5 Ways To Make A Cracking Career Move

Writen by Steve Errey

Something that comes up time and time again when people come to me for help is 'What's my next career move?' There are so many choices out there (which is part of the problem) and it can be tougher than a bag of hammers to figure out what to do and where to go next. That's why I want to share with you 5 strategies for figuring out your next career move and for making darn sure it'll be a cracking move for you.

1. Look at Your Wiring
   Your brain has billions and billions of neurons connected to each other by even more synapses. I'm not going to count them. These synapses are the pathways of the brain and they enable information to flow freely and allow you to think and do. Some of the synapses will be like motorways, throwing huge amounts of information around really quickly, while others will be like a little country lane blocked by a tractor – not very effective.

   The stronger pathways will be the things you're best at and it's by capitalising on how your brain's wired that you'll get your best results. In the real world that means that the things that come naturally to you (your talents), the things you're best at (your strengths) and the things that mean the most to you (your values) are hardwired into you, and those are the things that you excel at.

   Talent
   A talent is something that comes naturally to you and can be any recurring pattern of feeling, thought or behaviour that you can apply to get a positive result. It tends to be something you do without even thinking about, something that seems to come spontaneously from the top of your head, something that's always exerted a 'pull' for you or something that might feel like a whole bank of switches have been flicked to the 'on' position when you use it.

   Strength
   A strength is a combination of your skills, experience and talents. A strength is something that you're able to do at a consistently high or near-perfect level of performance. It's the accumulation and application of what you've learned works well, the skills that you've worked at and gained, and the talents you've always had. It's likely that you derive some kind of inherent satisfaction from doing it and maybe you can picture yourself quite happily doing it repeatedly.

   Value
   Your values are ten thousand feet down inside you, right at the very core of who you are. They're the building blocks, the foundations and cornerstones for you, and are the things in yourself, in others or in the world that are most important to you. You know those times when you've felt really alive, on top of your game or buzzing? Those are the times when one or more of your values are being honoured, and you can get more of that by living according to them.

2. Find What's Always Been There
   When I was around 6 or 7 years old I remember being asked by my primary school teacher what I wanted to be when I grew up. I reflected for a moment and torn between two options I replied 'I'm not sure. Either an artist or an inventor'. I had two pictures - one of me in a huge studio, being swept along in the moment as I created magnificent works of art that would make people weep, and another of me in a lab coat with crazy hair surrounded by bubbling test tubes and all manner of electronic devices as I used everything I knew to build Something Amazing (TM). Those two sides have always been there for me (typical Gemini) - the art and the science, the creative and the logical, the head and the heart.

   As a 6 year old boy I'd identified that both areas were hugely important to me, and those two areas persist for me to this day. A day when I can use my logic and my creativity is a great day because I get to use the things that have always been there for me.

   I share that with you because having work that includes the things that have persisted for you is absolutely critical in terms of loving your work and getting more out of it. Ignoring those themes and dismissing what's always been there for you is ignoring who you are and who you've always been, and it's a surefire way for you to be unfulfilled in your work. It's critical to know what those persistent themes are, because you can then integrate them into what you do, both in and out of your work.

   Explore what persists for you and look for ways to use, integrate and play to those themes.

3. Who'd Be the Best?
   Who would you love to work for? Forget for a moment about what you'd be doing, think about which companies and organisations you'd love to work with or for. Which organisations push your hot buttons? If you could work for any company, who would it be?

   Thinking about the ideal company to work with or for (as an employee, a contractor, a consultant, etc.) sets you free to look at companies you respect, admire and who do something that you can connect with. That already ticks a whole load of boxes and sets you ahead of the game.

   8 out of 10 people land their next job through a personal contact rather than an advertisement so this is a great way to learn about and pursue opportunities. Get clear on those organisations you'd love to work for, find out the name of someone in the right place in the organisation and send in a killer letter and CV. Don't fall into the trap of thinking 'But why would they want me?' or ''What the heck would I do for them?' and research their different fields of work or look into filling a skills gap with some training. You never can tell how things happen sometimes, and you've got nothing to lose.

4. Turn It Inside-Out
   Too many people start off by thinking in terms of job titles, but I tend to think that should come later in the job searching process. I always ask people to create their next job from the inside-out by looking at what the job would involve and what they'd be doing, rather than operating within the confines of a title.

   So think about it, what would your ideal job involve? What skills, talents, strengths, values, passions and interests would you be using that would make it a great job? How would you be working ? In an office? By yourself or in a team? What kind of people will be around you? Are you out on the road? Are you working from home? Are there deadlines? How do you make your contribution? What's fun about the work? What's fulfilling about the work?

   And on, and on, and on. The point is to create your best job by looking at the size and shape that your ideal job would have. Quantify what you can, think about the framework you'd be working in and the boundaries or deal breakers you have. Think about what would light you up in your work and what would make you proud.

   Job titles can limit how you think and where you look for work. By creating your next career move from the inside-out you're painting a picture of what you'd love to have and how you'd love to be working, and that's a fantastic template to apply to any job search.

5. Ask Someone Else
   Sometimes it feels a bit like you're banging your head against a wall or wading chest deep through lumpy custard. In those times it's good to take yourself out of your normal environment for a while to kick things up and freshen yourself up, and getting an external perspective can help enormously.

   Look at who you've got in your network of colleagues, ex-colleagues, managers, employees, friends, associates, family, etc. and see what they think you'd be great at. Ask people what they can see you doing for a career, or ask them what they think you'd be great at. Getting that external perspective may just give you an idea or put a name to something you've been struggling to identify. You can also ask them what they think your strengths are, and even go as far as asking them to be honest about who they think you are and how they see you.

   By the way, there's a fantastic tool that I used some time ago to help get that external perspective and that I'd recommend you take a look at. It's called 360°Reach and is the first and leading web-based personal assessment tool that helps you get the real story about how you are perceived by those around you. The results I got were worth their weight in gold and after being made redundant in 2001 it really helped me shape what I did next and how I did it (i.e. this!). Click the link here - www.reachcc.com - and click on '360°Reach - Personal Brand Assessment' for more on this great tool.

About the Author
Steve Errey is one of the UK's most in-demand coaches and specialises in personal growth for thirtysomethings. "I love to coach the heck out of my clients and always do my darndest to get them the results they're after," says Steve. For more information please contact Steve on 0845 644 3001, by email at steve@steveerrey.com or visit his website at http://www.steveerrey.com.

Sign up for his fantastic ezine with proven and practical tips for 'Being More' and look at how you can have all the confidence you'll ever need with his Super-Confidence Home Study Pack.

Salary Amp Rewards To Maximise Employee Retention

Writen by Sital Ruparelia

Many people consider poor salaries and rewards to be THE reason why people leave an employer. However, extensive research into why people leave jobs shows this not to be the case. There are a number of differing factors that explain why someone chooses to move on.

But what is clear is that a team member's dissatisfaction with pay is very often the catalyst for them to start looking. An individual may already be frustrated with a number of factors, but the financial factors typically act as the 'trigger' to update their CV and start applying for new positions.

This means that getting your pay structure right really is a key aspect of retaining the right people.

But when it comes to setting pay levels, it is not necessarily about "paying the most", but more about ensuring that the way you remunerate your team is fair, consistent and competitive.

Here are 7 tips to making this happen in your business:

1. Know Your Marketplace

One of the keys to retaining customers and customers is to understand what is happening in the external market with respect to competitors, products, services and pricing and then to adapt your own offering to ensure you continue to maintain your competitive edge.

The very same applies to retaining staff. By keeping an eye on the local 'market for people', you have better information to make decisions about how to retain your team.

So get into the habit of glancing at local papers, trade journals and job sites. Who is recruiting? What kind of people are they looking for? What type of skills does there seem to be a shortage of? What is happening to pay levels? What type of innovative benefits are other businesses offering?

2. Be Very Competitive With Your Pay

Whilst retaining good people is not simply about paying more than everyone else, you do need to be competitive. So ensure you know what is happening in the external market and that your pay levels reflect this.

But also ensure that they reflect what you are doing with your business internally. As an example, if you are charging premium rates for your services with an emphasis on offering a quality product with a high level of customer service, then you should focus on paying premium rates to your team so as to attract and retain the high-calibre people required to deliver your premium products and services.

3. Link Pay Rises To Performance

If you want to incentivise and keep the right people, you need to ensure that the top performers in your team feel well rewarded and valued. The way to do this objectively and fairly is to conduct annual appraisals with each of your team, and then have a system that links the appraisal directly to salary increases and discretionary bonuses.

The way to do this is to have a very simple scoring or grading system within the appraisal, which you then use to make decisions on pay rises.

4. Pay An Annual Cash Bonus

Everyone loves a bonus. It makes people feel valued and is an important tool in retaining staff. There are a number of ways you can pay a cash bonus.

You can pay an individual bonus annually where you just pay double the salary one month of the year. As an example, one of my previous employers paid all staff double in the December pay packet, which essentially meant an end of year bonus of 8.3% and had a significant impact in tying in people to the organisation.

Alternatively you could pay a team bonus based on team performance. Set your financial targets for the year and then pay the whole team a bonus dependent on the business achieving targets.

5. Offer More Personalised Bonuses

A friend of mine has recently returned from a 3-day break at the French Grand Prix. His boss, a small business owner, bought the package at a charity auction and gave it to him as a thank-you for his hard work over the past year. Being a life long Grand Prix fan, he was over the moon and says he is now more loyal to his employer than ever before!

So look at what your own team would value as individuals – consider what would totally motivate them. Is it theatre tickets, tickets to a football game, a meal at a posh restaurant, a spa treatment or a weekend break?

You see, such personalised bonuses are often much more effective in retaining employees to your business than the cash equivalent.

6. Build Up Your Benefits

To retain customers and clients, you need to continually look for new and innovative 'add-on' services that will benefit them. The same applies to retaining your employees. In a competitive job market, you need to continually look for ways in which to add more and more benefits for working for you.

For example: can you strike up alliances with local service providers which allow your team discounts on eye treatment, travel, insurance and the like? Can you reward staff loyalty by linking additional days off to the length of employment, just like larger corporations do?

7. Communicate, Communicate, Communicate

No matter how grand your pay and rewards scheme is – unless people really understand it, it will have little impact in motivating and retaining them. So ensure everyone in the team is crystal-clear about how the pay and bonus scheme works, what the financial targets are for the business and how these impact on their own pay packet.

Then it's a question of re-enforcing these points through your weekly staff meetings as well as your quarterly and annual updates with the team.

Remember: having a fair, consistent and competitive pay structure is a crucial aspect of Keeping The Right People. Take some time today to think about what you could do with your pay and rewards to motivate and retain your team. Then choose at least one tactic to implement this month. It could be the biggest contribution you have made towards retaining your staff this year

© 2006 Authentic Resourcing All Rights Reserved. ABOUT THE AUTHOR: Sital Ruparelia works with small businesses that struggle with recruitment and retention issues and helps them implement strategies proven to Find and Keep the Right People consistently. Sital writes a FREE newsletter twice a month with tips on how to Find And Keep The Right People. To sign up now, visit http://www.authenticresourcing.com. NOTE: You're welcome to "reprint" this article online as long as it remains complete and unaltered (including the "about the author" info at the end) and you send a copy of your reprint to sital@authenticresourcing.com.

Effective Resumes

Writen by Colin Ong TS

A resume is normally the first contact point between an employer and a job seeker. It serves the purpose of providing a summary of why a candidate is suitable for a job (cover-letter) and his relevant qualifications/experience.

In this article, advice about creating effective cover letters will be provided and followed by the rest of the resume.

An Effective Cover Letter:

An effective cover letter is a 1-page introduction of your resume that has the ultimate goal of helping the job seeker get the first interview from a job advertisement. This is easier said than done as HR Managers have to go through quite a number of job applications. If your cover letter is rather formulaic and your only concern is that the printing is smudge-free, then here are more useful tips:

Basics:

Be careful to direct your resume to the right person. If you address the wrong person in your cover letter, you may not get a response. Along the same lines, quote the correct reference number that is highlighted in job advertisement and ensure that you have applied for the correct position that corresponds to your expertise.

Academic Qualifications:

In you cover letter, you should just state your highest relevant academic qualification. You need not get into the specifics like the grades of your final semester. An exception is if you have won an academic prize or attained a prestigious scholarship. The rest of your academic achievements can be placed after your cover letter.

Relevant Working Experience and Skills:

You can include a paragraph in your cover letter about how your relevant working experience will directly benefit the goals of the department. In this area you have to spend time researching about the company through the internet and offline materials.

Be A Team Player:

Your cover letter must not come across as an opportunity to highlight your achievements in isolation. You must communicate that you are a team player and are willing to undergo continual skills upgrading.

Overseas Travel:

With the current workplace interconnectivity, it will not be surprising if your job requires occasional overseas trip. If you are agreeable of this requirement, it will be appropriate if you state your willingness to travel overseas in the cover letter.

Do a Spell-Check:

Remember to run a spell-check to ensure that there are no grammatical mistakes in your cover letter. A good exercise is to print out a draft copy and scrutinize for mistakes.

Get that First Interview:

This point sounds rather superfluous but your cover letter has to help you get an interview. It will not help if you provide a wrong contact number or appear to be too busy to come for an interview.

Do not be critical:

Do not be critical about your previous employer or your previous work environment. It is more forward-looking and professional to explain about how your previous job has provided you with relevant working experience.

2) The Rest of Your Resume

State your Academic Qualifications in Chronological Order:

It is important to state your academic qualification in chronological order for ease of viewing. It is also optional to send photocopy of exam results. Your interviewer will request them during the interview.

State Relevant Training Courses:

It will be advantageous for you to state the relevant training courses that you have attended. This will signal to your prospective employer that you are proactive in upgrading your skills and directly improve the productivity of your organization.

Referees:

Your choice of referees is crucial in providing extra information about your abilities. Remember to inform your referees that they may be called to furnish information. It is advisable to provide their email addresses if they are frequently outstation.

Broadcast your website:

You can provide the link to your personal website to add more information about yourself. An added benefit is that you can provide links from your site that you feel will help your boost your chances. A good example is to include your feature in the newspapers/magazines. However, your site should not be a replica of your resume.

About The Author

Colin Ong TS is the Managing Director of MR=MC Consulting (http://www.mrmc.com.sg) and the Founder of the 12n Online Professional Networking Community (http://www.mrmc.com.sg/12n) - colin@mrmc.com.sg

Interviews One Forgotten Secret Of How To Get A Job

Writen by Len Coles

Interviews are the moment of truth when you find out if you have got a job, - or not! You'll know yourself after an interview. No one needs to tell you that answer! However, it's a nerve racking time waiting.

How do you cope?
Simple, you need to make your interview count. The better your interview, - the better the chance you have of getting the job. There are few tips and interview secrets that you can learn from experience. People like me, who have seen thousands of good interviews and are willing to share their observations, their secrets and the reasons why one person always get the job.

ONE SECRET!
As with most things it's all down to the preparation. The more preparation you do the more confidence you'll exude in an interview. The more confidence you have the better chance the interviewer will feel comfortable with your skills and offer you a job. Sometimes within an hour, - or on the spot!

Preparation is one of the main interview secrets. Before you go to an interview, - make sure you are appropriately dressed. You can always dress down…if the interview is an informal one. Don't be late for the interview. Give yourself time to gather your thoughts, your breath and especially your confidence. Make sure that you give yourself plenty of time to get to the interview location. It always pays to find where you are going well before you need to be there…even the day before go to where the interview will be held.

I can speak from experience; - nerves are the killer when it comes to you and your interview. I've been involved in thousands of interview panels, interviewing individuals and selecting candidates for various types of jobs, across all industries and from a variety of cultures.

I've observed how people prepare themselves inside waiting rooms. I have even asked this question at interviews. "What preparation have you done for this job"? A common trend seems to shine through. It's basic. It's preparation!

Even just prior to an interview focusing on what you are going to do will give you more confidence and focus. It is simple as just revising what you have in your hands, your resume your cover letter, your references. What you have said over the phone and imagine what questions will be asked and your responses. Just a word of warning here! If you're imagining questions and your answers make sure its positively focused. Think of positive questions and your positive response.

I can tell you a whole heap about interviews and how you should prepare, the dos and dont's. Give you an idea what the interview questions are going to be.

Thanks

Len Coles www.interview-to-job.com

P.S. If I don't hear from you, all the best with your next interview.

NOTE: a word of advice on parting…. Be yourself! www.interview-to-job.com

Len Coles has been interviewing people for the past 20 years. This adds up to be thousands of interviews. As a result he has put together an easy to read manual with a FREE bonus support program, http://www.interview-to-job.com Gain from Len's experience; use his knowledge to achieve interview success. http://www.interview-to-job.com

Women At The Workplace

Writen by Sharon White

It is a common knowledge that women are receiving lower wages than men do. The reason for that is cultural barrier; it also has to do with the general attitude toward women in the workplace. The sexual discrimination resulted in the feminism movement all over the world.

Women's aspiration to the boardroom is a symbol and a measure of organisational change, it reflects the current mood of today and how women are not just trying to achieve their goals for the feminist movement but rather for their own self-satisfaction and to satisfy their ambitions.

The boardroom is a male dominated world and not always inclined to change, as a result they face cultural and attitudinal barriers to entering the boardroom as they can be seen to disrupt the status quo of the boardroom and the "old boys club".

Because the corporate boardroom is seen as an area of power and authority, it makes it difficult for women to enter as a result that women are not seen to have the same legitimate power as men have.

As a result, this makes it difficult for women to rise through senior management as male managers and directors are seen as the standard against which women are measured.

Women are striving in the workplace to achieve equality with their male counterparts, many women these days focus on their careers so that they can achieve and realise their goals and dreams to be successful.

They strive to attain management positions, they work long hours, they delay or dispel the notion of having a child and all for their dreams of being successful, reaching the top and in some aspect, proving themselves.

The question has to be asked whom are they proving themselves too? Are they working towards these goals for themselves or are they working towards these goals to prove to their male colleagues, husbands and family members that they too can be successful?

Many women would say it is a combination of both or one or the other.

There is absolutely no problem to this apart from the fact that women continue to focus on equality between themselves and their male counterparts in wages, boardroom representation and influence, but set against what benchmark?

The cultural barriers to women in the boardroom and overall from senior management positions is that women are not seen as being aggressive and lack a perceived masculinity to control a position. The argument used "by employers for not hiring women for responsible and powerful positions is that women are inherently incapable of managing such positions and hence, these positions should be reserved for men."

With an ingrained belief that women do not posses the same capabilities, it is no wonder that women continue to find it difficult in attaining senior management positions in male dominated corporations.

The social categorization of women results in females being underrepresented in the boardroom. According to statistics provided by The Age newspaper it shows that, women make up only 10 percent of all the board members of companies listed on the Australian Stock Exchange. Yet "36 per cent of women in Australia own shares directly according to the ASX, not far behind the 45 per cent among men.

The article was produced by the member of masterpapers.com. Sharon White is a senior writer and writers consultant at term papers. Get some useful tips for thesis and buy term papers.

Will Gary Kubiak Be Scared When He Interviews For The Texans

Writen by Joel Vance

Everyone gets nervous and scared when it is time to go for a job interview. If you are one of these millions of people there is no reason to feel bad or ashamed. If you know someone who tells you that they are not fazed a bit, just remember that they are full of crap. Everyone is affected by interviews; some more than others. I am willing to bet a significant amount of money that even Gary Kubiak of the Broncos is going to be shakin' in his boots when it comes time to meet with Texans owner Bob McNair. He is a formidable guy and I am sure that he will put Kubiak through the ringer when interviewing him as a replacement for Dom Capers. I am also willing to bet that Gary Kubiak will be prepared for the ringing and will stand up like a pro.

You too can learn to stand up like a pro. All it takes is a little know how. Learn some of the best interviewing secrets and you will be well on your way to scoring that dream job. With a little research and a lot of trying you too can score the big one like it looks Gary Kubiak is going to do with the Texans.

The first thing that you need to remember when going on any interview is to show no fear. It does not matter how you really feel inside. All that matters is what other people can see. If the interviewer sees that you feel uncertain or you are not confident they will have no option but to assume this is because you do not really know how to do the job. Stuttering and stammering never got anyone the job and you need to work on keeping these nervous signs to a minimum.

For some people the only way to learn how to interview and to get over these fears is to interview over and over again. That is fine, as long as you can pay your bills in the meantime. But the goal of this article is to help you get the job in the first few interviews, not the first few hundred. You can do it! All you need is a little determination, and when you feel yourself start to falter just remember Gary Kubiak and the Texans interview. If he can hold up in his situation so can you. If you believe in yourself that it will be evident to the interviewer, and that will also impress the heck out of anyone who is interviewing you for a position at their company.

One of the best interviewing tips that I have ever come across is not something that you will do when in the actual interview. It is something that you should do well before the interview. Visualize. Visualization has gotten me and many other people through numerous tough spots in life. What you do is go through the entire interviewing process in your mind. The whole thing; from when you get up that morning, to the drive in to when you hear your name called and before. Try to visualize the questions you will be asked and imagine yourself answering easily and smoothly.

Don't just do this visualization exercise once, do it over and over again. At first you might even feel yourself getting nervous imagining the interview but the more you do it, the easier it will become. Pretty soon that interview will seem like a piece of cake. By the time the real interview day rolls around you will be full of confidence and faith in yourself and your ability to handle the situation. This kind of confidence is sure to impress your would be boss and it might even be what wins you the job position.

Who knows, that may even be the secret to Gary Kubiak and his interviewing strategy. Try it and you will see the truth in what I am talking about. It is easy and simple. Just try it before bed tonight and see how powerful visualization can really be as an interviewing tool.

About The Author
Joel Vance is a Human Resources 17-year HR expert who's taught at 4 major universities around the country and currently has a best selling book on interview questions at www.theperfectinterview.com.

Improve Your Chances Of A Better Position By Making The Headhunters Chase You

Writen by David Thatcher

Headhunters are always looking to grow their supply of candidates, and regularly update their database of quality professionals. Getting onto that database is a key step towards obtaining an interview, and should be one of your priorities. To do that, you need to make yourself more marketable, and easier for a headhunter to work with.

Because most placements are done on an assignment basis, some candidates will get nowhere if they are not seen as ideally suited for particular positions currently available.

But a dynamic initial approach to the headhunter can make you stand out, and get you straight on to their list of "top-drawer" candidates - those who have priority when new career openings arise.

To make the right impact, you firstly need to identify your strengths and assets – the things that will make you attractive to potential employers – and then be able to communicate these employer benefits clearly and directly to the headhunter.

Start with your C.V, it needs to be a live, forward-looking document that is easy to understand. It must tell the reader who you are, and what you are capable of, in a clear and simple way. It should make them want to meet you.

A well-written C.V. should flow smoothly from one page to the next, providing the evidence that you can do the job.

To make sure you get it right, identify what you want to do and the reasons why you know you can do it. Do this to understand yourself much better, and in the process improve the way that you communicate who you are, what you've already achieved, and what you can do for an employer.

An introductory telephone call is a good way to make an initial impression, but if you don't prepare thoroughly, the call could be a big turn-off for the person at the other end.

So be sure of what you want to say. Run through the highlights of your career, and list your main achievements to date. You're trying to get someone's attention, arouse interest and encourage them to want to ask for more.

A useful device is to prepare an overview of your capabilities under short functional headings. Give yourself a much clearer understanding of yourself, and a better chance to communicate who you are, and what you have to offer.

Selecting suitable headhunters is equally important. Some are generalists who work across a variety of sectors, while others are specialists operating within given sectors.

Reputation is important, so choose those who have a good image. You can turn to the various publications that list the top headhunting firms, their geographic regions and their areas of specialisation. Personal recommendation is also a good way to select the right company, and is advisable within this region.

Headhunters need to be satisfied about many things: Will your management style fit with the culture of their client? Are you an effective communicator? Do your technical skills meet with the standards required by the client? Will there be the right chemistry between you?

Company recruitment policies differ between organisations, industry sectors and geographic regions. Local companies tend to take on people from similar backgrounds, so this can restrict opportunities. If you can find a good head-hunter and develop a relationship with them, this can work to your advantage.

Some have 'preferred supplier' status for major accounts and the client respects their judgement. Occasionally, they are able to transfer individuals with the right skills-sets from one industry type to another. If you're looking to move outside of the region, it would be a wise idea to contact headhunters operating within your chosen destination, as they will know where the opportunities lie and be aware of local market dynamics.

Developing a rapport is important, so you should prepare an approach plan for everyone you intend to contact. Who do you intend to contact? What is the purpose of the call? How will you explore the possibilities and maintain control over the "meeting"?

Prepare thoroughly. When you make a connection with a person, develop a relationship with them. Even if you are not suitable for a current opening, you may become a prime candidate for a future opportunity.

It's crucial to know your own market value. What you are worth is dependent upon a number of key factors such as geographic location, the type of company the potential employer is (ie multi-national or local business) and the level of the position.

To get the best deal for yourself, remember that the most successful people earn what they negotiate. If you do a good job selling yourself, you increase your value to an employer. If you know what you are worth, and can defend it during negotiations, you will maximise your package.

Manage your feelings and avoid coming across as someone anxious to find a new position. The person interviewing will easily spot the difference between enthusiasm and desperation.

Maintain your composure throughout, particularly when negotiating salary and package. Remember too that the hiring process is illogical and does not always flow smoothly. There will be unexpected delays, so learn to be patient.

With the right preparation, careful choice of head hunter and a systematic approach, you will greatly improve your chances of success. Remember that people do not do business with companies, they do business with other people, so make it an enjoyable experience. Happy hunting!

David Thatcher is a mentor, coach and career management champion, working with individuals facing career challenges across the Middle East region and beyond. Based in Dubai UAE, David runs a specialist practice CAREER PARTNERS helping those who face difficulties in the job market. Delivering bespoke career coaching, career management and mentoring strategies for high-end managers and senior executives. A service developed for the manager either as part of a corporate solution to business improvement or, for those who are on their own and who need help. His experience spans more than 30 years in a variety of senior roles within medium sized to multinational companies based in the EU, Asia Pacific and the Middle East. He has held numerous positions across diverse sectors, working with individuals from different cultural backgrounds, developing and managing people and businesses through times of uncertainty and severe market flux. He is contactable at david@careerpartners.info or SKYPE davidthatcher

The Essential Guide To Using A Recruitment Agency

Writen by Mike Hewlett

Looking for a new job can seem like daunting task. One effective method is to use a recruitment agency to help you. Recruitment agencies often have a great range of permanent and temporary jobs covering all industry sectors. They often have a selection of unadvertised jobs, as many employers will use an agency to do the work rather than advertise the vacancy themselves. If you do your homework carefully it can be quite a painless and mutually beneficial approach.

The first thing you should consider, well before contacting a recruitment agency, is your CV. It is always good practice to have your CV up to date and available. If you don't yet have a CV you should write one as soon as possible. Do not expect the recruitment agency to write a CV for you. Check that it is well laid out and easy for the recruiter to read. CV writing can be difficult so consider using an online service or CV builder. These can prove to be a low cost and easy method of writing a CV in the style recruiters like to see.

Once you have your CV then the task of contacting the agencies should begin.

Which agencies should I choose? - There are quite a large number of recruitment agencies out there, all offering a range of services. You should be selective. Draw up a list of questions in advance that you can ask the consultant right at the start. You need to make sure that;

They understand your industry. They understand your current job. They understand what you are looking for. They have good contacts within your industry. They will be proactive in finding you a job They can advise you on what salary and benefits to expect

Overall, make sure that you feel comfortable with the agency you have chosen, as they will be dealing with your personal details.

Will they charge me? – It is illegal for an agency to charge you for finding a position. The employer for whom they are recruiting pays the costs. The agency can however charge for additional services.

How many agencies should I use? - It really is up to you but for best results it is often better to register with a few specialist agencies. If you use a large number of agencies you may find that they all send your CV to the same employers.

What is their CV policy? – Make sure that the agency is going to work for you and not just send your CV to employers without understanding your requirements. Most reputable agencies will have a definite policy on this. Make sure they understand that YOU decide which employers should receive your CV.

Any Candidate testimonials? – This is to ensure that you have chosen the right agency. Ask for evidence of satisfied candidates and clients in the industry. This will also give you an idea of how experienced the agency and their consultants are in your chosen field.

Are there any trade bodies? – A number of agencies are members of the REC (Recruitment and Employment Confederation) that represents the recruitment industry within the UK. You should confirm that the agency is a member and conforms to the REC code of conduct.

Finally, recruitment agencies are in business to make a profit by placing candidates. You need to make it easy for them to sell you. You should remain in control and avoid being talked into taking unsuitable jobs. It is always a good idea to build a relationship and keep regular contact with an agency.

E & O E - Copyright 2006 CV Writing

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Civil Service Retirement System

Writen by Milos Pesic

The Civil Service Retirement System (CSRS) began in 1920 and has given disability, survivor and retirement benefits for the majority of civilian employees in the Federal government until 1987 when the new Federal Employees Retirement System (FERS) was created. Nevertheless, over two million people carry on receiving Civil Service Retirement System retirement and survivor benefits every month.

Retirement benefits are presently financed by both Government and employee contributions to the retirement fund, and the benefits are provided based on the duration of service and the average pay over the highest three years of pay.

What are the eligibility requirements for Civil Service Retirement System benefits? An employee is qualified to retire voluntarily if the following provisions are met: at least five years of creditable civilian service; is separated from a position subject to Civil Service Retirement System coverage; is covered by Civil Service Retirement System for at least one year within the two-year period immediately preceding the separation; and meets age/service combinations of age 55 with 30 years of service, or age 60 with 20 years of service, or age 62 with five years of service.

For employees who separate from service and have met the criteria except for the age/service combination may be permitted to a deferred annuity at age sixty-two. To be qualified, the employee must not take a refund of retirement deductions upon separation.

In determining the service which may be used for an employee's eligibility for retirement under the Civil Service Retirement System, is not restricted to service in positions subject to CSRS retirement deductions, it may also comprise service where the pay of the employee is not subject to retirement deductions, such as under a temporary appointment. Honorable active military service may also be qualified, subject to conditions: it was executed before the separation date upon which is the basis for entitlement to annuity; it is not comprised in computation of military retired pay except for certain service-connected disability requirements; if the military service was executed after December 31, 1956, some employees will have to create a deposit for the service to receive firstly or for other employees, to retain credit after the age of sixty-two.

Although the service used in determining an employee's eligibility for retirement is typically the same as creditable service for computation purposes, there are some exceptions: periods of CSRS service refunded, will not be creditable unless a redeposit is made; if the refunded service was executed before October 1, 1990, it will be qualified even if no redeposit is made but the annuity will be actuarially decreased; non-education service is made on or October 1, 1982, is not qualified if a deposit has not been made. October 1, 1982 prior service is creditable by the annuity will be decreased by ten percent of amount owed; active military service executed after December 31, 1956 is not creditable for employees first employed in a covered position after September 30, 1982 except if a military deposit for the service is made; and unused sick leave is commendable in computing benefits. Sick leave is changed into days or months of service using the Sick Leave Chart in the OPM operating manual, but it can never be used for eligibility.

Milos Pesic is a successful webmaster and owner of popular and comprehensive Retirement information site. For more articles and resources on Retirement related topics, Retirement Plans, Retirement Communities, Individual Retirement Accounts and more visit his site at: =>http://retirement.need-to-know.com

The Two Faces Of Unemployment

Writen by Michael Russell

What does it really mean when unemployment is discussed?

There is unemployment and there is being unemployed. Being unemployed is simply not having work when a person is willing to work. Unemployment is a little broader in scope and what we will concentrate on. Unemployment is being without work or related to a job loss.

The Two Faces of Unemployment comprise the positive aspects and the negative aspects. Most of us are very aware of the negative aspects such as loss of income, being unable to find employment, difficulties paying bills, depression because of self-confidence and other issues that are related. The positive aspects of unemployment will be discussed later.

How does unemployment relate to our economic times? We read about unemployment all the time and at some time in your career, as the statistics would allow, you will be unemployed. Unemployment is something that has come with our Industrial Economic period. Prior to the Industrial period, when we were an agrarian culture, we may have had idle workers but they weren't considered unemployed as we consider people today.

The problems associated with unemployment can and are extensive. This can range from the personal effects that occur to the individual to the effects that reach out and affect others or the community. Examples of this are occasionally higher crime rates when unemployment is significant especially in a localized area. These effects can affect the community by creating a higher reliance on social programs such as unemployment insurance, food stamps and welfare. High unemployment rates also keeps pay rates down due to higher number of people competing for the same jobs. The lower paying jobs may be available but they only offer a short term relief from the unemployment problem. These lowing paying jobs can be more of an obstacle for the unemployed than a resource. Often, they do not pay enough for someone to maintain their lifestyle and they can be mentally detrimental as well. If this is the alternative, the individual that may have loss his or her job and picked this up for a short term may not be available for the opportunity in their field of work.

After all of this, what can possibly be positive about unemployment? In The Two Faces of Unemployment, there is light at the end of the tunnel and it is not one of those freight trains such as not being able to pay bill or loss of self-esteem. This is the Positive aspect of unemployment that most people overlook. Every once in a while, you will come across an article in one of the business magazines that will address these aspects. Most of these articles start something like this: "I Got Fired and it was the Best Thing that Happened To Me!" How many businesses get started just that way? Someone is in a dead-end job going nowhere and getting there fast. They always have had a desire to run their own business and they have had this idea in the back of their mind forever but didn't have the courage to leave the comfort of their job (the one that they hated). Now you're reading in the business magazine about this great little company that is coming along rather nicely and the company's owner started this business after his last employer fired him.

The other story, is one that you might have heard from a friend or a family member about someone that you might know personally that wanted to take some classes to qualify for another job that they have been interested in doing (sometimes for years). They never seem to be able to able to find the time for the training they needed or just couldn't get up the motivation. Then it happened, they were downsized, laid-off or fired. Instead of getting depressed, they got motivated and they are now doing what they wanted to do years ago (and wondered why they didn't just do it before).

The Two Faces of Unemployment can give you a different perspective on the issue of unemployment. Often, we do not see the opportunity to do the things we wish to do because we don't want to let go of what we know. We may not like what we know but the fear of the unknown prevents us from accomplishing things we want to do. Sometimes the best we could hope for is this: "I Got Fired and it was the Best Thing that Happened To Me!"

Michael Russell Your Independent guide to Unemployment

Being A Real Estate Pro

Writen by Andrew Bleak

Buying a place to live in is not just merely purchasing a house. It's one big step in building a home. Making a wise decision in buying a house is not only spending your money the right way, it is more of building a strong pillar of a family and stable life.

To many, they assess the value of a particular investment in terms of its market value or prevailing market price. Others consider practicality, while some are way too willing to spend on whatever seems investment-worthy. There's really no hard and fast rule on how to make the perfect investment. We can only come as close as making the wisest and most practical decisions balancing risks and profitability. Sadly, a lot lack the aptitude in making investment decisions that can best work for them. They pattern their decisions to others'; they make decisions on the basis of envy to people they know whose investments have worked well for them.

Making an investment demands a great deal of personal decision making. Personal, familial, or organizational needs are what should lead to closing or withdrawing a deal. Knowing what exactly you need, how available investment options can address these needs, which among them is the best, and how much you can afford for that option are the underlying key factors to be kept in mind in making investment decisions.

Actually, honing your skill in making the right investments does not only result to sound, practical personal decisions. Having the ability to map out the often confusing mazes of investments can land you in one of the most lucrative and in demand career there is in our country today. From being a wise decision maker, you can turn yourself into a good real estate agent.

While on your current career, gearing up to be a real estate agent will not ask you to drop and leave your childhood dreams. For those still searching a job to land on, real estate selling will not cage you for eternity. Knowing how to be a good real estate agent coincides well with any profession or career, and it even complements them well. No classroom-bound training or degree is even needed. Your new, additional career can begin at the comfort of your very own home. Thanks to online real estate courses, even the plain, good housewife can now extend to others the secret to good home building.

Throughout most the states of America, the need for services of real estate agents is on a continuous rise. Houses and buildings purchaser alike are so much concerned about making investment decisions that they rely to the keen thinking of real estate agents, but only to those equipped with license and good credentials. Depending on what state you live, getting licensed to be a real estate agent is way easier nowadays than it was for the agent who helped your parents 20 years ago.

For example, residents of Texas can get their real estate training from the Allied Business Schools Inc. through its online Allied Texas Real Estate School. Enrolling in Allied Texas Real Estate School's online program even offers a money back guarantee of 110 percent for their online students who will not pass the licensing exam. In California, the Anthony Schools boast of experience, quality, value, convenience, and reliable partnership for their online real estate training course. Interactive, up-to-date review and training materials on the other hand come at very reasonable prices in e-RealEstateLicense.com and a promo of 100 percent money back guarantee for those who will not pass the licensing exam on first try.

To be more sure and confident on what online real estate training program to enroll yourself on, the Internal Revenue Services of the US Department of Treasury has on its website the many legal aspects of real estate ventures. The site has a database of revenue rulings, internal revenue codes, and treasury regulations relating to real estate selling and acquisition. Other online marketing courses and training modules are also as accessible as online real estate courses. Sharpening your marketing and client-relations skills may just lead you to higher sales and wider network of clients.

Driving around Manhattan in one visit to my sister's crib, it dawned to me that real estate businesses are still abundant even in the already thickly-inhabited places in the country. A magazine account I recently read actually said that more and more city people are gearing towards a career (both part-time and full-time) in real estate. With the increasing purchasing power of the middle-class Americans, real estate purchasing is seen to rise higher the next years. Even building and land buying are also in increase rates. It makes me think; New York or California?

For more valuable information on college course online, computer course, please visit http://www.coursenotes.com

Waiting For Lightening To Strike

Writen by Nan S. Russell

Author and management guru, Peter Drucker says, "People adjust to the level of demands made on them." I would add, we also adjust to the level we demand of ourselves. At some point we grow up and pass for adults by how we look. To match that look with action requires both discipline and determination.

I'll give you an example from my life. My son was born when I was twenty-six. I made the decision to stay home with him the first two years. But, I knew I needed brain stimulation and interaction with an adult world, so I decided to pursue my interest in writing. I wrote my first article, sent it to a magazine and waited. Every day I anxiously checked the mail to discover if today would launch my writing career. When the manuscript was finally returned with a regrets note, my aspirations of being a writer ended. I figured an editor knew better than I did what I could do. I'd been waiting for my career lightening to strike.

Twenty something years later, I know success has little to do with lightening strikes. So, when I left the corporate world to live and work from the mountains of Montana, I took with me that same dream of being a writer. For six months I studied writers and writing, read books, attended seminars and learned the business of writing.

I wanted to be a columnist so I developed a strategy to become one by volunteering to write a life reflections column for a regional magazine. When they agreed, my writing career was launched while I learned the discipline of column writing and fine-tuned my new craft. Today that column, "In the Scheme of Things," is self-syndicated in several states and Canada, and a second column, "Winning at Working," (the one you're reading) was launched a year later. It now reaches hundreds of thousands of web-based readers and is the foundation for my first book.

So what's the difference in today's writing success? Luck? Yes, but it's self-created luck. Better writing? Sure, I'm a better writer today than I was in my twenties. But, that's not it. It's discipline and determination. There are days when I'm not in the mood to write, but writers write, and I write. There are days when marketing my column to another publication or getting one more rejection seems overwhelming. Those days I take a deep breath before giving myself a kick and moving on.

People who are winning at working have discipline and determination. They demand more of themselves. They push themselves to do the project when they're not in the mood, make the phone call, brush off the rejection, or learn the skill they're missing. They know there are few career lightening srikes in the world they live in.

(c) 2005 Nan S. Russell. All rights reserved.

Sign up to receive Nan's free biweekly eColumn at http://www.winningatworking.com. Nan Russell has spent over twenty years in management, most recently with QVC as a Vice President. She has held leadership positions in Human Resource Development, Communication, Marketing and line Management. Nan has a B.A. from Stanford University and M.A. from the University of Michigan. Currently working on her first book, Winning at Working: 10 Lessons Shared, Nan is a writer, columnist, small business owner, and on-line instructor. Visit http://www.nanrussell.com or contact Nan at info@nanrussell.com.

Take Charge Of Your Job Search 12 Steps To Success

Writen by Michelle L. Casto

Despite what many people may say, a job search does not have to be an unpleasant experience. There are those people who choose to take charge of the process, who actually find the process to be very rewarding and stimulating. Conducting a job search is in many ways a self discovery process and an opportunity to put your true endurance and attitude skills to the test.

Here is the secret to experiencing job search success: Be Productive, Be Proactive, Be Positive, Be Persistent, and Be Polished. It is a very easy formula to follow: Do your homework on what you want to do and where you would ideally like to do it. Do more than you think is necessary before it needs to be done. Maintain a positive attitude, it will make all the difference in the world. Don't give up too easily, good jobs go to those who "keep at it." And throughout the entire job search process, be sure to look and act the part of a professional.

Steps to Help You Take Charge of Your Job Search:

1. Clarify Your Career Goals: When you know what you are looking for in a career, it is much easier to locate a job in that field. If you are not sure what you want to do with the rest of your life, see a career coach or counselor for assistance.

2. Tailor Your Resume and Cover Letter: Invest in a resume and cover letter reference book to view examples of good resumes. Use the examples as a guide to create your own version. Think of your resume and cover letter as "self-marketing" tools. Then, have a few, qualified people review and critique your first few drafts. (Remember, these are works in progress that are never really finished, as you will be continually updating them).

3. Identify Potential Employers: Appropriate employer directories and resources are available for your use in the library or local university career center. Get familiar with books, magazines, and on-line reference materials in your career field and use them regularly. Only rely on the resources that help you to identify relevant employment contacts.

4. Establish a Network: Identify people in various organizations and companies who can give you insight into their employment needs. Identify faculty, acquaintances, friends, and relatives who can assist you in your job search. Become actively involved in professional organizations.

5. Research Potential Employers: Read literature about them, talk with people who know of their work, check them out on the internet. Gather as much information about the company as you can, so if you ever get an interview, you will already be prepared.

6. Practice Your Interviewing Skills: Make an appointment for a mock interview session with a qualified career counselor. If possible, video-tape yourself to see how you can improve your interviewing technique.

7. Conduct an Informational Interview: Ask your contact(s) if they have a half hour to talk with you about their industry. Ask a lot of questions, listen up, and take notes. This is an ideal time to ask if there are any job opportunities within their company and/or people they may know that you should contact. Have a resume in hand, just in case they ask for it.

8. Follow Up with a Thank You Note: Immediately following the interview, send the person or persons you met with a thank you note to show your appreciation. For actual job interviews, follow up with a telephone call within an appropriate amount of time to find out the status of their decision. Show interest without being overly aggressive.

9. Get Organized: Place all of your job search materials in one binder, so that you can refer to the information easily and quickly. Make notes to yourself about the interview, something the person said you would like to remember, or other important information.

10. Develop the Skills and Qualities that Employers are Looking For: Desirable skills include: Good oral and written communication skills, initiative, honesty, reliability, the ability to work in a team, and resourcefulness. Equally important skills to have are appreciation of diversity and the technological know-how for access into your industry.

Qualities:

Character (someone who abides by morals and high ethics in all situations),

Confidence (someone who is comfortable leading and following, composed, and has healthy self esteem), and

Competence (someone who possesses the knowledge, skills, and motivation necessary to succeed in their career field).

11. Continue to Learn: Stay abreast of current trends in your field. Read, Read, Read. Attend workshops or lectures about your field of interest. Always be open to new information.

12. Repeat this Process: Repeat this process until you have secured your desired position.

Keep in mind that a full time job search may take anywhere from six months to a year to conduct, so be sure to start early. And remember that in the job search game, there are three kinds of people:

There are those who are destined to be successful.

There are those who are determined to be successful.

There are those who are neither destined or determined to be successful.

Which kind of job searcher are you? To be successful, take charge of the process and use the 5 P's. All it takes to land your ideal job is a lot of hard work, fore-thought, maintaining a positive mental attitude, having a high level of energy, and displaying professionalism.

About The Author

Michelle Casto is a Life Coach and Speaker who resides on North Padre Island. She is also the author of Get Smart! About Modern Career Development: A Personal Guide to Creating Your Life's Work. Contact her at (361) 949-0337, coach@getsmartseries.com, or visit virtually: www.getsmartseries.com and www.brightlightcoach.com

Absent Without Leave Managing Absence In The Workplace

Writen by Carole Spiers

According to the Institute of Psychiatry (April 2005), for the first time, stress, anxiety and depression have overtaken physical ailments as the most common cause of long-term absence from work. With sickness absence reportedly costing employers an average of £522 per employee per year (or an average of 10 lost working days), there are good reasons to look closely at the root causes of absenteeism and, where possible, provide early intervention to support employees in regaining their health.

Short-term absence

Short-term absence is usually defined as a period of absence of less than ten consecutive working days, and will usually be as a result of the employee suffering from a minor medical condition.

Persistent short-term sickness is one of the most common problems employers have to face. Arranging temporary cover when an employee is off sick may not always be viable, and is often both disruptive and costly. Many employers therefore adopt the approach of persuading existing employees to cover for absentees on an ad hoc basis.

While this may work in the short term, when applied over longer periods it puts pressure on existing staff, as they struggle to do their own work in addition to that of an absent colleague. The effect of this on staff morale can be damaging and counterproductive. Staff frequently feel resentful if required to do two jobs - often within the same timescale and for no extra remuneration. The situation may be further compounded when the absentee employee returns to work and is met with resentment from those who have had to cover for them during their absence.

Long-term absence

Long-term absence is defined as any period of absence in excess of ten consecutive working days. Such absence - particularly where it is stress-related - presents a different problem for employers. In the short-term they may feel able to cover an absence internally, whereas in the longer term it may be necessary to recruit temporary staff who will normally require induction training and may not necessarily fit in well with existing teams. Temporary staff will also increase the salaries and wages bill, as well as involving the payment of costly agency fees.

After a long-term absence, a phased return to work will most certainly be recommended, with possible training needed to support the employee 'back into work'. Where rehabilitation is not an option, the costs of premature retirement due to ill-health will also need to be taken into account. Stress therefore has a quantifiable impact not only on health, safety and individual well being, but on the operational and financial performance of the organisation as a whole.

Attendance patterns

The link between stress and absence is so well proven that statistics on non-attendance are often used as an indicator of stress 'hot spots' within an organisation. These figures may also be used to measure the effectiveness of stress management interventions.

In the analysis of attendance patterns, any extended periods of sick leave will immediately be apparent. Obviously, a stress-related illness or injury cannot be 'undone', but positive steps can still be taken by actively managing the return to work of the employee, and to minimise the risk of any identified stress reoccurring.

Of even more importance is the monitoring of short-term absences that may be the first sign of excessive pressure. Typically, absences that tend to fall into a pattern (e.g. if an employee is off sick every Monday), or are linked to particular operational requirements (such as reporting periods) are the most likely to be stress-related. It's therefore important to look initially at the pattern of absence, rather than the reasons given for it.

Stress is typically under-reported as a reason for absence - especially in the early stages - with alternatives such as colds, back pain, migraine or general fatigue being given instead. This under-reporting can occur for a number of reasons. For example, it may be that the individual has not recognised that they might be suffering from stress, or they may be reluctant to admit, either to others or themselves, that this is the real problem. There is often a stigma attached to stress, related to a perceived inadequacy or inability to cope. This exacerbates the problem by creating an artificial barrier to its identification and management.

Absence management

A successful absence management policy will ideally create a culture enabling any individual to admit to stress-related ill-health, without feeling that their future employment or career prospects may be damaged. Clearly, the earlier that specific sources of stress are identified, the sooner appropriate action can be taken to reduce the poor attendance that often ensues.

In order to establish a level of control over sickness absence, and to implement an effective policy, it's advisable to analyse employee data including the following:

• The number of days lost per year.

• The number of employees taking leave of absence.

• The average length of absence per employee.

• The employees and department(s) with the worst - and best - record of absence.

• Are there any identifiable absence patterns?

• Is absence influenced, for example, by age, gender, the number of years in the job or seasonal variations?

• How many employees take their maximum paid sickness entitlement in a year?

• Who takes the greater proportion of sick leave or other absence during the year –workers, staff or management?

The reasons for the various types and frequency of absence should then be assessed, including the following:

• Is a particular job too stressful or too boring?

• Is the work dangerous or does it require too much physical effort?

• Is the working environment unsuitable?

• Is management weak or over-aggressive?

• Is morale poor?

• Is there a culture of taking days off at particular times?

• Do working practices lack organisational support?

• Is there a general lack of incentive and motivation?

When all this information has been collated and analysed, it can then be used to devise policies and procedures in consultation with staff representatives that should, when properly implemented, substantially reduce the incidence of absence.

Carole Spiers Group

International Stress Management & Employee Wellbeing Consultancy

Gordon House, 83-85 Gordon Ave, Stanmore, Middlesex. HA7 3QR. UK

Tel: +44(0) 20 8954 1593 Fax: +44(0) 20 8907 9290

Email: info@carolespiersgroup.com www.carolespiersgroup.com

If you would like to book Carole as a keynote speaker or conference chair at your next conference - check out www.carolespiersgroup.com/mediaenquirysheet.php

About The Author
Carole Spiers MIHE MISMA Carole Spiers combines three roles of Broadcaster, Journalist and Corporate Manager in the challenging field of stress management and employee wellbeing. Over the past 20 years, she has built up her corporate stress consultancy Carole Spiers Group (CSG), with prestige clients such as Sainsbury's, Rolls Royce and the Bank of England. Carole is frequently called upon by the national and international media and provides keynote presentations on stress-related issues. Carole was instrumental in establishing National Stress Awareness Day™.

Your Boss Is Hostile What Do You Do

Writen by Caroline Jalango

Are you working at a job where the boss has no interpersonal skills; micro-manages you and treats you like a child?

Do you work for a fault finding boss who yells, screams and talks to you in an arrogant and demeaning manner, even in the presence of your co-workers?

Are you are tired of walking on eggshells at work because any small thing you do could set off an "explosion"?

Is your boss hostile?

If you work for a hostile boss and nothing has been done to resolve the situation, you probably have been paying the price physically and emotionally. You probably realize that on many occasions, you have sleepless nights, you are depressed, your blood pressure has risen, you have constant migraines, you are losing or gaining weight, your friends think you whine too much, because all you talk about is your job and your boss, your self esteem is eroded and you are just so frustrated. You have even begun to think and believe that you are crazy and that perhaps you really are as incompetent and inadequate as the boss has been trying to make you believe.

Since this is a situation you have to deal with everyday, you are also starting to feel helpless.

This whole thing with work and the boss is consuming your life and it's taking a toll on your health!

How do you handle working with a hostile boss?

Most people try to handle the situation by complaining to their co-workers, friends and family about how badly their boss is treating them. Others cry their eyes out in the bathroom or in their cubicles or even at home. Others keep journals to record every incident (date and time included) hoping to use it as evidence should the need arise. Many others make a couple of trips to an ineffective human resource department in order to lodge their complaints and if they are lucky, HR arranges a one on one meeting with their boss to try and resolve the situation. Others come to work depressed, stressed out and vowing to quit after giving their boss a piece of their mind (not recommended). Many turn to their religious or spiritual roots for peace, guidance and so forth. In most cases, all this happens to no avail.

How can you effectively deal with this situation and get back your life?

1. Start looking for another Job.

If your effort to resolve the situation has failed to work out and your health is at risk…the sooner you start exploring other options, the better.

While still holding on to your job, find out if you can be transferred to another department internally. At the same time, do everything in your power to mount an aggressive job search externally. Call up temporary agencies, send out resumes, call recruiters…do something and do it quickly.

As long as you are doing something to get out of the situation, you will get the strength to cope with the pressure at work. However, if after weighing your options and counting the cost, you feel that you can no longer continue to work at your job…jump ship and look for greener pastures elsewhere.

2. Create a protective mental shield around you.

This is a work survival skill you can use to block negativity at work. I call it "the see no evil, hear no evil skill"

This doesn't mean denying that the situation exists. It is just one way of dealing with an undesirable situation. It is a means to protect your sanity. In this case, you program yourself to see and hear your boss but not really "see or hear them" Your boss could be yelling at you, but you purposely let it slide as if you did not hear anything. This helps not only protects your mind but also helps you retain control over the situation.

3. Stand up for yourself.

Confront the situation…don't run away from it. Bullies do exist in the work place and that bully could be your boss. The more you cower, run and hide; the more power you take away from yourself.

Each time you don't speak up against something you consider an "injustice" against you…you feel bullied, abused, violated and powerless. Then you begin to lose your self esteem and confidence. When you stand up for yourself, speak out and right the wrong…you take back your power. This might be easier said than done especially when your paycheck is on the line…but it can be done. Truth is, sometimes you just have to be tough!.

Try taking small steps of courage. For instance, the next time your boss yells at you in the presence of your co-workers…muster the courage to say something simple and professional like," can we talk about this in private?" I am sure that even if the boss does not agree to a private conversation, he or she will probably think twice about yelling at you in public.

Caroline is a life coach for women who are ready to take step towards living an exceptional life. She helps women strike the match that sets them ablaze to discover who they are, explore and expand on what they can do and take action to achieve their goals. Are you settling for less than you deserve because you are stuck or are you stuck because you are settling for less than you deserve? Send your responses to Caroline@motivationzone.com or visit www.motivationzone.com

Todays Job Search Isnt For Wimps

Writen by Paul Megan

If you haven't been in the job market recently . . . you're in for a SHOCK!

First, the good news. There are extraordinary high-paying opportunities unlike anything ever seen before in the history of this country . . . even in this shaky job market! And job search is EASY and FAST if you know your way around today's job marketplace!

However, if you're under the impression these remarkable jobs will drop in your lap just because

. . . you're ambitious

. . . or you have a lot going for you

. . . or you put together a slick resume

. . . or you're willing to wait patiently for the phone to ring

then you might as well take a long, long vacation -- it will do about as much good.

You see, there are remarkable changes going on in the job search marketplace. This is an extraordinary time to be looking for a job.

Business and industry is exploding with unique positions at all levels of employment from high school and college grads to senior executives . . . if you know how to find them!

BUT THIS MARKET IS NOT FOR WIMPS!

Things have changed in the 21st Century job market. And since 9-11 and Katrina things have changed A LOT!

For example, because of the iffy job market, employers' expectations and demands have become a major challenge to serious job-searchers. Just take a look at what's in store for you:

* Is your RESUME just a rehash of your previous work history? . . . it's OUT.

* Not in total control of the INTERVIEW? . . . you're dead in the water.

* Like to dwell on your past accomplishments? . . . you just LOST.

* Can't stand up to TOUGH OBJECTIONS and uncomfortable questions? . . . don't give up your day job.

* Scared of the PHONE? . . . get ready for a long, long job search campaign.

* Clueless about how to NEGOTIATE like a pro? . . . expect to leave thousands on the table untouched.

* Can't show how you can make a BIG difference? . . .STAY HOME.

* Afraid to FOLLOW UP with persistence? . . . you just gave your job away to someone who can.

So, do you think you can you live up to the requirements of today's savvy employers? You'll never survive in this fast-paced, sophisticated job marketplace if you can't . . . you'll never qualify for those exciting, high-paying opportunities.

But, the good news is that there are exciting alternative and non-traditional strategies and techniques that can turn you from a wimp into a WINNER!

Paul Megan manages EEI, the world class leader in alternative and non-traditional career advancement since 1985. Check out The World's Fastest Job Search System! Grab EEI's stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!" http://www.fastest-job-search.com

Overcome Interview Nerves Be Better Prepared Than Your Interviewer

Writen by Peter Fisher

Although interview preparation is everything it's sad to say that perhaps as many as half of all interviewers you're going to meet will be unprepared or incompetent. It's not all their fault, it's just lack of interview preparation time or responsibility; some of them will be co-opted at the last minute to meet you and won't have had time to prepare.

However there are those who just think they're great interviewers and fly by the seat of their pants!!

It's not all bad news though; you can turn this to your advantage. You can be better prepared than they are by following a few simple rules.

It may sound too simple but what they really want to know only falls into 4 key areas:

* Why are you here?

* What can you do for us?

* What sort of person are you?

* Can we afford you?

So you must prepare for this.

Let's examine each one.

Why are you here?

Because you are interested in the job, the company, the challenge, the chance to learn and develop new skills, and you are ready to move for such a great opportunity.

What can you do for us?

You bring all of your experience, your skills and achievements, as well as your desire to develop and contribute to a new team or department. (This is easy if you've already done your homework on your achievements and skills). You should have a number of skill stories to illustrate these specific points ready prepared.

What sort of person are you?

Someone who has initiative and gets on well with others and is flexible in attitude to different ways of working; maybe you are a great team player, or a strong leader or you describe yourself as loyal and conscientious. Try to avoid the "open-door" or "hands-on" type of response. Remember that 'compatability' is much more important than 'competence'.

Put that to the test if you like - who would you rather work with? Someone who can do everything, or someone you can get on with?

Can we afford you?

Salary negotiation is another issue altogether, but the point is you should have a feeling for what the remuneration is likely to be and show them that you bring value-for-money. If the salary is a lot more or a lot less than your recent earnings then you must be able to show convincing reasons why you are pursuing this job.

That's all fine as a general background but if you're going to overcome your interview nerves and be better prepared than your interviewer, you must be more specific.

Put yourself on the other side of the desk – if you were doing the interviewing, what would you really want to know that would convince you to make a job offer?

You'd want to know more about the 4 key areas above wouldn't you?

So all you have to do now is work out your questions to explore those 4 areas. Make it at least 25 questions long and don't avoid that question you don't want to be asked (you know the one don't you?) and then carefully work out your own answers.

Don't forget to include at least half a dozen personal attributes of the ideal candidate; why these are also your attributes and be prepared to explain why they should hire you as opposed to any of the other candidates.

One final thing on interview preparation and being better prepared than the interviewer. The "Tell me about Yourself" type of question is used by many interviewers to allow you to settle in and feel comfortable. An interviewer who hasn't prepared beforehand will tend to ask this question to buy time while she thinks of the next question.

It's then only human nature to ask questions relating to what has already been said (by you).

Your answer to the "Tell me about Yourself" question can therefore set the whole agenda for the interview.

Prepare this well and you're streets ahead. It should include a brief walk through your career history from the first job or when you left university; touch on each move you made with positive reasons for the move [I wanted to get some activity based costing experience...] and key in only relevant facts that show how you meet their needs. Allow only 3 minutes for this with most time spent on your most recent experience.

Now even if you do get the well-prepared, competent interviewer you will have done your interview preparation and you will be the well-prepared competent interviewee!!

However, don't get too complacent some organisations use structured interviews which are actually a boon to incompetent interviewers as they ask the same pre-determined questions to each candidate. No worries! the best preparation for structured interviews is to work on your skill stories. They usually tell you in advance what skills or competences they are interested in.

What else should you do? Well there all sorts of interviews so you can never do too much interview preparation it's the most certain way of feeling confident when you meet the interviewer, whether she's competent or not.

I'll give you a start if you're struggling, click on my link below for some of the most common questions you can start to work on. But don't just leave it there, build up a good list then get to work on your interview preparation.

With over 25 years running businesses, and as a Career Coach and Consultant in many sectors, Peter Fisher is well placed to guide job seekers through the steps needed in order to achieve that all important new position. He has personally coached thousands of individuals to career success.

He writes a distillation of these years of experience with all the essential facts and actions you must complete in order to achieve your own success. He is very clear that you shouldn't be misled by others into thinking of "acing interviews" or "finessing" your way into a business; the most sustainable and fulfilling roles are gained through understanding your own specific needs and creating your strategy accordingly.

For specific guidance on how you might produce your own questions and answers to help overcome your interview nerves go to http://www.your-career-change.com/best-interview-answers.html

To learn more about his dynamic and comprehensive approach to career change, with every page dedicated to helping serious career changers go to http://www.your-career-change.com/index.html

Continuing Professional Development

Writen by Sandra Beale

Continuing professional development (CPD) is promoted by the CIPD to support the systematic development and accreditation of its members. The aim is that the continuing search to improve knowledge and skills through exposure to new experiences benefits both the individual and the business. The CIPD actively encourages CPD along with other bodies for professionals such as lawyers, accountants and surveyors.

The world is not static and there are new developments in all areas emerging all the time, which are both challenging and exciting. Change gives individuals a chance to stretch their ability and staying up to date builds confidence and adds to credibility. For businesses, the benefits are the ability to stay ahead of competitors and the increase in profits. Therefore, through exposure to new initiatives both parties benefit.

CPD is a cycle of continuous improvement, identifying new experiences to pursue. Having gained that new experience comes the analysis of what has been learnt and how it can be put into practice at work, before considering the next new development. CPD is self-directed and requires motivation and commitment to improving one's own personal standards, which for some individuals can be a challenge in itself. Keeping up the momentum is also important and setting personal goals of what needs to be achieved within a particular timescale. For those who manage to maintain the cycle there is a huge sense of achievement.

The process can take many forms – attending seminars, academic courses and conferences, undertaking work-based activities, secondments and project management or reading books and journals. Individuals may have a particular learning style, but to develop their skills should occasionally adopt one that is does not come naturally. For example an individual who learns best from active involvement with problem-solving could adopt a more theoretical style and read an article on the subject instead.

Entwined within the CIPD code of practice is the requirement of HR professionals to encourage and help the development of other individuals. Personal satisfaction can be gained from having helped someone develop new skills perhaps watching them blossom from the new confidence they have gained.

In order to fulfil our obligations as HR practitioners in encouraging CPD there are several possible solutions available - becoming a role model, mentor and coach. A role model will lead by example demonstrating to those who are interested how it is done and the benefits to be gained. As a mentor an HR practitioner can provide individuals with the benefit of their knowledge passing on valuable information of skills and abilities or as a coach positively encouraging an individual to know which paths to pursue. Any or all of these routes can be followed providing satisfaction for all.

Sandra Beale

Personal Presentation Performed Perfectly For Women

Writen by Peter Fisher

Your interview is coming up and you are feeling very confident. You've thought through how your personal presentation will sound and you are ready to go. You are confident that you have anticipated the questions they might ask you and have prepared some great answers. You know what questions you need to ask them. Clean copies of your CV or resume are sitting in your briefcase. But before you go any further, you'd better ask yourself these questions and be sure you manage the visual impact:

What should I wear?
Generally, it's a good idea to wear a suit for a job interview. Go with something simple, not too stylized, in a neutral tone. The more conservative your field is, then the more conservative your suit should be For example, if you're applying for a job in an investment firm, go with a navy blue or dark grey suit; on the other hand if it's with an advertising or PR company something more trendy or colourful would probably be OK. Dress suitably for success in your chosen field.

What if my interview is for a job in a casual setting? It's always a good idea to match your interview clothing to the prospective job. If you are applying for a job working in a machine shop, you will look out of place wearing a formal suit. However, with that in mind, you should dress up a little more than you would for a day at work.

Personal Presentation Tips for Women

Wearing a dress is probably not the best idea. You might get by if you wear a colour-coordinated jacket, pastel blouse, and long skirt or trousers. But you can't go wrong wearing a navy-blue or medium- grey business suit, with a plain white, long-sleeved, blouse.

If you wear tights (recommended), wear skin colour.

Wear low-heeled, conservative dress shoes that match your outfit.

Don't go without a belt if you're wearing a skirt or pants with belt loops. Wear a dress belt that matches your shoes (e.g., black with black).

Style your hair tastefully or have it professionally done. If it's long, wear it up or back, so you're not constantly flicking it out of the way.

Avoid bright or odd-coloured nail polish. Clear or no nail polish is best.

Apply makeup sparingly and avoid unusual or bright colours. Definitely don't apply sparkles to your hair or face.

If you wear earrings, wear small, conservative ones. Wear only one per ear in the traditional earlobe position. It's better to carry a briefcase or portfolio into an interview than a handbag.

Getting this right boosts your confidence and feeling confident will ensure you have a better interview. There is one other thing that tends to sap confidence: being a little overweight can make you feel a little uncomfortable and is often the result of a lack of confidence, so its a vicious circle. If this is you then read my free advice at ebookdownloads/weight loss.

Peter Fisher is an expert Career Coach and counsellor. He is also Managing Director of Career Consulting Limited. For insights into his expert advice on the importance of Personal Presentation in the Career Change process visit http://www.your-career-change.com/Dress-for-success.html.

Employee Compensation How Much Value Do You Add On The Job

Writen by Nick Thomas

The phrase "Value Added" is widely known around the world, partly because it provides the taxation basis that businesses charge their customers on purchases in many countries. And so to most of us, "Value Added" means the government and supply chains substantially mark up prices and we end up paying more for the things we buy.

That means the phrase has an unpleasant connation for most people - one all too similar to "highway robbery". And that's unfortunate, as the value that you add on the job is the single most critical factor in determining how easily you'll find a new job and how large a pay package you'll command.

Since businesses are in business to make money, there's no incentive to hire a new employee for (say) $40,000 if that person produces only $20,000 of value. On the other hand, there's substantial incentive to hire someone for $40,000 if that person can produce value worth $60,000 … $80,000 … or even $100,000 for the company.

This means that persons who can add $100,000 of value are likely to have many companies seeking to hire them. Companies have to compete for these special candidates and one way of doing this is to increase their offers to $50,000 or $60,000 or even $70,000.

Think of the value-added amount you can contribute as being the theoretical ceiling for your earnings. You won't get paid more than you're worth (at least, not for long if the company realises it), but companies are more than happy to pay you far less than you're worth if you settle for it. Most employees are in this position, unfortunately.

Are you one of those unfortunates? Probably, unless …

1. You understand the amount of value that you can add (most employees don't)
2. You can spell out how and where you would add that value (most employees can't), and
3. You're a skilled negotiator (most employees aren't)

Do you know the answers to the three questions above? If not, the odds are good that you're not presently securing a substantial portion of the value that you add for your current (and future) employer.

How do you help your company make money? How do you help your company to save money? In what ways are you more productive? How much more productive are you? What good ideas have you come up with that have helped the company?

If you have good answers to these questions, you'll have a real advantage when competing for jobs and negotiating your compensation.

But most people don't know how to determine these factors on their own. And even if they do, they lack the ability to effectively market that added value in a way that portrays them in the best possible light.

Learning your true added value and communicating it persuasively to employers are two of the most important skills you can learn (or pay others to teach you). It will literally make a world of difference to your career.

Nick Thomas runs an international writing business that helps job seekers get the interviews they want with high quality professional resumes and CVs. Your company uses a professional marketing service ... why don't you? For UK clients: http://www.highimpactcvsonline.com. For US clients: http://www.highimpactresumesonline.com. This article may be reproduced without permission as long as this paragraph is included in the reproduction.

Do You Really Want A Job I Mean Really

Writen by Lee Thatcher

I have been working in customer service for many years, and I have seen many people arrive for job interviews. I have become well-versed in what employers are looking for in a potential employee. I thought much of this was common sense, but either people aren't getting the message, or many just don't really want to be hired. I thought I would pass along some good information to help anyone along who really wants to get a job. To even get as far as the interview stage, your application/resume` needs to be as typo-free and as thoroughly completed as possible! Take the time to do this correctly. Get addresses, names of former employers and phone numbers correct. Ask for a second application in the event you make a mistake on the first, so you can turn in a mistake-free application. It's a great idea to update your resume information and tailor it to specific jobs/fields. Scour it for mistakes and weird wording before submission.

A: Arrive on time for all appointments- even be a little early. Get rid of the gum, or chew.

1) Dress your best. It is wonderful that you feel most at ease in your holey jeans and flannel shirt, muddy boots and baseball cap, but an employer is looking for a professional presentation. At the interview, you are representing to your potential employer who you are and what is important to you. If you want the job, dress appropriately. If money is a problem, ask someone if you could borrow a nice suit or slacks and sweater for the day. You could also try the thrift stores- I find good things all the time. Employers are not generally impressed with your desire to express yourself with various piercings and unnatural hair colors (like pink). You could take these items off or out even before you get hired and have to then follow company policy. First impressions could speak more loudly than any of your wonderful accomplishments, so don't distract your interviewer with adornments.

2) Convictions or felonies? Be honest and upfront about this information from the start.

3) Always make eye contact, smile, and offer a firm handshake! Use manners and show your potential employee that you would be a polite team player by how you treat people that you don't know. This is especially vital in jobs that involve customer service, which most do at some level.

4) Be prepared for interview questions that ask you to describe a time when you solved some problem, were responsible for something, or gave great customer service. Other common questions will ask you about your organizational abilities and interpersonal skills. Nervousness is normal, but try to answer these questions with confidence and honesty.

5) If you were ever fired, you may be indirectly questioned about this, as well. The key here is to never bad-mouth a former employer, although it is ok to voice your frustrations at the work situation. Don't go on a rant about how awful the boss or the company was, and how right and wonderful you were. Be honest, but don't beat yourself up. Admit it if you made mistakes, but also indicate what you learned from the experience and what you would do or have done differently to avoid this problem from occurring again.

6) There will most likely be a drug test of some sort. Are you ready to commit to your future and your employer? Don't show up at an interview under the influence of drugs of any kind. I don't mean those prescribed for legitimate illness, though some of those might have side effects.

7) Maintain a positive attitude throughout the interview, even if the interviewer doesn't give you indicators of whether or not they find you hirable. There are likely to be more steps in the process before the decision(s) are made. You do want to follow –up the interview process with a thank-you note to whoever interviewed you. Try to get a timeframe of when you can expect to hear from them, and call them if they don't call you by the stated time. It's ok to be persistent ! It's the only reason I got my current job!

My name is Lee. I work in retail and am an Assistant Human Resource Coordinator. I have nearly 20 years in customer service and enjoy proofreading and writing, as well.