Quitting With Class

by Caroline Levchuck
hotjobs.yahoo.com


Leaving a job is an exciting yet nerve-wracking experience.

On one hand, you're anxious to start the next phase of your life and likely thinking more about your new job than your current one. But, on the other hand, you don't want to burn any bridges with your current employer.

Handling those final days with grace can be the key to getting valuable references and maintaining a professional network that you've worked hard to build.

Plan Your Strategy

Always have a strategy when leaving a job.

Figure out the logistics of your departure. Will you give the standard two weeks notice or offer more time to ease the transition? How will you deliver your resignation? What if your boss presents you with a counter-offer and tries to entice you to stay? Will you be able to finish lingering projects or help train your replacement?

Thinking through these issues before actually giving notice will help you resign in a professional way. It'll also show your boss and colleagues that you're responsible and dependable up to the very end.

Write Your Resignation Letter

It's standard practice to deliver an official letter of resignation when announcing your departure to your employer.

Keep your letter short and sweet. It's not the place to air your grievances or express negative feelings about the position or your boss.

You also don't have to be overly specific about your reasons for leaving. A simple sentence about exploring a more challenging opportunity should suffice.

And don't forget to thank your employer for the opportunity it gave you.

Resign Face to Face

Resigning from a job is just about always uncomfortable. But it's extremely important to deliver the news to your manager in person, as a sign of respect.

Tell your manager about your resignation before you tell your coworkers. Don't feel the need to explain or justify your departure in great detail. Instead, try to echo the thoughts in your letter of resignation, which you should present to your manager when you speak with him.

Be direct, keep the meeting positive and state your appreciation for everything your manager and the company has done for you.

Your Last Day

Your last day at a job will be a whirlwind of activity.

Most likely, you'll be tying up loose ends, organizing projects, writing instructions for your replacement and saying goodbye to colleagues.

But before you go, make sure you've communicated the status of all your projects to your manager. It's easy to let some items fall through the cracks as you're leaving. Remember: Your behavior on your last day at work leaves a lasting impression on your employer. And you want it to be a good one.

Job Info , Jobs Sources , Career Opportunity

The Hiring Manager: Your Next Boss

by Christopher Jones
hotjobs.yahoo.com


The hiring manager is the decision maker of the hiring process.

Under the advisement of the recruiter, the hiring manager decides the specifics of a position (including salary), who is interviewed for the position and, ultimately, who is hired.

"Hiring manager" is not an official job title. Rather it's a role supervisors perform when a position opens within their department.

Any supervisor or manager becomes a temporary "hiring manager" when they work with a recruiter to fill a position. After the position is filled, they go back to their regular jobs within the company.

Many hiring managers are not trained interviewers. They usually have little more information on a company's formal hiring policy than the recruiter gives them.

Hiring managers feel the full weight of making the right hiring decision. After all, they will be responsible for supervising the person who is hired.

If you want to know what the hiring manager is looking for, focus on the job ad, the basis of which usually comes from information provided by the hiring manager in the requisition form.

What They Do

Don't be misled by the name: Hiring is not hiring managers' top priority. It usually falls low on the list of their day-to-day responsibilities.

Hiring managers generally manage entire departments. Their time is very limited. This time crunch can sometimes cause delays in the process; interviews may be rescheduled often.

Even when you finally do get an interview, the hiring manager is the person most likely to either leave you languishing in the lobby or have his or her interview with you interrupted.

Because of their busy schedules, hiring managers rely heavily on recruiters to screen resumes, line up interviews and close the deal on new hires.

The Inside Scoop

Hiring managers don't always agree with recruiters on who should be hired.

Whereas recruiters want to make quality hires quickly and efficiently, hiring managers tend to be slow and deliberate when making hiring decisions. They don't hesitate to call candidates in for multiple interviews or to stretch out the final decision.

Hiring managers tend to operate under the idea that the more people who interview the candidate, the better. They will often ask members of their department and sometimes even their supervisors to interview candidates.

This cautious approach makes sense for hiring managers, who want to ensure new hires "fit in" with the departments they've carefully cultivated.

What to Ask

The hiring manager is the ideal person to answer any questions you have about the specifics of the position, including the day-to-day responsibilities.

You should also ask intelligent questions that demonstrate you have researched the company and, if possible, the group the hiring manager oversees.

Avoid questions about benefits. Those should be reserved for the recruiter.

Job Info , Jobs Sources , Career Opportunity

A Fair Question: What to Ask at a Career Fair

by Todd Anten
hotjobs.yahoo.com


You've waited in line, approached a recruiter, presented your resume and given a persuasive-yet-friendly pitch for why you'd be the perfect employee for Company X.

Then the recruiter asks you that ominous question: "Do you have any questions for me?"

You sweat. You stumble. You panic.

You blew it.

Companies want employees who are active and selective. And asking recruiters smart questions is a good way to make yourself memorable to them.

Here's a quick list of potential questions to ask a recruiter at a career fair. Naturally, you're not going to ask all of the questions below -- you've only got a couple of minutes. But this list will get you on the right track and help you stave off the sweats and stumbles.

Questions that focus on what you can offer an employer:

* What kind of person are you seeking for the position?
* What kind of educational background do you prefer?
* What employment experience is required?
* What additional skills, like languages or computer skills, are particularly valuable?

Questions that focus on what an employer can offer you:

* What do you like about working for your company?
* How many people work at your company?
* What kind of benefits does your company provide?
* What kind of advancement opportunities does your company provide?
* Where does your company hope to go in the next few years?
* Is there anything else I should know about your company?
* How can I contact you if I have a few questions later on?

As you talk, remember to:

* Be friendly and conversational.
* Stay positive and stay on topic.
* Speak clearly and speak confidently.

Stick to the questions above, and perhaps you'll soon hear the question you've been waiting for: "When can you start?"

Job Info , Jobs Sources , Career Opportunity

Holiday Party Etiquette 101

by Robert Half International
hotjobs.yahoo.com


Deck the halls with boughs of holly -- or is it your computer monitor with strands of tinsel? While the holiday season spells last-minute trips to the local mall, dinner with family and friends, and gifts galore, it also likely means an invitation to the office party.

Your company's holiday event is the perfect opportunity to relax with your coworkers, mingle with those you rarely see and gain some valuable face time with members of the senior management team. As a result, it's important to be on your best behavior. Going overboard by acting up -- or dressing down -- could color people's impression of you and undermine a whole year's worth of good cheer.

Here are some tips to ensure visions of your office party exploits don't dance through your coworkers' heads.

Go easy on the eggnog. Overindulging in alcohol can be traced to a majority of office party mishaps. So plan to drink moderately, if at all. It's also wise to eat a small meal before attending. You won't be hungry, enabling you to focus on the conversation rather than the buffet table.

Check your guest list twice. If it's appropriate to invite your spouse or a guest to your firm's holiday party, make sure he or she has been properly prepped beforehand. If you've shared work-related frustrations or bits of company gossip with your partner, he or she should know what's OK to repeat -- and what should remain off the record. Above all, remember the person you bring reflects on you, and his or her actions can affect your reputation.

Stay to spread some cheer. Though attendance may be optional, plan to attend your company's holiday party if you are able. People pay attention to who comes and who doesn't. Stay for at least an hour or two, but don't be the last to leave. If the crowd starts thinning, and the organizers begin cleaning up, make your exit.
Deck the halls, but avoid getting decked out. If the invitation specifies business attire, avoid showing up in cocktail clothes, especially if you have to put in a day's work before the festivities begin. If the party calls for your holiday best, exercise discretion and leave the flashy or revealing outfits at home. If you'd like to add festive flair, complement your look with a seasonal tie, scarf, jewelry or other accessory.

Mingle all the way. The office party is your opportunity to meet colleagues from other departments or chat with a senior manager for a few minutes. To make a positive impression, come with conversation starters in mind, such as asking people about their holiday plans or if they've made any New Year's resolutions. If you're on the shy side, look for people who are easy to approach -- the coworker wearing a Santa hat, for example, or the person standing alone. Try to speak to at least two new people before the night is over.

Don't be a Grinch. Make sure your posture and demeanor indicate your willingness to engage in conversation with others. Frowning or remaining in the corner all night will discourage people from talking to you. So, smile, walk around the room and look people in the eye as you approach them. Also, keep one hand free throughout the evening so you can shake hands with those you meet. (Hint: Keep your champagne glass in your left hand, so your right is not cold and wet when you introduce yourself.)

Be good for goodness sake. When interacting with company decision makers, the little things take on greater importance. Managers trying to determine who will represent the firm well before clients and potential customers may very well take your manners into consideration. That's why it's key to brush up on your table etiquette. Remember, your bread plate is to your left, and drinks are on the right.

In a survey by Robert Half International, 77 percent of executives and 71 percent of employees said they enjoy celebrating the winter holidays with coworkers. Chances are you'll enjoy the company party, too, if you leave knowing you made a positive impression on everyone there.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 350 offices throughout North America, Europe, Asia, Australia and New Zealand. For more information about our professional services, please visit www.rhi.com. For additional workplace articles and podcasts, visit www.workvine.com.

Job Info , Jobs Sources , Career Opportunity

Passing the Pre-Employment Test

by Caroline Levchuck
hotjobs.yahoo.com


Pre-employment testing has become increasingly common among employers trying to minimize hiring mistakes. In addition to interviewing candidates, employers are now requiring them to take tests as part of the hiring process.

Pre-employment tests can help determine whether a candidate has the necessary skills or the desirable personality traits for a job. And, as with all tests -- from high school math exams to driving tests -- knowing what to expect is half the battle.

Be Prepared

These days it seems job candidates are more likely than ever to be given a pre-employment test -- and less likely than ever to be prepared.

While there's little you can do to prepare for (or fool) a personality test, you can improve your score on other types of pre-employment tests, especially skills and logic tests.

Perhaps not surprisingly, skills tests are usually given for jobs requiring skills that are easy to measure and test. They are common for typists and editors, for example. To prepare for a skills test, practice doing whatever you'll be doing on the job. Typists should practice typing and editors should practice editing.

Logic tests are given to see how well candidates can think "on their feet." Large consulting companies, which build their businesses on being able to solve their clients' problems, are infamous for their brain teasers. The best way to prepare for these types of tests is to practice. Hit the Internet and check out some samples.

Get Real

Your best weapon when taking a personality assessment test: Honesty.

You may experience some temptation to fudge your responses to make yourself appear more attractive to an employer. Don't. These sophisticated tests are designed to get at the truth, even if the test taker is evasive.

Lying is pretty pointless anyway as you could wind up with a job that's not right for you.

Take Your Time

Unless you're specifically told that the test is timed or you know that you have a certain window in which to complete the test, take some time. Don't rush. Be diligent. Rushing increases your chances of making a careless error.

Also, if the test is administered by a person, don't be afraid to ask for clarification of any question you don't understand.

Finally, if you have extra time after completing the test, doublecheck your work.

Stay Positive

To keep anxiety at bay on the day of the test, arrive early, be well rested and maintain a positive attitude. And remember: These tests are standard issue. If you have to take one, chances are every other candidate does as well.

Job Info , Jobs Sources , Career Opportunity

Tests With Personality

by Christopher Jones
hotjobs.yahoo.com


Around 40 percent of Fortune 500 companies require job candidates to take personality tests -- that's nearly double the 1999 rate, according to a Wall Street Journal report.

You can find thousands of these tests online. Some of them are serious psychological profiles, others are just plain fun.

The Keirsey Temperament Sorter II
Hailed as the "Internet's Number One Personality Test," the KTSII ranks test takers as Artisans, Guardians, Rationals or Idealists.

The Jung-Myers-Briggs
A mother-daughter team developed this popular test using the teachings of psychoanalyst Carl Jung. It pinpoints personality using four scales: Extraversion/Intraversion, Sensing/Intuition, Thinking/Feeling and Judging/Perceiving.

International Personality Item Pool
Choose the 300-item version for the most accurate result.

The One-Question Personality Profile
I didn't think one question could possibly determine my personality, but this test did almost as well as the more complicated Jung-Meyers-Briggs.

Find Your 'Star Wars' Twin
Think this test is all fun and games? Think again. The site reminds visitors that the test is "well-accepted and widely used in the personality field of psychology." Sure, and Darth Vader is Luke's father.

This article originally appeared in Job Tip of the Day. Some of the links may have expired since its original appearance.


Job Info , Jobs Sources , Employment

Better Safe Than Sorry: Avoid Job Search Scams

by Caroline Levchuck
hotjobs.yahoo.com


Job seekers can be especially vulnerable to con artists and scams. And it sometimes seems like there's a new scam every day.

Take, for example, "phishing." These scams, which usually involve a con artist posing as a legitimate business in order to obtain personal or financial information, grew 178 percent from March to April 2004, according to the Anti-Phishing Working Group.

What's more unfortunate: Up to five percent of the people "phished" gave the scammers what they were looking for.

While no one can offer you guaranteed ways to avoid every scam, there are things you can do to protect yourself. Follow these general principles to conduct a safer job search.

Credit Card Confidential

A recruiter should never ask for your credit card number. Or bank account number. Or PIN.

This information is rarely -- if ever -- required to apply for a job. Never give it out over email or telephone.

A recruiter may occasionally ask you to share some sensitive information. Many job applications will ask you to provide your Social Security number and date of birth. But this information is *not* solicited over the phone or email. Rather, it's part of a formal job application candidates complete in writing, usually on the day of their first in-person interview.

It is very rare you will be asked for sensitive information prior to an in-person interview.

Know Your Enemy

Always know who you're sharing personal information with -- and how it will be used.

Use these tips to protect yourself and your privacy:

* If you get a call from an unfamiliar recruiter, get her name, company and phone number. Check with the Better Business Bureau and your local Chamber of Commerce to verify the business's legitimacy. You can also look up the company's phone number independently and call to confirm that the recruiter is actually an employee. Don't share personal information unless you are confident that the recruiter and company are legitimate. As we mentioned in yesterday's tip, be wary if asked to share personal information over the phone or email.


* When posting your resume online, read the Web site's privacy policy to see how your information will be used. You can view Yahoo! HotJobs' privacy policy.


* Use Yahoo! HotJobs' exclusive HotBlock feature to control who views your resume. HotBlock lets you decide who can see your personal information -- and who can't. Find out more here.

Keep Your Money to Yourself

Beware anyone who asks you for money in exchange for finding you a job.

You should never pay for "exclusive" job leads or for a job itself.

If you enlist the services of a career coach, resume writer or background-checking service, check references and get the agreed-upon fee in writing. Also, comparison shop to find the best deal.

Be especially careful of work-at-home scams that require an upfront financial investment or fee. For more information, see our series on "Avoiding Work at Home Scams".

If you're ever concerned about a particular employer or job listing you've seen on our site, please let us know.

Gotcha!

When in doubt, don't share sensitive information. But if you did -- and fear you've been scammed -- take action immediately.

If you shared sensitive information that could allow someone to steal your identity or access your finances, contact your bank and credit card companies right away.

You should also call the major credit reporting agencies: Experian, Equifax and TransUnion.

Also, be sure to file a police report at your local precinct.

If you've been "phished," contact the "real" company and notify it that someone has been posing as its representative.


Job Info , Jobs Sources , Career Opportunity

Deciphering the Language of Job Ads

by Todd Anten
hotjobs.yahoo.com


Whether browsing through job ads for sales executives, elementary school teachers or professional bard tasters, most jobs seem to use strikingly similar language when advertising the qualities they need in a candidate.

This guide will lead through some of the common terms and phrases used in job ads and help you see behind the language to tell you what they're REALLY saying.

An Enlightening 'Experience'

Almost every job ad out there lists the years of experience an ideal applicant should have.

Entry-level job ads generally ask for at least two years of experience, while senior-level job ads could require at least 10 years of experience.

And, job ads often specify exactly what kind of experience is desired (e.g., "at least four years of editing experience").

The big question is: What counts as "experience"?

When pasting together your employment history in response to a job ad, remember to consider less traditional work experience, too.

Internships, volunteer work, part-time jobs, leadership roles in clubs and organizations -- these are all legitimate sources of experience.

If you have less experience than the job ad requests, it doesn't necessarily mean you're out of the running. If you can make a persuasive argument in your cover letter that you gained the necessary skills in a shorter amount of time, you may still have a shot at getting the interview.

Calculating Your 'Minimum Salary Requirement'

Discussing a potential salary is one of the most intimidating parts of landing a job.

So when a job ad requests that you submit your minimum salary requirement with your resume, it raises lots of questions. Should you list the salary you made at your last job? Do you put the absolute minimum you need to live? Or do you put a bit more than your real minimum, just in case they try to go lower?

When facing a job ad asking for a minimum salary requirement, many avoid these questions by listing their salary requirement as "flexible" or "negotiable."

While this is better than not saying anything, many recruiters still want a specific figure so they know they're not wasting their time with candidates can't afford.

If asked for a specific figure, you can list a salary range (e.g., $30,000 - $35,000).

What Are 'Communication and Organizational Skills'?

This is basically code for "Do you meet deadlines, work well with others and get stuff done?"

Job candidates with a track record of working well with others and juggling several projects successfully are generally good bets to be reliable contributors in the workplace.

So when responding to a job ad that asks for strong communication and organizational skills, be sure to emphasize in your resume instances of how you participated on teams, produced reliable work under deadline and were trusted with multiple responsibilities.

Getting a Command of 'Command'

When a hiring manager looks to fill a position, they often want more than just a personality -- they also want someone with a full arsenal of tools.

So, many job ads request that applicants already have familiarity with certain important tools, skills or languages that are relevant to the job.

The language varies, but if the ad requests a "command of," "proficiency in" or "working knowledge of" a particular skill, then it's asking you to be comfortable using that skill in the workplace.

Depending on the industry, some job ads also request a command of industry-specific tools. Jobs in the publishing industry, for example, might ask for familiarity with Quark, a software program often used in publishing. Jobs in Information Technology may ask applicants to have certain tech certifications.

To figure out if you have a "command of" a particular skill, consider:

• If the skill offers an official certification, are you certified? If so, list it on your resume. If not, you may want to rethink applying.
• If the skill does not offer a certification, would you feel comfortable using the skill on a daily basis? Could someone ask you to perform a relatively simple task using that skill?
• When you're not sure what to say, just be honest. If you speak conversational Spanish, then put "Conversational Spanish" on your resume, not "Fluent Spanish."
• Finally, if you notice that certain skills that you don't have keep on popping up in job ads, it may be time to take a training course.

Job Info , Jobs Sources , Career Opportunity