POPULAR DEGREES FOR JOBS WITH FLEXTIME / SALARY SURVEYS BY DEGREE
From Payscale.com
These numbers report the most popular degrees and median salaries in the US for people who report flextime as a benefit:
Master of Science (MS), Computer Science------------------------ $83,391
Master of Business Administration (MBA)------------------------$82,314
Master of Science (MS)-----------------------------------------$75,858
Bachelor of Science (BS), Computer Science--------------------$70,486
Bachelor of Science (BS)-------------------------------------$64,979
Bachelor of Arts (BA)--------------------------------------$58,796
Bachelor of Science (BS) in Accounting---------------------$58,564
Bachelor of Business Administration (BBA)----------------$57,816
Thursday, October 11, 2007
ANSWERING THE QUESTION: "WHAT ARE YOUR SALARY REQUIREMENTS?"
Let's look at what you should do if salary comes up in the early stages of the interview:
"First, YOU SHOULD NEVER BRING THE TOPIC UP! Never, never, never bring up salary questions until you have a JOB OFFER! But, if they bring it up, you have to address it, even Though it is inappropriately early. In the early stages of the interview, wanting to know your salary requirements is simply a 'screening tool.' In other words, they want to know if your salary is realistic for the position - is it too low, meaning perhaps you aren't as qualified or appropriate as you seem, or that you are higher than the salary range they had set.
Now, if you are higher, you are probably thinking that you would want to address this early on and not waste your time - no! Stop for a moment and think, have you ever bought something that cost more than you set out to spend after you heard about its value? Perhaps a car with added features or a house or even a washing machine? Three positive outcomes could come out of this interview even if you are out of their price range:
A. You could convince them that you are worth the extra investment.
B. You could create a new niche for yourself.
C. You could be put into another position other than the one for which you interviewed.
So, why burn your bridges with a straightforward answer that might ruin your chances for consideration? You must play the salary game. Here are a few ways you might offset this question being asked early in the interview:
A. 'At this early point in the interview process, I don't feel that either of us has gained enough information to value my skills for the job yet. Could we please address this at a later point in the interview process?'
B. 'What's important to me at this point is not so much the salary, but whether I am the right person for the job. I am certain if we both end up agreeing that I am the right person for the job, we'll be able to come to a fair agreement, don't you think?'
C. 'I'm negotiable, what do you have allotted for the position?'
With answer 'C,' you are likely to experience one of two answers:
A. 'We haven't determined that yet. . .'
B. 'The range for the position is $XX to $XX. . .'
With the above, don't feel that you have to commit to a number in the range. I once dealt with a student who, in interviewing for a job, used answer 'C.' The employer responded with, 'The position pays between $12 to $15 an hour.' The applicant thought for a moment, decided that she was too experienced for $12 but not experienced enough for $15, so she said, '$13.50.' She was hired at $13.50. The next applicant we sent a few months later was coached not to feel she had to pick from that range. She kept her mouth shut and was offered $15 with the same level of skill as the first applicant!
At this point, the interviewer might accept your brush-off answer, or they may decide to push for a commitment. You might next be asked, 'You must have some idea of your financial needs?' or 'Certainly you have a range in mind?'or even, 'hat's the least you'll take?' Well, you can't get around this. What you must do is have a range of pay to offer the employer with a very limited commitment to any particular dollar amount. In order to do this, you have to do your homework first on salary issues including:
A. Your financial requirements (wants and needs).
B. What the market will bear (range of pay for this job in this marketplace).
''A' should not be too hard; you just need to do your budgeting. Never go into an interview without some kind of concept of what you want to make, need to make, and how realistic that amount is for your market and level. For instance, you should not be interviewing for a receptionist position in a small office in Florida if your salary requirement is $22.00 an hour. The most you could reasonably expect to make in this position is probably $9.00, and that could be on the high end.
A. Salary Survey and Pricing Yourself
Determining rates of pay for the position can be a little more complex, unless of course the company published a range. Some of the methods you can utilize to determine salary is:
A. Competitive research: Visit competitor's websites to see if they post salaries.
B. Professional associations: If you are a member of a professional association for your industry, contact your local chapter. To join or gain information, visit your public library and ask the Reference Librarian for The Encyclopedia of Professional Associations.
C. Visit salary information Web sites such as http://www.salary.com/ and http://www.payscale.com/.
Once you know your needs and what the market will bear, you are more prepared to handle this question. Stick to a range. Never, never say, 'the absolute least I'll take is. . .' or 'my ideal salary would be. . .' Trust me, you could very easily have just undersold or oversold yourself too early in the interview process!
Stick with a non-committal answer such as:
'As I mentioned, at this point I really don't feel I have enough information to commit to a dollar amount. However, based on my knowledge of salary ranges for this position and my personal salary requirements, I am expecting the position pays somewhere in the $40s. . .'
or
'I'd prefer to leave this topic until we're more certain about my appropriateness for this position. However, I am expecting that the position will be somewhere in the $60s. . .'
See, that isn't too hard. Again, it is just a matter of doing your homework and knowing your
guidelines so that you don't sell yourself out of the job.
Also, if an employer asks you, 'Would you accept $XX,XXX for your salary,' you MUST counter with, 'Is that an offer?' If it is not an offer, refer back to one of your earlier answers about not being sure yet, etc. You are just being tested."
--An excerpt from Career Directors International Employment Interviewing Course
Let's look at what you should do if salary comes up in the early stages of the interview:
"First, YOU SHOULD NEVER BRING THE TOPIC UP! Never, never, never bring up salary questions until you have a JOB OFFER! But, if they bring it up, you have to address it, even Though it is inappropriately early. In the early stages of the interview, wanting to know your salary requirements is simply a 'screening tool.' In other words, they want to know if your salary is realistic for the position - is it too low, meaning perhaps you aren't as qualified or appropriate as you seem, or that you are higher than the salary range they had set.
Now, if you are higher, you are probably thinking that you would want to address this early on and not waste your time - no! Stop for a moment and think, have you ever bought something that cost more than you set out to spend after you heard about its value? Perhaps a car with added features or a house or even a washing machine? Three positive outcomes could come out of this interview even if you are out of their price range:
A. You could convince them that you are worth the extra investment.
B. You could create a new niche for yourself.
C. You could be put into another position other than the one for which you interviewed.
So, why burn your bridges with a straightforward answer that might ruin your chances for consideration? You must play the salary game. Here are a few ways you might offset this question being asked early in the interview:
A. 'At this early point in the interview process, I don't feel that either of us has gained enough information to value my skills for the job yet. Could we please address this at a later point in the interview process?'
B. 'What's important to me at this point is not so much the salary, but whether I am the right person for the job. I am certain if we both end up agreeing that I am the right person for the job, we'll be able to come to a fair agreement, don't you think?'
C. 'I'm negotiable, what do you have allotted for the position?'
With answer 'C,' you are likely to experience one of two answers:
A. 'We haven't determined that yet. . .'
B. 'The range for the position is $XX to $XX. . .'
With the above, don't feel that you have to commit to a number in the range. I once dealt with a student who, in interviewing for a job, used answer 'C.' The employer responded with, 'The position pays between $12 to $15 an hour.' The applicant thought for a moment, decided that she was too experienced for $12 but not experienced enough for $15, so she said, '$13.50.' She was hired at $13.50. The next applicant we sent a few months later was coached not to feel she had to pick from that range. She kept her mouth shut and was offered $15 with the same level of skill as the first applicant!
At this point, the interviewer might accept your brush-off answer, or they may decide to push for a commitment. You might next be asked, 'You must have some idea of your financial needs?' or 'Certainly you have a range in mind?'or even, 'hat's the least you'll take?' Well, you can't get around this. What you must do is have a range of pay to offer the employer with a very limited commitment to any particular dollar amount. In order to do this, you have to do your homework first on salary issues including:
A. Your financial requirements (wants and needs).
B. What the market will bear (range of pay for this job in this marketplace).
''A' should not be too hard; you just need to do your budgeting. Never go into an interview without some kind of concept of what you want to make, need to make, and how realistic that amount is for your market and level. For instance, you should not be interviewing for a receptionist position in a small office in Florida if your salary requirement is $22.00 an hour. The most you could reasonably expect to make in this position is probably $9.00, and that could be on the high end.
A. Salary Survey and Pricing Yourself
Determining rates of pay for the position can be a little more complex, unless of course the company published a range. Some of the methods you can utilize to determine salary is:
A. Competitive research: Visit competitor's websites to see if they post salaries.
B. Professional associations: If you are a member of a professional association for your industry, contact your local chapter. To join or gain information, visit your public library and ask the Reference Librarian for The Encyclopedia of Professional Associations.
C. Visit salary information Web sites such as http://www.salary.com/ and http://www.payscale.com/.
Once you know your needs and what the market will bear, you are more prepared to handle this question. Stick to a range. Never, never say, 'the absolute least I'll take is. . .' or 'my ideal salary would be. . .' Trust me, you could very easily have just undersold or oversold yourself too early in the interview process!
Stick with a non-committal answer such as:
'As I mentioned, at this point I really don't feel I have enough information to commit to a dollar amount. However, based on my knowledge of salary ranges for this position and my personal salary requirements, I am expecting the position pays somewhere in the $40s. . .'
or
'I'd prefer to leave this topic until we're more certain about my appropriateness for this position. However, I am expecting that the position will be somewhere in the $60s. . .'
See, that isn't too hard. Again, it is just a matter of doing your homework and knowing your
guidelines so that you don't sell yourself out of the job.
Also, if an employer asks you, 'Would you accept $XX,XXX for your salary,' you MUST counter with, 'Is that an offer?' If it is not an offer, refer back to one of your earlier answers about not being sure yet, etc. You are just being tested."
--An excerpt from Career Directors International Employment Interviewing Course
Wednesday, August 08, 2007
WEATHERING THE WEATHER
... how the weather really does affect our moods and ability to work.
According to a recent survey of more than 6,000 workers by Careerbuilder.com, "employees tend to be less productive on gloomy-weather days--with rain cited as the condition that most negatively impacts demeanor (21%)."
"When asked which weather attribute most affects their moods or productivity negatively, workers pointed to rain (21%), cold (14%), heat (13%), darkness (9%), and snow (9%).
The good news (not part of the survey) is that we can keep our finger on the pulse of our moods and be aware to monitor according to the weather to make sure we are staying upbeat and not letting something external dictate our mood!
Better keep your lights on full blast at your desk!
... how the weather really does affect our moods and ability to work.
According to a recent survey of more than 6,000 workers by Careerbuilder.com, "employees tend to be less productive on gloomy-weather days--with rain cited as the condition that most negatively impacts demeanor (21%)."
"When asked which weather attribute most affects their moods or productivity negatively, workers pointed to rain (21%), cold (14%), heat (13%), darkness (9%), and snow (9%).
The good news (not part of the survey) is that we can keep our finger on the pulse of our moods and be aware to monitor according to the weather to make sure we are staying upbeat and not letting something external dictate our mood!
Better keep your lights on full blast at your desk!
** Found this very interesting and true, here is an excerpt from an article called:
A CAREER KILLER CALLED STRESS
According to the Globe and Mail article, A career killer called stress by Wallace Immen, "Almost one in four Canadians believes stress has kept them from moving ahead at work, a study finds. A survey sponsored by Toronto-based Multi-Health Systems Inc., and conducted by Leger Marketing has found that one in four Canadians believes stress has kept them from moving ahead at work.
Quoted in the article, Dr. Steven Stein, stated, "People have longed talked about the effects of stress on our physical and emotional well-being, but the study shows it can not only make work difficult and less satisfying, it can also literally impede a career."
Further, the poll found that almost one in four - 22 percent - of Canadians believes stress has kept them from moving ahead in their organization, 30 percent say it has prevented them from being recognized for their contribution at work.
Among the factors behind those numbers: 56 percent of the 1,729 office workers surveyed said they feel that stress regularly prevents them from being as productive as they would like; 52 percent said it negatively affects their relationships with co-workers; and 51 percent said it cuts down their decision-making ability. Over all, 82 percent of respondents said they experience stress in their work and home life, and 41 per cent said it is frequent."
This leads to a wide range of career-dampening problems:
"Physical symptoms: Respondents blamed regular headaches, indigestion, constipation, fatigue and insomnia on stress."
"Psychological problems: Anxiety, defensiveness, irritability or anger toward co-workers or family and feelings of being helpless were also blamed on stress."
"Behavioral traits: Impatience, procrastination, temper, withdrawal or a reluctance to take on more responsibility came with the stress territory."
However, all does not have to be lost to stress. Career experts say that if you get more in tune with your natural inclinations of style and approach to work, your job will naturally become less stressful for you - and that will clear a path for advancement.
You can read the full article at: http://rs6.net/tn.jsp?t=fg5didcab.0.hhdsidcab.erbwnvn6.927&ts=S0265&p=http%3A%2F%2Fwww.theglobeandmail.com%2Fservlet%2Fstory%2FLAC.20070801.STRESS01%2FTPStory%2F%2F%3FpageRequested%3D1
A CAREER KILLER CALLED STRESS
According to the Globe and Mail article, A career killer called stress by Wallace Immen, "Almost one in four Canadians believes stress has kept them from moving ahead at work, a study finds. A survey sponsored by Toronto-based Multi-Health Systems Inc., and conducted by Leger Marketing has found that one in four Canadians believes stress has kept them from moving ahead at work.
Quoted in the article, Dr. Steven Stein, stated, "People have longed talked about the effects of stress on our physical and emotional well-being, but the study shows it can not only make work difficult and less satisfying, it can also literally impede a career."
Further, the poll found that almost one in four - 22 percent - of Canadians believes stress has kept them from moving ahead in their organization, 30 percent say it has prevented them from being recognized for their contribution at work.
Among the factors behind those numbers: 56 percent of the 1,729 office workers surveyed said they feel that stress regularly prevents them from being as productive as they would like; 52 percent said it negatively affects their relationships with co-workers; and 51 percent said it cuts down their decision-making ability. Over all, 82 percent of respondents said they experience stress in their work and home life, and 41 per cent said it is frequent."
This leads to a wide range of career-dampening problems:
"Physical symptoms: Respondents blamed regular headaches, indigestion, constipation, fatigue and insomnia on stress."
"Psychological problems: Anxiety, defensiveness, irritability or anger toward co-workers or family and feelings of being helpless were also blamed on stress."
"Behavioral traits: Impatience, procrastination, temper, withdrawal or a reluctance to take on more responsibility came with the stress territory."
However, all does not have to be lost to stress. Career experts say that if you get more in tune with your natural inclinations of style and approach to work, your job will naturally become less stressful for you - and that will clear a path for advancement.
You can read the full article at: http://rs6.net/tn.jsp?t=fg5didcab.0.hhdsidcab.erbwnvn6.927&ts=S0265&p=http%3A%2F%2Fwww.theglobeandmail.com%2Fservlet%2Fstory%2FLAC.20070801.STRESS01%2FTPStory%2F%2F%3FpageRequested%3D1
Saturday, August 04, 2007
Informational Interviews get a bad rap from job seekers
--This is a great article for high school or college students wondering about their career choices, as well as for job seekers--- Erin Kennedy, CPRW
For many job seekers, information interviewing seems too much like groveling. "Who am I kidding?" says one unemployed chief financial officer. "Everyone knows that I'm looking for a job. It's bogus to pretend that all I really want is information."
Informational interviewing gets short shrift from candidates for this very reason -- they feel that calling contacts and asking for appointments to gain information is a sham because what they actually want is a job.
What job hunters fail to realize is that this type of networking is not exclusively the domain of the unemployed. Exploratory interviews are a critical part of networking, while in transition and while working. In other words, everyone does it and knowing your ultimate goal is a job doesn't offend employers.
Pamela Peterson, an employed executive in Chicago, conducts information interviews whether she's working or jobless to ensure that she keeps building her network of contacts and her career focus on track. Then, when she does decide to look for work, she has a network in place to help her uncover leads and refer her to potential employers.
"Never, never, never ask for a job," says Ms. Peterson, currently director of business development for IPSA International, a risk-management consulting firm. "This is the cardinal rule of information interviewing; you are there only to gather new knowledge and validate your focus. Eighty percent of the time people are delighted and willing to meet and to help, primarily because they recognize the value of networking as well the satisfaction that comes from being able to help someone."
Lose the 'Begging Bowl' Mentality
Informational interviewing is a focused form of networking that revolves around learning new things and relationship-building. To use this particular job-hunting strategy effectively, it's absolutely crucial to lose the "begging bowl" mentality. No employer is going to hire you because you desperately need a job. Employers hire people because they add value by helping to solve problems and address challenges.
Some job hunters think exploratory interviews put them in the awkward position of appearing to ask for favors, but they're discounting the value of these meetings. Just because an employer doesn't need you now doesn't mean it won't in the near future. It also doesn't mean that the company can't or won't create a new position after meeting with you.
Although job offers should not be the goal of informational interviewing, they can become an unexpected benefit when the timing and chemistry are right. When he was between jobs, an executive who had headed several global midsize companies as president and chief executive officer met to have lunch and network with a former subordinate and her husband. When the husband heard the exec was seeking another senior-management role, he arranged for him to have breakfast with a board member of his employer, a capital-equipment company in Chicago. The board member, in turn, introduced the former president to the company's CEO.
The executive, who asked that his name not be used, and the CEO hit it off right away. Knowing the executive could help him solve several pressing business problems, the CEO called him the following day and asked him to work as an interim vice president of sales and marketing, a position that didn't exist before they met. The former president took the job and stayed on for nearly a year, helping the company until it merged with a European competitor.
"It's always better to make an in-person impression versus a paper or phone impression," he says. "No matter how good a resume or profile is, it's difficult to convey a person on paper. It's the whole package, not just the accomplishments."
This is particularly true, he says, for senior-management assignments, where personality and "cultural fit" will be deciding factors in hiring. An additional motivation in seeking these meetings is to counter his resume, which says "over 50."
"When I can get in front of people and demonstrate high energy level, enthusiasm, 'youth,' I find a much better chance of being remembered positively," he says.
Scheduling Meetings
Edward G. Maier, CEO of Maier Consulting Group LLC, an executive-coaching and leadership-training firm, believes there's an art to setting up informational meetings. "Often, the people you want to interview are very busy, and it's hard to get their attention or on their schedule," says Mr. Maier, a former senior partner at Arthur Andersen in Chicago. "Clearly, a referral from a mutual acquaintance is great."
Coach referrals to present you in ways that make decision-makers want to meet you, he suggests. "If you're going to ask someone for a referral to an executive to establish an informational interview, get your referrer to mention some specific aspects of your skill set that could pique the interest of the executive you want to meet."
Before she begins exploratory interviewing, Ms. Peterson lists 10 to 20 companies where she wants to develop contacts. Next, she makes sure she has the skills and experiences these employers value. When calling contacts, she uses a "30-second goals-and-objective statement" to say why she's phoning and the kind of information she's seeking. She asks for a face-to-face meeting because they allow her to create rapport and demonstrate her fit.
In closing, she always asks about the professional organizations the person belongs to and for names of others she can speak with. Along with writing a sincere thank-you note, she keeps contacts apprised of the outcome of her meetings with their referrals and occasionally calls to report her progress. This strategy allows her to remain in touch and build relationships.
The View From the Other Side
To understand the value of information interviewing, it may help to see how a hiring manager uses the technique. Bill Colaianni, a former vice president and general manager for Coca-Cola Co. and Monsanto, uses informational or exploratory interviews to find potential rising stars. During his tenures at Coke and Monsanto, he frequently conducted exploratory interviews to get to know talented people and define or refine solutions. Then, when new positions developed, he had candidates he liked "waiting in the wings" to work for him.
"This was particularly useful when I was managing new or rapidly growing businesses, and when we had well-established ones that needed fresh thinking. [Often] I didn't have an immediate need when I first met with these people, but felt they were worth knowing [for] when the need arose. Then I wouldn't have to scramble," he says.
Since leaving Coca-Cola in 2002, Mr. Colaianni has discovered the value of informational interviewing from a job seeker's perspective as well. A face-to-face meeting helps him to create a unique impression of what he can do for employers now rather than what he has done in the past for other companies.
"It enables me to learn more about prospective employers, understand their needs, and build good professional relationships. At this point in my career, it's important to find the right fit. Exploratory interviews are a great way to test out whether there's a good match," says the executive, who is now president of a consulting firm that provides executive leadership to private companies.
Not every employed executive is open to informational meetings, but rather than butting heads with those who don't value this kind of networking, focus your attention and energy on identifying and building relationships with people who share your perspective.
"People who are resistant to informational interviewing are also resistant to networking," says Ms. Peterson. "They don't appreciate the value of building relationships."
For her, informational interviews are never a waste of time. They help her to understand the business marketplace, expand her referral base, and build good will.
If you're currently job hunting, exploratory interviews are ideal ways to stay connected and energized while quite possibly opening the door to viable job offers. They also can boost your self-confidence by reminding you of who you are, who you know and what you have to offer.
--From Career Journal
--This is a great article for high school or college students wondering about their career choices, as well as for job seekers--- Erin Kennedy, CPRW
For many job seekers, information interviewing seems too much like groveling. "Who am I kidding?" says one unemployed chief financial officer. "Everyone knows that I'm looking for a job. It's bogus to pretend that all I really want is information."
Informational interviewing gets short shrift from candidates for this very reason -- they feel that calling contacts and asking for appointments to gain information is a sham because what they actually want is a job.
What job hunters fail to realize is that this type of networking is not exclusively the domain of the unemployed. Exploratory interviews are a critical part of networking, while in transition and while working. In other words, everyone does it and knowing your ultimate goal is a job doesn't offend employers.
Pamela Peterson, an employed executive in Chicago, conducts information interviews whether she's working or jobless to ensure that she keeps building her network of contacts and her career focus on track. Then, when she does decide to look for work, she has a network in place to help her uncover leads and refer her to potential employers.
"Never, never, never ask for a job," says Ms. Peterson, currently director of business development for IPSA International, a risk-management consulting firm. "This is the cardinal rule of information interviewing; you are there only to gather new knowledge and validate your focus. Eighty percent of the time people are delighted and willing to meet and to help, primarily because they recognize the value of networking as well the satisfaction that comes from being able to help someone."
Lose the 'Begging Bowl' Mentality
Informational interviewing is a focused form of networking that revolves around learning new things and relationship-building. To use this particular job-hunting strategy effectively, it's absolutely crucial to lose the "begging bowl" mentality. No employer is going to hire you because you desperately need a job. Employers hire people because they add value by helping to solve problems and address challenges.
Some job hunters think exploratory interviews put them in the awkward position of appearing to ask for favors, but they're discounting the value of these meetings. Just because an employer doesn't need you now doesn't mean it won't in the near future. It also doesn't mean that the company can't or won't create a new position after meeting with you.
Although job offers should not be the goal of informational interviewing, they can become an unexpected benefit when the timing and chemistry are right. When he was between jobs, an executive who had headed several global midsize companies as president and chief executive officer met to have lunch and network with a former subordinate and her husband. When the husband heard the exec was seeking another senior-management role, he arranged for him to have breakfast with a board member of his employer, a capital-equipment company in Chicago. The board member, in turn, introduced the former president to the company's CEO.
The executive, who asked that his name not be used, and the CEO hit it off right away. Knowing the executive could help him solve several pressing business problems, the CEO called him the following day and asked him to work as an interim vice president of sales and marketing, a position that didn't exist before they met. The former president took the job and stayed on for nearly a year, helping the company until it merged with a European competitor.
"It's always better to make an in-person impression versus a paper or phone impression," he says. "No matter how good a resume or profile is, it's difficult to convey a person on paper. It's the whole package, not just the accomplishments."
This is particularly true, he says, for senior-management assignments, where personality and "cultural fit" will be deciding factors in hiring. An additional motivation in seeking these meetings is to counter his resume, which says "over 50."
"When I can get in front of people and demonstrate high energy level, enthusiasm, 'youth,' I find a much better chance of being remembered positively," he says.
Scheduling Meetings
Edward G. Maier, CEO of Maier Consulting Group LLC, an executive-coaching and leadership-training firm, believes there's an art to setting up informational meetings. "Often, the people you want to interview are very busy, and it's hard to get their attention or on their schedule," says Mr. Maier, a former senior partner at Arthur Andersen in Chicago. "Clearly, a referral from a mutual acquaintance is great."
Coach referrals to present you in ways that make decision-makers want to meet you, he suggests. "If you're going to ask someone for a referral to an executive to establish an informational interview, get your referrer to mention some specific aspects of your skill set that could pique the interest of the executive you want to meet."
Before she begins exploratory interviewing, Ms. Peterson lists 10 to 20 companies where she wants to develop contacts. Next, she makes sure she has the skills and experiences these employers value. When calling contacts, she uses a "30-second goals-and-objective statement" to say why she's phoning and the kind of information she's seeking. She asks for a face-to-face meeting because they allow her to create rapport and demonstrate her fit.
In closing, she always asks about the professional organizations the person belongs to and for names of others she can speak with. Along with writing a sincere thank-you note, she keeps contacts apprised of the outcome of her meetings with their referrals and occasionally calls to report her progress. This strategy allows her to remain in touch and build relationships.
The View From the Other Side
To understand the value of information interviewing, it may help to see how a hiring manager uses the technique. Bill Colaianni, a former vice president and general manager for Coca-Cola Co. and Monsanto, uses informational or exploratory interviews to find potential rising stars. During his tenures at Coke and Monsanto, he frequently conducted exploratory interviews to get to know talented people and define or refine solutions. Then, when new positions developed, he had candidates he liked "waiting in the wings" to work for him.
"This was particularly useful when I was managing new or rapidly growing businesses, and when we had well-established ones that needed fresh thinking. [Often] I didn't have an immediate need when I first met with these people, but felt they were worth knowing [for] when the need arose. Then I wouldn't have to scramble," he says.
Since leaving Coca-Cola in 2002, Mr. Colaianni has discovered the value of informational interviewing from a job seeker's perspective as well. A face-to-face meeting helps him to create a unique impression of what he can do for employers now rather than what he has done in the past for other companies.
"It enables me to learn more about prospective employers, understand their needs, and build good professional relationships. At this point in my career, it's important to find the right fit. Exploratory interviews are a great way to test out whether there's a good match," says the executive, who is now president of a consulting firm that provides executive leadership to private companies.
Not every employed executive is open to informational meetings, but rather than butting heads with those who don't value this kind of networking, focus your attention and energy on identifying and building relationships with people who share your perspective.
"People who are resistant to informational interviewing are also resistant to networking," says Ms. Peterson. "They don't appreciate the value of building relationships."
For her, informational interviews are never a waste of time. They help her to understand the business marketplace, expand her referral base, and build good will.
If you're currently job hunting, exploratory interviews are ideal ways to stay connected and energized while quite possibly opening the door to viable job offers. They also can boost your self-confidence by reminding you of who you are, who you know and what you have to offer.
--From Career Journal
How To Find Balance In Your Work At Home Career And Your Personal Life
Work at home moms face challenges that are very unique. The decision to work outside the home or stay with your children is difficult, with each option having advantages and disadvantages. If you stay home you may lose income and you will lose interaction with fellow employees, and if you work outside the home you live with separation from your children and pay caregiver expenses. Many women are choosing to work at home and finding the right opportunity is the first step in finding success as a work at home mom.
You could use the knowledge and skills you have and become a consultant, develop a career in design or writing, telecommute to a job, or start a home-based business. The opportunities are endless.
It can be difficult for a work at home mom to balance home, family, and career. Even if you are not a parent it is hard to find time for a personal life when you operate a home-based business. It is very easy to become consumed by your work when you work from home and it can be a challenge to find time for yourself and your family.
To successfully balance a home and career you must create a work schedule. Decide what hours will be set aside for work and try hard to stick to that time-frame. It very beneficial to create a boundary between work and home. Setting a work schedule will give you a routine to follow.
To give yourself the opportunity to socialize and meet new people, try getting involved with community or other volunteer activities. If you do not get out of the house regularly you may begin to resent your work and your family obligations.
During your workday, take short breaks to get up and move around. A simple stretching routine or a short walk will do wonders for your outlook. It will be necessary for you to deliberately schedule time for personal activities such as reading, picnics, or exercise. By adding these activities and free time to your schedule you will ensure that you get some much needed "mommy" time and that your family spends quality time together. You will find that if your leisure and family time suffer too much, your relationships will suffer as well. Make time for the fun things and times shared with children and family.
If you implement these ideas into your life as a work at home mom, you will be better able to achieve balance between work and your home life.
About the Author:
Aurelia Williams is the mom of four busy children, a Personal Life Coach http://www.reallifecoaching.net/ and the owner of http://www.reallifesolutions.net/ which is an informational site that also offers products, articles and a great newsletter. You can also hear Aurelia daily on the http://www.wahmtalkradio.com show, she is the Resident Life Coach.
Work at home moms face challenges that are very unique. The decision to work outside the home or stay with your children is difficult, with each option having advantages and disadvantages. If you stay home you may lose income and you will lose interaction with fellow employees, and if you work outside the home you live with separation from your children and pay caregiver expenses. Many women are choosing to work at home and finding the right opportunity is the first step in finding success as a work at home mom.
You could use the knowledge and skills you have and become a consultant, develop a career in design or writing, telecommute to a job, or start a home-based business. The opportunities are endless.
It can be difficult for a work at home mom to balance home, family, and career. Even if you are not a parent it is hard to find time for a personal life when you operate a home-based business. It is very easy to become consumed by your work when you work from home and it can be a challenge to find time for yourself and your family.
To successfully balance a home and career you must create a work schedule. Decide what hours will be set aside for work and try hard to stick to that time-frame. It very beneficial to create a boundary between work and home. Setting a work schedule will give you a routine to follow.
To give yourself the opportunity to socialize and meet new people, try getting involved with community or other volunteer activities. If you do not get out of the house regularly you may begin to resent your work and your family obligations.
During your workday, take short breaks to get up and move around. A simple stretching routine or a short walk will do wonders for your outlook. It will be necessary for you to deliberately schedule time for personal activities such as reading, picnics, or exercise. By adding these activities and free time to your schedule you will ensure that you get some much needed "mommy" time and that your family spends quality time together. You will find that if your leisure and family time suffer too much, your relationships will suffer as well. Make time for the fun things and times shared with children and family.
If you implement these ideas into your life as a work at home mom, you will be better able to achieve balance between work and your home life.
About the Author:
Aurelia Williams is the mom of four busy children, a Personal Life Coach http://www.reallifecoaching.net/ and the owner of http://www.reallifesolutions.net/ which is an informational site that also offers products, articles and a great newsletter. You can also hear Aurelia daily on the http://www.wahmtalkradio.com show, she is the Resident Life Coach.
Monday, June 25, 2007
GREAT NEW SITE
"Indeed.com includes all the job listings from major job boards, newspapers, associations and company career pages - and we continue to add new sites every day."
The site is: clutter-free with a simple interface, you can sort results by relevance or date, search term refinements are available on results pages, job listings are available via RSS and/or e-mail, jobs are ranked solely by relevance or date, and indeed.com does not accept money for placement.
Related articles about indeed.com at: http://www.seroundtable.com/archives/001300.html and http://battellemedia.com/archives/001140.php
Let me know if you've landed your new job through this site!
Until next time...
Erin Kennedy, CPRW
indeed.com: A New Vertical Search Engine
A new federated search tool that allows users to simultaneously search job listings from hundreds of sites. "Indeed.com includes all the job listings from major job boards, newspapers, associations and company career pages - and we continue to add new sites every day."
The site is: clutter-free with a simple interface, you can sort results by relevance or date, search term refinements are available on results pages, job listings are available via RSS and/or e-mail, jobs are ranked solely by relevance or date, and indeed.com does not accept money for placement.
Related articles about indeed.com at: http://www.seroundtable.com/archives/001300.html and http://battellemedia.com/archives/001140.php
Let me know if you've landed your new job through this site!
Until next time...
Erin Kennedy, CPRW
Monday, June 11, 2007
(off topic).. thought you might like to read something different...
from Wikipedia.com
DID YOU KNOW?
...that Elsa Eschelsson, the first woman both to finish a doctorate in Law and to teach in a university in Sweden, was denied the right to serve even as acting professor because of her sex?
...that the test for enrollment at Germany's Helmut Schmidt University involves not an intelligence test, but military training and troop procedures?
...that Charles Macartney, who set a record for the most runs scored in one day, first learned to bat with apples from the family orchard?
...that thermal vent ecosystems have been discovered in the Aegean Sea, in the caldera of Kolumbo underwater volcano?
...that motorsport announcer Ken Squier coined the phrase "The Great American Race" for the Daytona 500?
...that St. Patrick's Church was the first Catholic parish established in New Orleans outside the French Quarter, so that Irish immigrants would have a parish that was not dominated by French-speaking Creoles?
...that the Roman general Barbatio was beheaded for treason after his wife's indiscreet letter was intercepted by Emperor Constantius II?
...that Tropical Storm Helene of 2000 struck Florida just five days after Hurricane Gordon?
...that Daylight Saving Time was first legislated in North America in June 1917 by the former country of Newfoundland?
Enjoy your day!
Erin Kennedy, CPRW
from Wikipedia.com
DID YOU KNOW?
...that Elsa Eschelsson, the first woman both to finish a doctorate in Law and to teach in a university in Sweden, was denied the right to serve even as acting professor because of her sex?
...that the test for enrollment at Germany's Helmut Schmidt University involves not an intelligence test, but military training and troop procedures?
...that Charles Macartney, who set a record for the most runs scored in one day, first learned to bat with apples from the family orchard?
...that thermal vent ecosystems have been discovered in the Aegean Sea, in the caldera of Kolumbo underwater volcano?
...that motorsport announcer Ken Squier coined the phrase "The Great American Race" for the Daytona 500?
...that St. Patrick's Church was the first Catholic parish established in New Orleans outside the French Quarter, so that Irish immigrants would have a parish that was not dominated by French-speaking Creoles?
...that the Roman general Barbatio was beheaded for treason after his wife's indiscreet letter was intercepted by Emperor Constantius II?
...that Tropical Storm Helene of 2000 struck Florida just five days after Hurricane Gordon?
...that Daylight Saving Time was first legislated in North America in June 1917 by the former country of Newfoundland?
Enjoy your day!
Erin Kennedy, CPRW
TARDINESS AT WORK
Taken from CareerBuilder.com
~~~Stats~~~
Tardiness at work -According to a recent CareerBuilder.com/USA Today survey that found 16 percent of workers arrive late to work at least once a week. The survey, conducted in the United States from February 15 to March 6, 2007, included responses from 6,823 employees in the private sector and 2,591 hiring managers and HR professionals with significant involvement in hiring decisions. Some of the findings:
-25% of employees admit to faking an excuse for their tardiness
-31% cited traffic was the top excuse for showing up late
-16% admitted falling back asleep
-8% had problems getting their kids on their way to school
-41% of men are less likely to be late, compared to 37% of women
-22% of men are less likely to fib about why they are late, compared to 28% of women
-44% of hiring managers say they don't care if their employees are late as long as their work is completed on time and with good quality
-One in five stricter hiring managers would consider terminating an employee for arriving late two or three times in a given year
Read full article: http://www.shrm.org/hrnews_published/articles/CMS_021684.asp#P-8_0
Until next time,
Erin Kennedy, CPRW
Taken from CareerBuilder.com
~~~Stats~~~
Tardiness at work -According to a recent CareerBuilder.com/USA Today survey that found 16 percent of workers arrive late to work at least once a week. The survey, conducted in the United States from February 15 to March 6, 2007, included responses from 6,823 employees in the private sector and 2,591 hiring managers and HR professionals with significant involvement in hiring decisions. Some of the findings:
-25% of employees admit to faking an excuse for their tardiness
-31% cited traffic was the top excuse for showing up late
-16% admitted falling back asleep
-8% had problems getting their kids on their way to school
-41% of men are less likely to be late, compared to 37% of women
-22% of men are less likely to fib about why they are late, compared to 28% of women
-44% of hiring managers say they don't care if their employees are late as long as their work is completed on time and with good quality
-One in five stricter hiring managers would consider terminating an employee for arriving late two or three times in a given year
Read full article: http://www.shrm.org/hrnews_published/articles/CMS_021684.asp#P-8_0
Until next time,
Erin Kennedy, CPRW
Thursday, June 07, 2007
40 IS THE NEW 30?
You know how we all keep hearing, "40 is the NEW 30!"?-- well, I'm not quite sure how much of that I really believe, maybe it is in Hollywood-- but it doesn't stop me from lathering on the wrinkle cream every morning and night in hopes of stopping the increasingly apparent (and depressing) aging process happening on my face.
However, good news in on the rise to the 40-somethings!
It used to be that the main candidates for corporate relocation were 30-somethings looking to move up the corporate ladder. Not anymore. According to Robert Scally of Workforce.com, "Companies are now asking 40-somethings and seasoned veterans to relocate. It's a development paralleling another workplace trend: the demand for high-skilled workers. From 1973 to 1987 about 12 percent of transferees were over 40, according to Atlas Van Lines' annual coprorate relocation surveys. Today, the figure is around 30 percent. In addition, the demand for quality workers has emerged as the highest external factor affecting corporate relocations. Here's another trend that emerged from the survey: Health benefits and full insurance coverage aren't the only benefits being scaled back by employers these days. Over the past 40 years, reimbursement packages for trasferees and new hires have been shrinking from full reimbursement for travel and moving expenses to partial reimbursement and lump-sum payments. However, perks such as spousal job assistance is up. It's just one way companies are going above and beyond to lure top talent. Thirty years ago, most companies fully reimbursed transferees--in fact, the figure was close to 86 percent. Last year, slightly more than half offered the perk. It's also a benefit few small companies are able to afford, and more large companies dish out. Other trends include an increase in international relocations and outsourcing, as well as the demand for a more skilled workforce".
Getting older has its perks after all!
Until next time,
Erin Kennedy, CPRW
You know how we all keep hearing, "40 is the NEW 30!"?-- well, I'm not quite sure how much of that I really believe, maybe it is in Hollywood-- but it doesn't stop me from lathering on the wrinkle cream every morning and night in hopes of stopping the increasingly apparent (and depressing) aging process happening on my face.
However, good news in on the rise to the 40-somethings!
It used to be that the main candidates for corporate relocation were 30-somethings looking to move up the corporate ladder. Not anymore. According to Robert Scally of Workforce.com, "Companies are now asking 40-somethings and seasoned veterans to relocate. It's a development paralleling another workplace trend: the demand for high-skilled workers. From 1973 to 1987 about 12 percent of transferees were over 40, according to Atlas Van Lines' annual coprorate relocation surveys. Today, the figure is around 30 percent. In addition, the demand for quality workers has emerged as the highest external factor affecting corporate relocations. Here's another trend that emerged from the survey: Health benefits and full insurance coverage aren't the only benefits being scaled back by employers these days. Over the past 40 years, reimbursement packages for trasferees and new hires have been shrinking from full reimbursement for travel and moving expenses to partial reimbursement and lump-sum payments. However, perks such as spousal job assistance is up. It's just one way companies are going above and beyond to lure top talent. Thirty years ago, most companies fully reimbursed transferees--in fact, the figure was close to 86 percent. Last year, slightly more than half offered the perk. It's also a benefit few small companies are able to afford, and more large companies dish out. Other trends include an increase in international relocations and outsourcing, as well as the demand for a more skilled workforce".
Getting older has its perks after all!
Until next time,
Erin Kennedy, CPRW
Wednesday, February 28, 2007
Hello,
Do you feel restless at work? Are your values being met by the job or the environment you are working in? Do you answer “yes” to any or all the following questions …..?
· Do you feel down on Sunday as Monday looms nearer?
· Has your work become routine and predictable?
· Are you drained of energy after a day at the office?
· Does work lack a sense of importance or purpose?
· Do you see little or no room for advancement?
· Do you think there is work you would be better suited for but you just don’t know what it is?
These are indicators that you are discontent in your career. It is inevitable that you will periodically re-evaluate your occupation. Your job is constantly evolving. Corporate politics, economic shifts, mergers and personnel upheavals can cause unexpected changes. At the same time the world is changing you are also experiencing shifts in your internal life. Your values, needs and life expectations develop as your life evolves.
NETWORKING
A friend of mine recently asked me what was the hardest part of job search for most people. The answer? NETWORKING.
Networking can be as unnerving as standing up in front of an audience for some people. Of course you have others, like most of my sales cleints, who can get up in front of anyone and speak for any amount of time. But for most, just the thought of having to meet new people makes them wince.
Here are a few pointers to help ease your way into the networking circuit:
1) Tell everyone you know that you are job searching. You never know what doors may open for you. While in college, I told a client of mine (I was a Nail Technician!) that I was looking for an intership that would be accepted by my university AND be relevant to my degree. Guess what? As the Director of Human Resources at the time (now she is President/CEO) of an international non-profit organization, she had the federal funds to open a new career cneter and guess who was going to be interning there? All of my worrying about finding the right PAID internship, and it (she) was in front of me the whole time.
2) Get together with other professionals you know. Start your own networking "club" with friends/family/colleagues. Keep as current as possible on your own company's job openings, too. It never fails, there is always someone who will let you know of a job opening a their place of employment.
3) Hit the job fairs. It may sound scary, meeting ACTUAL human resources people from the companies you admire, but remember, they are there to meet YOU. Their job is to take resumes and potential candidates back to the company for review becuase they NEED employees! So, dust off your best outfit, take clean copies of your resume, and head out the door to the nearest job fair.
4) Remember, you are qualified! If you are second guessing yourself as you are about the introduce yourself to a possible contact, remember that you ARE qualified for the position. Take a quick moment to remind yourself of all the RIGHT reasons that you shold be hired.
5) Visualize. This is one of my favorite tools for every area of my life. I've used it in job search, interviews, and presentations. Picture yourself having an interesting conversation with a contact. Picture them responsding to you in a favorable way, seemingly taken with whatever you are saying. Play our the scene in your head. What are you saying? What are they saying? How are you describing yourself, your abilities, your training/education, etc? Visualize them writing down your number or taking your card, later calling you in fo ran interview. Not only does thsi make you feel relaxed, but it helps you when you actually begin speaking with the person because you feel more prepared and not as tense when they ask you about yourself.
These simple steps will help reduce the panic and stress of meeting new people and networking. Good luck!-- Erin Kennedy
A friend of mine recently asked me what was the hardest part of job search for most people. The answer? NETWORKING.
Networking can be as unnerving as standing up in front of an audience for some people. Of course you have others, like most of my sales cleints, who can get up in front of anyone and speak for any amount of time. But for most, just the thought of having to meet new people makes them wince.
Here are a few pointers to help ease your way into the networking circuit:
1) Tell everyone you know that you are job searching. You never know what doors may open for you. While in college, I told a client of mine (I was a Nail Technician!) that I was looking for an intership that would be accepted by my university AND be relevant to my degree. Guess what? As the Director of Human Resources at the time (now she is President/CEO) of an international non-profit organization, she had the federal funds to open a new career cneter and guess who was going to be interning there? All of my worrying about finding the right PAID internship, and it (she) was in front of me the whole time.
2) Get together with other professionals you know. Start your own networking "club" with friends/family/colleagues. Keep as current as possible on your own company's job openings, too. It never fails, there is always someone who will let you know of a job opening a their place of employment.
3) Hit the job fairs. It may sound scary, meeting ACTUAL human resources people from the companies you admire, but remember, they are there to meet YOU. Their job is to take resumes and potential candidates back to the company for review becuase they NEED employees! So, dust off your best outfit, take clean copies of your resume, and head out the door to the nearest job fair.
4) Remember, you are qualified! If you are second guessing yourself as you are about the introduce yourself to a possible contact, remember that you ARE qualified for the position. Take a quick moment to remind yourself of all the RIGHT reasons that you shold be hired.
5) Visualize. This is one of my favorite tools for every area of my life. I've used it in job search, interviews, and presentations. Picture yourself having an interesting conversation with a contact. Picture them responsding to you in a favorable way, seemingly taken with whatever you are saying. Play our the scene in your head. What are you saying? What are they saying? How are you describing yourself, your abilities, your training/education, etc? Visualize them writing down your number or taking your card, later calling you in fo ran interview. Not only does thsi make you feel relaxed, but it helps you when you actually begin speaking with the person because you feel more prepared and not as tense when they ask you about yourself.
These simple steps will help reduce the panic and stress of meeting new people and networking. Good luck!-- Erin Kennedy
Friday, February 02, 2007
I recently came across an interesting article about failure. I know how many times I've failed at something and thought, "why did I even try it to begin with?". But the jewel of failure is that along the way, we usually end up discovering our hidden talents. Read below...
WHY FAILURE IS GOOD
How do you view failure? Do you see it as something negative that you don't want to be associated with or do you see it as something positive? Most people in the world don't like failure. Fear of failure is the main reason why more than 80% of people in the world are not prepared to change their circumstances. Why do people fear failure so much? The reason for this is because people don't understand the dynamics involved in success and failure.
Everything we do in life has either a right way of doing it and a wrong way of doing it. When we do it the right way we meet with success. Needless to say that when we do it the wrong way we are unsuccessful.
Understanding this is important because it puts failure in its proper perspective and removes the fear around it.
When someone who doesn't understand this dynamic meets with temporary failure he gives up thinking that he is not good enough or that he will never make it. But is this really what it is? Does the fact that you didn't make it the first time mean that you are not good enough?
Does it mean that you'll never make it? Not at all! All it means is you have not found the correct method yet!
So what do you do next? You go back and try and find out where you went wrong. Then you try again this time employing a different method. When this doesn't work you go back and look at everything you have done so far.
Talk to successful people who have made it in this area. Think of what you might have left out and try again. Why do you need to do this? Because, "Every failure, every adversity and every heartache, carries with it the seed of an equivalent or a greater benefit", says author and mentor to many great men, Napoleon Hill.
Failure contains the seed of victory and of success. Failure teaches you what works and what doesn't. When you study the reasons for your failure and learn from it, you'll find the key to your success. The great inventor Thomas Edison knew this truth more than anyone else. It took Edison 8000 trials to perfect the Edison battery? Afterwards he uttered this famous quote, "At least we know 8000 things that don't work".
Every successful person has had to overcome temporary defeat at one time or another. Know this! You haven't really failed until you accept defeat. Do you envy those who got success easily? Don't! Success earned in spite of earlier failure is so much sweeter than if you would get it otherwise. Those who earn success in this way know the road to success. They are not afraid of losing what they have because they have learned how to become successful.
Those that easily got success don't know the road. They got there so quickly that they didn't bother to look around. Let me use the following analogy to illustrate. Take two guys traveling to the same destination, with this difference. The one is going by airplane and the other by car, but the one arriving by car had a few breakdowns along the way.
If you take these two guys back to their original position and ask them to find their way to their destination, who do you think is going to remember the road better the next time? Surely the guy who had a few breakdowns and spend some time on the road, because he had the opportunity to look round.
Let temporary defeat no longer be an obstacle but an ally and you'll be on your way. You have many hidden talents, so start working towards realizing your dreams. Don't be put off by the fear of failure. Failure is an ally because it contains the seed of success. ----Written by Jimmy Roos
Until next time,
Erin
WHY FAILURE IS GOOD
How do you view failure? Do you see it as something negative that you don't want to be associated with or do you see it as something positive? Most people in the world don't like failure. Fear of failure is the main reason why more than 80% of people in the world are not prepared to change their circumstances. Why do people fear failure so much? The reason for this is because people don't understand the dynamics involved in success and failure.
Everything we do in life has either a right way of doing it and a wrong way of doing it. When we do it the right way we meet with success. Needless to say that when we do it the wrong way we are unsuccessful.
Understanding this is important because it puts failure in its proper perspective and removes the fear around it.
When someone who doesn't understand this dynamic meets with temporary failure he gives up thinking that he is not good enough or that he will never make it. But is this really what it is? Does the fact that you didn't make it the first time mean that you are not good enough?
Does it mean that you'll never make it? Not at all! All it means is you have not found the correct method yet!
So what do you do next? You go back and try and find out where you went wrong. Then you try again this time employing a different method. When this doesn't work you go back and look at everything you have done so far.
Talk to successful people who have made it in this area. Think of what you might have left out and try again. Why do you need to do this? Because, "Every failure, every adversity and every heartache, carries with it the seed of an equivalent or a greater benefit", says author and mentor to many great men, Napoleon Hill.
Failure contains the seed of victory and of success. Failure teaches you what works and what doesn't. When you study the reasons for your failure and learn from it, you'll find the key to your success. The great inventor Thomas Edison knew this truth more than anyone else. It took Edison 8000 trials to perfect the Edison battery? Afterwards he uttered this famous quote, "At least we know 8000 things that don't work".
Every successful person has had to overcome temporary defeat at one time or another. Know this! You haven't really failed until you accept defeat. Do you envy those who got success easily? Don't! Success earned in spite of earlier failure is so much sweeter than if you would get it otherwise. Those who earn success in this way know the road to success. They are not afraid of losing what they have because they have learned how to become successful.
Those that easily got success don't know the road. They got there so quickly that they didn't bother to look around. Let me use the following analogy to illustrate. Take two guys traveling to the same destination, with this difference. The one is going by airplane and the other by car, but the one arriving by car had a few breakdowns along the way.
If you take these two guys back to their original position and ask them to find their way to their destination, who do you think is going to remember the road better the next time? Surely the guy who had a few breakdowns and spend some time on the road, because he had the opportunity to look round.
Let temporary defeat no longer be an obstacle but an ally and you'll be on your way. You have many hidden talents, so start working towards realizing your dreams. Don't be put off by the fear of failure. Failure is an ally because it contains the seed of success. ----Written by Jimmy Roos
Until next time,
Erin
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