Are You Management Material?

by Adam Piore, Portfolio.com


Career content provided by Portfolio.com: To answer that question, companies are relying more and more on psychological assessments to help them identify tomorrow's chief executives.

What if the board of Sunbeam could have gazed into the psyche of "Chainsaw Al" Dunlap before they hired him? Could they have predicted that he would alienate his entire senior management and drive the company into the ground? Was WorldCom's Bernie Ebbers destined for disaster? Could anyone have suspected that Enron's Kenneth Lay and his staff would enrich themselves while leaving their employees destitute?

Absolutely, say psychological testers like Robert Hogan, former chair of the psychology department at University of Tulsa and co-editor of "Personality Psychology in the Workplace," a book often referred to as the bible of the assessment industry. Hogan believes that Dunlap, Ebbers, and Lay were handicapped by what industrial psychologists call derailers -- fatal flaws in their personalities such as narcissism, rigidity, and aggression that are sure to wreak managerial havoc.

Lookout for Fatal Flaws

Hogan makes a living from finding such personality flaws. His firm, Hogan Assessment Systems, has sold his assessment tools to most of the companies in the Fortune 500, including Dell, PepsiCo, Bank of America, and Cisco. Since 1989, says Hogan, his business has grown at an annual rate of 30 to 40 percent.

With a spate of corporate scandals, as well as top executives' being pressured to reduce management turnover, corporate America is rethinking how it approaches hiring, training, and promoting its leaders, beginning with its C.E.O's. In recent years, a vast industry has sprung up in support of that effort, offering everything from psychological profiles to real-world simulations aimed at weeding out managers who choke under pressure. Though there is no accurate measure of the industry's size, according to some estimates there are currently as many as 2,500 such organizations of varying degrees of legitimacy, up from just a handful a little more than a decade ago.

Of course, performance, intelligence, and personality profiling isn't exactly new. Roughly 3,000 years ago, China gave civil service candidates intelligence tests. During World War II, the U.S. Office of Strategic Services, which later morphed into the Central Intelligence Agency, subjected its agents to psychological screening. It wasn't until the early 1990s, though, that psychologists finally reached a consensus on the traits that constitute personality. They termed them the Big Five: self-esteem, social potency (leadership), charm, integrity, and creativity (imagination).


New Assessment Techniques

Once these qualities were named, an entire industry grew up around creating the tools for assessing them. The scandals at Enron and WorldCom -- along with a growing overall awareness that management turnover is costly and increasingly common -- prompted more and more firms to take advantage of the new techniques. The repertoire among so-called talent management companies ranges from Hogan's "dark side" test to what's generally known as the 360, in which superiors, subordinates, and peers fill out anonymous questionnaires about a given manager. Costlier alternatives include elaborate "assessment centers," where potential leaders actually run a simulated office for a day, receiving distracting emails, phone calls, subordinate complaints, and real-time crises.

Then there is Myers-Briggs, perhaps the best known psychological test, and Development Dimensions International (DDI), a business assessment firm whose clients include Citibank, Microsoft, and Phillip Morris. One of the largest companies in the field, DDI has seen its value soar over the past five years. Doug Reynolds, vice president of assessment technology for DDI, estimates their management assessment sector's revenue to be $80 million last year. "We now have assessment centers around the world, and each center can test 10 to 15 executives at a time," Reynolds says. "There's been a tipping point where [companies] are understanding that they should use actual data to make decisions about people. If you rely only on your gut, you make a classic mistake."
Of course, screening can't predict all potential problems. One of DDI's clients, JetBlue, is still reeling from a recent series of public relations disasters when storms caused thousands of passengers to be stranded in airports or trapped on planes that were unable to take off for hours at a time. David Neeleman, JetBlue's founder and C.E.O. since 1998, stepped down recently. He will remain chairman, though, and denies the move is related to recent company problems.

Even so, JetBlue continues to tout its friendly workforce and to use the latest assessment techniques to help preserve it. When interviewing for management positions, JetBlue uses DDI's behavioral diagnostic questions to evaluate whether candidates will exhibit and promote the five qualities essential to the corporate culture -- "safety, caring, integrity, fun, and passion," according to Vincent Stabile, JetBlue's senior vice president of people. "We want to know whether or not those five values come naturally to that individual," says Stabile. "We're looking to see that an individual has the skills and experience for the job and can fit into our culture in a good way."

Bring in the Coaches

But JetBlue isn't just focusing on hiring and promotion. Like a growing number of other companies, it also uses personality assessments to develop the best and the brightest. Two years ago, the organization began using the Myers-Briggs test in its leadership training course, combined with a 360: Following the exam, managers sit down with coaches and put together development plans to work on their weaknesses. "There's much more of a focus on individual performance and psychology, on understanding how you can help them to become better leaders. People are understanding that it can have a tremendous impact," says Stabile.

Dell also uses diagnostics in their training. They give future leaders the 360 exam and then evaluate them on 20 to 25 competencies ranging from financial and business acumen to dealing with ambiguity, says Amy King, a company spokeswoman. "Then we identify opportunities to help them develop the skills and experience to get them on the right track," she says.

Had Dunlap, Ebbers, and Lay been subjected to such an exhaustive examination, corporate America might be a very different place. Then again, without them, the psychological testing industry may never have grown into the healthy business it is today.

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Jobs Info , Career Sources , Employment

Ins and Outs of Landing a Government Job

by Robert DiGiacomo, for Yahoo! HotJobs


Finding out about government jobs may seem tricky to the uninitiated.

As with the private sector, the best place to look is online. For most federal jobs, you can research open positions and download applications through the government's official site, USA Jobs; career sites like Yahoo! HotJobs; or specialty sites like Federal Jobs Net.

However, the process requires more effort than simply emailing a resume. Applicants for federal, as well as many state and local positions, must follow a specific set of procedures, which could include taking a qualifying exam and/or completing a detailed questionnaire, according to Dennis V. Damp, a retired federal worker and the operator of Federal Jobs Net.

Below are tips on how best to navigate the red tape to apply for a public sector job.

Less Testing Required

Where most federal positions used to require a civil service exam, the opposite is now true, according to Damp, who this fall will publish the 10th edition of "The Book of U.S. Government Jobs."

Only 20 percent of jobs -- notably the Postal Service, Border Patrol, FBI and Foreign Service -- require an exam, while the remaining 80 percent use a questionnaire to screen applicants, Damp says.

Keywords Are Key

When applying for a position, don't make the mistake of cutting and pasting job descriptions from your private-sector resume.

Because each applicant is ranked -- and only the top scoring individuals are invited to interview -- you'll want to maximize your score by using similar keywords from the government job description to explain your experience.

"The application may be rejected if you don't submit all of the details required," Damp says.

Experience Counts

The government won't automatically discount an applicant who lacks a degree in a specific field, if he or she has work experience that matches a requirement in the job description, Damp says. "For example, there are many ways to get qualifications for engineering, other than having a formal four- or five-year degree."

Right in Your Backyard

Government jobs aren't just in Washington, state capitals, or big cities. Satellite and regional offices are situated in smaller locales around the country.

"I was hired into the federal sector in a town of 3,600 in the middle of Pennsylvania," Damp says. "You have to look in your own backyard."

Political Appointee vs. Professional Hire

While certain positions are reserved for people with campaign or other political connections, most government jobs go to those with relevant experience or qualifications, according to both Damp and Daniel Lauber, author of "The Government Job Finder" and operator of the web site, jobfindersonline.com.

If you're concerned about whether patronage is a factor for a particular job, Lauber suggests two criteria: Is the job posted for less than 30 days? Does the department head lack expertise in the field? If the answer to one or both questions is yes, you may want to reconsider whether it's the right professional opportunity.

"There's no consistency from state to state," Lauber says. "You do everything you can to find out if government is being run professionally or not."

The Personal Touch

Even though the government hiring process is largely rooted in the virtual world, there's still a place for the real-world informational interview.

"I'm a proponent of doing informational interviews, to get familiar with different agencies and to explore opportunities in your area," Damp says.

Job Info , Jobs Sources , Employment

Four Steps to Better Work Boundaries

by Heather Boerner, for Yahoo! HotJobs


Want to advance your career? Saying "no" may be the key.

"It's wonderful to be the go-to person to a point -- until you find you're totally overwhelmed, exhausted, resentful and in a time crunch," said Susan Newman, author of "The Book of No: 250 Ways to Say It -- And Mean It and Stop People-Pleasing Forever." "Setting workplace boundaries means you will be doing better work and not spreading yourself all over the lot."

Here's how to get there:

1. Track your yeses.

You can't set a boundary you don't know you have, so watch yourself for a week, Newman said. Where do you say "yes"?

    * Do you agree to lunch with that coworker on the day of a major presentation?
    * Do you accept another project on top of the eight you already have?
    * Do you volunteer to change the printer's ink cartridge for a harried coworker?
    * Do you work on the Saturday of your daughter's recital?

2. Figure out your priorities.

"Every time you say yes, you're giving up something," said Newman. So get your priorities straight:

Do you need to be everyone's best friend or be the last person to leave work each day? Or is it more important to choose projects that will advance your career and give yourself time to do them?

"You should always ask yourself, 'Are these things moving me forward and gaining me respect, or is it just one more piece of busy work?'" she said.

3. Share them with your boss and coworkers.

Now that you know, let everyone you work with know in a clear, friendly way, said Debra Mandel, author of "Your Boss is Not Your Mother: Eight Steps to Eliminating Office Drama and Creating Positive Relationships At Work."

"It's valuable to inform people that you're changing your approach to work," she said. "You can simply say, 'I know I've been overworking myself and so I'm going to start taking a little more time.'"

Scared to say it? You're not alone. Some changes may be easier than others. Declining lunch with a coworker may be less frightening than declining a project from your boss.

So invite your boss into the decision-making: Of the 10 projects on your plate, which are highest priority? Can you work late during the week in return for having your weekends to yourself? Keep reminding your boss that you're doing this to improve your work performance.

4. Keep doing it.

Now that you've set your boundary, your work is done. Right?

Wrong.

Expect your boss and coworkers to test you. Can't you come out for drinks after work just this once? Can't you take 10 minutes -- OK, maybe 30 -- to talk your coworker down from her latest crisis -- even though you have work to do? Can't you take on this one extra project? It's a one-time thing, your boss swears.

"Keep setting boundaries," Mandel said. "Usually people want to have healthier relationships, and they'll adapt."

Jobs Info , Career Sources , Employment

Five Steps to a Successful Phone Interview

by Joe Turner, for Yahoo! HotJobs


If your resume did its job and sold you for the position you want, the next step is usually a phone interview with the employer. This phone screen usually takes place with a company recruiter or HR staffer to prequalify you for an opening. Since your attitude and answers can either move you to the next round or signal "game over," you want to be ready before you get that call.

Here are the five required action steps to take during your phone screen to help move you forward to that all-important, face-to-face interview:

1. Brand yourself.

You're not the only candidate being called. A lackluster performance will get you quickly scratched. If you can differentiate yourself from the beginning, you'll rise well above your competitors. One of the surest ways to accomplish this is to develop a personal branding statement of your own. Also called a Unique Selling Proposition, this is a short sentence that describes who you are, your biggest strength, and the major benefit that you offer your next employer.

A personal branding statement (or USP) might be: "I'm a seasoned Project Manager whose strengths in identifying and solving problems have saved my employers over $10 million while completing over $35 million in projects during the past nine years."

A branding statement like this makes you memorable because it's focused and it offers a benefit (saving $10M). If you develop a branding statement, or USP, that clearly can identify who you are and what you can bring to an employer, you've caught their interest and separated yourself from the pack.

2. Show enthusiasm.

A positive attitude can go a long way in your marketing efforts. This is your opportunity to shine on the phone, so take full advantage. This is especially important if the call came at an "inopportune moment" and you feel caught off guard. If this is the case, remember, you're not the only candidate they're talking with. When the call comes, congratulate yourself, knowing that you were one of the few who did make the initial cut. Now it's time to put on your "game face"; join the conversation with pure enthusiasm and demonstrate the conviction that you are a top candidate for this job.

3. Listen and answer carefully.

One of the major complaints from employers and recruiters about candidates is that too often the candidate doesn't answer the question being asked. Since you're on the phone, this is especially critical because you don't have the advantage of visual cues such as eye contact or body language. Listen carefully to the question being asked and answer that question only. Don't ramble or try to anticipate the next question, or you may talk your way out of the next step -- a possible job interview.

4. Flatter them.

It pays to do some research on any company you apply to. After all, the question, "Why are you interested in us?", is going to come up. Therefore, it makes good sense to have your ducks in line before the call and to be ready to mention why this company impresses you. Don't be bashful. Mention the product line, their superior management, their unique marketing approach, etc. Make sure you have something positive to say about them.

5. Close.

At the end of the phone interview, if you would like to proceed and talk further with this company, take the initiative and ask what a good time might be for scheduling a face-to-face interview. If you feel uncomfortable asking that, then ask this simple question: "What's our next step?" This should eliminate any confusion and set the stage for your follow-up date, should you not hear back before then.

As a recruiter, Joe Turner has spent the past 15 years finding and placing top candidates in some of the best jobs of their careers. He makes it easy for anyone to find and land the job they really want all on their own in the shortest time possible. Discover more insider job search secrets by visiting his site.

Job Info , Jobs Sources , Employment

Six Ways People Get Employment Rights Wrong

by Caroline Levchuck, Yahoo! HotJobs


Most people who have jobs may be a little unclear about what rights they have and don't have on the job and in the workplace.

Attorney Margarita Ramos, an employment law expert and founder of Human Capital Consulting in New York, agrees. "Most employees naively believe that their own individual sense of fairness is what controls a work environment. But fairness has nothing to do with it. Just because something is unfair doesn't mean it's unlawful," she says.

Read on for six common misconceptions about employee rights.

You think: Your employer can't fire you without good cause.

Ramos says, "If you're employed in an at-will employment state, you can be fired for just about anything. The reason I hear most often is that a person is not a team player. That's a gray area, but it gets used all the time. Unless you find that it's really discrimination, there's not a lot you can do about it."

You think: You have a right to earn the same as a coworker who does the same job.

It's true that there are laws guaranteeing equal pay, but another person may have more experience or more seniority and thus may legally earn a higher salary. States Ramos, "I've managed people, and I've had some doing the 'same' job. However, what an employee may not realize is that the other person may be doing the same job but she may have more complex clients, handle a more complex region, or be taking on more responsibilities."

"Keep the focus on you and your value," she says.

You think: Your employer can't cut your pay.

Your employer may cut your pay at any time unless you're a member of a labor union, are part of a collective bargaining agreement, or have an employment contract.

Ramos explains, "Most of the cases involving a pay reduction are driven by the financial performance of a business. A good employer will manage your expectations before taking any actions. You'll know it's coming so you can take care of your finances."

You think: Your emails are your private property.

Emails you send using company servers or equipment are company property. Ramos reveals, "Today, most employers have policies around that issue. Unfortunately, most employees don't read through their handbooks when they start a job."

To safeguard your career, exercise extreme caution when sending and receiving emails and surfing the Internet.

You think: You're entitled to unemployment if you're fired.

It depends on the state in which you live, but if you are fired for misconduct you may not be eligible for unemployment. Ramos says, "If you've been fired for cause, most employers will contest your application for unemployment. And even if your employer doesn't contest it, the state still may decide to based on the information your employer provides when responding to your claim."

If you want to know what your employer considers misconduct, read your employee manual.

You think: Your employer can't snoop in your desk or office.

Your desk and your office are company -- not personal -- property. Ramos relates, "You should really assume that you have no privacy in the workplace."

Treat your desk, office, computer, and mobile device with extreme caution, she says, and keep them free of anything that could be considered even vaguely offensive or unsuitable for the workplace.

Ramos concludes, "People really should read their employee handbooks. As boring as they may seem, handbooks contain a lot of information. It used to be that they were vague and not well written, but that's changed. And ask questions if something is unclear."

Jobs Info , Career Sources , Employment

Meet the New Boss. Same as the Old Boss?

Tips for Adjusting to a New Manager
by Robert McCauley, Robert Half International


Change can be unsettling, especially when it involves your job. Welcoming a new boss as your manager transitions to a different role with the company is one adjustment almost every worker is likely to make at some point.

Even if you've heard good things about the incoming supervisor, doubts are likely to remain. Will you be able to establish rapport with him or her? What will your new manager expect of you? How will the person's work style differ from your previous supervisor's?

While it may seem like much of the transition is out of your control, you have a large role in how smoothly it goes. In fact, your attitude and approach will determine how productive and rewarding the relationship eventually is.

Here's how to start on the right foot with a new boss:

* Make the first move. Arrange a one-on-one meeting with your supervisor so the two of you can get to know each other. Use this time to discuss your role, learn about your supervisor's expectations and find out how you can support your boss's top priorities. The discussion should serve as the basis for ongoing communication with your new boss.

* Be a resource. Share any information that can make the person's transition a little easier, such as the names of your department's contacts in other areas of the company.

Many employees are reluctant to approach new supervisors with feedback or advice. But in a survey by Robert Half International, 40 percent of executives said it's common for managers to oversee projects for which they have limited experience. So, your input could be valuable. Just be sure to offer your opinions tactfully.

* Don't look back. Unless asked, it's generally best to avoid talking about the way things used to be done under the previous manager. Your new boss may have fresh ideas and solutions that benefit everyone.

* Aim to please. Pay attention to your supervisor's preferences. Does your boss seem more responsive when you stop by his or her office with questions than when you send emails? Does your manager want frequent updates on projects or allow employees plenty of autonomy? Adjust your work style, if needed, so you're in sync with your boss.

* Have an open mind. Above all, don't forget that your boss is new to the position and, in some cases, the company altogether. Like any new employee, he or she likely needs time to get accustomed to the role. Even if things aren't going as smoothly as you would like a couple of weeks or months into the transition, don't be too quick to judge, and maintain a positive attitude.

Working for a new manager can bring a great deal of uncertainty, but there also is potential for positive changes. Welcome your supervisor with an open mind and supportive attitude, and you will set the stage for a strong working relationship during the transition period and beyond.

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 rhi.com.

Job Info , Jobs Sources , Employment

Use Cleverness with Caution in the Interview

by Tom Musbach, Yahoo! HotJobs



Well-meaning job seekers sometimes get too creative when making their cases to potential employers, such as the candidate who said he was "allergic to unemployment."

The contrived allergy and other wacky pitches were revealed by hiring executives in a recent survey by Accountemps, a large staffing service for financial professionals.

Creativity Can Backfire

The group of 150 senior executives offered several other examples of candidates going too far in their attempts to stand out:

    * "One candidate said that we should hire him because he would be a great addition to our softball team."
    * "A candidate sang all her responses to interview questions."
    * "One individual said we had nice benefits, which was good because he going to need to take a lot of leave in the next year."
    * "An applicant once told me she wanted the position because she wanted to get away from dealing with people."

The statements above reflect poor approaches to an interview question that is very common: "Why should I hire you?" Career experts offer several alternatives that can help job candidates respond more successfully.

Break It Down

Richard Phillips, founder of Advantage Career Solutions in Palo Alto, California, suggests a three-step approach that flows from the job description:

   1. Begin your answer by listing the top three to five requirements of the job as you understand them, based on your research and what you've learned in the interview
   2. Summarize how your skills and experience will enable you to make a significant impact in those areas.
   3. Finish by stating your interest in the organization. Keep it short and sweet.

Tailor Your Story

Joe Turner, who wrote "Job Secrets Unlocked!" and runs jobchangesecrets.com, suggests that you prepare your best "story" to answer the question by showing how you will go the "extra mile."

"Here is where you tell that story of exactly how you worked 60-hour weeks, acquired new skills, or whatever it took to distinguish yourself and meet the challenge head-on to successfully make the sale, save the project, rescue a client, or whatever it was," he says.

"If you can monetize (put a dollar value on) the end result, your story will only be that much more dramatic. Since no other candidate can duplicate your own personal story here, you'll make a memorable impression."

Run With Your Ideas

During the process of researching the employer and preparing for the interview, think of what you might do if you had the position, advises Carla-Krystin Andrade, author of "Kick Start Your Job Search."

"Perhaps you have an idea for a new feature for their product or a new process that is relevant to the position," she says. "This is the perfect time to tell them about this idea and show them how you would bring value to the position if they hired you."

Job Info , Career Sources , Employment

How to Interview After Being Self-Employed

by Joe Turner, for Yahoo! HotJobs


Are you self-employed and attempting to re-enter the workforce as a W-2 employee?

It's not unusual to "leave the nest" of a salaried job and become an independent contractor or grow a new business/career as a self-employed sole-proprietor. But economics, personal needs, or lifestyle changes can force a re-evaluation of that self-employment choice.

If that has happened to you, you'll face this potentially difficult question during an interview: "Why do you want a job after being self-employed?"

Here is how you can address this question.

Stress the Positives

Focus on how you can help benefit your next employer, not on what the job can give you.? We all act out of self-interest, and there's nothing wrong with that. Just be careful to include several clear benefits the employer will gain from your special experience.

You know you will be asked why you want to return to salaried employment. Instead of focusing on what self-employment may NOT have provided you, focus instead on what you've GAINED from the experience. Remember, this is a unique experience that you bring to the table. It sets you apart from most of your competitors. It's how you answer this question that either will create doubt in the mind of the interviewer or instill confidence.

Give Specific Examples

While self-employed, perhaps you had to work more efficiently to complete a project. Maybe you had several crises, and had to rise to the occasion and find creative ways to overcome them. It's probable that you also had to educate yourself in some new specific business areas, which gave you a new perspective about your work. Or, maybe you learned how to achieve more results with fewer resources.

When you do some analyzing, you'll no doubt come up with a list of several positive experiences that you gained during your self-employment. Turn these into employer benefits using them in your favor.

A Case Study

Let's say you've been self-employed as a real estate manager and did some investing on the side for the past several years. You're now in your mid-40s and can no longer make an adequate living doing this on your own. You're also looking for a chance to move into larger real estate management projects so you're now looking for a salaried position.

What to Do?

There's no reason you should describe the negative aspects of your situation. Rather be proactive and describe the many ways you've grown from your self-employment experience. List several examples. Perhaps you've become an expert in real estate tenant/landlord law. Maybe you've acquired additional skills in negotiating vendor contracts with a high return on investment. There are probably a number of other areas where you've done well. Take the time now to develop a list of the knowledge, skills and abilities that you've acquired in self-employment.

Take the Initiative, Talk Bottom Line

Employers are looking for employees who can help them make money or save money. As a self-employed person, no doubt you've learned how to make more money with fewer resources. You, more than most, understand the bigger picture of a profit and loss statement. Perhaps because your salaried competitors get a regular paycheck, they don't often grasp this major economic fact.

You have the opportunity to use your self-employment to your fullest advantage by selling each of your experiences as a valuable benefit that can help your employer strengthen his bottom line. Provide several achievements from your self-employment and attach a dollar value to them if possible.

Now, indicate you're ready to take the next step to bring your special assets as an entrepreneur to your next employer.

As a recruiter, Joe Turner has spent the past 15 years finding and placing top candidates in some of the best jobs of their careers. Known on the Internet as "The Job Search Guy", Joe has also authored 'how-to' books on interviewing and job search. He's been interviewed on several radio talk shows. Discover more insider job search secrets by visiting his site.

Job Info , Jobs Sources , Career Opportunity

Move Up Without Moving On

by Caroline Levchuck, Yahoo! HotJobs


Sometimes you have to leave your current job to ascend the corporate ladder -- but not always. Especially if you try a creative approach.

"You don't have to change your job to achieve your career goals," according to Cynthia McCauley, author of "Developmental Assignments: Creating Learning Experiences Without Changing Jobs." McCauley says, "Taking on new assignments in your current job or outside your job can expand your leadership knowledge and skills -- and your marketability."

The Center for Creative Leadership's McCauley believes you should look for developmental assignments, which she describes as "roles and activities that provide opportunities for you to stretch and grow as a leader," to advance. Use her three tips to identify developmental assignments in your personal and professional lives that will help you get ahead.

1. Add new dimensions to your current position.

Think outside your formal job description when seeking out new challenges. The first place to start may be helping your coworkers jettison unpleasant tasks from their plates.

"Consider moving a responsibility from someone else's plate to your own, trading tasks with another, or taking on a role or task that needs to be done but that no one currently 'owns,'" McCauley says. "In this way, you can expand your repertoire of skills and responsibilities while also helping out your colleagues."

2. Use short-term assignments to fuel long-term growth.

The best way to ensure that you follow through on new tasks and responsibilities and vary your experiences is with short-term or temporary projects. One-offs allow you to learn while also giving you the freedom to pursue other opportunities as soon as each assignment is completed. This strategy will give you a more immediate sense of accomplishment. You'll learn whether or not you enjoy the work as well as improve your professional record for seeing things to fruition.

3. Pursue opportunities outside the office.

Sometimes you have to think outside the box -- and the office. "You'll find plenty of leadership responsibilities in nonprofit, religious, social and professional organizations, schools, sport teams, and family life," McCauley explains.

In other words, opportunity is probably knocking at your door right this moment. You may find that stepping up outside the office is easier, as there is less competition. Also, your efforts will be visibly appreciated, particularly if you're leading in a volunteer or nonprofit capacity.

Continue to actively look for places to expand your skill set on and off the clock. McCauley adds, "Challenging, real-life experiences are rich sources of growth and learning, but you don't have to wait for opportunities to present themselves."

Job Info , Career Sources , Employment

Move Up Without Moving On

by Caroline Levchuck, Yahoo! HotJobs


Sometimes you have to leave your current job to ascend the corporate ladder -- but not always. Especially if you try a creative approach.

"You don't have to change your job to achieve your career goals," according to Cynthia McCauley, author of "Developmental Assignments: Creating Learning Experiences Without Changing Jobs." McCauley says, "Taking on new assignments in your current job or outside your job can expand your leadership knowledge and skills -- and your marketability."

The Center for Creative Leadership's McCauley believes you should look for developmental assignments, which she describes as "roles and activities that provide opportunities for you to stretch and grow as a leader," to advance. Use her three tips to identify developmental assignments in your personal and professional lives that will help you get ahead.

1. Add new dimensions to your current position.

Think outside your formal job description when seeking out new challenges. The first place to start may be helping your coworkers jettison unpleasant tasks from their plates.

"Consider moving a responsibility from someone else's plate to your own, trading tasks with another, or taking on a role or task that needs to be done but that no one currently 'owns,'" McCauley says. "In this way, you can expand your repertoire of skills and responsibilities while also helping out your colleagues."

2. Use short-term assignments to fuel long-term growth.

The best way to ensure that you follow through on new tasks and responsibilities and vary your experiences is with short-term or temporary projects. One-offs allow you to learn while also giving you the freedom to pursue other opportunities as soon as each assignment is completed. This strategy will give you a more immediate sense of accomplishment. You'll learn whether or not you enjoy the work as well as improve your professional record for seeing things to fruition.

3. Pursue opportunities outside the office.

Sometimes you have to think outside the box -- and the office. "You'll find plenty of leadership responsibilities in nonprofit, religious, social and professional organizations, schools, sport teams, and family life," McCauley explains.

In other words, opportunity is probably knocking at your door right this moment. You may find that stepping up outside the office is easier, as there is less competition. Also, your efforts will be visibly appreciated, particularly if you're leading in a volunteer or nonprofit capacity.

Continue to actively look for places to expand your skill set on and off the clock. McCauley adds, "Challenging, real-life experiences are rich sources of growth and learning, but you don't have to wait for opportunities to present themselves."

Job Info , Jobs Sources , Employment

Five Ways to Stay Focused Through the Holidays

Job Distractions Could Cost You a Bonus
by Roberta Chinsky Matuson, for Yahoo! HotJobs


On the third Thursday of every November, many employees unofficially begin their holiday hiatus, and it's hard for many of us to resist workday dashes to the mall. However, year-end holiday bonuses are right around the corner, and they are based on a full year of company earnings. Why risk a year's worth of performance and bonus pay for a few days of holiday mania?

Follow the five tips below for keeping your focus on the job during the holidays.

Plan for Down Time

You know it's going to happen, so why not plan for it? It's not uncommon for companies to restrict the number of employees eligible to take vacation at the same time. If you are one of those people who celebrate the holidays in a big way, then sign up for time off during the holidays as soon as the vacation schedule hits your desk.

Suggest a New Employee Benefit

Employers are constantly looking for ways to improve their benefit packages without spending a lot of money. Suggest to your employer that they offer all employees one two-hour lunch during the holiday season. If you need to, remind them most employees are taking the time anyway. This new benefit will be well received by employees and will allow the company to cut down on unexpected absences or tardiness.

Resist Taking on New Projects

By the time the end of the year rolls around, most people are giving all they have just to finish what's already on their plate. Adding a new project to an already full plate can easily send you over the edge. Hold off on starting new initiatives until after the first of the year. You will return from your hiatus refreshed and ready to go.

Don't Skip the Gym

Seasonal stress comes with the territory. Customers expect deadlines to be met, even when they are out of the office preparing for the holidays. You can kick back a bit, but this is not the time to go into slow motion. Maintaining your regular workout routine can help keep your energy level up and your weight gain down.

Shift Outside Commitments

Is your December calendar filled with social events while your January calendar remains empty? Are you spending hours in traffic trying to keep all of your social commitments? How about a new tradition? Shift a few gatherings to January and February so you can avoid constantly leaving work early during the end-of-year crunch.

Now that you know how to stay on task during the holidays you can relax knowing that you've done all you can to preserve your performance and year-end bonus!

Copyright 2007 Human Resource Solutions. All rights reserved.

Roberta Chinsky Matuson is the president of Human Resource Solutions (yourhrexperts.com) and has been helping companies align their people assets with their business goals. She is considered an expert in generational workforce issues. You can reach her at Roberta@yourhrexperts.com.

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Remedies for Boredom on the Job

by Caroline Levchuck, Yahoo! HotJobs


Even if you love your job, you can still get bored by the daily routine of office life. Use these four feel-good strategies to spice things up around your workplace and get to know your colleagues on a whole different level.

1. Start a Get-Fit Group

The holidays are almost here, and with them comes temptation, shorter days, and thinner wallets. Why not try to boost spirits while you trim your waistline with a workplace weight-loss support group?

Programs such as Weight Watchers and Body for Life are low-cost and work well with groups. Weight Watchers offers a special "At Work" plan in which a leader will come to your workplace to direct weekly meetings. According to Weight Watchers, more than 10,000 U.S. companies have hosted "At Work" meetings.

Body for Life (bodyforlife.com) offers a free fitness and eating plan as well as online support. Additionally, there is an annual contest that has a group category. Firefighters, gym teachers, and members of U.S. Armed Forces have all participated , lost weight, and found a new level of fitness and camaraderie in the workplace.

2. Sponsor a Charity or a Charitable Cause

When you're shooting the breeze with colleagues in the lunchroom, what is it that you're all passionate about (beyond work issues)? Education? Hunger? The environment? Animal protection? The arts?

Investigate opportunities to apply your passions in a charitable capacity in your community. Sponsor a child who needs school supplies. Help a family celebrate the holidays or purchase their first home. Teach computer skills to workforce returnees. Start a volunteer dog-walking group to lend a hand at your local shelter.

If you're not sure where to start, visit this site for opportunities in your neighborhood.

3. Start an Investment Club

Instead of spending money on expensive lunches, use your lunch hour to make more money through investing.

You and your coworkers will enjoy the benefits of pooled knowledge so you won't be flying blind or making foolish investments on a whim. It's a great way to learn about the stock market while earning some extra cash. And the initial amount of money you can invest may be as little as $20 a month. If your company prohibits an investment club, consider creating a money-free club that will allow you to learn about stocks and follow them without any financial commitment.

4. Start a Book Club

Recruit your coworkers to form an in-office book club. Meetings can be hosted during lunch hours, and joining may give you an opportunity to expand your circle of work friends as well as diversify your reading experiences.

If everyone at your company is motivated to climb the ladder, consider starting a business book club in which you read and discuss books related to the work you do, and how you can apply what you've learned at your company.

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The Right Words: How to Ask for More Money

by Margaret Steen, for Yahoo! HotJobs

Whether you're asking a potential employer for more money or your current boss for a raise, talking about money is awkward, especially when you are searching for the best way to phrase your request.

"Money is very tightly tied to our self-esteem," says Meryl Runion, author of "PowerPhrases." Asking for more money means saying you think you're worth more -- and risking hearing that someone else disagrees. "If somebody tells you, 'No, I don't think you are worth that much,' it's almost like saying you're not that valuable as a person."

A little practice can help you find the right words to make these requests -- and respond to the answer you get. Runion and other experts offer the following tips for two common scenarios.

Scenario 1: Getting a Raise

* Asking your current boss for a raise: The key is to ask in a way that shows you've done your research. Try saying, "I've been evaluating my own performance and what you've told me about my performance, and I would like to talk with you about increasing my salary," suggests Marcia Stein, a human resources consultant who recently published a book about recruiting.

This approach alerts your boss that you have analyzed your contributions and are not simply asking for a raise because you want more money. And by asking for a time to talk, rather than simply stating the raise you want, you give your boss time to prepare.

* If the boss says no: Despite your preparation, it may turn out that your boss isn't able or willing to pay you more. Try to find out the reason -- is there a companywide freeze on raises, or does your boss not agree that you deserve more? Stein suggests showing your interest in improving your performance by saying, "What would you recommend that I do so I can be one of the top performers on your team?"

Scenario 2: Negotiating a Higher Salary

* Negotiating a higher salary with a new employer: If you're offered a job but were hoping for more money, the key is to make the request in a positive way, says Lori Itani, an independent staffing consultant who focuses on high-tech companies and hears candidates' responses to offers. "If they're telling me that they really like the company, they really like the position, the manager and the team, and they'd really like to have this work, that's a good thing to say."

Itani suggests a way to phrase the request: "I'd really like to come on board, but I need some more help with relocation." If your goal is a higher starting salary, finish the sentence with, "but I need a little more in salary to justify the move from my current company to yours."

* If the employer says no: Even when you ask politely, it may turn out that the employer isn't willing to increase the offer. In that case, assuming you still want the job, your goal is to find out the possibilities for future raises -- while emphasizing that you intend to work hard. Runion suggests saying, "If I can prove my value, what are the possibilities for future raises?"

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Shopping Online During Work

Most Workers Don't Shop on the Company Dime
by Robert McCauley, Robert Half International

Office workers may be making a list and checking it twice -- but when it comes to purchasing gifts for loved ones, most are doing it on their own time. Only 1 in 5 professionals plans to shop online while at work during the holiday season, according to a recent survey.

Those who admit to the practice spend, on average, less than three hours online throughout the holiday season. The survey was conducted by Accountemps, a staffing service for finance professionals.

Playing by the Rules

While the holidays can place extreme demands on your time, pulling up your favorite shopping site at the office is almost always against company policy. More than ever before, businesses are cautious about the online activities of their employees. In fact, many firms have installed software programs -- or, in some cases, hired workers -- to monitor the email messages and surfing histories of their staff.

One reason companies are so concerned is security. Email attachments and visits to certain web sites can expose an organization's electronic network to worms, viruses and hackers. In addition, the use of company systems to conduct online shopping can significant slow computer performance for users throughout the organization due to the high number of pop-ups, animated ads and graphics that today's websites typically employ.

At a minimum, Internet surfing on the company's time can be embarrassing, especially if your purchases are highly personal in nature.

Tips for Safe Surfing

Here's some advice if you're tempted to surf the Web while at work:

Be aware. You may think that your company does not monitor online activity, especially yours, but the practice is more common than you probably realize. According to ProofPoint Inc., 38 percent of companies with 1,000 or more workers employ staff to read or analyze outgoing email messages. Your firm has the right to monitor any activity conducted using their computers, software or systems, even if you're simply checking your personal email account. Firms in certain industries, such as financial services and healthcare, are even more likely to monitor employee activity due to the confidential nature of their businesses. Some organizations may even be required to monitor employee Internet use to comply with certain regulations.

Know the rules. Most firms have policies in place that define the use of their electronic systems. Make sure you are familiar with your company's rules. If you have questions about your organization's guidelines, ask your manager or human resources representative for clarification.

Don't focus on email only. Your company's right to monitor your activity is not limited to the Internet or email system -- it extends to voice mail, instant messages, and even postings you have made on blogs and online message boards.

Be cautious. Any electronic activity on your part creates a record, whether in a colleague's email inbox, your computer's Internet site history or on a company server. You run a significant risk by shopping, surfing or sending personal e-mails at work if doing so is against your firm's official policy. Even legal action is not out of the question if you unwittingly spread information that can expose your company to legal, financial or regulatory risk. A poll by the American Management Association and the ePolicy Institute indicates that 26 percent of companies have terminated employees because of Internet misuse.

It may be unavoidable to forego all personal surfing or email use while at work, especially during the busy holiday season, but try to limit your activity as much as possible. If your firm allows it, shop at lunch or after work. Better yet, wait until you get home.

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 workvine.com.

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Should the Boss Be on Your Holiday Gift List?

by Heather Boerner, for Yahoo! HotJobs


Are you considering adding your boss to your gift-giving list this year?

"Tread carefully," warns Jo Bennett, partner in the New York City executive search firm Battalia Winston. "It's not all that common and I think if you want to give a gift to your boss, you need to think about what's in it for you."

Here are some simple do's and don'ts to keep your holiday giving happy.

Do your homework.

Buying your boss a gift is just like any other workplace project. So research the history of gift-giving in your office:

    * Do people give gifts to the boss?
    * If so, what kind?
    * Has it ever backfired for any of your coworkers, and if so, how?

Don't make your boss uncomfortable.

Now that you know the tradition, think about why you want to give your boss a gift in the first place.

"If the answer is because you want to curry favor, I wouldn't do it," said Bennett. "The risk is that your boss will see it as trying to twist the relationship and get an advantage. You don't want to make your boss uncomfortable."

Do be sincere.

The best reason to give your boss a gift is to thank him or her for a specific act of kindness during the year that went "above and beyond the call of duty," Bennett said.

"Maybe your boss smoothed over a particular issue you had with a customer," she suggested. "Or maybe your boss gave you some great career advice. In that case, give something small with a nice card of genuine thanks."

Don't get personal.

The worst gifts for bosses are expensive or personal, said Dallas-based business etiquette expert Colleen Rickenbacher, author of "Be on Your Best Business Behavior."

"The bottom line is always, 'Don't give something that touches the body,'" she said. Avoid clothes or perfume. Even flowers could be perceived as overly personal and start coworkers gossiping.

Do cut costs.

One of the best ways to give your boss a gift, say both Rickenbacher and Bennett, is to buy her something as a team. If each person gives $10, you can give your boss a gift certificate to her favorite restaurant or buy him a pricier gift that his assistant recommends.

That way, no one gets singled out as a brown-noser, and everyone shares the holiday spirit.

Or consider something inexpensive and consumable: jam you make at home, wine made in your garage, or cookies are all simple and genuine ways to share the holiday spirit without crossing any lines.

Don't treat your boss like family.

"If someone in your family gives you a gift, you better give one back," said Bennett. "But it's different in an office."

Don't feel the need to reciprocate if your boss gives you something. At worst, Rickenbacher said rushing to respond with a gift could end up looking like an afterthought.

"All you have to do when you receive a gift is show appreciation," she said, "and follow up with a thank-you note."

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