Are you one of those people afraid to ask certain questions because you may not get the answer you want?If your answer is ‘yes,’ congratulations and welcome to the human race!I’m not a psychic, but I am going to go out on a limb here, and guess that a little two-letter word is the basis for most of your fear.That word, of course, is “NO.”If you have been slugging it out in the trenches for a few years and are beginning to think , “Hey, I should be getting compensated a little better,” then put on your gloves and get ready to rumble.It is the rare position in today’s job market that comes with automatic pay raises, and most bosses are not of a mind to arbitrarily hand out more money without being asked.So, it is up to you to determine if you’re ready and deserving of a salary increase, and only you can take charge of the situation. To help you get the results you want, here are six tips to help you feel properly equipped for the “fight.”1) There are no hard and fast rules for “when” you should ask for a pay raise. However, you should at least wait until your history with the company has given you time to have proven yourself to be a valuable team member.2) Strike while the iron is hot. Look for an opportunity to go above and beyond the call of duty. Rarely is there a better opportunity to get the answer you want than while you are riding high on a wave of recent success.3) Never, never, ever use company sponsored social gatherings to hit your boss up for more money. The outcome is likely to be quite embarrassing for both of you, and your professional image may be damaged beyond repair.4) Like any good attorney, be prepared to make your case. Have documentation readily available that proves to the powers that be that you do indeed deserve the pay raise you’re seeking. Have you saved the company money by incorporating some new way of getting things done? Were you key in getting a big client to use your product or service? Can you prove that you regularly show up early and stay late?If you think you deserve a raise, be crystal clear about why you feel this way and how your actions impacted the company’s bottom line (and/or made your boss look better). Nothing wins a debate like facts. This is another reason to keep your resume current with a running list of achievements. As well, maintain a file of any emails or other notes that underscore your value-even track conversations with your boss, customers, vendors, team mates and others with whom you have collaborated that articulate something good or valuable you have contributed.5) Research your salary marketability. Tap online resources such as Glassdoor to see how your compensation package stacks up with salaries and bonuses for your specific job at other companies. You can even do a search by similar types and sizes of companies and region or city, to ensure you are comparing apples to apples. For example, here’s a snapshot from Glassdoor of what a Marketing Director in Cincinnati, OH earns:By being armed with what others in your position earn, you can further build a case. In particular, if the duties of your role have expanded since you last earned a pay raise, that may mean the position title, and often with it, the salary level, should similarly be expanded.6) Be open to other forms of compensation. There are some companies that simply do not have the funds available for a raise, no matter how much they may think you deserve it. Would you be happy if you were allowed to come in late or leave early a few times a week? Perhaps you would like to negotiate flextime, including occasional work-at-home office hours? What about adding a few extra days to your vacation time? Would you be willing to accept compensation in the form of the products or services your company provides? There are many ways to get a raise that don’t necessarily mean more cash in your paycheck, but may be just as valuable.Remember, don’t let fear keep you from asking for additional compensation if you truly believe you deserve it. Be confident in your value. The last time I checked, it is still illegal for bosses to beat their employees just for asking a question.Even one as big as, “Can I have a pay raise?”
Do you feel stuck in your work life? Afraid of a layoff, worried about income, scared to make a change in the midst of a tricky economy? If so, you’re not alone. But you also don’t have to stay stuck. By figuring out your own unique energies and special skills, you can make your work matter, better connect with opportunities that are right for you, and make a difference in your workplace and in the lives of people around you. In her new book, Bring Your Superpowers to Work: Your Guide to More Clarity, Confidence and Control, career coach Darcy Eikenberg says we all need to spend a little time channeling our childhood selves, who believed we could don a red cape and change the world.Eikenberg says this “red cape revolution” at work is important because “our working world is crying out for more — more of our talents, more of our brainpower, more of our energy, more of our hands and legs, more of our caring and love. We spend so much time and energy at work, and yet the world still hungers for solutions. The challenges … out there are waiting to be solved and are too important to allow any one of us to sit still, hiding our abilities instead of embracing our superpowers and taking them with us to the office, factory, coffee shop, seat 24B, or wherever we work today.”By joining what Eikenberg calls the “red cape revolution,” you gain the clarity and confidence to discover the “superpowers” you possess that can make a difference in the work you do and in the world around you.Your “superpowers” are more than just your strengths; they are the unique, powerful things about you that allow you to make a valuable contribution to your world. They come from a combination of your relationships, your learnings, your failures, your assets, your gifts, your experiences, your community, and your resources, Eikenberg says. She offers six steps for finding your own “superpowers” to create the career, the life and the world you want. Here are four of the steps: Be crazy curious. If you find yourself interested in a new career, concept or volunteer opportunity, leave no stone unturned. Be willing to ask lots of questions and learn everything you can about the things that interest you. Your interest in the topic could be the beginning of a superpower that may make a difference for you and for others.Know your narrative. To determine your own true powers, be clear about who you are and where you came from. Understand your own story by asking yourself (and answering) questions like: What am I known for? What do I want to be known for?Sign your own permission slip. Rather than feeling guilty about taking time for simple pleasures or pursuing outside interests, give yourself permission to do the things that will make you happy, calmer, more interesting, and more well-rounded. Even if it requires a little time away from work or taking a day off from the gym, be willing to pursue those interests without feeling guilty. Give yourself permission to move forward and move beyond the things that are keeping you from finding your true powers.Talk to yourself. Don’t tell yourself negative things, such as why you’ll never get the job you want or why you don’t deserve to have the life you want. Instead, engage in positive self-talk, all the time, Eikenberg says. “When we talk to ourselves over and over again about the things we want, the things we are becoming, and the good things we already are, those words create new connections and patterns in our brains, and over time, become very, very real,” she says.Why not start today channeling your own superpowers? There’s no telling what superhero results you may get.
For many of us saying no is hard to do. When it’s saying it to our boss, it can be downright impossible. But there are situations that merit a no. How you go about it, however, can make or break your relationship with your supervisor.“It depends on the boss,” when it comes to saying no, says Pamela Skillings, co-founder of Skillful Communications. “You have to know what kind of boss you are dealing with.”Some bosses don’t want anyone disputing their power while others are more willing to listen to suggestions. When dealing with the power wielding ones, Skillings says its best to let the boss think he or she came up with the change of plan.The types of scenarios also matter. Here’s a look at when, and when not, to say no to your boss.When Your Are Getting Taken Advantage OfAt some point in your career working long hours and taking on work that’s not in the job description will undoubtedly be part of the job. But when your boss is asking you to work late every night and come in on the weekends all the time, it may be situation where you have to put your foot down and say no.If the boss is blatantly taking advantage of you then a boundary needs to be drawn, says Skillings. “If you are working late every night and it’s not an emergency situation and is becoming a habit, it’s not something you want to allow,” she says. Skillings says to say no at least one night to make it clear you aren’t going to do it all the time.Doing Your Bosses ErrandsUnless you are a personal assistant, doing errands for your boss is a situation where you may want to say no. If you like to get out of the office to pick out a birthday present or get coffee from Starbucks that’s one thing, but if it takes you away from your work or isn’t something you signed on to do then a no is warranted, says Patricia H. Lenkov, executive vice president of Agility Executive Search. Lenkov says simply saying no could upset the boss, but being more tactful and presenting your no in a way that will help the boss should work. “Explain that the truth is if you do this, you won’t be able to do this more important work for your boss,” says Lenkov.When the Impossible is ExpectedTight deadlines are pretty much the norm at many companies but when you are given a timetable that cannot be realistically met or a workload that is impossible to complete on your own, that may be the time to say no or ask for help. Again, don’t just say no, but explain to your boss that it’s not a realistic deadline and that you’ll need more time to complete the workload. That doesn’t mean you should leave the office at five every day, but if you are putting in the hours, show your boss how much you’ve done and provide an alternative time frame to get the rest of the work completed, says Skillings.Even if you want to say no, there are situations that you should refrain from saying no. The main one: when you are asked to be a team player.Your job may be managing the books for your firm, but a big marketing campaign is coming up so you are asked to pitch in with helping with that project. Sure, it’s not what you were hired for, but saying no will reflect negatively on you. According to Skillings, you’ll most likely appear stubborn and lacking the team player mentality. If it’s something that is truly out of your scope or you really don’t have the time to do it, Skillings says then it’s ok to express your reservations. “It’s important to show them there’s a trade off,” says Skillings.No for the Heck of it Saying no for the sake of no is probably one of the most serious mistakes you can make, especially in this job environment where there are twenty people lined up waiting for your job. If you say no to exercise your control, it can be perceived as insubordination, says Lenkov. “You have to be mindful of the environment we are living in,” says Lenkov. “There has to be a good reason to say no.”
Bill Hannan wasn’t supposed to be here. A 2005 graduate of Villanova University with a degree in finance, he wasn’t thinking about sales training sessions three years ago while working as a commodities trader. But reality crept in, in the form of the financial crisis, leading him to give sales, the profession of his father and grandfather, another look.At a Dale Carnegie Training session in a midtown-Manhattan basement, Hannan was one of 18 salespeople listening attentively as a trainer explained the importance of classifying buyers. About half of the attendees had already been in sales for years, but the rest had recently entered the field after exploring other career paths.There are certainly those who gravitate to sales early on, but sales jobs are also uniquely attractive to people looking for a plan B. An expertise in sales can provide a feeling of safety in a tight labor market, teach fundamental skills like fundraising, or in some cases allow job changers to remain connected to their original fields of interest. For some professionals, working in sales serves as both a cushion and a springboard for their careers, providing immediate financial support and the potential for upward mobility.Hannan, a 28-year-old life insurance rep, signed himself up for the eight-week program at Dale Carnegie to hone his presentation skills and help him improve his professional relationships.“The goal right now is to open my own business selling State Farm products like my father and grandfather,” he said. “First I need to gain more person-to-person sales experience and develop my relationships with clients and co-workers.”Foundation for Future SuccessHannan broke into sales after spending three and a half years trading commodities for a small firm in Manhattan. That job came to an end in 2010.“The writing was on the wall,” Hannan said. “It was a small office and a small trading desk and business was moving slow. I was the youngest on the desk with the least amount of experience and business relationships, so I was prepared to go.” After that gig ended, Hannan decided to get into a more customer-based selling job, hoping for more long-term security.The biggest benefit of working a job in sales is that it helps individuals develop a foundation for their future success, said Louis Paolillo, the trainer at Dale Carnegie. “We’re always selling.” he said. “Whether we’re selling ideas, selling products or selling our own talents.”The majority of the Dale Carnegie attendees said they want bigger roles in the future – either running their own businesses or taking high-level positions at other companies – and view sales as the key to getting there.“One of the things you are most focused on as an entrepreneur is your fundraising skills and being in sales plays an instrumental role in developing those skills,” said Eli Bronner, head of sales and a co-founder of the New York-based start-up Lua, which provides communication and project collaboration software for entertainment companies.Bronner, 24, launched his business with two friends after graduating from Wesleyan University in 2010. He originally considered taking a real estate job with CB Richard Ellis in Beijing, but when he decided to grow Lua as a business instead, he realized that he needed to learn the fundamentals of sales and sales training.Stay Connected to Field“The dream is to build a well-oiled machine so eventually I won’t have to be the one going out and selling our services directly,” Bronner said.Others view a sales position as a way to earn more money while remaining connected to their fields. Jason Canouse, 34, worked as an environmental consultant for 10 years before taking a regional sales manager job at Land Science Technologies, which produces technologies to allow land development at contaminated sites. In his new job he began learning the ropes of selling products and services in a niche industry.“I worked for a really great firm as a consultant, but my position had a low ceiling in terms of upward mobility and pay,” said Canouse, who graduated from Hofstra University in 1999 with a bachelor’s degree in geology. “I started to feel like if I am going to put in these 60- to 80-hour weeks, let the amount of work I put in be equal to what I get out of it.”A shift to sales does have its challenges. Those new to the field need to know how to work alone and be able to handle rejection, said John Treace, author of “Nuts & Bolts of Sales Management.” “Most salespeople who fail at their jobs give up or get fired because they don’t know how to deal with rejection when it happens,” he said.The total number of people working sales jobs on a national basis has gradually declined by 7.8% over the past five years, from 16.7 million in 2007 to 15.3 million in 2011, according to the Bureau of Labor Statistics’ Current Population Survey. That drop correlates with the loss of jobs throughout the country during those years, said Karen Kosanovich, a labor economist for the BLS. But the agency predicts that the trend will reverse and that the number of people working in sales will grow by 12.5% between 2010 and 2020.In three and a half years in commodities trading, Hannan said, he learned many nuances of finance, but left with little else. The biggest benefit of taking a job in insurance sales is the long-term professional relationships that can come from it, he said.“In commodities trading, I was dealing with financial institutions around the world and communicating with people mostly over the Internet,” Hannan said. “At the time it wasn’t clear to me how important a client-relationship is, until I left and had little business to bring with me. Now I’m seeing that the more you gain a client’s trust, the longer that connection lasts.” – Originally posted on FINS from The Wall Street Journal by Damian Ghigliotty
With the job market extremely tight, even the small stuff counts, especially when you’re on a job interview. That’s why it’s so important not to say or do the wrong things, since that first impression could end up being the last one. With that in mind, here are seven deadly sins of job interviewing.Don’t Be Late To the Interview Even if you car broke down or the subway derailed, do everything you can to get to that job interview on time. “If you have a legitimate excuse it’s still hard to bounce back,” says Pamela Skillings, co-founder of job coaching firm Skillful Communications. “People are suspicious because they hear the same excuses all the time.”On the flip side, you don’t want to show up too early and risk appearing desperate, but you do want to be there at least five minutes early or at the very least on time.”Don’t Show Up UnpreparedIt seems simple, but countless people go on job interviews knowing very little about the company they are interviewing with when all it would take is a simple Google search to find out. As a result, they end up asking obvious questions, which signal to the interviewer that they are too lazy to prepare. “Don’t ask if the company is public or private, how long it’s been in business and where they do their manufacturing,” says Mark Jaffe, president of Wyatt & Jaffe, the executive search firm. “Sharpen your pencil before you go to school.”Don’t Ask About Salary, Benefits, Perks Your initial interview with a company shouldn’t be about what the company can do for you, but what you can do for the company. Which means the interview isn’t the time to ask about the severance package, vacation time or health plan. Instead you should be selling yourself as to why the company can’t live without you. “Your interest should be about the job and what your responsibilities will be,” says Terry Pile, Principal Consultant of Career Advisors. “Asking about vacation, sick leave, 401K, salary and benefits should be avoided at all costs.”Don’t Focus On Future Roles Instead Of The Job At Hand The job interview is not the time or place to ask about advancement opportunities or how to become the CEO. You need to be interested in the job you are actually interviewing for. Sure, a company wants to see that you are ambitious, but they also want assurances you are committed to the job you’re being hired for. “You can’t come with an agenda that this job is just a stepping stone to bigger and better things,” says Jaffe.Don’t Turn The Weakness Question Into A PositiveTo put it bluntly, interviewers are not idiots. So when they ask you about a weakness and you say you work too hard or you are too much of a perfectionist, chances are they are more apt to roll their eyes than be blown away. Instead, be honest and come up with a weakness that can be improved on and won’t ruin your chances of getting a job. For instance, if you are interviewing for a project management position, it wouldn’t be wise to say you have poor organizational skills, but it’s ok to say you want to learn more shortcuts in Excel. “Talk about the skills you don’t have that will add value, but aren’t required for the job,” says Pile.Don’t Lie Many people think its ok to exaggerate their experience or fib about a firing on a job interview, but lying can be a surefire way not to get hired. Even if you get through the interview process with your half truths, chances are you won’t be equipped to handle the job you were hired to do. Not to mention the more you lie the more likely you are to slip up. “Don’t exaggerate, don’t make things bigger than they are and don’t claim credit for accomplishments you didn’t do,” says Jaffe. “You leave so much room in your brain if you don’t have to fill it with which lie you told which person.”Don’t Ask If There’s Any Reason You Shouldn’t Be HiredWell meaning career experts will tell you to close your interview by asking if there is any reason you wouldn’t be hired. While that question can give you an idea of where you stand and afford you the opportunity to address any concerns, there’s no guarantee the interviewer is going to be truthful with you or has even processed your information enough to even think about that. “All you are doing is prompting them to think about what’s wrong with you,” says Skillings.
A survey by The American Psychological Association (APA) revealed that work significantly impacts the stress levels of 62 percent of Americans. Fifty-two percent of workers consider their work environment to be more stressful than their home environment. And workplace stress can have a negative effect on an employee’s job performance, as well as physical and mental health. In fact, a study conducted by the Families and Work Institute found that 26 percent of workers experience burnout due to stress.These figures are not surprising. More companies are trying to keep up with customer demand using fewer employees. Many of those employees are scrambling to cover the duties that used to fall to multiple co-workers. This may mean longer hours and fewer days for vacations and it always means more stress. According to the APA survey, 61 percent of workers say their heavy workloads significantly impact their stress levels at work.Higher stress levels may cause you to react to situations emotionally, or to behave in an otherwise less than professional manner. You may say things you later regret, even at the office. Unfortunately, there are certain statements which, when made to your boss, are almost always guaranteed to damage your career. Avoid saying the following things at all costs.1. “I’m taking a vacation next week.” – If you’ve already cleared this time with your boss, and you’re just reminding him, great. However, if this is the first mention you’ve made of a vacation, you’re going to come across as unprofessional and inconsiderate. In almost all workplaces, you need to request vacation time and other time off through the proper channels – starting with your boss or supervisor.2. “Oops.” – If you spill your coffee, saying “oops” is okay. If you lose a major account, double book an appointment or make another mistake that could impact the company’s bottom line, “oops” is not an appropriate response. Acknowledge your mistakes and apologize for them. Follow-up with a proposed solution. And, whatever you do, don’t make the same mistake again.3. “It’s not part of my job.” – Job descriptions are never comprehensive, and professionals who want to advance their careers never say ‘no’ to the opportunity to learn something new. Refusing to take on a new duty makes you appear petty, unprofessional, disinterested in your career, and definitely not a “team” player. Make yourself more valuable to your employer, not less, by enthusiastically accepting whatever task your boss throws at you.4. “Give me X or I’m going to quit.” – Threats stopped working about the time you left the elementary school playground, so put them back in the sandbox and walk away. No one (no one who is a professional anyway) wants to come across as an angry, petulant child at the office. Whether you’re requesting vacation time, a new desk chair or a raise, do so politely. Meet resistance with reason, not a temper tantrum, or the consequences could be worse than going to your room.Most bosses understand the demands they are placing on their employees – or at least they want to. Keep this in mind and communicate diplomatically and politely about any issue that impacts your job performance. You’ll likely receive a diplomatic and polite response in return. – Originally posted on onTargetjobs by Angela Rose
It’s that time of year again — graduation time. If you’re about to graduate in the Class of 2012, congratulations! You may be in the midst of a job search, and I’m here to walk you through each and every step.Step 1: Finding OpportunitiesThis step involves a lot of research. Search company job sites, like Glassdoor, big online job boards (like Monster or Indeed), and your social networks like Twitter, Facebook, or LinkedIn. Take advantage of your professional network, too; personal references are one of the best ways to find out about hidden job opportunities. Also, don’t be afraid to reach out to a company you’re interested in – ask for an informational interview to discuss possible opportunities and where you could fit in at the company.Step 2: ApplyingSo you found appropriate job openings – great! Now it’s time to apply. Keep a spreadsheet of what companies you’re applying for, what dates you applied, and what materials you submitted; organization is key in a job search.When it comes to your resume and cover letter, make sure to personalize them to match the requirements of each job opening; forget “cookie cutter” applications. Remember to focus on achievements on your resume, not simple duties. You should also consider creating a portfolio of your work to bring with you to interviews, whether it’s a tangible portfolio, an online one, or both. Showcasing examples of your actual work speaks more to your abilities than a resume ever can.Step 3: InterviewingCongratulations – you made it to the interview phase. This is often the most important (and most nerve-racking) stage in the process. Follow the two “P’s” of interviewing: preparation and professionalism.Come prepared by researching the company and interviewer, practicing potential interview questions, mapping out your route to the interview, and bringing the necessary materials (a copy of your resume and cover letter, your portfolio, etc). Be professional by dressing and speaking the part, being polite, and following interview etiquette. In the end, there’s only so much you can do for an interview – be yourself and display your skills and accomplishments, and you’ve done your best.Step 4: Following UpAfter the interview, it’s often a waiting game. Set yourself apart from the crowd by making sure to follow up on your interview. Send a handwritten “thank you” note to your interviewer(s), thanking them for their time and consideration. Also take this opportunity to reinforce your interest in and qualifications for the position, and anything else you forgot to say during your interview. Following up, let a company know you’re not only professional, but very interested in the position and willing to go the extra step.Step 5: Offer vs. RejectionThe moment of truth: do you get an offer or a rejection letter? If it’s an offer letter, congratulations – you got the job. Now, you need to consider whether or not to take it; is it the right job for you? Is it the right fit, in terms of opportunity, salary, hours, and commute? How does it fit into your larger career goals? There are many factors to consider when considering a job offer.If you’ve gotten a rejection, don’t worry – it’s not the end of the world. Thank the interviewer again for their time and consideration, and ask for constructive feedback. Asking for feedback after a rejection is a great way to start working on your skills and experiences to fit the needs of employers.Step 6: Negotiating SalarySalary negotiation is difficult, but necessary when accepting an offer. Research salaries in your industry (Glassdoor’s salary data is great for this) to determine what most companies pay people at your level. Then, instead of demanding a certain salary, let your employer know why you deserve a certain salary – think of your accomplishments, experiences, and anything else you contribute to the company. This should be a conversation, not an argument.Step 7: Succeeding At The JobYou’ve researched, applied, interviewed, followed up, got an offer, and negotiated your salary; now, it’s time to succeed at the job. Remember the two “P’s” of interviewing – preparation and professionalism – and apply them to your job. Remember to always go above and beyond, ask for more responsibility, and most importantly, communicate with your co-workers and supervisors. You’re ready to start your career now, so start it on a great note!
Glassdoor is honored to announce that for the fourth year in a row, we’ve made WorldBlu’s List of Most Democratic Workplaces 2012. This list recognizes organizations worldwide whose workplaces best exemplify several democratic practices, including transparency, dialogue and listening, integrity, accountability, choice of leadership, individualism and more.Glassdoor is in good company, as employers like Zappos.com, HCL Technologies and the WD-40 Company have also made this year’s list.48 companies from around the world are honored on the 2012 list, including for-profit and non-profit organizations from the United States, Canada, Mexico, the UK, the Netherlands, Malaysia, Haiti, India and others, representing diverse industries from manufacturing to healthcare, technology to retail and beyond.View all 48 companies to make WorldBlu’s List of Most Democratic Workplaces 2012.Interested in working at Glassdoor? Check out our job listings.
Everyone sends a resume, but few people go beyond to prepare an addenda. So next time you’re applying for a job you really want, you may want to come up with an extra or two to capture the hiring manager’s attention.An addenda serves as your “distinct marketing materials” and allows you to tell a story about some success or the ways you’ll fit into the culture of your future employer, said Sunitha Narayanan, a career coach with OI Partners and at Xavier University in Cincinnati. She leads workshops in creating them, and helps her clients see how they can use one to propel themselves ahead of the competition.“How can I create that little window of opportunity to fish where no one else is fishing?” she asks. What one or two skills does the candidate need to demonstrate to get hired?Sometimes the addenda are sent in early in the search, and other times they are taken along to the interview. Other times they tag along with the ‘thank you’ after the first round of interviews. Sometimes people take it to the interview and present it.The trick is to find the right button that must be pushed and then use your one-page document to do that. This requires some research and thinking about what the needs are and what the hiring manager really wants to accomplish with the new person, said Narayanan.Sometimes they are a biography or a give-back statement showing charitable involvement. Or it could show how you radiate the three key attributes sought.They can help keep your resume more concise and focused, but remember, not everyone will like them or even read them. In a blog post by Katharine Hansen on A Storied Career, the author warns that some recruiters choose not to open them, or will only open a few from top candidates.Still, they can work wonders. One of Narayanan clients, whose whole department was being eliminated in a merger, decided to try using a marketing addenda to see if he could stay on. She asked him: “What might your unique promise be?” They decided it was client loyalty, since he had been in sales for many years. So they wrote a little story about that, which showed tangible results. He pulled out an endorsement by another client and created a document. Then he emailed the new manager and offered to help with the transition, to make it smooth and to make sure things worked out. “He was the only one of the previous sales team to get rehired,” Narayanan said.Other times she’s helped clients create a cultural fit document – which were in essence three PowerPoint slides. That showed how the candidate could be productive and engaged and succeed, by mirroring the language the employer used to describe its culture.She asks them questions such as “What could resonate? What could be meaningful?” Or else “How can you appeal to that person?” and “How do you show your value and productivity?”The best ones have visual elements, perhaps a chart or a photo or some color to add pizzazz, she said. They must be concise – one page only. Storytelling and creativity matter. So does carefully matching the message to the job and the decision-makers. The audience will be small, perhaps just two or three people, but the impact could be big.Take a look below at just two sample addendas to see how career highlights can be shared in addition to a resume:Sample #1:Sample #2:– Addendas courtesy of Sunitha Narayanan
This week we’re toasting to another great year as we celebrate Glassdoor’s 4th anniversary since our beta launch. While our 2008 launch coincided with a critical moment in the economy, job seekers found themselves more abundant and unprepared than ever before. Glassdoor is proud to have served as a valuable resource that provides an inside look into more than 175,000 companies throughout the US and beyond.Some of my favorite pieces of community feedback as of late include:“This is what Americans need now. Awesome website. Keep up the good work.”“A huge thanks to helping me find a job! A job well done Glassdoor. I was able to land a very nice job due to your website. Thanks so very much.”“Glassdoor’s job seeker tools are best practice examples of candidates improving their own experience.”Among our accomplishments in the past year, we received a Webby Award as the Best Employment website, and reached a significant product milestone with the debut of Inside Connections, a tool that allows job seekers and employees to leverage their Facebook network to find out who they know that works at a specific company. Today, Glassdoor is the most comprehensive jobs resource that combines the network of people you know through Facebook, with the latest job listings and more than 2.5 million company reviews, interview questions and reviews, salary reports, workplace photos and CEO ratings.Throughout the last few years as Glassdoor has grown to welcome 3.5 million registered members, we’ve also witnessed a lot of change in the recruiting world, and have been honored to work with a variety of employers from Fortune 500 companies to small and mid-sized industries to further their employment branding initiatives and recruiting efforts, but most importantly help them to better utilize social media to attract top talent. And, later this month at the Society for Human Resource Management Conference in Atlanta, I’m looking forward to participating in an engaging panel discussion with a group of well-respected HR and recruiting leaders in which we’ll hash out the opportunities and misperceptions surrounding social media and recruiting.It’s been an exceptional four years as we have seen how influential workplace transparency is on the job search and hiring process. During the next year, we remain focused on further building this community that improves the conversation around one of the most important topics of our lives – our careers.With endless appreciation, I would like to thank everyone in the Glassdoor community for their feedback, engagement and support.
Another CEO out at Yahoo. After just four months on the job, Scott Thompson left his post as CEO this past Sunday following an embellished resume scandal. One Yahoo employee noted just days before Thompson officially left: “The constant changes in the organization structure and leadership team were a distraction and drain. Just when you would gain some momentum, you would reset. One step backward to only take one step forward.”Ross Levinsohn has been appointed Interim CEO at Yahoo, as the company’s Board of Directors once again head back to the drawing board to determine who will fill the position permanently. Whoever it is will have a tough road ahead as employees have shown to have little faith in how the past few top executives have led the company.In Thompson’s few months on the job, he held a 48% approval rating among employees, while his predecessor Carol Bartz holds the highest cumulative CEO rating among Yahoo CEOs of late, with her 54% approval. Interim CEO Timothy Morse received 42% approval, and Yahoo co-founder and former CEO Jerry Yang held 43% approval.¹ For perspective, the average CEO rating on Glassdoor is 62% approval.Glassdoor, a social jobs and career community, takes a deeper look into Yahoo’s CEO and company ratings over the past four years to see how employee sentiment at this tech giant has changed by quarter.Yahoo CEOs Have Lost Traction Over TimeAs Yahoo CEO tenure increases, it seems that approval among employees falls. Jerry Yang held an 81% approval in Q1 2008, but left the company with a 24% approval, just three quarters later. When Carol Bartz took over, she started with a 91% approval, before plummeting to 33% approval in Q3 2011. And while it was still too soon to tell, Scott Thompson began his tenure with 85% approval before it fell to a 31% approval as of yesterday.Employee Morale Stays Fairly SteadyBut despite all the changes at the top of Yahoo’s corporate ladder, employee morale remains fairly steady holding at a 3.4 (OK) rating over the past 18 quarters.²In addition, when we look at Yahoo’s overall company rating quarter by quarter, it’s interesting to note it has not increased or decreased significantly, receiving a high of 4.3 (Very Satisfied) during Q1 2008, to a low of 2.7 (OK) during Q2 2009. For the most part, when asked about how satisfied employees are overall with their jobs and the company, most employees give the company a 3.1 (OK) rating. Interestingly, this falls right in line with most companies reviewed; out of the more than 160,000 companies reviewed on Glassdoor, the average overall company rating is 3.1.Recent Yahoo Employee CommentarySo what have Yahoo employees had to say about the company during the days leading to Scott Thompson’s departure? Below are just some of the best reasons to work at Yahoo as of late (the pros) and some of the biggest downsides (the cons) according to employees:“[Pros] Generally very interesting projects. [Cons] Upper management chaos, contestant bad press.” – Yahoo Employee (location n/a)“[Pros] Yahoo encourages and fosters new ideas and technologies and rewards employees for creating new stuff. Many great peers to work with. [Cons] Many not so great people to work with. There is a little too much politics in the company. There is a sort of identity crisis for the company – trying to reclaim former glory.” – Yahoo Employee (Sunnyvale, CA)“[Pros] Great support from colleagues. Technically sound people; so a lot to learn. [Cons] Too much panic situation in upper management. Insecurity in the mind of employees because of frequent lay-offs. Too many stupid decisions taken in too less time and going nowhere even after doing that.” – Yahoo Software QA Engineer (Sunnyvale, CA)“[Pros] Great people. Great mentorship. Great growth. [Cons] Lesser pay compared to peers in industry. No definite direction. Weak management.” – Yahoo Software Engineer (Bangalore, India)“[Pros] Opportunity to develop new products in a large scale. [Cons] Classic ‘ivory tower’ behavior by senior management. Senior management believes they know it all and do not seek opinions and advice of their people on the ground. Lacks discipline across the org.” – Yahoo Senior Product Manager (Sunnyvale, CA)Do you work at Yahoo? Share a company review and tell us about your experience and what advice you would give to senior management.¹ CEO cumulative ratings based on approved company reviews collected since early 2008. Thompson received 42 company ratings, Bartz received 278 ratings, Morse received 19 ratings and Yang received 178 ratings. ² Company and workplace factor ratings based on a 5-point scale; 1.0=very dissatisfied, 3.0=OK, 5.0=very satisfied.
23 hours ago 23h 23 hours ago 23h Maintenance Worker- Relief/Temp Clinical Support Options Northampton, MA Orthodontist Western Dental Services Los Banos, CA 3.6★ Therapist – Mental Health Christian Children’s Home of Ohio Ashland, OH 23 hours ago 23h Automotive Technician Belle Tire Lawrence, IN 23 hours ago 23h 3.8★ 23 hours ago 23h Salaried Store Manager Russell Cellular Erda, UT 3.0★ 3.4★ 3.6★ 3.2★ RN – Grandview Medical Center – 5 West – Full Time – Nights – **$12,500 Sign-On Bonus Kettering Health Network Dayton, OH Line Cooks Red Robin Spokane, WA 2.2★ Finding the right job or company is a challenge in itself, but for the LGBT job seeker, there are some specific concerns to consider.In honor of LGBT Pride Month, Glassdoor has enlisted the help of two experienced LGBT career experts to offer some key advice for LGBT job seekers. The below tips are courtesy of:Kirk Snyder, a nationally recognized LGBT career expert, and author of Lavender Road to Success, which has been hailed by critics as a top career guide for the LGBT community.Julie Beach, Associate Director, Career Development at Out & Equal Workplace Advocates.Proud Year Round: Celebrating Diversity & LGBTQ+ Pride at Blue Shield of CaliforniaWhat should LGBT job seekers look for in a company or specific job in today’s market?KS: “LGBT job seekers should search out companies with a diverse workforce and specifically look for diversity at top levels of management. Keep in mind that you want to make sure you will be given the chance to succeed based on who you are, so don’t knock your head against a ceiling of bigotry. Furthermore, place yourself in an environment where you can succeed based on your abilities and you’re not held down because of your sexual orientation or gender identity.”JB: “All job seekers, including LGBT job seekers, should do their research first to become familiar with a company and the company’s business environment prior to interviewing. LGBT candidates should go a step further in this research, and of top importance is finding out the company’s stance on LGBT employees. For example, does the company’s diversity policy include LGBT employees named specifically? I encourage LGBT job seekers to check out a company’s diversity policies first, which can often be found on the corporate website. Also, there are several helpful websites to learn about jobs, programs and workplace factors geared towards LGBT workers, including “20 Steps to an Out & Equal Workplace,” Out & Equal’s LGBT CareerLink and LGBT employee resource groups. ”What are some top companies for LGBT employees?KS: “There are a lot of great companies out there. Some of my favorites include Deloitte, Cisco, Ernst & Young and Apple. Other great companies include those that include sexual orientation in their EEO statements, as well as companies that use philanthropic dollars to support the LGBT community and diversity. Other top companies for LGBT workers can be found by visiting Reaching Out MBA and Out & Equal. ”Many employers have made great strides when it comes to equality and diversity efforts. However, there is still some work to do. Where and how can employers improve today to make working environments even more LGBT-friendly?KS: “Companies need to examine their management practices and look for a true balance of individualities in management positions. Companies should also consider same sex health benefits, providing safe spaces for employees to speak out about discrimination or harassment they may experience in the workplace, and supporting the LGBT community with corporate dollars through charitable causes. By doing some of these things, employers will enhance their ‘street cred’ as an LGBT-friendly company.”Glassdoor Forms New LGBTQA Employee GroupDuring a job interview, how should a LGBT job candidate go about asking certain questions that perhaps another candidate may not ask? Is there anything to keep in mind for LGBT job candidates?KS: “LGBT job candidates should keep in mind that the goal is that sexual orientation should be a complete non-issue at work and that includes the hiring process. Be yourself. If a potential employer doesn’t want to hire you because of your sexual orientation or gender identity, you don’t want to work there because you won’t be allowed to succeed in your own shoes.”JB: “During your first few rounds of interviews, I recommend staying focused on explaining your value to the company and how you will solve the company’s problems. When a company is getting close to making you an offer, that’s when it’s best to start asking deeper questions, including those related to domestic partner insurance coverage, paid time off (PTO) to care for a partner or a partner’s immediate family, or federal tax parity for domestic partner insurance benefits. Whether or not to “come out” in a job interview is very important and an individual decision that should be based on one’s own values and life situation. The fact of the matter is that the LGBT community still has a long way to go to achieve workplace equality and the fact that one can be denied a job offer due to their LGBT status should never be glossed over.”______________________________Curious to see what employees have to say about workplace programs and company attributes that promote diversity? Check out Glassdoor’s blog on Diversity Efforts Employees Appreciate.Do you have tips to help LGBT job seekers find the right job or company? Advice for an interview at a specific company? Let us know by sharing a company or interview review.Browse Open Jobs Masters Level Outpatient Therapist Kaleidoscope Family Solutions Inc Millsboro, DE 23 hours ago 23h CNA – Certified Nursing Assistant Interim HealthCare Ogden, UT 3.6★ 23 hours ago 23h 3.4★ 23 hours ago 23h 23 hours ago 23h Diesel Mechanic – Experienced Clarke Power Services, Inc. Jackson, MS 2.6★ 23 hours ago 23h Find Jobs Near You
You’ve just waltzed out of your soon-to-be-former boss’s office after successfully giving your two weeks notice. You’ve handled the situation with aplomb and while hopefully putting up a fight to keep you, your current employer accepted the situation with dignity and your final day at work has been set.Don’t start celebrating yet. There are still several things you should consider before your graceful exit is complete.1. Go to Human ResourcesTake a trip to human resources to tie up some loose ends.Get copies of any agreements you signed while employed. They may have important information about what benefits are due to you once your employment ends or stipulations about what you can and can’t do once you leave. For instance, you might have signed a non-compete contract that bars you from working for a competitor for a set period of time after you leave.The HR office will also have information about your 401k and how to roll it over so you can continue to invest in it even after you join another company.And last, but maybe most important, find out about COBRA for your insurance provider. By law, once you leave a company, your insurance provider has to offer you the ability to extend your current insurance coverage up to a certain time and for a certain fee – usually much more than you were paying through your employer. If you don’t have another job lined up or face some period of time without insurance coverage, this could be important to you.2. Get Your Work in OrderRemember, even though you’re leaving, all of your colleagues and boss are staying behind. You want them to think well of you once you’re gone. You never know: You could work with them or for them again one day, you might do business with them at some point, or you may want to use them as a reference.The first step is organizing all the work you have left so that you can finish as much of it as possible before you leave. List all the outstanding projects you have in order of importance and tackle as many of them as you can.If you leave a huge pile of disorganized, unfinished work for your ex-colleagues, you can be sure they won’t want to do you any favors when the time comes.3. Get ReferencesSpeaking of asking for favors, now is the time to make sure you get references or LinkedIn recommendations from key colleagues. Assuming you’re leaving the job on good terms, get references from your boss, colleagues, subordinates and any key executives who you had prolonged, positive contact with.When you’re in the office to remind them to do it, it’s easier for them to remember. Once you’ve left, it might be hard to obtain the references and recommendations.4. Don’t Screw Up Your Exit InterviewYou might have the urge to tell human resources what you really think of the company during the exit interview, what you really think about your boss and your colleagues and that one guy who doesn’t do anything but waste space.Resist this urge at all costs.You might think you’re doing some good, but really, the only thing you’re doing is harming yourself. It will feel good at the time to vent, but you will regret it the minute it’s over. Summon the maturity and poise to avoid this big mistake.Since you’re leaving the company, HR may assume that anything you have to say is clouded by that point of view. So, speak well of your colleagues and the firm or human resources will think that you lack maturity and if and when the time comes, you won’t be welcome back at the company.5. Say GoodbyeWrite an email to your co-workers telling them that you loved working with them and you wish them luck in the future. Make sure not to send this email to too many people – you don’t need to tell the CEO goodbye unless you worked directly with him or her. And make sure not to leave anyone important out, as they could feel slighted.You may want to leave your personal contact information at the bottom of the email. If your co-workers have a sticky work question and want to reach you once you’ve gone, this could be helpful.Then again, you’ve sewn up your 401k and health benefits, finished up all your work, gotten references and aced the exit interview and you just might want to leave it at that.
Some of the most daunting questions candidates have recently been asked include:“There are 3 products: tomatoes, luxury cars, t-shirts. What value added tax is applied to each product type?” – McKinsey & Company Junior Consultant Candidate (location n/a)“How many people would use a drug that prevents baldness?” – Boston Consulting Group Associate Candidate (Boston, MA)“What is the marginal cost of a gigabyte in gmail?” – Google Associate Product Manager Candidate (Mountain View, CA)Think one of your job interviews was tough? Share your interview review and tell future job candidates what to expect, and how to prepare. Some companies are notorious for using interview processes that bring you back to the days of your college entrance exams wrought with riddles, written tests, bizarre questions, and multiple rounds of group or in-person interviews. So which companies have the toughest interview processes out there? Glassdoor dug through more than 80,000 interview reviews shared over the past year to uncover the Top 25 Most Difficult Companies to Interview.[table id=28 /]Report based on companies with at least 20 interview and company reviews from 7/13/11-7/12/12. Interview and company ratings based on a 5-point scale. Interview difficulty ratings: 1.0=very easy, 5.0=very difficult. Company ratings: 1.0=very dissatisfied, 3.0=OK, 5.0=very satisfied. Reviews and ratings are based entirely on experiences from employees and recent job candidates.Below are some highlights:Toughest Interview Process: Consulting firms lead the way with McKinsey & Company (Interview difficulty: 3.9) taking top honors, followed by Boston Consulting Group (Interview difficulty: 3.8), and Oliver Wyman (Interview difficulty: 3.7) . Interestingly, almost half of the companies represent the tech industry with companies like Google (Interview difficulty: 3.5) and Facebook (Interview difficulty: 3.3), who are famous in Silicon Valley for their tough interview techniques.Difficult Interviews Don’t Necessarily Mean Negative Experiences: Despite a tough interview, positive interview experiences outweigh negative interview experiences at all of the companies on the list. Cypress Semiconductor receives the highest rate of candidates experiencing a positive interview (76% positive, 10% negative), followed by Sapient (75% positive, 6% negative) and Bain & Company (73% positive, 2% negative).Veterans and Newcomers: For the second year in a row, McKinsey & Company (Interview difficulty 2012: 3.9; 2011: 3.9) tops the list, and several other companies on last year’s report have made it into the top 25 again, including Oliver Wyman (Interview difficulty 2012: 3.7; 2011: 3.4) and Teach for America (Interview difficulty 2012: 3.4; 2011: 3.5). Newcomers to this list include Shell Oil (Interview difficulty: 3.6), Google (Interview difficulty: 3.5), Rackspace (Interview difficulty: 3.4), Facebook (Interview difficulty: 3.3) and Progressive Corporation (Interview difficulty: 3.3).
We are thrilled to announce that Glassdoor has been named one of the Best Places to Work according to the North Bay Business Journal. The winners were selected by the editorial staff and companies were judged on diversity, family-friendly workplace, community involvement, and employee benefits.We’re honored to be recognized by the Business Journal and be among other Best Places to Work including Sonoma Technology Group, St. Francis Winery & Vineyards, Golden Living Center, Moss Adams, and Costeaux French Bakery.Want to see what it’s like to work at Glassdoor? Read company reviews from Glassdoor employees, check out our video below and look at our open jobs to see if there is a job that’s right for you.What would make your company the best place to work? Share with us below
The world is full of second chances, if only we go after them.Olympic athletes compete in two events and have a second chance at gold or silver medals. Companies from General Motors to Yahoo get a second chance at success. And job-seekers need to overcome their trepidation and try again, when they feel an employer is a great fit for their talents and approach.“We never know the real reasons we were turned down for a job,” said Annie Stevens, managing partner of ClearRock, an outplacement and executive coaching firm in Boston. “It never hurts to reapply,” she says, as long as you did not make an egregious mistake your first time around, and as long as you did not clearly see that there was a problem related to you fitting into the corporate culture.To be sure, some people stumble so badly the first time they may not want to try again. But many others were a strong runner-up who ought to go after another opening.Here are five ways you can create a second chance for yourself at an employer you want to work for:1. Overcome the rejection. Let go of any bitterness, disappointment or embarrassment. This may be easier if you wait three or four or more months before reapplying, said Stevens. Make sure you have rebuilt your confidence and you’re willing to be transparent about coming back around again.2. Be more strategic. This means more research and more and better use of the connections you made the first time around. Find out more about the opening, the dynamics of the department, and find someone to recommend you for the new job. “Leverage your network to get in,” said Stevens.3. Show your progress. If you did not land the job because of a hole in your qualifications, show how you’ve spent six months improving your skillet or filling that hole, Stevens said. “You have a very powerful message that way,” she said. If your progress is in an area that is important to that employer, connect the dots and indicate your continued interest in joining their team.4. Stay in touch. Too many rejected candidates “go away like a whipped puppy,” said Susan Healthfield, with the About.com guide to human resources. Choose one or two managers who you liked and write a follow up letter reminding them what you could do for the department or company. “Stay in touch. Remind them how much you like them,” said Heathfield. Forward articles or other useful information they may have expressed interest in.5. Build bridges. “Do some intentional networking,” said Sunitha Narayanan, a career coach with OI Partners and at Xavier University in Cincinnati, OH. Craft a congratulations letter to the person who landed the job you sought. Suggest you’d be willing to help by taking on a project or two as a consultant, she suggests. Or after they’ve been on the job for a couple of months, “build a relationship for the future” and ask them to recommend other areas of the organization that might be a great fit.It’s definitely not as easy as ordering a second margarita at a bar or a second scoop of Italian ice at the neighborhood shop. So if you really want a second chance, work it. Pave your path with confidence and connections and clearly communicate your value.
When faced with a job search, after years of being nose-down in your day-to-day work, it is natural to feel vulnerable and uncertain.And when you feel vulnerable, it is normal to reach out for reassurance to make sure you are doing the right things. After all, “you don’t know what you don’t know.”Beware Friends Poking Holes In Your Resume NarrativeOne of the easiest and most tangible items for your friends, colleagues and mentors to provide free advice on is your resume. Whether you’ve sweated hours, days, weeks (or even months) on your resume or you have hired a professional to write for you, your confidantes will find something about your masterpiece to poke a hole in.One of the most common go-to opinions is that your resume is too long, too dense and/or too wordy.Muscular Resumes Will Lift Your Career StoryThe truth is if your career message is toned and pumped up with the muscle of your relevant story points, the word fabric will fit the body of your audience’s needs. In other words, they will see a fit career fortified with the nutrients they need to help solve their current challenges such as problems with malnourished sales, sagging profits or shrinking market place. And, they will contact you for an interview.It’s as simple as that.Why Someone Who Isn’t Seeking Your Qualifications Probably Won’t “Get” Your ResumeAnd unless someone reviewing your resume is actually hiring for the particular role you are appealing to, they likely will not “get” the strategy. All they will see is a clump of words and a visual impression that compels them to parlay old-school tactics of resume presentation versus story writing strategy.So, when you are tempted to garner five more friends’, family members’ or trusted advisors’ opinions about your resume, keep in mind the purpose of the resume and the strategy you used, and most importantly, your audience’s needs.Do The Footwork To Cultivate Your Own Resume Message, Then Stand StrongIf, however, you have not done the research on how to build a beefy story that will matter to your hiring decision maker, then do the hard yards now. Throughout your resume construction process, or after, do not bury yourself in unqualified opinions that may set you off on tangents, mucking up your job search process and ultimately slowing you down.Stand strong after building a robust resume, then move ahead confidently in your search. Let the hiring decision makers with whom you interact be the judge of your content, ultimately. Once you’ve made relevant changes or have revamped your resume story, keep your blinders on and keep moving forward.
Company stock/shares37% of women51% of men Option to work from home/remotely52% of women39% of men Curious what employees with your job title earn? Check out salaries on Glassdoor. Plus, don’t forget to share your salary to help others!¹ Data is based on a Glassdoor site survey conducted online among 1,000 employees and job seekers from February 18-26, 2014. The White House reports that on average, women working full-time earn 77 cents for every dollar men earn. According to a new Glassdoor survey1 that dives deeper into income inequality and wage gap issues, two in five (39%) employees do not believe they receive fair pay in their current job. Further, more women (42%) than men (34%) do not believe they are being paid fairly.Who can best address the pay gap issue?Nearly three in five (57%) employees believe employers are in the best position to address pay gaps, compared to 30% of employees who believe Congress is in the best position to address the issue and 14% of employees who believe it is President Obama.“Now is the time employers need to take a close look at their salary structure and determine where pay gaps exist, then fix it so employees know exactly where they stand in terms of compensation within their organization,” said Rusty Rueff, Glassdoor career and workplace expert. “When employees have a clearer understanding of how they’re being compensated without secrecy around salaries, not only can they feel empowered in their current jobs, they’re also often motivated to work towards the next level, which can improve productivity.”How can the pay gap issue improve?Given that the majority of employees (57%) say employers are in the best position to address salary inequality at work, here’s how employees believe pay gaps can be resolved:New company policies around pay & comp (52%)Clearer communication from senior leaders/HR about how raises are determined (45%)Greater pay transparency (38%)Government legislation (21%)Employees threatening to leave and/or protests (17%)New senior leaders (16%) What do employees want when a pay raise is not possible?If employees do not receive a pay increase within one year of starting a job, 62% say they would consider looking for a new job opportunity. However, employees report they would be satisfied with other perks and benefits if a pay raise or cost-of-living increase is not possible from their employer.When a pay raise is not an option, employees say they’d most want:More vacation days (61%)More career opportunities (52%)Flexible work hours (50%)Option to work from home/remotely (46%)Company stock/shares (44%)Healthcare subsidy (34%)Gym membership (23%)Opportunities to work on new projects (21%)Free food & drinks (15%)Less direct supervision (9%)Breaking this data down by gender, Glassdoor’s survey found more women than men want benefits like flexible work hours and the ability to work from home, while more men than women want company stock/shares:Flexible work hours60% of women40% of men
To find your perfect job, you may have to go undercover.Career coach John Lees, author of How to Get a Job You’ll Love says: ‘Only about 20 to 30 per cent of jobs are filled by people applying for published vacancies.’ It sounds illogical – why would employers hide vacancies? However, there are good reasons.Employers want to take as much risk as possible out of the recruitment process. Recruiting the wrong person can be a disaster for the organisation and can leave the problem of replacing the ‘wrong’ hire, which adds to their costs in terms of time and money.As a result, employers prefer to hire someone they already know, or who is known to a trusted contact such as an existing employee, rather than throwing the job open to candidates unknown to them.Consequently, restricting your job search to jobs boards means you could miss out on job opportunities.Here’s how to go undercover and find your perfect job:1. Approach companies that already know you. Perhaps you have worked there as a temp or contractor, or you may even be a former employee. If you performed well they could be delighted to have you back.2. Use your personal network of friends, friends of friends and former colleagues. There may be suitable vacancies within the companies they work for. Companies are more likely to trust someone who comes with a personal recommendation from an existing employee. Some organisations even pay staff to suggest candidates for vacancies, so you could both benefit.Offer to meet for a catch-up over coffee or a drink so it’s a social meeting rather than just a ‘transaction’. Baldly stating that you want their help finding a job tends to make people feel like just a tool in your job search toolbox, so instead ask for their advice about how to get into whatever role or sector you are targetting.People love giving advice and in the process they may supply information that helps your job search. Even if they don’t, thank them and ask if they know someone else who might also give you some advice. Take details and then request a meeting with that person. Later, contact everyone you have met to let them know how their advice has helped you. Not only is it polite, but it pays to keep in touch in case they come across the ideal vacancy.3. Get employers and recruiters to come to you. Build a profile page on LinkedIn and any other relevant sites with a summary of up-to-date skills, title and qualifications. Include contact details and opt to receive personal emails from recruiters.Ensure you are linked to former employers and colleagues, and become a member of professional groups. Keep your name in front of people who could be the source of a job by starting or taking part in online discussions.Seek out recruitment websites relevant to your sector and post your details on their CV databases.4. Makespeculative applications, but do it wisely. Don’t spray your CV around thoughtlessly. Target organisations likely to have vacancies (those that have announced expansions or new contracts, for instance) and tailor your CV and covering letter (vital for on-spec applications) to the kind of job you want. Include information that shows that you have researched the company and that you care about what you are doing. Alternatively use networking to find someone in the company who can give you an introduction.5. Use someone else’s network. Recruitment consultants don’t just deal with advertised vacancies – they have networks of contacts in organisations that may have hidden vacancies. Some employers trust their recruiters to the extent that they will always interview a candidate the recruiter suggests.To hunt out the best jobs, you have to be tenacious and creative!