To conduct a successful job search, you need to manage both the logistical dimensions
and your own attitudes and feelings. A summary of what (I hope) you now realize that it
takes to succeed:

1. You have established your job search goals and objectives.

2. You can articulate what you are looking for.

3. You can discuss your strengths and qualifications with networking contacts and
potential employers.

4. You know how to research your job targets and identify job leads.

5. You feel positive about your job search direction and strategy.

6. You have a network of people you can contact or, in the alternative, a strategy to
develop new contacts and resources.

7. You have—or can develop—a support system for yourself during your transition.

8. You are willing to work hard to find a new job.

9. You have the ability and desire to learn from your mistakes.

10. You are able to manage your negative feelings and thoughts.

11. You can recognize when you need help and aren’t afraid to ask for assistance and
guidance.

12. You are able to motivate yourself and take responsibility for your actions.

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1. Do you check several job posting sites (such as Monster.com [www.monster.com] or
Careerbuilder.com [www.careerbuilder.com]) every day and submit your resume to
appropriate positions?

2. Do you subscribe to at least one trade journal or professional publication with job
listings?

3. Are you member of at least one professional association in your industry?

4. Do you have a membership directory for a professional trade group, networking
group, or alumni association that you can use for networking purposes?

5. Have you reviewed your resume to make sure that it is on target and error free?

6. Are you doing Internet research to identify companies that might be interested in
hiring you?

7. Do you have an actionable networking strategy?

8. Are you conducting informational or exploratory interviews as part of your networking
strategy?

9. Are you persistent in following up on all job leads?

10. Have you researched and contacted employment agencies or executive recruiters in
your industry or occupation?

11. Do you know how to interview, or do you need more interviewing preparation and
practice?

12. Have you contacted your references to ask permission to use their names?

13. Do you know how to communicate your strengths and weaknesses and target
employers who can benefit from your qualifications and experience?

14. Do you have family and friends who can support you through this process?

15. Have you determined whether you can benefit from a career counselor and identified
and contacted career counselors who can coach you on job search strategies and
techniques?

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It’s often been said that finding a job is a full-time job. This advice is fine if you’re unemployed,
but it is less useful if you already have a full-time job that requires your attention.
To get better control over your job search time, follow the guidelines below:

1. Set reasonable job search goals—either by time spent or activity accomplished. If
you have a limited amount of time to conduct your job search, strive for efficiency
and set your goals by activity rather than the clock. This kind of structure will give
you a greater sense of accomplishment.

2. Chunk your activities together for maximum efficiency. For example, set aside blocks
of time exclusively for Internet research, make several phone calls sequentially, or
write your resume. This method will enable you to focus and concentrate exclusively
on the task at hand rather than trying to squeeze too many different activities into
too little space. Make sure to set achievable goals in each category.

3. Create a place to keep track of your job search activities. You can use a simple
spreadsheet or word-processor document or make a chart in a notebook to list your
activities along with the time you spent on them, the people you’ve contacted, the
results, follow-up tasks you need to complete, and any other relevant information.
Having such a file will help you quickly locate information you need when an
employer or other contact calls.

4. Reward yourself when you have completed your job search tasks competently and
effectively by doing something you really enjoy.

5. When time is limited, procrastination is not an option. Don’t let yourself be sidelined
with unimportant activities. If you can’t make your job search one of your priorities,
you can’t realistically expect to find a good job.

6. Carve out a physical space for yourself that enables you to have some expectation of
privacy. The kitchen table is not a place for quality solitude or communication with
potential contacts and employers.

7. Learn to view each obstacle as a challenge to your problem-solving skills. After all,
if finding a new job were easy, you would have done it weeks or months or years
ago.

8. For those of you who have the opposite problem—meaning that you are unemployed
and have too much time on your hands—you need to approach your situation
differently. Most importantly, do not conduct your job search in total isolation.
If you have access to outplacement services or a transition center, make it a point to
go to their offices several times a week because people often find it easier to conduct
a job search when everyone around them is engaged in the same activity.

9. Make sure that your job search includes plenty of networking time as well as both
social and professional activities. If possible, join a professional group or weekly job
club and participate in their events. Even if you aren’t a particularly social person,
try to force yourself to stay socially motivated. Successful job hunting is often a very
social experience—so socialize!

10. Don’t get distracted by household tasks or chores. If you’re at home during the day,
don’t think that you don’t have anything to do. For you, looking for a job really is a
full-time job.

11. Don’t neglect your physical or mental health. Job hunting is stressful, and you need
to develop your own personal stress-busting strategies in the form of exercise, meditation,
gardening, or whatever works for you.

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The world is a complicated place, and if you think that job searching within the United
States is tough, it’s even more confusing when you want to live and work abroad.
Fortunately, there are lots of resources that you can use to get the so-called “lay of the
land.”

✔ Going Global (www.going-global.com) is a Web site designed primarily to meet the
needs of international job seekers and professionals. It contains a comprehensive
array of country-specific career information, including resume/CV writing advice,
job sources, interviewing strategies, salary negotiations, and work permit and visa
regulations. It also has country guides, which you can purchase for a reasonable fee;
they are well worth the investment.

✔ Expat Exchange (www.expatexchange.com) is a virtual community that connects
people who are relocating to, living in, or returning from more than 135 overseas
locations. This site provides a great way to network with people who have “been
there and done that,” as well as experts and regional contacts who can answer more
specific questions.

✔ The International Jobs Center (www.internationaljobs.org) is a membership organization
that provides extensive information on international jobs. This includes a
weekly newspaper with more than 500 job postings, profiles of major employers in
the international development market, and an e-mail notification system to alert you
to new job openings in your areas of interest.

✔ Overseasjobs.com (www.overseasjobs.com) is part of the Aboutjobs.com network of
sites (www.aboutjobs.com) that provide free services to job seekers (employers must
pay to list positions). The site has lots of useful information, including country
guides, informative articles, visa/work permit information, and job listings.

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If you decide to explore the possibility of working with a career counselor, it is important
to choose someone whose style and values are compatible with your needs. There are a
number of ways to identify good counselors.

1. Networking is usually one of the best methods. Talk to the people you know
(including the career services office at your school or alma mater) about any career
counselors who they know to be competent and reputable.

2. Use the telephone and Internet Yellow Pages to identify career counselors in your
community.

3. When you have a name (or preferably a few names) of career counselors, call the
counselors and interview them on the phone about their services.

4. Ask about credentials. Although career counselors do not have to be licensed in
most states, it is in your best interest to inquire if a counselor has an advanced
degree in psychology or counseling as well as specific training and experience in
career and employment issues.

5. If you prefer to work with a counselor who is licensed or certified, you can find a list
of those career counselors at the Web site of the National Board of Counselor
Certification (www.nbcc.org). Use their CounselorFind feature to search for certified
counselors by specialty and geographic location.

6. Ask about areas of specialization and experience. Some counselors either specialize
in working with specific populations (for example, lawyers, doctors, or business
executives) or have extensive experience with certain industries or occupations.
Depending on your needs and situation, you may want to choose someone who is
knowledgeable in your particular field or profession.

7. Counselors vary in regard to their use of testing instruments. If you are interested in
testing, make sure that you choose someone who is comfortable and knowledgeable
about these instruments and vice versa. You certainly wouldn’t want to choose a
counselor who relies heavily on testing if you prefer a counseling modality. Having
said that, keep in mind that there are many counselors who provide both testing and
counseling, depending on the specific needs of the client.

8. Some career counselors make a clear distinction between career counseling and personal
counseling. Others, particularly those who are trained in psychology, recognize
that feelings and conflicts may surface during a job search or career transition
(fear of success, fear of failure, lack of support, and so on) and will work with you
to help resolve those issues. If you sense that you might want to delve a little deeper,
make sure that you choose a counselor who works psychologically.

9. Ask the counselor to provide you with the names and numbers of people they have
worked with who can attest to their capabilities. Although some counselors may not
be able to provide the names of former clients (for confidentiality purposes), they
can and should refer you to professional colleagues who can attest to their capabilities.

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Here is a list of services career counselors offer.

1. Provide individual counseling for career choice, career development, and job search
concerns.
2. Conduct career workshops and job support groups.
3. Administer and interpret vocational tests.
4. Teach job hunting skills and strategies.
5. Write resumes and cover letters.
6. Provide support during transitions.
7. Help resolve emotional and psychological conflicts.
8. Aid clients in developing career plans.
9. Refer clients to outside resources.
10. Help clients improve career decision-making and interpersonal skills.
11. Coordinate services with other helping professionals (social workers, psychiatrists,
psychologists, and so on).

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A career counselor is a job search coach who can help you develop a career plan and
implement a job search strategy. If any of the following situations apply to you, you might
want to consider working with a career counselor.

1. I often get stuck in stressful and/or dead end jobs.
2. I don’t know what I want to be when I grow up.
3. I have trouble getting along with my bosses or co-workers.
4. I often get passed over for promotions.
5. My work bores me.
6. I don’t respect the people that I work for and with.
7. I feel like I’m not living up to my potential.
8. My work is meaningless.
9. I change jobs a lot, but the new job isn’t any better than the last one.
10. I have trouble setting or meeting goals.
11. I had bigger dreams for myself.
12. I often get fired or laid off.
13. I have a reputation as a troublemaker.
14. People take advantage of me at work.
15. I never get any credit for the work that I do.
16. I feel like I don’t have any skills.
17. It’s hard to get up and go to work in the morning.
18. I don’t know how to sell myself.
19. I feel like I don’t have anything to offer an employer.
20. I never get the salary that I deserve.
21. My resume is a disaster.
22. I don’t know what I want to do.
23. I don’t know how to look for a job.
24. I hate authority.
25. I can’t stand the people I work with.
26. I feel like an impostor at work.
27. I’m too much of a perfectionist.
28. My work doesn’t fit my personality.

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Finding an employment agency that is both reputable and useful to you in your job
search requires some skill and persistence. Before you sign up for an agency’s services,
you need to ask some or all of the following questions:

✔ Does the agency specialize in any specific industry or area?

✔ What kinds of people do they prefer to work with?

✔ Who pays their fee?

✔ Does the job hunter need to sign an exclusive contract with them?

✔ Do they provide resume writing assistance?

✔ Do they coach candidates to be effective interviewees?

✔ Do they have job orders that match your qualifications and experience?

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Sooner or later, almost every job hunter turns to the want ads hoping for an easy way to
find the job of their dreams. Knowing how and when to use advertised listings is an
important part of your job search.

1. Identify the newspapers, magazines, and trade publications that are most likely to
advertise the kinds of positions that you are looking for.

2. Read the entire classified section from two or three past issues to get a feeling for
how the information is organized.

3. Make a list of the job titles and section headings that are most appropriate for you
and make sure that you check those job titles and section headings each and every
time you read the ads.

4. Cut out or make copies of the ads that you want to respond to.

5. Review the ad carefully before responding. What qualifications are required? What
are your greatest strengths and selling points? How do they prefer to receive
responses? Remember to take your lead from their cues—if they say “No phone
calls!”, that means no phone calls.

6. If the ad requests that candidates send resumes, write a strong cover letter to send
along with your resume. In your letter, stick as closely as you can to the language
and information that is highlighted in the ad.

7. Make sure that you include an address, telephone number, and e-mail address
where you can be reached.

8. If you haven’t heard back from the employer after one week, follow up your letter
and resume with a telephone call. In that conversation, confirm that your resume
has been received, discuss your qualifications, and request an interview. FYI: Some
employment experts estimate that follow-up phone calls increase the likelihood of
getting an interview by 25 percent or more.

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With so many changes in the job market, it’s no wonder that so many people find
researching a career confusing and overwhelming. The key is to find ways to link your
self-assessment information to potential career choices and then structure a plan to learn
more about the fields and industries that interest you. Informational interviewing, a targeted
form of networking, is an essential part of that process.
Here’s how it works:

1. Use the Occupations Summary in the previous checklist to identify the fields and
occupations that you want to explore.

2. Ask people that you know (relatives, acquaintances, friends, colleagues, past
employers) to introduce you to people who work in your areas of interest.

3. Use the Encyclopedia of Associations (available at many libraries) and other
resource materials to help you identify professional/trade associations in your target
area. If there is a local chapter, plan to attend a meeting to meet new people and
learn more about the field.

4. Should you decide to join a professional group, ask if they have a membership
directory (which you can use to conduct further informational interviews) as well as
a job bank (which will come in handy when you’re ready to do your job search).

5. When you have identified the people that you want to meet (either through your
personal networking strategy or by using the directory), contact them by e-mail or
phone to schedule a convenient time to talk.

6. During your initial conversation, make sure that you briefly explain who you are,
why you are contacting them, and what you hope to gain from the conversation.
Make sure that you are cordial but assertive.

7. Before the interviews, do your homework. Read trade journals, track down Web
sites, and gather whatever information you need in order to present yourself as a
knowledgeable interviewee. Remember that your goal is not to find a job, it is to
find out if this is the right career path or company for you.

8. At the conclusion of the interview, ask your contact if they can recommend other
people or resources that you can use to learn more about your areas of interest.

9. Always follow up your meetings with a thank-you letter. If someone was particularly
helpful, make sure that you tell them how much you appreciate their interest and
concern. Also, make sure that you periodically apprise them of your progress. They
will surely appreciate your consideration.

10. After you have made a decision (whether it’s for or against a particular choice),
reconnect with your network of people to let them know how you are progressing
and what you would like to happen next.

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Chasing federal grants you can go crazy. Where do I look for us government grants and how do I get these free grants? All good questions. Without having to buy a federal grants guide, I hope to show you.

This is why I have started this site. If you are here you do not have the money to hire a grant writer for 25% of your grant amount.

You are probably very much like me. For that price I could pay for college classes and do it myself.

US government grants all have a system they go. If you do not know the system then free grants are going to remain elusive. My best words of advice are learn how free government grants work, or pay someone to do it for you!

My overview of federal grants is simple.

One federal government giving us government grants through:

26 federal agencies who distribute free grants by:

15 different ways of giving federal grants to you:

Through hundreds of local and state agencies where you are finally able to get your free government grants from.

As you can see free government grants has to go through many hand before it reaches yours. US government grants can sometimes be given at the federal level. Through grants .gov. the us government grants official website. Good luck finding anything in there unless you are a professional.

Lets cover the 15 different ways that the us government grants are handed out.

(A) Formula Grants
My favorite. These free grants do not have to be paid back. Money from the federal grants set aside to State and Local agencies according to their ongoing needs not confined to something specific. This is usually how you get a federal grants for small business.

(B) Project Grants
Given to Free grants for a specific time period and for a specific need. These us government grants can include fellowships grants, scholarships grants, research grants, training, traineeships, experimental and demonstration, evaluation, planning, technical assistance, survey and constructions.

(C) Direct Payments for Specified Use
Free Government grants given directly to individuals, private firms, and other private organizations to encourage or fund a activity by someone with a specific goal.

(D) Direct Payments with Unrestricted
UseFree federal grants given directly to beneficiaries who are eligible with no restrictions on how money is spent. Things like retirement, pension and compensation programs.

(E) Direct Loans
A loan from the federal government for a specific time period. Most of these do not have interest payments.

(F) Guaranteed/Insured Loans
Programs in which the Federal government makes an arrangement to identify a lender against part or all of any defaults by those responsible for repayment of loans.

(G) Insurance
Free grants to provide financial assistance to assure reimbursement for losses sustained under specified conditions. us government grants may be provided directly by the Federal government or through private carriers and may or may not involve the payment of premiums.

(H) Sale, Exchange, or Donation of Property and Goods
Programs which provide for the sale, exchange, or donation of Federal real property, personal property, commodities, and other goods including land, buildings, equipment, food and drugs. Have you ever heard of the Dollar Home Sale?

(I) Use of Property, Facilities, and Equipment
Programs which provide for the loan of, use of, or access to Federal facilities or property wherein the federally owned facilities or property do not remain in the possession of the recipient of the assistance.

(J) Provision of Specialized Services
Programs which provide Federal personnel directly to perform certain tasks for the benefit of communities or individuals. These services may be performed in conjunction with nonfederal personnel, but they involve more than consultation, advice, or counseling.

(K) Advisory Services and Counseling
Programs which provide Federal specialists to consult, advise, or counsel communities or individuals to include conferences, workshops, or personal contacts. This may involve the use of published information, but only in a secondary capacity.

(L) Dissemination of Technical InformationPrograms
which provide for the publication and distribution of information or data of a specialized or technical nature frequently through clearinghouses or libraries. This does not include conventional public information services designed for general public consumption.

(M) Training
Federal Grants for programs which provide instructional activities conducted directly by a us government grants agency for individuals not employed by the Federal government.

(N) Investigation of Complaints
Us government grants agency activities that are initiated in response to requests, either formal or informal, to examine or investigate claims of violations of Federal statutes, policies, or procedure. The origination of such claims must come from outside the Federal government.

(O) Federal EmploymentPrograms
which reflect the Government wide responsibilities of the Office of Personnel Management in the recruitment and hiring of Federal civilian agency personnel.

These us government grants cover a wide variety of ways federal grants gives money for small business and individuals. The possibilities are endless for us government grants and for federal educational grants for you and your employees. Some free grants are in the form of loans and are what is called forgivable loans. Which means if you do not sell your business than the loan is forgiven and over time period and you do not pay anything back. The whole goal with free grants is to strengthen America and it workforce.

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Recent years have seen significant changes in the way career development support is delivered. Many of these adjustments have to do with advances in technology but closely linked is a major change in the human aspect of career coaching.

So what's different? The most noticeable development has been that career coaching and outplacement support is no longer exclusively accessible to senior managers. Nowadays companies recognise that it pays to be seen to offer support to all employees being laid-off.

No longer is outplacement provided behind the doors of oak panelled offices. Resource centres are often set up on the client companies site and the whole matter is dealt with in a much more open way. Any stigma that once surrounded redundancy has now all but disappeared along with the majority of the three-piece chalk-striped suits who helped those senior managers back into work by flicking through their address books. Redundancy is just one of a number of ways by which people leave their employer and is not considered a mark of failure.

This has all come about as a result of the increased pace of business. The need to stay competitive in times of rapid technological change and competitive pressure has meant constant re-organisation, such that where last year there was, for an employer, a great need for certain skills, today the same organisation may have no need of them. In other organisations, redundancy is the result of simple cuts as they attempt to keep their heads above water; non-core functions are removed or outsourced.

This has led not only to a growth in outplacement but, with the changing nature of the relationship between employee and employer, individuals now recognise the need to take responsibility for their own careers. We have seen a significant growth in individual career coaching as people attempt to maintain their employability in an environment in which skills and capabilities can become obsolete in a matter of weeks.

All this has been made possible to some degree with advances in technology. The older model; private and tailored, focused on the use of paper based psychometric assessment and ability tests, to ascertain the client's capabilities and suitable types of work and roles. It would then move on to the CV writing service wherein the client would be interviewed at length with a new CV as the output. If required, interview practice would be available but most important was the promise of "access to the hidden job market". This, in essence, meant that the consultant would introduce the client, by way of forwarding the CV, to a number of recruiters and headhunters. As time passes and the candidate fails to secure employment, the consultant would ease them into re-evaluating their expectations (downwards!) until eventually a role was secured. This method is still available for those that want it and there are plenty of organisations willing to provide it.

The new career transition model operates in a very different way. Where before the relationship was expert and client, the industry has now become more complex with the consultant taking on different roles according to the stage of the process the client is at and the need: counsellor, expert, teacher, facilitator and partner.

Perhaps ironically, technology has played a large part not only in bringing about the need for career support, but also in helping to deliver that support.

The requirement for lower cost delivery in order to meet the budget available for junior employees has precipitated more group work, which in turn means that the client is responsible for managing their own transition process.

Psychometric and ability tests can now be conducted on-line although the most professional will require 1:1 feedback. While there are a number of tests that offer on-line feedback, these cannot provide the detail that a personal session can reach when focussing on such matters as suitability for roles and organisations, cultural fit and ways of working.

E-learning supports the philosophy of giving clients the tools to manage their own transition rather than doing it for them. An internet, intranet or CD course offers, amongst a wealth of possibilities, features such as filmed demonstration interviews alongside interactive learning modules and examples of hundreds of CV's and application letters that can be used for inspiration.

Group learning has also been assisted by improved technology. Whereas until now it has been necessary for either the consultant or client to travel, online conferencing, using such facilities as Webex, allow groups to convene remotely and yet are fully functional with full voice contact, presentations, file transfer and private interaction between participants. Web-conferencing offers the added benefit of making it easier for people of different levels of seniority to work together.

In terms of information that aids the job search process, there are now more job boards on the internet than you can shake a stick at. If I'm honest I'd like to do more than shake the stick at most of them. In general they are a very poor method of identifying suitable roles because they tend to make it difficult for the best candidates to stand out. Job boards do have their uses, however. One is that they make it fairly easy to discover salary levels and the type of qualities required for many positions. The other is that they help jobseekers to identify active recruiters handling the type of role they are looking for.

A proliferation of on-line services now exist to help jobseekers identify opportunities worthy of a speculative approach. Execubank is just one that report news of corporate activity, including relocation, expansion and contraction. There are also a number, such as OneSource, that provide detailed company information including accounts, key personnel contact details and links, all of which help both for applications and interview preparation.

One-to-one consulting has also benefited from web-based tools. One of my favourite examples is the deaf client I worked with using internet messaging. My client had no need to come into town to see me and we were able to develop a much closer relationship working online in this way than we had previously managed with the help of an interpreter. VoIP technology has also made communication easier. Whereas previously high international telephone charges would have made contact with overseas clients unappealing, with Skype a coach is able to talk to clients anywhere around the globe at no cost and the conversation is as clear as if we were sitting in the same room as each other.

Neither of these methods is able to facilitate the depth of relationship that one-to-one coaching delivers and in particular, are not well suited for working with people who are angry, upset, or especially confused. However, there is no doubt that they can be effective for the transfer of knowledge and to motivate and encourage the client.

The reduced human contact that is implied by the use of technology is not to be overlooked. Certainly for those who have been made redundant, contact with other people is a crucial factor in determining how quickly and successfully they return to work. Fortunately, networking is no longer the "old school tie" thing it once was. We now teach networking as one of several job search tools. Put into practice, clients now interact with other people more than their erstwhile counterparts receiving traditional outplacement services would probably have done.

The danger with these advances is that, in pursuit of more clients with less to spend, the career transition industry becomes hi-tec / lo-touch when previously it was lo-tech / hi-touch.

Technology has opened up career consulting for many who might not have been able to afford it, however, the real value is in a good 1:1 mentoring and coaching relationship where specific individual needs are addressed.

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Ever hear the story of the two masons working side by side at a building site? They're doing the same work under pretty much the same conditions. Then, one day a stranger comes along, approaches one of the men and asks him, "What are you doing?" "I don't know and I don't care," replies the man, his voice brimming with irritation. All I do is slap this crummy mortar on these crummy bricks and pile them up in a crummy line. That's what I'm doing."

The stranger returns to the building site the next day. This time he approaches the second man, asking him the same question. "Tell me," he said, "what are you doing?" Smiling at the stranger, the man proudly replies, "Why, I'm helping to build the new cathedral."

I don't know about you, but in my twenty years in management I met plenty of people like the first mason. People doing what they were told to do, without a greater context or purpose. People focused on what they were doing, not why they were doing it. People who clearly didn't like their job, and clearly weren't winning at working.

When you define the purpose for your work, you create a vision behind the tasks, and that vision changes results. Think about it. What are you helping to build in your workplace? Why does your work matter? Before you say it doesn't, think again. You have an important role or you wouldn't be paid to do it. Of course, it's unlikely you'll find the purpose outlined in your job description. You see, defining your purpose is not about the tasks you do. It's about the reason for the tasks.

So if you're an employment specialist in Human Resources, your purpose is not to hire people. That's a task. The reason behind the task might be to increase your company's competitive edge with exceptional people. If you're a web designer, your job is not to build websites. That's a task. Your purpose is in the why of it. Maybe it's to build the corporate brand or make life easier for your customers. Look beyond your title.

In one of my jobs, my purpose was to help the company develop a winning culture; in another it was to help build trust in the corporate brand so new customers would give us a try. My job title would never have told you about either.

But here's a secret. People who are winning at working don't wait for someone else, like their boss, to define their work's purpose. They figure it out. They define it. They create a vision for themselves.

People who are winning at working can articulate how the work they do supports their organization's vision, values, goals and objectives. They're not satisfied doing tasks like the first mason. They're like the second. They want to understand and contribute to the whole. They want to know that what they do at work matters. Want to be winning at working? Define your work's purpose. And get beyond your tasks.

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Have you made the right choice? Before deciding to resign from your current position and move to a new employer, you should weigh up as objectively as possible all the relevant factors: remuneration, working environment, location, travel demands, training and development opportunities, promotional prospects, and your future bosses.

Consider also what impact a job with the new company would have on your resume. Once you have received and accepted a formal written commitment from your new employer, you should serve notice immediately.

It is important to behave in a professional manner throughout the resignation process. Your character and your personal integrity should never be in question. Be positive; be co-operative; and avoid recriminations.

State that you are leaving the company and hand in your letter of resignation at the same time.

Be prepared for a reaction. If your employer presses you for reasons, give brief and positive answers. Don't argue or complain. Don't allow yourself to be deflected from your purpose or drawn into a protracted discussion.

Do everything possible to establish a friendly tone and leave a good impression. State that you are leaving because your new employment offers you opportunities for advancement. Your decision is the result of careful consideration.

Your written resignation should be concise and definite. Do not go into details or give your reasons for leaving. If you have any grievances, don't express them in the letter. Give no cause for animosity. Ask if there is anything you can do to ensure a smooth transition.

In the letter, state that you are leaving and when. Give as much notice as possible. Two weeks is generally acceptable, but check your contract or the company handbook.

Sample letter:

Dear ( )

I have decided to resign my position as (……..) at (company) effective (date) to take a position with (new employer). I greatly appreciate the opportunity that you and (the company) have given me to develop my skills and further my career.

I shall make every effort to ensure that the transition period goes smoothly for all concerned.

Yours sincerely

( )

Counter offer. Your decision was carefully thought out, so stick to it. Changing your mind makes you appear indecisive and creates a negative impression. It calls into question your long-term commitment and loyalty to your current employer.

During the period of notice, carry out your duties in a diligent and professional manner. Assure your boss that you will complete any outstanding task. If this is not possible, leave detailed instructions for your replacement. Check that all your records are in order. Inform your colleagues that you are leaving. When discussing things with them, resist the temptation to make disparaging comments about your present job or boast about your new one. Do your best to leave on good terms with everybody.

Exit Interview. Many companies expect their employees to attend an exit interview with the Human Resources Manager. If requested to do so, co-operate fully. Conduct yourself in a professional manner. Say only positive things about your employer and the company. Focus on accomplishments or learning experiences you had while employed there. Remember that anything you say is likely to be recorded in the personnel profile.

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Dirty words for jobseekers include downsizing, acquisitions, mergers, closures, cutbacks, and layoffs. No one wants to lose their job, especially with rising gas, utility, and cost-of-living prices. Just the mention of proposed company changes has employees turning to the rumor mill with the same aggressiveness that paparazzi clamor for celebrities' pictures.

Let's be honest, no one looks forward to being let go, for any reason, and unemployment isn't enough to keep most families afloat. People rely on their incomes; therefore, identifying any hint of a layoff is critical to jobseeker survival. Facing unemployment can be daunting, but the true test is how you prepare for it with the time you're given.

Unlike days passed, companies rarely announce an upcoming layoff, unless the story is leaked and somehow makes the six o'clock news. A number of reasons account for these tactics, for example, the attitude and dedication of employees oftentimes change once their necks are potentially on the chopping block. In addition, private documents may suddenly disappear at the hands of disgruntled employees. Companies have too much to lose, so you can understand the need to keep a layoff or downsizing hush-hush.

So, how do you learn what's going on behind your back? Companies doomed with potential layoffs oftentimes drop breadcrumbs before making cuts:

A management or executive-level restructuring, elimination of a second or third shift, and changes in inventory or production levels, are all signs that something is going on. Ask co-workers, particularly those involved with inventory and clients, how things are going. Account managers, for example, will be the first to know when a large client won't be renewing a major contract or if sales have dropped significantly. An inventory and procurement professional will be the one to ask whether suppliers have stopped being delivered to due to late or non-payment issues.

Check the pulse of the local media. Newspapers and business publications can offer a window into the financial health of your employer. Stories and articles covering missed contracts or severed business relationships should capture your interest.

Keep in mind, negative indications doesn't mean you should react hastily. Companies always undergo changes — more so in today's market. Cutting the fat and shifting to lean operations is a necessity to staying profitable and continuing to grow in competitive markets. As companies are being transformed, retraining or cutting back on staff is sometimes unavoidable.

Let's say the above signs are present in your situation. Immediately shift into survival mode, especially if the layoff is rumored to happen within hours or days. Have you heard the adage, a large project is better completed when broken down into proportional smaller projects? Facing unemployment or termination is much more manageable and "chewable" if you conduct an in-depth analysis of where you stand.

Update your resume and start scanning for potential employers. Remember, I mentioned above about reading newspapers and business publications? Those same publications can be a huge asset to you while you're job searching, because they also tell you what companies are expanding, landing the big contracts, and expecting to see growth. Look at industries (possibly outside your current one) that aren't facing job losses because you don't want to jump from one sinking ship to another.

Get your financial affairs in order. Unemployment and severance will help for a short time, but prepare for being unemployed much longer, even if your company plans to call you back. It's difficult to foresee who will obtain a job immediately or the actual timeframe in which you'll be called back, so prepare for the worst-case scenario. Save more money than ever before, and sell assets that no longer benefit you or depreciate (lose value) consistently over time. Selling an unused boat, for example, can offer enough money to support your family for a few weeks up to a couple of months. Much as a business expands and contracts, you will find it necessary to do so also.

Cut back on frills and wants. If your company is cutting back, you should too. Controllable, and unnecessary, expenses include morning cappuccinos or dining out for lunch. With jaw-dropping gas prices, a person could easily save $20 to $80 a week by carpooling to work.

By tightening the belt, your hard-earned dollars will stretch farther and will make your job search less stressful. One of the biggest killers for surviving job loss, in my opinion, is desperation. When funds run dry or drastically low, jobseekers become desperate and make critical mistakes during their job search. Don't put yourself on that path.

Approach your HR department with a "what if" scenario to determine if outplacement services would be offered should the company announce an official layoff. It's unlikely that your human resources department will offer-up details about an upcoming layoff, so pitch a "if there was a layoff" scenario and determine what the company's actions would be.

Will you be able to cover your expenses at half your salary? Since unemployment rates hover around 50% of your current wage, sit down and create a detailed spreadsheet that includes your forecasted amount of unemployment in relation to monthly expenses.

Identifying warning signs for workforce changes will provide necessary time to plan and prepare. Taking control of the situation, before it takes control of you, will make a huge difference.

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Individuals enter a paralegal school and obtain paralegal certificate because of several objectives. Some attend paralegal classes to earn paralegal certificate and would provide them enough passport as an entry-level to an employment; others seek paralegal education to lend them more knowledge on paralegal matters; others necessitate themselves to be equipped with the continuing trend in terms of paralegal concerns or enhance/empower their know-how or expertise in the technicalities of paralegal activities. Whatever objective they may have behind acquiring additional knowledge in paralegal profession, there are paralegal schools sprouting everywhere the country and who offer different paralegal programs and paralegal certifications. Each paralegal school stipulates similar concepts of goals and objectives as a means of assuring the quality of paralegal studies.

For paralegal schools, it is extremely essential that they abide with the trend in the paralegal world. They should continually incorporate changes brought along by the constant evolution of each phase in the legal world. A paralegal school should also collaborate with the employers, legal practitioners, and professional associated in working toward improving the whole application of paralegal education and consequently for a better paralegal services. As paralegal schools prepare student for a rewarding career in the field, they should also carry with them specific goals like making the students understand the concepts of critical and analytical thinking skills in paralegal work. Likewise, they should also enable students adopt understanding of the paralegal role and paralegal's delivery of services. Also, specific goals should be offered in relation to the students' ability to develop the importance of communication skills, knowledge in manual legal research techniques, professional caliber legal writing skills, and knowledge in the federal and state court systems.

Furthermore, it is also particularly significant to let students imbued of the relevance of understanding in the use of legal vocabulary that is required to function within the community. Adeptness in computerized as well as manual legal research techniques are also one of the programs a paralegal school should be equipped with. Other relevant objectives would focus from the mastery of the rules of professional office etiquette, develop and maintain effective case management, to understanding the sensible contacts with different cultures and other backgrounds in the society. Paralegal schools also offer more objectives to allow students get concrete knowledge of the components a paralegal matters entail. They are totally committed to bringing the students to the real mobility of paralegal world especially after completing the course and ready to tackle paralegal profession.

Some paralegal schools grant paralegal programs that will lead students to obtaining paralegal associate's degree, paralegal bachelor's degree, and paralegal post-baccalaureate certifications. Through these paralegal schools, students will earn paralegal trainings that will make them relevantly and highly qualified in the field of paralegal career. Paralegal schools offer flexible options for paralegal studies. They have the traditional way of conducting paralegal classes. These paralegal courses are good for those who have the privilege to go full-time student. And for those who are working at daytime, they can access paralegal online classes. Both offer the same quality and courses and would provide the same goal and objectives.

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Many of us have been told that a college degree is necessary in order to land a satisfying career that has a good salary. However, while experts agree that most careers do require postsecondary training or education, statistics show that only a small percentage of jobs will demand a bachelor's or professional degree. If you are undecided about whether or not attending a four-year college is right for you, what is a reasonable alternative?

A great option to a four-year college is a vocational training program. Vocational training programs offer specialized instruction to help students develop the knowledge and skills necessary to perform a specific job. In addition, these programs often have small class sizes -- which allow for one-on-one communication with the instructor -- and are completed in a much shorter timeframe. Many training programs are also offered on the Internet, enabling you to study from the comfort of your own home and on your own schedule.

There are also an unlimited number of careers that can be had through vocational training. A great job such as working the front desk of a dental office is easily achieved through vocational training. Additionally, vocational training prepares students for immediate employment by focusing only on the material that matters; while a four-year college expects students to take a variety of courses that usually have nothing to do with their interests and end up costing them a lot of wasted time and dollars.

On the front and back end, vocational training is much lower in costs than college tuition. Today, the average price of a four-year college is somewhere around $15,000 per year; while a vocational training institution averages 60-80% less. And the costs don't end at graduation either. Many college students end up paying back hefty loans that they had to use in order to pay for school - before they even land a job!

In short, it is important to understand now what your choices are for postsecondary education. A great part of graduating high school and becoming a responsible adult is learning to make the decisions that are right for you. So mosey on up to the counter and take a good look at all the options available on the menu before you decide to order what everyone else recommends.

"Changing Lives...One Career at a Time."

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In the last decade, there has been an increase in the virtual job market. This is due to the major decline in corporate jobs. Whether you have a college degree or high school diploma, the higher paying positions just aren't there for the taking. That is why so many people have turned to the Internet for employment.

It's all about finding your niche` in business. Most people take their prior experience on the job and mold it into a lasting career. This then sets the guidelines of their business structure and things are quickly transformed into a work-at-home environment.

With the threat of a recession on the horizon, corporations and small businesses are cutting back on health care benefits and downsizing their staff. Although many jobs are lost, virtual professionals benefit from this happening. Now business owners are looking online for outsourcing service providers and cost effective means of managing their business.

The virtual industry is more profitable than most realize. BUT…there will come a time when virtual customers will want more than your WORD and PERFORMANCE GUARANTEE to consider you for a job. By the year 2008, virtual employers will require the same credentials of their virtual professional as they would an employee. This means to have an advantage over your competitors you need to become a Certified Virtual Professional.

What is a Virtual Professional? A virtual professional is often referred to as a Virtual Assistant (VA) or Administrative Assistant in a conventional office. The term 'virtual' pertains to the online ommunity. The assistant that services the online community via computer is a virtual professional. Both types of assistants' perform the same job duties.

Professional service providers supply services as needed. Their business world is your reality. A phone call or e-mail and you've set up a 'work order'. VA's are self- employed or an employee of a VA service offered by a company.

The virtual professional is often a well-educated, hard working, computer literate, and expert in their field. In general, a virtual professional has the ability to meet all of the outsourcing needs of a company.

Accounting/Bookkeeping
Business Writing/Correspondents
Data/Word Processing
Transcription/Research

The CVP program will walk you through the steps you need to take in opening your virtual office. Each day material will be sent via email and students will be expected to read the material and complete the day's assignment. At the end of the week, a test will be given covering the material. A passing grade will bring you closer to receiving your certificate.

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From the moment you are born and you take your first breath, you begin to die.

It's just a fact of life. And to illustrate another truth: From the day you are hired by a company, you move closer to the day you will move on. This is either a natural occurrence or a purposeful severing of ties.

Statistics show that the average person will hold at least ten to twelve different jobs in what would nonetheless be seen as an illustrious career. Moving from one job to the other is a natural progression, each job or situation representing a stepping stone to the next. The bottom line is that staying in one job for your entire career is not to be expected.

Having said that, we can look at being let go as a positive experience. It is a way of moving along your career in a very decisive way. There are many reasons for moving on such as being downsized or terminated. Regardless of the reason, being free to make a new career move is a positive condition which leads you to your next step.

So what are the signs that you are about to be terminated? It can be any one or a number of the following:

• A subordinate is beginning to ask you questions about your responsibilities
• Your boss is displaying an increased micromanagement style toward you
• Some of your responsibilities are being taken away from you
• Your next performance review is rescheduled to an earlier date
• In meetings with your boss, you realize he is taking more notes than usual
• You receive more written and less oral feedback about your performance
• You haven't received a raise in a longer amount of time than usual
• You realize your boss is observing you more than usual
• Your company is going through a downsizing

When you begin to see signs that you are on the cutting block, rather than begin an emotional reaction that doesn't serve you, see it for what it is. It is time to move on. Your next step awaits you. Begin to explore your career options. Don't wait until the axe comes down. Be proactive and determine your best next steps. Then, when you are let go, it can be cause for celebration. You have successfully completed this phase of your career, and now it's on to the next. It is a natural progression. It is purposeful. You are exactly where you need to be. You are on your way to the next successful phase of your career, and life.

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The job market is tough enough these days without the existing barriers set by people who are discriminating toward others misfortunes. No one is perfect, not even the people who are setting these standards.

These are the three most awful barriers I have found:

If you have been unemployed for longer than x months, please do not apply. If you have only worked on contract jobs, please do not apply? If you cannot pass a credit check, please do not apply?

I have read articles that state that if a person has been out of work for longer than 3 months, they must be unstable. If they have only worked for contractors, they obviously do not want a "real" job. If they cannot pass a credit check, they just have to be irresponsible or not honest enough to take care of their obligations. Why not ask people questions regarding their situations?

Let me give you some examples of these three situations:

OUT OF WORK FOR MORE THAN 3 MONTHS

Example 1: Engineer out of work for 13 months. He has plenty of experience, has had plenty of interviews, but he and his family had to move from Atlanta so that he could accept a position in Middle Georgia while he lived with his parents until he could afford to buy a house for his wife and child. He did not know the right people in Atlanta.

Example 2: Accountant with a Bachelors Degree and over 5 years of experience moved to a new town and is still looking for a position after 7 months of sending out countless resumes. Responses are almost non-existent except for temporary agencies who want her to do janitorial work.

WORKED FOR CONTRACTORS

Many people work on short assignments. The only people getting hurt by this are the people who have to work these short assignments - they cannot budget much and constantly have to play the job-hunting game, which in itself is stressful. They also do not know when the next job may be offered. I really feel that most people would like a long-term job - one they can retire from instead of moving around so much.

PASSING A CREDIT CHECK

This is the worst one. If a person is not handling cash, why does this matter? All it tells you is that this person has had some bad luck. The longer this person is out of work, the worst their situation will get because no one will hire them so they can handle their finances. Most people do not want bad credit. If this person has not been convicted of a crime or the job has nothing to do with analyzing finances, then a credit check should be illegal for a company to request a credit check. Having bad credit does not reveal a person's personality or worthiness, it just reveals that a person has had a difficult time at some point in their lives. What if this person had a sick child and all of their funds went for doctor bills and medicine? What if their car broke down and they had to spend most of their money on taxi cabs to get to work? I could list a million situations, but to deny a person a non-financial-related job because of credit is discrimination.

There are some good, hard working people out there who want to work and have had some form of bad luck at some point in their lives. Just because wonderful opportunities have not fallen their way, does not make them any less worthy of having a job to take care of their families. So the next time you deny a person a job because of their credit - try looking at yourself in the mirror and ask "How would I feel if I had bad credit and could not get a job? How would I feed myself and my family?" If you can't imagine the impact of what it would be like to have bad credit and can't get a job, then I feel bad for you. Remember, what comes around, goes around. Stop playing Satan by imposing these silly barriers!

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