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!
Wednesday, August 08, 2007
** 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
Monday, October 30, 2006
Quitting your job (without burning any bridges)
Do you daydream about the day you get to tell your boss everything that he is doing wrong? How you could do his job ten times better with your eyes closed? Then, after you’ve read him the riot act, you arrogantly say, “Oh, and I QUIT!”
Too often we speak before we act and then regret it later. Whether it is a spontaneous decision to leave, or a well-thought out conclusion, quitting a job can be a struggle. Another point to ponder is that with downsizing, job-hopping and mergers common, you never know when you may run into your old boss again. “Leave the emotional issues at home” advises Mark Katz, managing partner at a Detroit-based executive search firm. He recalls a woman who learned the consequences of burning bridges the hard way. When quitting her job at an advertising agency, she told her boss everything that he, and the company, were doing wrong. “She just felt that the organization didn’t know what they were doing and told them so,” he says. Her tone was “very condescending and hostile”.
Two months later he received a call from the woman: “You have to find me another job and fast!” she said, according to Mr. Katz. Her old agency just announced it was buying her new one. Worse yet, her former boss would likely be running her department again. She feared he might lay her off or fire her. If not, she was certain her hasty and hostile departure would make a future relationship very difficult. She was back to square one, looking for another job… again.
This is a reason Mr. Katz suggests to clients not to alienate co-workers or former employers. Even when you know you are in the right, restrain yourself. There are several different reasons you could give, for example: even though you’ve enjoyed working at the company, you want to take on different challenges, expand your potential at ABC Company or given more responsibility. Even better, if ABC Company happens to be located near your family, you can almost guarantee that your boss will understand and even give you a reference. Emphasize the lure of the new company, not the flaws of the old one. Above all, make sure to avoid blaming your boss and the company for your departure, even if you have to bite your tongue not to say what you really feel. Thank your boss for providing you with a rewarding experience and emphasize how much you’ve learned from the job.
You may want to either write down what you want to say to your boss, or role play with a family member or spouse. Take notes if you need to and bring them to the meeting. It’s important to be upfront and let them know you are leaving. Give everyone involved a copy of your resignation letter. This signals your determination to quit and lessens the likelihood of a counteroffer.
What happens if they counteroffer? Chances are, your reasons to leave will outweigh what the company may offer you. Further, it may not be such a good idea to stick with a job where the boss thinks you want to leave. Consider the case of one of Mr. Katz’ clients, a sales rep. After he told his boss his decision to leave, the boss countered with an offer of promotion and small raise. The client decided to stay and soon after regretted his decision. His boss immediately started to take over some of his top accounts and developed a relationship with them. He feared that even though the man said he would stay, he might still quit--taking their larger accounts with him. The boss began reassigning his accounts and shrinking his responsibilities. What happened next? You guessed it. The promotion never happened and the client was left much worse off then he was when he decided to quit in the first place. He couldn’t go back to the company that hired him in the first place and he could no longer boast of a large account base to potential employers. The moral? Stick with your gut instinct. If you are fed up enough to go, then follow through with your decision and leave.
Lastly, be sure to wrap up any loose ends you may have at your current company. Offer to train your replacement and show them the ropes. Do not bad-mouth the company to any new employees or other companies. Word travels fast and you never know when you may need a reference…. even if it’s in 10 or 15 years!
Until next time,
Erin Kennedy
Do you daydream about the day you get to tell your boss everything that he is doing wrong? How you could do his job ten times better with your eyes closed? Then, after you’ve read him the riot act, you arrogantly say, “Oh, and I QUIT!”
Too often we speak before we act and then regret it later. Whether it is a spontaneous decision to leave, or a well-thought out conclusion, quitting a job can be a struggle. Another point to ponder is that with downsizing, job-hopping and mergers common, you never know when you may run into your old boss again. “Leave the emotional issues at home” advises Mark Katz, managing partner at a Detroit-based executive search firm. He recalls a woman who learned the consequences of burning bridges the hard way. When quitting her job at an advertising agency, she told her boss everything that he, and the company, were doing wrong. “She just felt that the organization didn’t know what they were doing and told them so,” he says. Her tone was “very condescending and hostile”.
Two months later he received a call from the woman: “You have to find me another job and fast!” she said, according to Mr. Katz. Her old agency just announced it was buying her new one. Worse yet, her former boss would likely be running her department again. She feared he might lay her off or fire her. If not, she was certain her hasty and hostile departure would make a future relationship very difficult. She was back to square one, looking for another job… again.
This is a reason Mr. Katz suggests to clients not to alienate co-workers or former employers. Even when you know you are in the right, restrain yourself. There are several different reasons you could give, for example: even though you’ve enjoyed working at the company, you want to take on different challenges, expand your potential at ABC Company or given more responsibility. Even better, if ABC Company happens to be located near your family, you can almost guarantee that your boss will understand and even give you a reference. Emphasize the lure of the new company, not the flaws of the old one. Above all, make sure to avoid blaming your boss and the company for your departure, even if you have to bite your tongue not to say what you really feel. Thank your boss for providing you with a rewarding experience and emphasize how much you’ve learned from the job.
You may want to either write down what you want to say to your boss, or role play with a family member or spouse. Take notes if you need to and bring them to the meeting. It’s important to be upfront and let them know you are leaving. Give everyone involved a copy of your resignation letter. This signals your determination to quit and lessens the likelihood of a counteroffer.
What happens if they counteroffer? Chances are, your reasons to leave will outweigh what the company may offer you. Further, it may not be such a good idea to stick with a job where the boss thinks you want to leave. Consider the case of one of Mr. Katz’ clients, a sales rep. After he told his boss his decision to leave, the boss countered with an offer of promotion and small raise. The client decided to stay and soon after regretted his decision. His boss immediately started to take over some of his top accounts and developed a relationship with them. He feared that even though the man said he would stay, he might still quit--taking their larger accounts with him. The boss began reassigning his accounts and shrinking his responsibilities. What happened next? You guessed it. The promotion never happened and the client was left much worse off then he was when he decided to quit in the first place. He couldn’t go back to the company that hired him in the first place and he could no longer boast of a large account base to potential employers. The moral? Stick with your gut instinct. If you are fed up enough to go, then follow through with your decision and leave.
Lastly, be sure to wrap up any loose ends you may have at your current company. Offer to train your replacement and show them the ropes. Do not bad-mouth the company to any new employees or other companies. Word travels fast and you never know when you may need a reference…. even if it’s in 10 or 15 years!
Until next time,
Erin Kennedy
Wednesday, July 26, 2006
TO VACATION or NOT TO VACATION...(that is the question)
Are you daydreaming of pina coladas on a sandy white beach, but know you will never get there? Do you have weeks of vacation days saved up but haven't taken any? Are you completely stressed out, but know now is not the time to take a vacation?
Are you daydreaming of pina coladas on a sandy white beach, but know you will never get there? Do you have weeks of vacation days saved up but haven't taken any? Are you completely stressed out, but know now is not the time to take a vacation?
Whether you are a self-proclaimed work-aholic or feel guilty about taking time off, DON'T!
Many employers think the fear of taking a vacation is unfounded. "People need vacations" says Mark Needham of Jones, Jones & Associates, a PR firm in the midwest. "There are certain people who just won't take vacations and I tell them they need to for their own sanity. The only time you shouldn't is the first 100 days of a new job. They are crucial in terms of establishing yourself within the company and getting in sync with your coworkers" he says. "You can't gain momentum if you are not there".
The should-I or shouldn't-I answers lie in your own heart. If you know you consistently pull your weight and handle a great deal of responsibility, then go. "However, if you are in the bottom 20% of performers, you are at risk any time you take a vacation" says Mr. Needham. Still, he says, few people get fired for taking a few days of which they are entitled to by company policy. "If you're going to get fired, you're going to get fired, so you might as well take your days off and enjoy yourself".
Food for thought...
--Erin Kennedy
Monday, March 20, 2006
Did You Know?
Hi, my name is Kris Plantrich and I am a Certified Professional Resume Writer and currently I contribute writing services to Professional Resume Service owned by fellow writer Erin Kennedy. As this is my first entry to the blog I thought I would stay in the spirit of the name Did You Know? and delve into this question a little further.
Did you know Tuesday is the most productive day of the week?
Did you know as many as 35% of employers are now using your credit report history as a means of judging personal responsibility, especially in occupations dealing directly with money?
Did you know 65 to 70% of jobs are gained through personal referrals or networking connections – so get networking!
Did you know only an average of 36% of those job hunters interviewed regularly send thank-you notes while 75% of employers like or expect the notes?
Did you know that over 90% of employers seek their assistant’s opinion when interviewing and making hiring decisions?
Did you know business cards are a great way to network - plain and simple or with a photo works best?
Did you know having a mentor can be also be a great way to network?
Did you know 60% of large companies do salary planning in the fall – a great time to ask for a raise!
Did you know that while the average job hunt takes 19 weeks, 40 – 50% of job seekers give up after just 2 months?
Take these facts to heart while preparing, searching, and interviewing for your next job.
Bye for now,
Kris
Saturday, March 18, 2006
The Importance of the Thank You Letter
I've been asked many, many times, "Do I really need to send a Thank You letter to the employer?"... and the answer is always, "Yes! Yes! Yes!".
Okay, so I am a bit anal about Thank You's. I know that. I get pretty irritated if I don't get one after spending gobs of money for showers, weddings, birthdays, etc. It takes about 1 minute to write a thank you note. It's a nice way of saying, "Thank you for spending one of your precious days/nights off work with me/us and driving almost 3 hours round trip to get here.-- it means a lot". But do we need to do it after an interview? Does the employer really care? Does it really make a difference?
YES!
Studies repeatedly show that candidates who follow up the interview with a thank you always gets chosen before their peers. Sending a customized thank you note gives you an edge. It helps remind the interviewer who you are. Many recruiters of Fortune 500 companies admit that some candidates get lost in the shuffle, only to rediscover them when receiving a thank you note.
A thank you note reiterates your strong points. It reminds them why they should hire YOU. Here are a few tips about writing a thank you note:
1- Proofread. Double check and make sure that not only is your thank you error-free, but that you are sending it to the right employer!
2- Restate Your Strong Points. Hiring managers state that a thank you note is "literally the last chance candidates have to sell themselves to an employer". Remind them why you are the best candidate.
3- Impress Them With Your Listening Skills. State something in the letter that relates to the conversations you had at the interview. Show them you really were listening to them, not daydreaming about what the benefits and compensations are going to be.
I've been asked many, many times, "Do I really need to send a Thank You letter to the employer?"... and the answer is always, "Yes! Yes! Yes!".
Okay, so I am a bit anal about Thank You's. I know that. I get pretty irritated if I don't get one after spending gobs of money for showers, weddings, birthdays, etc. It takes about 1 minute to write a thank you note. It's a nice way of saying, "Thank you for spending one of your precious days/nights off work with me/us and driving almost 3 hours round trip to get here.-- it means a lot". But do we need to do it after an interview? Does the employer really care? Does it really make a difference?
YES!
Studies repeatedly show that candidates who follow up the interview with a thank you always gets chosen before their peers. Sending a customized thank you note gives you an edge. It helps remind the interviewer who you are. Many recruiters of Fortune 500 companies admit that some candidates get lost in the shuffle, only to rediscover them when receiving a thank you note.
A thank you note reiterates your strong points. It reminds them why they should hire YOU. Here are a few tips about writing a thank you note:
1- Proofread. Double check and make sure that not only is your thank you error-free, but that you are sending it to the right employer!
2- Restate Your Strong Points. Hiring managers state that a thank you note is "literally the last chance candidates have to sell themselves to an employer". Remind them why you are the best candidate.
3- Impress Them With Your Listening Skills. State something in the letter that relates to the conversations you had at the interview. Show them you really were listening to them, not daydreaming about what the benefits and compensations are going to be.
4- Thank Everyone. If 3 people interviewed you, then they each get a thank you. Not only will they be impressed, but they may show it to each other in an attempt to get the others to want to hire you, too. Just remember to customize each letter. A letter that is not well-thought-out (or the same to each) can only hurt you. If you are stumped on what to write, just think about the topics you discussed during the interviews.
It only takes about 2 minutes and a stamp to make a lasting impression.
Cheers!
Erin Kennedy
Monday, March 13, 2006
ARE WOMEN STILL EARNING LESS THAN MEN?
Being a woman, you can imagine how I felt when I recently read an article stating that women are STILL earning 12% less than a man in a comparable position. This is an important issue because at some point in our lives, 80-90% of all women will be solely responsible for their own finances, whether it be because of divorce, death, disability of a spouse, or just deciding to remain single.
Sure, sometimes, depending on where you work, might contribute to the "good old boys club" or gender discrimination theory. But after reading on, I found that some of what the author was saying to be true, we may be responsible for adding to this dilemma. The question is: Are we UnderEarners?
If you haven't had a raise in over 2 years and don't want to ask for one for fear of "rocking the boat", you may be an underearner.
If you have a hard time telling your clients you are raising your fees, or consistently underbill them, you may be an underearner.
If you don't market yourself, or "toot your own horn" either within the place you work, or with networks outside of work, you may be an underearner.
If you put so much time into volunteer activities that you just feel lucky to be employed and content to remain where you are financially, you may be an underearner.
Some of this sounds like you, so, what do we do, you ask?
1- Identify your financial needs, have a clear picture of what you need to earn and where you want to be (including identifying all expenses and any "incidentals" like car repair, home repair, etc.)
2- Research the position and your own qualifications within the industry. If they don't meet your needs, then prepare to negotiate for a pay increase, or start looking for a job that will pay what you deserve.
3- NEGOTIATE. This is the key to showing the employer what you are worth and that you are committed to getting it. Have an up-to-date copy of your on-the-job accomplishments ready to show your boss what you have contributed as a back up for your request. Most importantly, be confident. You've earned it and you deserve it!
For further reading on these subjects, check out Mikelann R. Valterra's book, "Why Women Earn Less, How to Make What You're Really Worth", or Nicholas Reid Schaffzin's book, "Negotiate Smart: The Secrets of Successful Negotiation".
Until next time,
Erin
Being a woman, you can imagine how I felt when I recently read an article stating that women are STILL earning 12% less than a man in a comparable position. This is an important issue because at some point in our lives, 80-90% of all women will be solely responsible for their own finances, whether it be because of divorce, death, disability of a spouse, or just deciding to remain single.
Sure, sometimes, depending on where you work, might contribute to the "good old boys club" or gender discrimination theory. But after reading on, I found that some of what the author was saying to be true, we may be responsible for adding to this dilemma. The question is: Are we UnderEarners?
If you haven't had a raise in over 2 years and don't want to ask for one for fear of "rocking the boat", you may be an underearner.
If you have a hard time telling your clients you are raising your fees, or consistently underbill them, you may be an underearner.
If you don't market yourself, or "toot your own horn" either within the place you work, or with networks outside of work, you may be an underearner.
If you put so much time into volunteer activities that you just feel lucky to be employed and content to remain where you are financially, you may be an underearner.
Some of this sounds like you, so, what do we do, you ask?
1- Identify your financial needs, have a clear picture of what you need to earn and where you want to be (including identifying all expenses and any "incidentals" like car repair, home repair, etc.)
2- Research the position and your own qualifications within the industry. If they don't meet your needs, then prepare to negotiate for a pay increase, or start looking for a job that will pay what you deserve.
3- NEGOTIATE. This is the key to showing the employer what you are worth and that you are committed to getting it. Have an up-to-date copy of your on-the-job accomplishments ready to show your boss what you have contributed as a back up for your request. Most importantly, be confident. You've earned it and you deserve it!
For further reading on these subjects, check out Mikelann R. Valterra's book, "Why Women Earn Less, How to Make What You're Really Worth", or Nicholas Reid Schaffzin's book, "Negotiate Smart: The Secrets of Successful Negotiation".
Until next time,
Erin
Monday, March 06, 2006
Big News!!
Just got word today that some of my resumes will be featured in a new resume book published and coming out in the fall:
"No-Nonsense Resumes: The Essential Guide to Creating Attention-Grabbing Resumes That Get Interviews & Job Offers" by Wendy Enelow and Arnie Boldt.
Also included in the book are resumes from one of our other writers, Kris Plantrich.
To quote the authors Wendy and Arnie, "We are thrilled to be able to include your excellent work in this new publication."
Congratulations Kris & Erin!
Be sure to grab a copy of this book when it comes out!
Just got word today that some of my resumes will be featured in a new resume book published and coming out in the fall:
"No-Nonsense Resumes: The Essential Guide to Creating Attention-Grabbing Resumes That Get Interviews & Job Offers" by Wendy Enelow and Arnie Boldt.
Also included in the book are resumes from one of our other writers, Kris Plantrich.
To quote the authors Wendy and Arnie, "We are thrilled to be able to include your excellent work in this new publication."
Congratulations Kris & Erin!
Be sure to grab a copy of this book when it comes out!
WELCOME!
Welcome to Professional Resume Services first ever BLOG! We have finally ventured into the age of blogging!
My name is Erin Kennedy and I am the owner of Professional Resume Services. My goal, and the goal of the writers here, is to create a blog that is very useful for the job seeker with information written in an easy-to-read format. We don't want to load it down with long pages per post, rather just short, simple and useful tools for the job search journey. We want to share all of the articles we study, conferences/seminars/webinars we attend, and industry knowledge we become privy to.
We are dedicated to helping ease your transition to your next job by creating powerful resumes, cover letters, cv's, and bio's that grab the employer's attention and get you the job you want.
If you have any questions or comments email us at info@proreswriters.com, or have difficulty viewing this blog, please let our moderator know at help@proreswriters.com.
Be sure to copy this link to your home page for future tidbits of useful career change, resume writing and job search info.
Until next time,
Erin
Welcome to Professional Resume Services first ever BLOG! We have finally ventured into the age of blogging!
My name is Erin Kennedy and I am the owner of Professional Resume Services. My goal, and the goal of the writers here, is to create a blog that is very useful for the job seeker with information written in an easy-to-read format. We don't want to load it down with long pages per post, rather just short, simple and useful tools for the job search journey. We want to share all of the articles we study, conferences/seminars/webinars we attend, and industry knowledge we become privy to.
We are dedicated to helping ease your transition to your next job by creating powerful resumes, cover letters, cv's, and bio's that grab the employer's attention and get you the job you want.
If you have any questions or comments email us at info@proreswriters.com, or have difficulty viewing this blog, please let our moderator know at help@proreswriters.com.
Be sure to copy this link to your home page for future tidbits of useful career change, resume writing and job search info.
Until next time,
Erin
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