It happens to everyone. There are very few employees around who have who have not been let go from a job . . . or who haven't wondered about it.

It's important to understand what can and should happen if and when you get fired. After all, it's not the end of the world no matter how painful. There is a life after being let go.

Here are five firing procedures you have the right to expect:

1. You should be let go in private, not in front of your co-workers. This should take place in a room away from someone overhearing. It's bad enough being let go or fired without the rumor mill grinding away over your misfortune.

2. The HR rep or your boss should make it quick. It's to your advantage for them to be clear that a firm decision has been made about you and there is no uncertainty or room for negotiation.

3. If it's a layoff and not a firing based on performance, management should let you know this is a business decision. If it's a firing based on performance, they should provide documentation.

4. Management should keep it cool, no matter how upsetting it is to you. They shouldn't react to your distress except with compassion. This is not a time for confrontation on either side.

5. Management should outline what support you can expect. For example, if they are offering a severance package, it should show how it can contribute to helping you find a job elsewhere. In any case, you want to be provided with written references (unless your employment has been a disaster.)

Suddenly being out of job can be devastating. Especially if you have others depending on your income. So it becomes very important to start picking up the pieces as soon as possible. This has the effect of getting you past the hurt as soon as possible. Plus it gives you a plan to start working on.

Finding a new job becomes your full-time new occupation. Having a carefully thought job search plan of action is very healthy because it doesn't give you time to grouse about your bad luck.

The good news is there is an excellent program that can have you entertaining job offers in as little as 14 days. You can be face-to-face with your next boss in a matter of days. Having a track like this to run on goes a long way to removing the sting of your recent loss.

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Today, many people are engaging in some form of self-improvement activity. Bookstores, magazines,and newspapers are full of books and articles on how to be a better human being. If you want to be healthier, you diet. If you want to feel younger, you exercise. To expand your horizons, you travel or learn a foreign language. While these are all worthwhile activities, perhaps none are as important as continuing your education and obtaining a college degree.

Online education is no longer the wave of the future. It is here now! Around the country and, indeed, around the world, most colleges and universities provide some or all of their classes on the Internet. Some schools provide an entire degree program online. Thousands of people, from all walks of life, are getting an online college degree by taking these classes in the comfort of their own home.

Not long ago, distance learning was perceived as trendy, faddish and inferior. Today, however, "12% of all students are taking classes online and what they are learning is just as good as if they were sitting in classrooms and lecture halls," says Dr. I. Elaine Allen, Babson College associate professor of statistics.

A comprehensive survey released by Babson College and the Sloan Consortium concludes that online learning is just as good as traditional, face-to-face classroom instruction. The survey also reports that online learning is at historically high levels and predicts that it will continue to grow at an annual rate of nearly 20 percent.

The driving forces behind the phenomenal growth of online education are convenience and demand. Traditional colleges and universities set annual and semester schedules for when classes are offered. This is not the case with e-colleges and online courses. Students pursuing online degrees can take the courses they want, when they want, and are not confined to any set schedule of class offerings.

Online degree courses offer much more flexibility in the lives of the students. You can literally go to class in your pajamas since your classroom is your living room (or office), and you can work on your online degree any time of the day or night. Distance learning degrees are now available to the stay-at-home parent, the single parent, the working parent, working class men and women of all ages, and home bound men and women.

Potential students are no longer limited to local community classes, universities housed on large, far away campuses, or night schools. Online degree programs provide students with a method to pursue a valuable college degree without leaving their current job or living situation. A major part of the expense of a college education is the need to relocate to another town or city to live on or near the traditional campus. With online degree programs, however, students can continue with their current employment and fit classes in at their convenience.

Demand is the second force propelling the substantial growth of online degree programs. Many students, particularly adults, just want to finish their higher education as quickly and as inexpensively as possible. People learn at different rates and in many different ways. Most traditional college classes are geared toward the average learner, which means that some people get left behind, while others quickly get bored. Online courses allow students to set their own pace, so that they get the most value out of the classes they take.

An online college degree is more important than ever for several reasons. First, employers feel that we are presently in an employer's market. This means, simply, that there are more workers than jobs at the moment and consequently the employers can be more selective in the individuals they hire.

Secondly, jobs which pay the highest salaries are those that are the most specialized. Specialized occupations require more training/education, primarily because these jobs require the manipulation of facts, figures and technology.

Another factor driving people to obtain online degrees is the indisputable fact that the current jobs in the U.S. are becoming more and more service oriented. These jobs have relatively low wages and are labeled as "unskilled" work. Thus, to prepare yourself to qualify for a job paying higher wages, you need to retool or learn new skills and competencies.

Finally, we now live in a global economy which demands higher prices for homes, automobiles, utilities, medical care, and the like, without actually providing enough gainful employment opportunities. If you want to increase, restructure or enhance your wage earning abilities, an online degree is, indeed, a good place to begin.

The best online college let students apply past college credit and even relevant work experience towards their online degree programs. Some employers will even share the costs of your online education, because they appreciate your desire to improve your job skills--without leaving your job.

Online degrees have become widespread because we want them, and we need them. Investigate what an online degree can do for you. Search for a degree that interests you. Do some comparative research on the Web, then enroll in the classes and receive your online degree in a few short months. You'll be glad you did!

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Recently, an article published in the University of Pennsylvania's Wharton School of Business newsletter began with the following statement:

"By choosing self-employment over working for a TV station or network - she [Oprah Winfrey] began her career as a newssexy Oprah anchor in Nashville - Winfrey may have avoided a pitfall for many black women in the workplace, namely, being stuck in their jobs."

Research shows that black women are less likely to be promoted then males and white women. Economists, human resource specialists and scholars have gathered conclusive evidence that black women are least likely to be promoted and white males are most likely to be promoted.

The evidence is proof of bias in the workplace. No reasonable explanation for the disparity could be given despite corporate policies meant to promote and encourage diversity.

In fact, a large, multiple firms study lead by Nancy DiTomaso, a Rutgers University professor, demonstrated that black women actually suffered doubly from the disparity. She showed that not only are black women last to be promoted, they also suffer financially because white men earned more on average.

On average, white males in the study earned $68,000. Minority men earned $64,000 and minority women earned $54,300.

Despite the great chasm dividing white men and black women, the study's authors couldn't find any intent or awareness on the part of companies studied. There were no policies favoring white men.

What they did find was the men had more control over their work which, possibly led to greater job satisfaction resulting in better then average performance ratings from other white men AND from minority women.

Only black women were disadvantaged in this setting while all others were neither advantaged nor disadvantaged.

Knowing all this, the authors conclude that in the abscence of intent to discriminate against or in favor of one group over another, that "there is no remedy for those who either lack favor or suffer disfavor."

I'd like to suggest a remedy. White men are often more confident and competent because they have more experience. They have more experience because they take on tougher job assignments. They get more opportunities to do tough job assignments because bias in the workplace says they can handle the tough jobs and others can not handle them as well.

My solution? Take on tougher and tougher assignments and responsibilities at work, be mobile and willing to relocate to where the opportunities are, take line jobs - jobs with profit and loss responsibilities - and ask - even fight - for those jobs.

At the same time, find good mentors, network often, keep your resume up to date and your career skills on the cutting edge because taking tough assignments means taking risks which can occassionally end up in failure. However, not taking risks is the same as failure for black women as recent research has shown.

In the book, Cracking the Corporate, 32 African American executives dispense advice, share their collective wisdom and experience into how to successfully manuever through the corporate maze. Get the book now, sister. Its an indispensable guide and you may need it more then anyone.

Most Black folks in business now are in jobs that represent cost centers - not profit centers - to a company. The work is good, honest work but it often is the work that gets cut, downsized, riffed and reengineered before any other jobs. That is one reason why blacks are often the "last hired, first fired." Jobs such as human resources, information technology, diversity, etc. don't make money for a business (and I know some will argue against that statement). Jobs like sales, finance and operations execute company strategy, interface with a company's customers and ink deals.

They are the last jobs to go and when they do, a company is usually in real trouble at that point. Seek the line jobs. Never say "I can't sell" or "that's too much pressure" or "I don't like speaking in front of groups." Seek these high paying, high visibility, high pressure, revenue-generating jobs at your company. That is where job security is found. That is where the skills necessary to advance in an organization are tested and refined. And as long you invest in being as good and proficient as you can be in those jobs, you will find a higher level of career security and confidence.

If you stay on the cost side, you can be the best at it - the best in IT, the best in HR, the best in training - and still lose your job if the company finds it needs to make cuts. That is high risk and high pressure if you ask me.

Good luck, whatever you decide. You have a good example in Oprah Winfrey, among many others, to inspire you.

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Older job hunters fear interviews where their age cannot be concealed and where an initial response of dismay on an interviewer's face, quickly hidden, confirms their anticipation of discrimination. The mature job seeker often prefers the anonymity of mailed resumes, e-mailed inquiries, internet applications, and telephone contacts.

Interviews, however, are the goal of everyone who wants to work. There is so much pre-selection and screening before an interview is granted that simply getting that far in the process provides at least some expectation of an offer being made. It is when interviews are not forthcoming that real concern is needed. Ask yourself if you may be inadvertently triggering screening filters by the documentation you submit.

Review the following three "red flags" and identify if your own presentation could be outdated and needlessly sabotaging your employment campaign.

1. Old Educational Data.

You may have obtained a degree or completed a vocational course many years ago. While you obviously cannot change the year of your graduation, you can concentrate on detailing other training received more recently. Any classes, workshops, or seminars attended over the past couple of years, even something in progress, stamps you as an individual who is continuing to learn and grow, someone aware of recent developments and open to new ideas and up-to-date approaches.

2. Job Titles.

The title of a job is designed to explain, in brief, your typical duties. Over the years, such titles change even when tasks and responsibilities remain similar. Review the titles on your resume that may reflect what your position was called at the time but no longer meshes with the current business environment. "Secretary," for example, is now rare. Similar job duties, flexed for innovations in technology, are now referred to as "Administrative Assistant," "Office Manager," "Office Analyst," or "Personal Assistant." Review your local classifieds and concentrate on the titles that seem to involve job tasks you have performed in the past. Then review your resume and applications and update job titles accordingly.

3. Jargon.

You probably have a resume which lists the duties and responsibilities of each of your prior positions. Re-read those descriptions, concentrating on the actual words you have used, especially the verbs (actions). Do those descriptions date you? Some obvious phrases are the old "variety duties" which is now generally called "multi-tasking," and "assisted with" now translates as "customer service." "Typing speed," so ubiquitous thirty years ago is now invariably "keyboarding skills." There are many other less obvious areas. A way to address them is to go to the newspaper or internet and review a number of job descriptions in your field. Any words or phrases that are unfamiliar to you need to be researched as they may describe a task you have previously performed under a different description. If you cannot find the information you seek, check with a library, an employment agency, or someone in the field. If the new phrase fits you, substitute it in your resume and all future applications. If it is important enough to be included in a job description, it deserves your attention and neglecting the required investigation may doom your job search efforts.

Your goal is to have a potential employer read your resume and be familiar with the terms you use. It is your responsibility to be adaptive, flexible, and avoid being screened out due to inappropriate vocabulary. Don't expect an employer to take the time to figure out whether you really have the skills being sought. Remember that resumes are used to screen OUT - to reduce the "possible interview" pile to a manageable size.

When your resume and written applications have been meticulously age-proofed, practice the same terminology verbally, with a friend, to be ready for a thoroughly up-to-date self-presentation when that inevitably soon-to-be-scheduled interview arrives.

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FIRST there was sexism, then there was racism, now another ‘ism’ is poised to cause more headaches for South Wales employers – including how they word their job ads.

The Government is currently asking people for their views on plans to outlaw age discrimination in the workplace by next October.

The consultation – called “Age Matters” – asks how the UK should implement the EU Employment Directive, which bans any age discrimination in employment and vocational training.

And the warning to unaware employers is: watch out for the pitfalls.

The directive covers issues including:
·The scrapping of mandatory retirement ages where employers can dismiss staff when they reach a certain age – unless it can be justified
·The possibility of a default retirement age of 70, when employers could require employees to retire without having to justify their decision.
·Situations where employers could, in exceptional circumstances, justify treating people differently because of their age.
·Changes to the law regarding unfair dismissal and redundancy.

It will also mean that a number of everyday examples of age discrimination will be outlawed, including an employer telling a worker they are too old to go on training programmes, and a bar on advertisements specifying upper age limits for applications.

Despite the fact that new legislation in 2006 will outlaw reference to age in job adverts, ageism is still rife at present.

A new study by the CIPD (Chartered Institute of Personnel and Development) finds that 1 in 5 job seekers have been discouraged from applying to a position because it contained an age restriction.

The study shows that although prejudice is much worse for those over 40, 1 in 12 of those under 35 were also discriminated against for being too young. In addition to this, twice this number believe they have been rejected for being too young, but have no evidence.

By 2006 such practices will be illegal with new legislation outlawing any reference of age in recruitment adverts, interviews or at the workplace.

The CIPD warns employers that they need to start changing their ways straight away instead of waiting for the Government to implement legislation from Europe.

The CIPD says that judging people by their age creates artificial problems in the labour market and effectively blinds organisations to obvious sources of talent.

But with a shrinking younger population and a growing older one, employers will have no alternative but to change. Employers will require an understanding of how to manage, recruit, reward, train and motivate employees across all age ranges, and at all stages of their careers. In addition, the whole concept of retirement will have to be reassessed.

The study also points out that by 2050, there will be only two working people to support every pensioner. But if older people were not discriminated against, the UK economy would benefit by more than £30 billion a year, more than enough to pay for an earnings-linked state pension for everyone, without rises in taxation.

But will the theory struggle to overcome the reality for many workers, who could continue to feel that they are on the career scrap heap by the age of 40?

This directive is all sterling stuff, and let’s hope the apparent good intentions will halt any current negative practice, but how likely are the rules going to change perceptions or behavioral patterns?

One suspects the reality is nothing will really change other than the emergence of new legislative-aware processes, more carefully worded job advertisements and an ever increasing litigious population aware of opportunity.

Employers have many factors to consider when recruiting key staff. The ultimate choice of candidate will be multi-faceted with age a valid consideration among many other criteria.

The final choice will always be the most suitable person for the role available within budgetary parameters.

But one cannot get away from the fact that getting older will close some doors and limit opportunity.

Those living on the greyline, however, should live in hope that the good employers who are out there will ensure that experience and wisdom will continue to carry significant weight as well.

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When writing resumes, it is important to remember whom it is you're trying to please - (is it you, or the hiring authority?) In this article I will present my ideas of what makes up really aggressive documents, based on my many years in the industry, and my career in owning and managing a successful resume writing and career marketing firm.

Who Is Reading Your Resume?

Make no mistake about it, aggressive documents are necessary to be successful in today's competitive job search. But first, some history. Let's examine some of the "hiring authorities." Before my career in the resume writing industry, I spent several years as an executive recruiter, placing mid- and senior-level executives in top corporations. Eventually, I managed that firm, which employed 24 recruiters working 10 "desks." A "desk" is a specialty: finance, banking, engineering, information systems, legal, are all known as "desks" and each recruiter (or team of recruiters) specialized in placing upper managers and executives in a chosen field.

I no longer place candidates, and devote all my energies to resumes and the career marketing industry as a whole, and my own firm in particular. However, I still have many connections with recruiters, and have respect for the really great ones, and distaste for the all-too-often bad ones!

I think it's important to remember that these days, people in career transition are driven to explore many methods in their job search. In the past, it was much easier to look for a job - individuals simply read the classified ads, called the telephone number listed and chatted with the person over the phone, setting up an in-person interview for the next day. What a snap!

These days, however, the job search is much more complex. Competition for employment has never been greater. The entire process is often drawn-out, depersonalized and hard, hard, hard! Resumes are no longer just asked for, they are DEMANDED. In reality, they are a prerequisite for a job search.

My point is, you have to remember what the resume's purpose actually is and write accordingly. The dynamics in this field are very exciting but also very volatile. The buzz words are forever changing. Companies, for example, were at one time laying-off, then downsizing... rightsizing... reorganizing, and now reengineering. Whew!

Recruiters, company hiring managers and human resources professionals are all components in your job search, and it is the resume's job to land interviews.

I routinely speak with professional recruiters, H.R. professionals and hiring managers to get their reactions and opinions to resume styles, formats, contents and verbiage. Remembering that resumes are actually marketing pieces designed to sell you to potential employers, aggressive resumes are NOT simply a listing of your work experience or your biography (life on paper).

What Makes A "Winning" Resume?

Here are some of my methods and suggestions for writing aggressive resumes, based on my own experience as a recruiter, my interaction with hiring professionals and employment specialists and my clients' success rate in obtaining interviews within 30 days.

Successful resumes need to SELL you over and above your peers and they create a sense of urgency for the reader to pick up the phone and call (or email) you to arrange an interview. Otherwise, the alternative is the reader scans the resume, thinks, "Yeah, this person has a good background," and then moves on to scan the next resume, pitching your resume in the old "circular file."

So let's examine some ways to write aggressive, up-to-the-minute resumes that really SELL you.

OBJECTIVES

There are lots of opinions about whether or not to use an objective, or just how to do so, if one IS used. The only "given" about the use of an objective, is definitely NOT to use one on senior level resumes. A CEO, CFO, COO or other executive's resume actually looks/reads silly when an objective is used. But for the mid-level or entry-level candidate, an objective can be useful. Here are a few ways to incorporate the concept into a resume...for a very targeted client who knows exactly what she/he wants:

BUYER...PURCHASING MANAGER...PROCUREMENT AGENT

or, for someone seeking to remain in their career pattern: EXPERIENCED COST ACCOUNTANT seeks a position with a progressive organization that will utilize a successful career to meet/exceed company goals.

or, for a client who has several fields she/he want to pursue: Results-oriented manager seeks a position with advancement opportunities; areas of interest include retail, electronics and communications technology.

or, if someone wants to change careers: AGGRESSIVE individual seeks a career in sales utilizing strong interpersonal skills to penetrate untapped markets and build a loyal client base.

What you'll notice in the above cases, is what's stressed in the objective: the BENEFIT the COMPANY will receive if they hire the candidate. What is not stated is what YOU want. Companies don't care what you want - they want to know what you can do for THEM.

A flaw in writing objectives, is that they sometimes just say the same thing that 78+ other resumes sitting on the hiring authority's desk state: Seeking a challenging position that will utilize my skills in editing, proofreading and copy writing.

Oh, that's exciting...makes you just want to jump to the phone and give that person a call, doesn't it? Stating that the person is seeking a challenging position is ridiculous. Would you ever state that you were seeking a boring position? Of course not - so don't state the obvious - it's a cliché.

REFERENCES PROVIDED UPON REQUEST

Using this phrase at the end of the resume is archaic. It's a given, and contemporary resumes omit this. The better approach is to generate a prepared Professional Reference sheet which you can bring with you on interviews and leave with the interviewer when references are requested.

RESPONSIBLE

This word is often so over-used in a resume, that at ultrajob.blogspot.com, we never use it. Recruiters employed at retainer-only search firms have told me that the word "responsible" signifies mid-management and below, not executive-level candidates. Personally, I believe the word "responsible" is actually useless in a resume. Instead of writing, "Responsible for all departmental functions including accounts payable/receivable, payroll and invoicing..." I would suggest to use an action word that best depicts what that person actually does - for example, "Perform all departmental functions, including..." or "Oversee all departmental functions, including..." or "Review all departmental functions, including..." See what I mean? "Responsible" doesn't really SAY anything, it doesn't give a clear indication of what you actually do. Do you perform the functions or direct them? "Responsible" is too vague to say which.

MY, MINE, THIS, I

Using words like this in the resume indicates you are writing in a narrative voice, as if you are having an actual conversation, a dialogue with the reader. This is not the case: you are presenting your achievements, skills and credentials to a potential employer. My suggestion would be to keep the resume more business-like, more professional. In descriptions, the word "a" could be substituted for the word "this," as in: "Promoted to a $30 million division of an international widget manufacturer to expand sales into untapped markets" as opposed to "Promoted to this $30 million division...."

ALSO

I have seen this word used when describing daily functions: "Control and administer annual budgets totaling $12 million. Also, interface with vendors to negotiate more favorable terms and gain higher profits." Again, the "also" is a dialogue word, and quite unnecessary. In writing resumes, it is best to do what my Creative Writing professor called "tight writing." That is, to eliminate as many "an's, the's, also's, a's," etc., as possible. They typically aren't necessary and can be cut from the resume without loss of meaning.

NUMBERS

Contrary to the rules of grammar, EXCEPT for academic resumes, it is best to use numerals in a resume rather than spell out the number, even when that number is 10 or under. I know that grammatically, we are taught to spell out numbers like three, five, seven, etc., and write 12, 14, 16, etc. The numerical version, however, jumps off a page, whereas the spelled out version often gets lost. Because resumes are often only scanned by the reader 15-20 seconds, the actual use of numbers helps to capture the readers' attention - they are drawn to the numbers, which means they are spending more time looking at and reading your resume - and that's a GOOD thing! I made the reference above to academic resumes, because teachers, principals and superintendents are very sensitive to grammatical rules, even in resumes. It's best to spell out any number under 10 for these types of resumes. I would never recommend, however, that the words "percentage" or "dollar" be used ("30 percent" or "12 million dollars") - instead, use the symbol, as in 30% or $12 million.

EDUCATION VS. EXPERIENCE

Knowing when to highlight someone's education vs. experience is important. With certain fields (teaching, for example), the general preference is to lead off the resume with the client's credentials and educational background, even if they have considerable experience. Recent college grads should also have their education first, as it is typically their greatest achievement. However, someone who returned to college (part time nights, for example), while concurrently employed full time for the past 9 years as a travel agent, should have their resume lead off with their experience, and NOT emphasize they just obtained their Bachelors degree. They are not entry-level candidates - their experience is more vital to a company than their education. Remember that all resumes do NOT have to lead off with the client's education.

PAST / PRESENT TENSE

Writing in the present tense is always more aggressive than writing in the past tense. Verbs in past tense are in a passive voice, so whenever feasible, write in the present tense. Obviously, if you are still employed, your current job listing is written in the present tense (manage, direct, supervise, control, etc).

PICTURES

Unless you are an actor or model, do not include a picture of yourself under any circumstances. Companies these days are so concerned about EEO lawsuits, discriminatory cases and the like, that at best, they will immediately throw out the picture, or at worst, possibly throw away the entire resume, especially if the picture is printed into the resume. I can guarantee you recruiting firms are highly sensitive to this, as well.

GRAPHICS

Be careful not to make your resumes "too cute." Remember, companies see you as an INVESTMENT - they are spending x amount of dollars to obtain you (salary), and want to see a return on their investment. It is a business negotiation. If the resume appears too "decorative" or distracting because of cute clip art images or overly decorative paper, you may be dismissed and the resume tossed.

PERSONAL INFO

Marital status, date of birth, health, hobbies, etc., are not relevant on a resume these days.

Remember, you aren't writing your biography, you are marketing yourself on paper: why does the employer want to hire YOU above all others, especially when there are 91+ resumes from equally qualified candidates sitting on that decision-maker's desk? Answer that question in the resume, and you will have written a tight, solid, results-oriented resume...in short, a winning, aggressive resume, and the sort of resume that is vital for today's job search - and that of the next millennium.

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The US airline industry is gradually moving away from all the bloodletting that brought about the bankruptcy of four major carriers over the past several years while at the same time marked the emergence of many discount carriers into the forefront of the business. Indeed, the face of commercial aviation has changed dramatically over the past decade and it now appears that the worst is behind us. This does not mean that further layoffs and downsizings are not possible, but for the person seeking a customer service career in the aviation industry, the future has brightened considerably.

Customer service opportunities with the airlines includes the following job titles: reservation agents, ramp agents, line service technicians, customer service agents, baggage handlers, and various management positions including station manager, customer service manager, and airport operations manager. Similar job titles exist, but for the sake of brevity in using the term "airline customer service" I mean those ground personnel tasked with assisting customers as they get to and from their destinations.

So, exactly who is hiring? Well, on any given day just about everyone could be. The turn over rate for customer service personnel can be high, depending on the airline and the working conditions. To make it easier on you, the following is a break down of the various airlines who hire customer service agents. In most cases you will work directly for the airline but in some cases a position may be with a vendor or for the airport authority itself.

Legacy Carriers - American, Continental, Delta, Northwest, United, and USAir all qualify as legacy carriers. Simply defined these are the carriers that helped the airline industry get its start in the U.S. Out of the six listed, only American and Continental have avoided bankruptcy. Thus, a career with a legacy carrier can be a risky proposition.

Foreign Carriers - Many foreign carriers fly in and out of the U.S. and are worth a look. Depending on the carrier selected, you may be required to speak the language of the carrier's country in addition to speaking English. Chief carriers include: Air Canada, Mexicana, Air France, British Airways, Japan Airlines, Korean Airlines, KLM, Lufthansa, and flag carriers as well as discount carriers from dozens of countries from around the globe.

Discount Carriers - Some of the strongest carriers in operation today are discount airlines. Two of the best are Southwest and JetBlue, both of which are expanding and are hiring on a regular basis. Other discount carriers include: Spirit, USA3000, and many small more regional carriers.

Regional Operators - Working as "feeder" airlines for the big carriers, regional operators include Colgan, Republic, Shuttle America, American Eagle, Comair, and Great Lakes. Some of these carriers are awash in cash with very promising futures.

Charter Carriers - A few airlines fly chartered flights principally although some have scheduled flights too. Some of the more noted charter operators include: Miami Air, Xtra Airways, and Sun Country.

Cargo Carriers -- Not every carrier moves people. Some carriers move goods, merchandise, and equipment. Customer service jobs as sales agents and equipment handlers are an option for potential employees. Chief cargo companies include: DHL, FEDEX, UPS, Emery Worldwide, and Amerijet.

Two recently launched carriers, EOS Airlines and Maxjet Airways, went through a hiring surge immediately preceding their first flights in Autumn 2005. As with any start up, long term career possibilities are a big question as most start ups eventually fail.

In all, the opportunities for you in the airline industry have improved. While pay for hourly workers is generally low the benefits, including flight privileges, are usually fairly good. In spite of everything, the airline industry remains a point of interest for so many people and with decreasing fuel prices and strength in the economy, the job market for customer service personnel is on an upswing.

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In several related articles I made mention of finding work as a flight coordinator, as a flight attendant, or as a pilot. Each specialty, as you can imagine, has its own requirements, hence the job sites that feature these types of opportunities are not always the same. If you have some idea where to look - besides contacting an employer directly - you can narrow down your searches and, hopefully, shorten the entire job hunting process. The following list contains some of the sites that are most helpful in listing viable opportunities for airline dispatchers.

Aviation Employment Board - This site offers free registration and allows for you to post your resume for free as well. Airlines featured include United, Continental, Trans States, Spirit, Southwest, Northwest, Mesa, EOS, Champion, Pace, and a host of others including many European and Asian carriers. Please visit www.aviationemploymentboard.net for more detailed information.

Monster -Monster regularly lists over 800,000 opportunities, including many airline openings. There is no charge to register and you are permitted to list your resume for free as well. Please visit www.monster.com for more information.

Avianation - One of the largest aviation related job sites online, Avianation features a variety of opportunities, including many dispatcher positions. There is a fee involved for their service, currently set at $9.95 per month or $80.55 annually. Occasionally, posted specials drop the price considerably so visit this site for current information: www.avianation.com today.

Air Jobs Daily - As one of the leading job posting sites for the aviation industry online, Air Jobs Daily features a variety of opportunities for business and commercial aviation employees. Air Jobs Daily charges an annual fee of $77.95 which also includes a subscription to the Air Jobs Digest, a periodical featuring additional job listings and aviation related information. Please visit www.airjobsdaily.com for more information.

Hot Jobs - Hot Jobs, owned by search engine giant Yahoo, is an employment site featuring several hundred thousand opportunities, including airline jobs. Registration is free and you may list your resume for free too. Please stop by www.hotjobs.com for more information.

Career Builder - The largest job posting site online is Career Builder which at any given time lists more than one million jobs. Airline jobs, such as flight dispatchers are listed, perhaps not in as abundance as some of the aviation sites, but a good place to look nevertheless. Membership is free and you can list your resume for no charge too. Visit www.careerbuilder.com for all the details.

Other sites that feature airline dispatcher opportunities include: AEPS, Plane Jobs, Jet Jobs , and Skyjobs. Please note that most of the paid sites contain the same job opportunities as each of the other sites, therefore belonging to more than one is not cost effective.

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For most of us, the job interview is an experience we both crave and dread. On the one hand, we know that the interview brings us one step closer to acquiring an employment position we desire. On the other, we know the interview could also spell disaster for our attempts if it doesn't go well. Very few, if any, people actually enjoy job interviews. Even the people who are requried to conduct them don't generally enjoy them, possibly because they remember all too well what it's like being on the other side of the desk. Being in the "hot seat" puts you under more stress, forces you to think up answers to difficult questions on the spot, and makes you second guess every word you say and movement you make. What's even worse is that most of us never learn anything about good interviewing techniques. Most high schools and colleges fail to instruct us about the ins and outs of interviews.

Instead, we get advice from all of those around us on what to do, how to act, what to say. It simply makes us more confused and stressed, which ends up causing poor interview performances. There will also be some individuals who falsely belief that a well-written resume packed with skills, experience, and education that meets or exceeds what the employer is looking for will be all that it takes to earn a job. The truth is that the resume just gets your foot in the door; it's the interview that really matters. That's why it is extremely important to understand the job interview process, so that you can ace the job interview and land the job of your dreams!

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Seeing your job as an honorable job, adds more meaning and peace to your life. Also, seeing the honor in what you do now, creates an ideal foundation upon which a career change can be built.

At fifteen, my first job was that of a waitress at a local truck stop. One day, back then, I happened to meet the elementary principal of my past. She mentioned she had heard I was working part time and wondered at what.

Shamefacedly I mumbled, "Oh, I am just a waitress." That wise, old, stern headmistress said to me, "Teresa, any job is an honorable job. Don't you ever forget it!" And I never have.

Of course, seeing the honor in our job is not always an easy task.

Societal Values Demean our Work & Worth

Our societal values make it difficult to honor so-called menial jobs. Our sick societal values esteem big bank accounts, fancy houses, new cars, extended paid vacations, prestigious jobs, beautiful, youthful looks, and perfectly cloned behaviors. These societal values wring the worth from the vast majority of hard-working folk.

Create your own values by looking for the honor and worth in your work now. Any honest day's work is honorable and worthy. Finding the honor and goodness in everything you do builds dignity and honor within you.

Even if you wanted to career change but instead returned to the field you had hoped to leave, remember, there is huge honor and courage in this. Taking care of your family and responsibilities does not mean you are a failure. It means you are a responsible, caring human being.

If you cannot find any worth in your current job, that lack of worth will likely haunt your career change. Before jumping jobs, seeking fulfillment elsewhere, consider your current job as sacred work.

Your Job as Sacred Work

Monastic writers have described their day-to-day, menial work as the path to holiness. Your job is much more than a means to pay bills. Try envisioning your job as your ministry.

I have a very health conscious, spiritual friend who, at this moment in her life, sells lottery tickets, liquor and cigarettes in a liquor store to help pay her bills. Rather than bitterly resent her position, she has made it her ministry to create a positive atmosphere, giving kindness and care to every human being that passes through those doors. Not surprisingly, wonderful little miracles occur often. (And yes, she is also doing the groundwork to create new employment.)

Rarely are things what they seem to be on the surface. In every relationship, in every job, and in every life experience there is much more going on than meets the eye.

"The three foundations of spirituality:
hearth as altar,
work as worship and
service as sacrament."
A Compilation of Triads, Volume I John F. Wright

We are always being called to see the bigger picture and to grow nearer to our soul. To find more meaning within the work you do now, query your soul as to the larger view.

Ask Your Soul

Try sitting quietly for awhile. Practice letting go of passing thoughts while lightly noticing your breath coming in and going out. Relax your body and mind. Ask your soul, "What is my work really about. What work am I really doing here?"

When I had grown weary of facilitating the same career assessment program for nine years, I sat and asked my soul this same question. Within the whisper of my small, still voice I heard the truth, "You are bringing light and hope to people."

The work I was doing was not about self assessment tools or job search but about bringing light and hope to people. From that day onward the program was no longer repetitive for me and as I gained more depth and meaning in my work, so did the program.

When we see our work as sacred and honorable, we feel good about what we are doing and who we are. This goodness spins off into our family, workplace and ultimately the world. This also, builds an ideal foundation for career change, if we so desire. From honoring ourselves and our current work we can then successfully begin taking small steps towards change.

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* On Top Form
Whereas the resume or curriculum vitae is quite rightly your own personal advertisement.

The application for tries to take away your ability to tell the employer what you would like them to know and replace it with what they want know about you.

To be fair, the employer may just want to have a level playing field, unfortunately very few of them know much about the layout of Application Forms and the effect that a bad form can have on the applicant.

With that in mind many people will make mistakes on Application Forms or will not provide the information that has been requested.

So, lets take this in a methodical way and reduce the chances of making a mistake.

* Step by Step - Follow this easy guide.

1) If possible make 2 or 3 photocopies of the Application Forms.

2) Read the questions on the Application Forms carefully, most of the questions will be straight forward, but some of them may be badly worded.

3) Using a pencil and one of the copies, complete the standard bits of the Application Forms, name, address, date of birth etc.

4) Whenever you are required to provide employers or previous details, dates of employment and job titles, use your resume as a guide so you don't forget anything.

5) In any area of the form that allows you to provide extra information about yourself or your previous employment, use the short punchy statements from your resume. If the Application Forms has plenty space for that sort of information (most don't) then use bullet points and space the statements.

6) Complete the rest of the Application Forms.

7) Make yourself a coffee.

8) After you have finished your drink, go through the completed form carefully. Identify any mistakes that you have made.

(i) Check spelling.
(ii) Check that non of the boxes look crowded.
(iii) Get a friend to read through the Application Forms.

9) If you make any mistakes, erase the mistake and add the corrections.

10) If you need to, use the other photocopies until you have a perfectly completed Application Forms.

11) Now carefully transfer that information using a Black ink Biro to the original Application Forms.

Although these 11 steps are incredibly time consuming, when done correctly, they make a big difference to the look of the completed original.

Once you have completed the Application Forms make a photocopy and ensure that you have a high quality covering letter to accompany it and you are done.

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When applying for a position in today’s market, do you ever wonder, “Is my resume really directed to the decision maker?” Are you concerned that your resume never reaches the true “hiring manger” or decision maker? Worse yet, are you being "auto-disqualified” because your resume doesn't speak to the decision makers needs and never makes it passed his or her screening process?

How would you know if your resume did or didn’t reach the appropriate decision maker? You can truly never know for certain. However, there are steps you can take to ensure that your resume does not get "auto-disqualified", or provide obvious reasons not to be hired.

There are several “mistakes” commonly made in resumes that give immediate reasons why you will not be offered the opportunity to go to the next step in the hiring process.

The usual first step in obtaining a position is the submission of your resume. Typically that is to the staff in a Human Resources department.

Often, HR is given a specific group of parameters the hiring manager is seeking in a particular applicant. If a resume does not reflect those parameters it is often filed away and never given to the decision maker.

Age is often a factor in this process. Age discrimination happens. It happens to applicants that are too old for a position or too young. Companies are not allowed to ask an applicant’s age, but often times they don’t have to. Many people reflect this information voluntarily in their resume. By giving a high school graduation year, college graduation year, or even the dates you attended schools gives the reader ample information to decide if you are too young or too old for the position. Age is never a reason you will be hired, but it certainly could be a reason you are not hired. Why give them this information?

Many applicants are concerned that they have worked for only one company or in only one industry and that their skills are not transferable to other industries. This is when your marketing skills are truly tested. Marketing yourself is very similar to marketing a product. Find out what is going to make you attractive to the employer as a potential employee and showcase those skills in your resume.

So, how can you avoid "Auto-Disqualifying"

Example: If you are applying for a management position but have never held a manager’s “title,” showcase the fact that you have managed others or supervised projects so the person reading your resume understands that you have the necessary skills even though you have not held the title. If your resume is not reflecting your skills, then it is probably being disqualified before it reaches a true decision maker. This is commonly known in the employment industry as “auto-disqualifying.”

Education, or lack of, is a tougher hurdle to overcome. Many positions have an educational requirement that some people have not achieved. This again brings us to marketing yourself. Showcase, through your resume, that you have the skills and knowledge to succeed at the position they are trying to fill. There are very few “perfect applicants” for any particular position, as a result decision makers typically must choose whom they feel is right for the job based on skills, experience and you’re your ability to fit into their team.

Do you know if your resume is reaching decision makers? Market your skills through your resume to ensure your resume is actually reaching the true decision maker and increase your chances of landing that interview!

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Many years ago, when I was a young job-searching greenhorn, I ventured to Bombay City to take a bite out of the big apple of opportunity.

When it came to finding a job in a crowded city of millions, I quickly learned that it’s much easier on one’s sanity to sign up with one of the many employment agencies which helps job seekers looking for work.

I scoured the newspaper and found a large ad for one such well-known employment agency. True to their word, they promptly sent me off on several interviews – none of which I felt particularly comfortable at. Needless to say, I didn’t get any job offers.

While nursing a cold, I decided I needed a change. So, I contacted a much smaller agency and decided to see if my luck would be different.

These people rocked! They were down-to-earth friendly and genuinely concerned about helping me find a job. Before they sent me out on any interviews, they put me through a mock interview session and evaluated my performance (something the larger fancy-pants agency didn’t do). Afterwards, an advisor sat me down and we chatted about the results of my mock interview.

I am forever grateful for the feedback I got that day, because the interview preparation tips they gave me have served me well over countless interviews these many years. I’ve condensed their pointers into five simple rules that anyone can follow for better success at a job interview.

1) Eye Contact – Look directly at your interviewer. Don’t cast your eyes down.

2) Sit up Straight – Don’t slouch in your chair – it makes you look lazy and uninterested. Good posture makes you look like a confident person.

3) Don’t Fidget – Keep your hands in your lap when you’re not making a point in the conversation. Fidgeting looks unprofessional.

4) Speak Up – Don’t mumble your words. Speak directly at your interviewer with a clear, strong voice.

5) Smile and Show Some Personality – It’s ok to be a little nervous, but remember to stay loose and be yourself. Personality counts for a lot.

Of course, there’s a lot more to think about when preparing for an interview. But even if you only remember these five simple interviewing rules, you’ll be able to make a good impression on the one person standing between you and a job – your interviewer.

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1. Choose Your Format Correctly - There are two main resume formats - chronological and functional. If you are seeking a job in a field in which you already have work experience, you will probably want to choose a chronological format where you will be able to showcase your job history. If, however, you want to transition into a different field, you definitely need to use a functional format. This will allow you to focus on your strengths and transferable skills and not box yourself into a certain field.

2. Be Specific - Too often, I see resumes with experience stated this way, "Sold used vehicles" or "Negotiated claim settlements." Use real numbers to improve your resume. "Sold 20 used vehicles in first 3 months of employment" or "Increased overall customer satisfaction by 25% in claim settlement negotiations."

3. Be Accurate - Don't stretch the truth just to impress. Make sure you use completely accurate numbers in your claims. You cannot build a solid career on a shaky foundation.

4. Be Precise - Always proofread your resume. Spelling, grammar, or punctuation errors will disqualify you quicker than anything. A well crafted resume is an essential tool in the job search process. Find someone else to proof it for you as well. Often, other people will catch something you overlooked.

5. Be Brief - Be careful to write a resume that is not "wordy" or "superfluous." It is very obvious to anyone reading one of these resumes that there is not much substance to them. Make each word count.

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The internet makes it possible to point and click your way into your dream position or a gig just to pay the bills. On-line job boards such as monster.com receives over 7.5 million visitors each month making it easy to get lost in the mayhem of the point and click stampede toward employment. Have no fear, there a few things you can do to get in the groove of this fast-paced job shuffle.

1.)Craft an eye-catching header.
That single line in the header of your e-mail is valuable advertising space, it separates you from thousands of other job seekers, make it count.

2.)Use keywords.
Craft your resume and cover letter using the description from the job posting. Include a “key words” section at the bottom of your resume, suggests Chris Jones, VP of Content at Hotjobs.com. Employers use automated systems to scan and flag resumes with certain key words.

3.)Target your search.
Treat your job hunt as a planned, precise operation. Do your homework on the industry and target potential employers. Apply directly on their corporate web site.

4.) Utilize on-line tools.
If you're posting on a job board, investigate the site and see what they have to offer. Naukari.com allows you to post up to 10 different resumes while Monster.com offers a specialized diversity and inclusion job search feature.

5.) Use any means necessary.
Experts agree networking is still the number one way to gain employment. Network your way into a company and cultivate a contact that will be receptive to receiving your resume and will pass it on to the right person.

A missed opportunity is as close as the delete button. Make sure you read the directions when applying for a position. Stay in the game by giving employers what they requested.

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What do employers look for in potential employees? That was the question that was posted recently on a career discussion forum online. Naturally, for each different position, the particular answers to that question would be different. However, there are some common skills that employers look for in all employees, whether the employee happens to be a network engineer or a fry cook.

In-Demand Skills for Success

1. BASIC SKILLS, Reading, writing and arithmetic! Believe it or not, a good portion of high school graduates (and some college grads) do not read at an 8th grade level and cannot do multiplication in their head. Employers are seeking employees who can read well, can write coherently, and who can calculate mathematics in a business environment (fractions, percentages, etc.) Add to that the modern basic skills of keyboarding skill, basic computer knowledge, and ability to use most computerized tools (e.g. fax machine, basic word processing program, etc.) to round out the basic skill sets needed for employment success.

2. PERSONAL SKILLS, Can a potential employee speak well? Can he/she answer questions of customers in a positive, informative manner? Can the prospect provide good customer service? While not everyone has an outgoing sales' personality, successful employees can communicate in a non-confrontational, positive manner with their coworkers, team members, subordinates, management, and customers. Being able to work well with others is a vital skill for success in all jobs.

3. JOB ATTAINMENT, Job search is a process that requires a great deal of dedication and attention to be conducted successfully. It follows the old principal that many veteran programmers refer to as GIGO , Garbage In, Garbage Out. If you put lousy effort in, you will receive lousy results. Employers are seeking employees who know how to present themselves in a positive manner and who display enthusiasm and knowledge about the companies they approach. Not only do candidates get evaluated on their skills and experience, but also on how they are approaching the job search. Enthusiastic candidates with fewer skills have an even chance of getting the job as dull candidates with better skills.

4. JOB SURVIVAL, Now there's a hot topic in this period of layoffs. Who gets the ax and who doesn't is often a matter of numbers, but it is also often a matter of performance. Employees who have consistently demonstrated their worth, taken initiative, and made themselves a valuable asset to the company have lower incidences of being downsized than employees who put forth mediocre or average effort in their jobs. Surviving within a company through layoffs or moving up the career ladder is a success skill that is learned and is consciously cultivated among successful professionals.

5. PROFESSIONAL DEVELOPMENT, As all high tech and engineering pros know, it's learn or burn in today's work environment. Attaining new skills, applying new concepts, updating established skills is an absolute necessity to succeed in today's work force. The successful individual is constantly attending seminars, taking classes, attaining training on new products or releases, and otherwise learning new skills that will keep them marketable in their careers. Successful people are lifelong learners. Employers are looking for people who have the training necessary to fulfill their needs.

6. CAREER DEVELOPMENT, Career Development differs from Professional Development. Professional Development is learning while Career Development is a planning and goal setting process. Successful individuals design a career plan with written goals for short term and long term. They lay out the steps needed to move their careers from Point A to Point B within Time Frame C and plan how they are going to achieve those steps. Successful people have someone to whom they are accountable for their progress and who will monitor their success in achieving their goals. Employers are seeking individuals who (believe it or not) wish to commit to the company for a long period of time. Good career progression is a high selling point of candidates to prospective employers.

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Seven Basic Salary Negotiation Tips

Money is the most sensitive issue in the whole hiring process. Discussing the compensation often causes anxiety on both employee and employer. Here are seven ways to make the process of salary negotiating efficient.

1) Research: Before the interview process begins, contact the professional organization that represents your field of career. As soon as they provide you with your salary information, you can now examine your monthly cash requirements. Remember that once your taxes are added to your paycheck, approximately 30% of your gross monthly salary is deducted.

2) Determine your skills: You should understand that different segments of the economy require a variety of skills depending on the industry setting. Once you have established what your skills are and what they are worth to the current employment market, you would know the limitations of your negotiation.

Salary range information is available at American Almanac of Jobs and Salaries, National Association of College and Employers, Career Center, and professionals in your related field.

In stating your salary range, avoid basing your desired salary on your current salary. Always tell the truth when it comes to your past salary. It is acceptable to extend a range to approximately $6,000 to show that you are within the company's price range but interested in more compensation.

3) Weigh the company's compensation package: To determine your fair market value for a specific job, you should consider the economic, geographic, and industry factors of the job offer. Weigh the benefits of compensation and promotions, insurance, allowed time off and retirement settlements of the offer to ensure a fair proposed salary.

4) Sell yourself: If you know what you could offer the company requires a larger income, never say it directly. Once you sell yourself discreetly, the interviewer would understand that the proposed salary is not appropriate for your background.

5) Have a positive attitude: In negotiating, never compete. Negotiation is basically a process which could benefit both parties. Understand your needs and those of the company.

6) The final offer: Be aware when the negotiation is done. Pushing further when a deal has been set could give a negative first impression on your part.

7) Show what you are made of: The interview is only the first step in having an enhanced compensation. Once you are hired, offer your skills to the company and prove your worth by doing quality work. You may even get a promotion for doing so.

Based from a survey conducted by the Society for Human Resource Management, four out of five employees are willing to negotiate compensation. Understanding these basic tips will allow you to enhance the terms of your new job.

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The interview is a critical part of the job search process and also
the one where most job seekers have trouble. There is plenty of
advice around on how to navigate thru an interview successfully. This
article has put together some simple, but crucial items that job
seekers should definitely plan on NOT doing!


====================================
JOB INTERVIEWING - 8 MISTAKES YOU MUST AVOID!
====================================

1. - DON'T SHOW UP LATE.
There is no easier way to lose points with a prospective employer
than to show up late. First impressions do last. And unfortunately,
showing up late screams things like “I am unreliable” or “your time is
not important to me”. Is this what you want a prospective employer to
think before you even have a chance to utter a word? Make it a point
to try to be early to every interview. That way, bad weather, traffic
and that last minute phone call stand less chance of ruining your
entrance. If the unforeseen 18-wheeler does happen to dump 10 tons of
tomatoes across the interstate, upon arrival, apologize first thing,
offer a quickexplanation and move on. (Ideally you would have called
from your cell phone as soon as you caught sight of the delay.)

2. - DON'T ACT DISINTERESTED.
No matter what the circumstance never act disinterested during an
interview. If 10 minutes into the meeting you become certain that
nothing on the planet could convince you to take a job with the
company continue to pay attention and act like you care about the
conversation. Remember that the interviewer does not exist in a
vacuum. He or she has friends, relatives, and associates who may
influence future job opportunities. If you behave poorly, the
interviewer will remember and will share the story of you and your
unprofessional behavior with others. Haven’t you shared bad job
search experiences with people close to you? The interviewer is
probably no different.

3. - DON'T BE UNPREPARED.
Being prepared has many facets. Interviewers expect you to know
something about the company and the position you are seeking. Having
this knowledge makes you appear both motivated and truly interested.
So make sure you do your research! Excellent sources of information
include, the Internet, periodicals and people already in the field.
Another facet of being prepared is being ready for the types of
questions that may be asked. There are numerous articles on the web
and in bookstores with practice interview questions and answers. Make
sure to utilize all such resources available to you. And finally,
don’t forget to have extra copies of your resume and references on
hand should they be requested.

4. - DON'T FORGET YOUR MANNERS.
No matter how old fashioned it appears to use word like “please”,
“sir”, “ma’am” and “thank you”, do not delete these words from your
vocabulary. These simple words can work wonders towards making a
positive impression. Always use a respectful tone of voice. Do not
unnecessarily interrupt the interviewer. Maintain eye contact and a
pleasant expression. Leave the slang, slouching and gum chewing at
home. Good manners signals respect for yourself and the people around
you; never underestimate their importance.

5. - DON'T DRESS INAPPROPRIATELY.
Whether you like it or not, the job interview is not the time to
express your individuality. Always remember that your goal is to gain
employment, not to make a fashion statement. Accordingly, you should
not dress in any way that will distract attention from you and your
qualifications. Things to avoid include unconventional hair colors,
excessive jewelry and makeup and any clothes that you would wear to a
nightclub. Prior to the interview, contact the companies HR
department and inquire about the company dress code. Do your best to
dress accordingly. If there is any doubt, err on the side of being
overdressed.

6. - DON'T BE UNTRUTHFUL
Never, ever lie during an interview. Mistruths have an uncanny habit
of catching up to people. If the interviewer catches you in a lie
during the interview, you have seriously damaged your chances of being
hired. After all, would you hire someone that you couldn’t trust? If
your employer finds out you lied after you have been hired, it could
be grounds for dismissal. Even if they do not dismiss you, you are
still in serious trouble as you have damaged your integrity in the
eyes of your boss. The bottom line is that you should always be
truthful when interviewing.

7. - DON'T BE MODEST.
When searching for the right job, put your modesty aside. Don’t be
afraid to confidently describe your skills and accomplishments. After
all, if you don’t sing your praises to your potential boss, then who
will? Don’t count on your resume to do all the work; it is only a
tool to help you land the interview. Once you get your foot in the
door, it is up to you to convince the interviewer that you are the
ideal person for the job. Worried that you will come across as
conceited instead of self-confident? Then practice how and what you
will say with a friend or family member who can provide honest
feedback.

8. - DON'T FORGET THE "THANK YOU NOTE".
Once the interview has concluded, take a few moments to jot down your
impressions of the interviewer, what you talked about and any
interesting points that were brought up during the meeting. The ideal
time and place to do this is in your car a soon as you have exited the
building, as your thoughts will be most fresh at this time. Use this
information as you compose a well thought out thank you note to the
interviewer. Mail this note no later than the day following the
interview. Remember promptness signals interest.

By avoiding these 8 simple mistakes, you can improve your chances of
having a successful interview and landing the job of your dreams.

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Here is a true story. My dentist did a “clinical” evaluation of my teeth. That is his fancy way to say he looked in my mouth and starred at my teeth with his own two eyes. He found no cavities in his “clinical” evaluation. I felt happy and relieved!

But then he took a quick x-ray. Lo-&-behold, the x-ray immediately spotted a cavity hiding under one of my fillings!!

In other words, what you see is not always all you get!!! An objective x-ray found a lot more important information than a highly trained eye.

Likewise, some applicants come across fine in a job interview. But, they then proceed to flop after you put them on the payroll. In fact, huge amounts of research prove most interviewers do poorly at predicting how an applicant will do, if hired.

So, it is crucial for a manager to use special “x-rays” to spot potential trouble lurking within an applicant – and also uncover skills and talents that will prove beneficial on-the-job. Here are five superb “x-ray” methods you can use immediately to help you hire high-achievers – and stay away from underachievers.

1. Pre-Employment Tests
Research shows that customized tests are the best way to accurately predict on-the-job performance. You can use three types of tests:

A. Behavior tests – to evaluate interpersonal skills, personality, and motivations

B. Abilities tests – to predict brainpower in problem-solving, vocabulary, arithmetic, grammar, and handling small details

C. Character tests – to detect a “bad apple” who has a bad work ethic or might steal

Tests can be given in paper-&-pencil test booklets or on the Internet. Importantly, only use tests designed for pre-employment assessments.

Customize tests you use by doing a “benchmarking study” to find out how your highly productive, low-turnover employees typically score. Then, you quickly can compare applicants’ test scores against scores of your most productive employees. Of course, you can show preference for applicants who score like your winners.

2. Remember One Truism
When I deliver my speech or seminar on Hire the Best -- & Avoid the Rest™, I always point out: Whatever behavior you see from the applicant during the screening process is likely to be the very best behavior you ever will see from that person! You surely witnessed this truism.

Let’s say you want to hire a high-energy person. Candidate A stays very high-energy during your entire screening process, including all in-depth interviews. Candidate B starts interviews high-energy (a good sign) but then acts increasingly drained as the interviews go on (a bad sign). Candidate A is much more likely to be high-energy on-the-job than Candidate B. Do not expect Candidate B to suddenly explode with energy if you hire that person.

3. Referrals from Your Best Employees
Winners hang around with winners. Losers hang around with losers. Your best employees probably hang around with high-achievers. Ask those employees to refer applicants.

4. Bio-data
I’m not referring to DNA. Instead, bio-data is biographical data. Here’s how to benefit from bio-data. Grab the files on your superstar employees. Look for common work-related experiences or education that most of them have.

For example, one company I consulted to wanted to hire salespeople to sell a service (not a product). Upon examining bio-data of the company’s superstar salespeople, we found the high-achieving salespeople had worked selling services. Most of the company’s underachieving salespeople worked in sales, also. But, the underachievers sold products, not services.

Interestingly, the same company also discovered most of its superstar salespeople worked at McDonald’s for six months or longer in high school or college. This showed an interest in serving customers (after all, that is what McDonald’s stresses) plus stick-to-itiveness (lasting six months or more in a normally high-turnover job). So, start digging into your bio-data treasures located in employees’ files.

5. RJP
RJP stands for realistic job preview. To do an RJP, (a) show applicants exactly what they will do on-the-job if you hire them, (b) let applicants think about it for 24 hours, and (c) then ask applicants if they want to take the job. Research shows employers who give detailed RJPs get two results:
1. less employees accept the job offer
2. applicants who accept the job off are less likely to turnover

Importantly, an RJP needs to be super-realistic. For example, I consulted to a tire company. It had great difficulty getting people to work in “purgatory” – a horribly hot room in which hot, just-made ties were moved on the tire molds. Anyone who worked in the “purgatory” room spent all day covered in sweat and thick white dust. No wonder most people quit that job after short time!

I recommended using RJPs. The company worried, “Applicants won’t take that job if they know much about it!” I said let’s try RJP anyway. Sure enough, after seeing this awfully hot and dusty job, only a small percentage of applicants took the job. But, those who did stayed a long time. Note: They were people who acted distinctly “odd,” and relished feeling hot and sticky all day!

Do It Now
If you remember these points, you can hire the best – and profit from it:
1. what you see is not all you get – but it is the best you will see
2. use customized tests, since tests predict job success better than other methods
3. take advantage of predictors right under your nose, including referrals from winners, bio-data, and RJPs

Importantly, you can start these valuable methods today so you immediately start hiring the best.

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You're fired! This succinct phrase strikes more fear into the heart of the working man than any other. Why is it, then, that many well-intentioned and reasonably astute professionals hear these words chronically throughout their career despite all best efforts? Below are the top 10 self-destructive workplace habits sure to endanger one's longevity on the job.

Even with this small amount of insight, many aspiring professionals can learn how to maintain their good standing in the workplace and actually excel on the job rather than self-destruct. Employee turnover hurts not only those receiving their 'walking papers', but employers as well since this is a costly, through avoidable, expense.

With this in mind, serial "Labor Losers" can benefit by knowing these 10 key ways to get your self canned:

1. Failing to have a life plan - All very successful people have a clear life plan, whether memorized or actually written down. They create it, massage it, and refer to it often.

2. Not keeping your skill set current - The business landscape is ever-changing and there is more demand for jobs than supply. Not staying on par with colleagues and those vying for your job will be a deathnell.

3. Failing to deliver results - Winners in business know that it's all about accountability. Those who harbor a sense of entitlement for simply having put forth effort, irrespective of the results of those efforts, are guaranteed to fall by the wayside.

4. Confusing efficiency with effectiveness - Those who think that communicating via e-mail replaces the need to actually talk with people around them fail to recognize the importance of personally connecting with others in today's highly automated and technological environment. Communicating in person whenever possible is imperative for success-seekers.

5. Believing that you are irreplaceable - There is no room for "divas" in the workplace. As soon as you convince yourself that you and only you can do the job "right", your star will surely start to fall.

6. Knowing all the answers - The old adage remains true: knowledge is power. Professing to know it all can readily stagnate a career. Winners remain unceasingly interested in learning new ideas and approaches.

7. Surrounding your self with "brown-nosers" - Losers like having people tell them how smart they are, whether or not it's true, while successful managers and other professionals accept and encourage intelligence and creativity in others.

8. Forgetting to give credit to others - Losers inappropriately take full credit for positive events despite the help or input received by others, while Winners give credit where credit is due. Losers inevitably reap what they sow.

9. Failing to self promote - Bragging is one thing, but letting colleagues throughout your industry know of your success through case studies, promotion bulletins, or other such tools is quite another. Losers often fail to recognize the importance of letting others know about their successes, or go about it in entirely the wrong way.

10. Losing perspective - Intuitive business people recognize that, despite their best attempts to do everything right, sometimes they approach roadblocks and seek the advice and perspective of a respected friend, colleague or even a business coach. Those who fail to recognize their shortcomings are destined for the unemployment line.

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In 2000, I accepted a job as the Human Resources Manager for a large auto-components manufacturer. I had the undistinguished task of laying off 250 workers due to an imminent plant closure. If you speak to any person in the human resources profession they will tell you how mentally difficult it is to let people go and see their disappointment in the process.

Redundant employees express a wide range of emotion, ranging from family responsibility and financial insecurity to just losing a work life they had grown to rely on and become accustomed to. It was my job to counsel employees about how they could better cope with their personal circumstances and I hired professional workplace counselors to assist. What was to happen two weeks later was unprecedented.

After a job well done and a smooth redundancy process my managing director walked onto my office, thanked me for my efforts and made me redundant! "I needed you to complete the process first before I could let you go" he said. I felt as though I had hit a brick wall and was momentarily stunned. How was I to break the news to my wife? I had two young children; a mortgage like most of the working population and my wife did not work outside the home. This book is about how I coped with this stressful moment in my life.

I had to draw upon all my previous job-hunting experience and survival skills to get through. I can break it down into 5 key critical success factors:

1. Successful job search skills knowledge

2. Strong financial management initiatives

3. Flexible and open career re-assessment

4. Mental toughness and a strong belief system

5. Managing your current job.

Successful Job Search Skills Knowledge

Key Success Factor Number 1
Your very first objective when you have lost your job is to get another job. Now that may sound a bit straightforward but it isn't. To get another job today requires special knowledge and skill. This is because in most situations, redundancy falls during times of economic slowdown, rising unemployment resulting in fewer jobs and greater competition. Labour economists call this an "oversupply of labour" and this will cause an imbalance in the labour market favouring employers.

That's right - employers can pick and chose whomever they like and they know it. I think that competition is a key word here, because just like any other competitive scenario, nobody remembers who came second. The only winner is the person who gets that job and you're up against it in what is cruel market place.

If you have been working in an organisation for a long time and are reaching the older age category, being out of work for the first time can shock you. All of a sudden you're in a cauldron of job hunters operating in an unbalanced labour market where supply far outweighs demand. Lets face it, it will not be easy but there is always hope. Whatever you do don't become defeatist and lose faith in your abilities. Get yourself in job search mode and learn all you can about job-hunting skills. It will be necessary for you to do this in order to compete at the same level and edge closer to winning that job.

Your job search knowledge must consist of the following areas of competence:

1. Ability to tap into the hidden job market

2. Successful behavioural interview skills

3. Good letter writing ability with a marketable resume

4. Strong belief in yourself and mental stamina.

Successful job search skills knowledge is critical and this book focuses heavily on this key area. I have covered all of the above areas of competence in separate chapters so that you can easily move from one key activity to another. Your ability to network with others and perform well at interviews will be paramount. Your ability to write good covering letters and have a well-written up-to-date resume is equally important. If you need more coaching beyond the scope of the book then go out and get it.

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