question of who owns a social media account – including Twitter accounts – between an employer and employee is hot topic these days.  Companies should take this opportunity to create social media policies for employees that appropriately address this and other potential social media legal issues before they too see a dispute arise.
2. Intellectual Property Infringement. While it may seem like a no-brainer that infringing upon the intellectual property of others is a no-no, the ease of use and rapid pace with which individuals send out Tweets and otherwise post on Twitter may mean individuals and companies are not always on guard.  According to one source, there were over 4,400 copyright infringement claims made in response to Tweets or they content they shared.  Whether it is text, a hyperlink to infringing conduct or a picture, intellectual property rights are as real on Twitter as on any other platform, and Twitter users must be mindful to respect the intellectual property rights of others when Tweeting.
3. Twitter Endorsements and FTC Guidelines. Twitter users who are paid to endorse products must disclose such a business relationship in their Tweets, as Dibble notes.  In 2009, the Federal Trade Commission released revised guidelines concerning the use of endorsements and testimonials in advertising.  These revised guidelines addressed the need for disclosure when Twitter followers do not know that an individual is a paid endorser for a product he or she Tweets about.   In fact, the FTC created a "What People Are Asking" page with the following question:
"A famous athlete has thousands of followers on Twitter and is well-known as a spokesperson for a particular product. Does he have to disclose that he's being paid every time he tweets about the product?
It depends on whether his readers understand he's being paid to endorse that product. If they know he's a paid endorser, no disclosure is needed. But if a significant number of his readers don't know that, a disclosure would be needed. Determining whether followers are aware of a relationship could be tricky in many cases, so a disclosure is recommended."
Given the 140 character limit, though, a disclosure may be difficult to achieve.  However, the FTC provided some guidance here as well:
"What about a platform like Twitter? How can I make a disclosure when my message is limited to 140 characters?
The FTC isn't mandating the specific wording of disclosures. However, the same general principle – that people have the information they need to evaluate sponsored statements – applies across the board, regardless of the advertising medium. A hashtag like "#paid ad" uses only 8 characters. Shorter hashtags – like "#paid" and "#ad" – also might be effective."
While it appears the FTC has yet to go in earnest after violations of the revised guidelines, that does not indicate the FTC will not set its sights on Tweets requiring disclosure in the future.  Individuals and companies that disregard these FTC guidelines on social media platforms including Twitter are taking risks and should be mindful of these guidelines going forward.
4. Twitter Use During Trial – The Jury Is Out. Literally.  As I discussed recently, Twitter and other social media use is becoming a threat to jury trials.  Increasingly, jurors are disregarding instructions and taking to social media during trials, resulting in court warnings and even jail time.  In one Arkansas trial, a juror continued to Tweet after the trial judge warned him and on the day the jury returned the death sentence for a defendant, went so far as to Tweet about the verdict before it was publicly known.  While courts grapple with how to best address this issue and avoid mistrials, attorneys and courts need to be cognizant of this issue and jurors should respect their juror duties and avoid serious trouble when becoming Tweet-happy in court.
5. Avoid Posting Confidential Information. This too, seems simple enough in theory.  As Dibble notes, since Tweets are public statements, individuals and companies should avoid disclosing any confidential information, whether internal, client or third-party.  Posting another person's private or confidential information, including credit card information, private addresses, and non-public phone numbers and email addresses, is a violation of Twitter's rules.  Beyond that, such activity may open up a host of other legal issues and liability to Twitter users, and should be avoided.
While Twitter remains a popular and useful social media tool, individuals and companies must be mindful of the above legal issues when taking to Twitter and should act responsibly.  After all, even the smallest things – like a 140 character Tweet – can pack a big punch.


They Hired Someone Else Instead of Making Me Full-time!


 They Hired Someone Else Instead of Making Me Full-time!

Link to CAREEREALISM.com

Posted: 30 Mar 2012 09:30 PM PDT
Hired Someone Else“JT & Dale Talk Jobs” is the largest nationally syndicated career advice column in the country and can be found at JTandDale.com.
Dear J.T. & Dale: My wife was hired as a caregiver at an assisted-living home almost a year ago and was told that it would be full-time after three months. She is still part-time. She has asked several times, when other employees resigned, if she could have a regular shift. The supervisor said yes, then hired someone else to fill the shift. My wife’s performance review was very good. Is there any action she can take? – Len
J.T.: Unfortunately, I don’t see anything your wife can do to force a change. While the right thing for management to do would be to honor the original agreement, I would say that your wife is not being considered for full-time.
DALE: There’s something odd about that. Lots of employers like to start people out part-time, testing them before moving them to full-time or letting them go. Why would your wife get stuck in job limbo? Maybe she doesn’t really want to go full-time. (It wouldn’t be the first time a wife misled a husband about her real intentions.) Or maybe she has failed to completely fit in. I’d urge her to ask her manager for advice on how to be a great employee, and to ask her co-workers how she could do better. She could get everyone involved in her career success and learn a lot along the way.
J.T.: That’s possible, but I’d suggest that she also look for another job. She had a great performance review and is currently working, which puts her in a strong position for job searching. Then she can enjoy the best revenge – walking in with her two-weeks’ notice and telling them of her great new full-time assignment.
JTandDale.com LogoJeanine “J.T.” Tanner O’Donnell is a professional development specialist and founder of the career consulting firm, J.T. O’Donnell – Career Insights, and of the job search blog, CAREEREALISM. Dale Dauten resolves employment and other business disputes as a mediator with Agreement House.
Please visit them at JTandDale.com, where you can send questions via e-mail, or write to them in care of King Features Syndicate, 300 W. 57th St, 15th Floor, New York, NY 10019.
© 2012 by King Features Syndicate, Inc.
Hired someone else image from Shutterstock


Posted: 30 Mar 2012 09:15 PM PDT
Leaving Job Caretaker“JT & Dale Talk Jobs” is the largest nationally syndicated career advice column in the country and can be found at JTandDale.com.
Dear J.T. & Dale:My son had to leave his IT position to become caretaker to his mother (who is now a lung cancer survivor). He took her to the doctor for her treatments and also maintained her home. He is now ready to get back into the work force. What is the best way to approach his “absence” for the past year? – Jeff
J.T.: Honesty works best here. Have him add “Caretaker” to his work history. He should try to quantify the experience – for instance, how many doctor appointments he took her to, and his duties as head of the household. Not a lot of info, but just enough so they know the magnitude.
DALE: I’m all for the truth, in its place; however, “Caretaker” is a terrible truth to stick in a resume. To me, listing it as a job makes it seem that he left the IT profession to dabble in a new career. Instead, I’d downplay the time off. He can merely list 2011 as the end date for his last job, and give as the reason for leaving his last position that he was caring for his mother, who has since recovered.
J.T.: I guess I have a bit more faith in hiring managers. However, either way, the wonderful news is that his mother recovered, and I’ll bet he’s excited to get back to work. That should be conveyed in his cover letter in order to alleviate any concerns that he may still need additional time off to care for her. They’ll want to know that he is truly ready to return full time.
DALE: He also should attend professional meetings and do some IT work for friends or as a consultant in order to make clear that he is not out of touch. He needs to emphasize that he is ready to get back to work in every sense, re-energized emotionally and professionally.
JTandDale.com LogoJeanine “J.T.” Tanner O’Donnell is a professional development specialist and founder of the career consulting firm, J.T. O’Donnell – Career Insights, and of the job search blog, CAREEREALISM. Dale Dauten resolves employment and other business disputes as a mediator with Agreement House.
Please visit them at JTandDale.com, where you can send questions via e-mail, or write to them in care of King Features Syndicate, 300 W. 57th St, 15th Floor, New York, NY 10019.
© 2012 by King Features Syndicate, Inc.
Leaving job caretaker image from Shutterstock


ResumeBear Blog


ResumeBear Blog


Posted: 30 Mar 2012 08:43 AM PDT
Posted by Nick O’Neill on March 27th, 2012
Some startups think that getting press is the secret to building awareness of their product. While it can definitely give a boost, smart founders know that one of the most powerful tools to create sustained traction is content marketing. ResumeBear is a great example of one startup that understands the power of content marketing.
While they just joined AngelList on Sunday, they immediately popped up on our internal leaderboard thanks to the hundreds of people sharing the company's blog posts on Twitter. The company clearly knows one of the most successful online marketing techniques, something that the vast majority of online companies fail to grasp. Granted, a quality product will also do wonders to attracting an audience.
But when you're operating in a crowded and/or noisy market, you need to remind your target customers that you're still around and doing well. That's where content marketing comes in. I remember reading in a book once a process that outlined the marketing process, which included some 20+ steps before a customer actually made a purchase. While many online marketers focus on short-term growth (those who immediately convert), successful marketers plan for the long-term, knowing that it takes a customer multiple exposures of your product before a customer uses it.
So what does ResumeBear even do, aside from effective content marketing? Their service is extremely simple. They've created technology which effectively adds a tracking-beacon to your resume so you can know when recruiters are opening yours up. The company then goes one step further by providing "statistical information on your dashboard that allows you to track what is happening to your resume at any time."
It's not clear immediately how the company generates revenue, but my guess is that they charge employers for access to potential candidates. The software is simply a tool to attract candidates. If you want to learn more about the company you can check them out here.
StartupStats is developing the world's most comprehensive database on early stage startups. In the meantime we're covering a startup a day that's being surfaced to us through our dashboard. We firmly believe that the volume of entrepreneurs around the globe will continue to expand over the coming decade and we want to be able to efficiently monitor the continued growth.
If you're interested in becoming an alpha tester of our StartupStats Dashboard you can shoot Nick an email via nick@startupstats.com.
Nick O'Neill is no stranger to entrepreneurship. He built a social network in 2002, built a search engine for textbooks in 2004, imported liquor from Brazil to attempt building a new brand in 2005, and finally developed a business that could support himself beginning in 2007. At AllFacebook.com, Nick built a blog attracting over 1.4 million monthly unique visitors and developed data solutions that were valuable to Facebook marketers and developers (both of those systems have been rolled into PageData and AppData). After having SocialTimes (and AllFacebook.com) acquired by WebMediaBrands in 2010, Nick sought out a new journey: Holler. Alas, Holler was not meant to be. However Nick is also no stranger of persistence and has since moved on to develop the world's most incredible database of startup information: StartupStats (queue music).
Posted: 30 Mar 2012 07:28 AM PDT
Sweating the small stuff can be the difference between landing a job and remaining on the sidelines. But many people fail to realize that the seemingly little things you do — or don’t do — can make a big impression on potential employers.
Here are some small steps you shouldn’t overlook:
1. Cross your t’s. You wouldn’t think it’s a huge deal to misplace an apostrophe or confuse “effect” with “affect.” After all, everyone makes these types of mistakes. The truth is that a single résumé typo can knock you out of contention. Regardless of the job you want, demonstrating attention to detail is critical. Proofread diligently, run spell-check and ask the biggest grammar geek you know to review your work.
2. Stick to the facts. Most people wouldn’t dream of putting a boldfaced lie in their application materials, but a pinch of résumé padding can’t hurt, right? Wrong. The tiniest of half-truths can prove costly if it’s discovered during a background and reference check, which more employers are doing. Don’t give a hiring manager any reason to question your integrity.
3. Avoid ambiguity. Review your résumé and cover letter to make sure you’re presenting the clearest picture possible. Fuzzy phrases such as “participated in” are red flags. That’s because plenty of job hunters use vague wording to obscure a lack of in-depth knowledge or experience in a particular area. When describing your work history and expertise, be as specific as possible.
4. Recognize when the job interview really starts. The evaluation process begins the second you set foot on company grounds. Be friendly and courteous to everyone you encounter; you never know who has the boss’s ear. For example, six out of 10 executives we polled said they consider their assistant’s opinion important when evaluating potential new hires. Help your cause by displaying excellent etiquette and making small talk, as appropriate.
5. Keep it real. While you should prepare for a job interview, you don’t want to come across as an overly rehearsed robot. Employers are looking for insights into the real you, not a series of canned answers brimming with clichéd buzzwords. What does “I optimize value-added solutions” mean anyway?
Highlight your technical abilities and contributions to the bottom line, but also share anecdotes emphasizing your ability to work well with others. Cultural fit is a key consideration for employers.
6. Go with the flow. Take your conversational cues from the interviewer. Some hiring managers are all business, while others enjoy a little chitchat. Be adaptable and follow his lead.
7. Watch more than your words. It’s not just what you say in an interview but also how you say it. Showcase your confidence and engagement by smiling, maintaining eye contact, projecting your voice and having good posture. Nervously tapping your foot, rocking in your seat, slouching, talking too fast and checking your watch can signal discomfort, disinterest or both.
8. Name names. If a hiring manager takes you on a tour of the office and introduces you to would-be colleagues, greet each individual with enthusiasm. It’s a great way to quickly establish rapport. Saying, “It’s so nice to meet you, Martin!” makes a far better impression than, “Hey there.” Plus, stating the person’s name helps you commit it to memory.
9. Put pen to paper. Manners still matter. Send a thank-you note to the hiring manager within a day or two of your interview. An email will suffice, but there’s nothing quite as classy as a handwritten card. Express your appreciation for the opportunity, reassert your interest in the job and recap your top selling points. Write a thank-you note to each person you met with at length.
10. Help your references help you. Lining up the right professional references is only half the battle. Touch base periodically to keep your allies apprised of the jobs for which you’re applying. If you know a particular employer is likely to make contact, give your references a heads up so they can prepare. Offer an updated copy of your résumé and mention the skills and attributes the job requires. The more notice and information you give your references, the more help they’ll be.

Career Igniter

DeVry University "Career Igniter" Green Tech Sales from J. Kelly on Vimeo.

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