Pros and Cons of Working for Start-Ups

by Larry Buhl, for Yahoo! HotJobs


WANTED: Flexible self-starter to wear many hats. Must thrive on uncertainty. Low pay, no benefits, and may work nights and weekends. Exciting learning experience and huge growth potential (if the company succeeds).

Working for a start-up company takes a certain intestinal fortitude. You could end up being employee No. 2 of the next hot tech company, or you could end up job-hunting again in a few months. Fulfillment depends on how comfortable you are with risk and uncertainty, according to Penny Morey, founder and CEO of RemarkAbleHR.

Possible Rewards

Morey, who has consulted with many start-up companies, told Yahoo! HotJobs that job seekers should consider a small start-up if they want:

    * To see business ideas develop.
    * To contribute to those ideas and chart a course of action.
    * Collaboration with creative, enthusiastic professionals.
    * Changing demands and a flexible, changing, schedule.
    * Greater autonomy and authority.
    * A quick education in how a business works.
    * The potential for large financial rewards.

Don't Forget Downsides

Downsides, she said, involve frequent confusion about who is in charge of what, how to solve problems without precedents, and the possibility of working with founders "in over their heads" who may act unprofessionally. "Employees also can be overwhelmed by how much needs to be accomplished in the time available and may not know exactly where boundaries are on a daily basis," she said.

Plus, while you could get rich if the company takes off, one financial mistake can doom the company. "If you want to work for a start-up, you must be courageous and very, very flexible. Otherwise, stay in corporate America and be happy," she said.

Of Benefits and Boundaries

Suzanne, a corporate communications producer in Chicago, jumped at the chance to work for a seasoned husband-and-wife team when they started a company. At first she enjoyed the lack of corporate protocol and structure, but soon began to long for professional detachment.

"I ended up being part of their marriage," she said. "I worked out of their house, and when they fought with each other, I got sent to my room -- literally -- and there was no HR department to intervene."

Shawn Linnell, a Wisconsin distributor of tooling components, says his two employees benefit from scheduling flexibility and instant feedback in seeing the fruits of their efforts.

"The biggest downside is I can't offer benefits," he said. "Most small businesses can't, because they don't have economy of scale that comes from a large pool of employees."

What You Should Know

For a job seeker looking at a small start-up company, Morey suggests finding out:

• How long the top management team been in charge and how well they get along.
• The source of the company's funding and the projected growth.
• What a typical day is like.
• The plan to improve the benefits program.
• How employees progress in pay increases and whether there is a bonus or incentive pay program.

Some of those issues should be clarified even with a well-established employer, Morey added. "But with a start-up, often there is less in writing. Some may not even have a well-designed offer letter. So, if you don't ask for specifics, you may find yourself unpleasantly surprised once you are on board."

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A Good Impression Is in the Details

4 Presentation Hints for a Good Job Interview
by JoAnn Greco, for Yahoo! HotJobs


As the presidential candidates answer endless variations of the same questions in pursuit of the ultimate government job, we can't help but be reminded of our own often-torturous experiences on job interviews.

If, like the candidates, we could review our performances on tape, what might we see?


Watch and Listen to Yourself

"Verbal fillers are the No. 1 problem," says Randy Bitting, cofounder of InterviewStream, a Web-based service that gives job seekers the chance to tape and watch themselves in mock interviews.

"People are so used to texting and emailing in short phrases that they can get stuck putting together a few complete sentences," he observes. "It's better to opt for silence while you gather your thoughts, especially if you're nervous."

Of course, nervousness can also generate over-talking. "We have a bar running along the bottom of the screen as you're being recorded to mark the passage of time," Bitting says. "We strongly suggest that respondents limit their answers to two minutes, at most."

Watching yourself on tape is also a good way to monitor things like dress -- too much cleavage, too-short cuffs -- and gestures, Bitting adds. "People don't realize how many times they scratch their heads or flip their ties."

Maintain a Conversation

Mastering the art of presentation goes hand in hand with carefully packaging the content of what you want to get across. "The key idea is to remember that an interview is a two-way conversation designed to determine if there's a mutual fit," says Rob Sullivan, a Chicago-based career coach and author of "Getting Your Foot In The Door When You Haven't A Leg To Stand On."

A good formula, Sullivan continues, has you doing most of the talking for the first two-thirds of that conversation, and then ceding the floor to the interviewer. "That's your chance to ask lots of questions, which people tend to forget to do," he says.

Assemble a list of talking points and make sure you get through them, adds Sullivan. "If you realize that this person's asked you one standard question after the next -- What's your greatest weakness? Where do you see yourself in the next five years? -- look at your watch and say, 'I notice we're running out of time. There are a few things that I'd like to share with you. Is that OK?' Make their job easier for them."

Have Your Story Ready

It's at this point that you dazzle with your "story," as Sullivan calls it. That's different from the "elevator pitch," the 30-second encapsulation of who you are. "Your story is not about your sales records or your business generating prowess," Sullivan says.

Instead, ask yourself what's excited you in your career, what you've done on your own initiative, what's energized you? What stories can you relay that show your passion, initiative and resourcefulness?

"If you think about what's better because you were there, like in the movie 'It's A Wonderful Life,' you'll come up with some compelling anecdotes and you'll stand out," Sullivan says.

Skip the Scents

Just make sure the impression you leave is a good one. "It can't be said enough, but skip the perfume," Sullivan adds.

"This is not a date, and a lot of people are extremely sensitive to smell. If you give me a migraine headache, I'm not going to remember a word you said, and I'm not going to like you."

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What to Do When Your New Job Is a Nightmare

by Caroline Potter, Yahoo! HotJobs

You just started a new job. It's like a dream come true -- except when it's not. What's a professional to do when she accepts a job that seems like a living nightmare? Read on for solutions and advice from a career coach.

1. Assess the Situation (and Yourself)

There are a lot of different reasons why your new job may seem less than ideal. Perhaps your boss is a micromanager. Maybe your duties are different than what you'd thought they'd be. Or a client may have jumped ship, leaving you and your coworkers suddenly scrambling. Consider what's making you miserable before taking any kind of action.

Lynn Berger, a Manhattan-based career coach and counselor, agrees. "I think you have to really scope it out." She urges her clients, "See if there's any way you can take any self-responsibility for this. Also, ask yourself, is there a way you can grow from this? Maybe you've never worked for a boss with a particular personality type, but you may be able to deal with it over time and learn from it."

2. Open a Dialogue

If your supervisor seems happy with your performance while you're not happy in the position, it may be very easy to start a conversation about what's making you miserable. She may be willing to shift your responsibilities or provide you with additional support.

If your boss seems displeased, it can be a bit more difficult, says Berger, a member of the International Coach Federation. "You've still got to open a dialogue, and the earlier the better." She urges dissatisfied employees to talk to management, saying, "Get clear on what you need from them and what they need from you."

Are you without the proper tools and support to do your job? "Throw it out there to your boss and see if he will help. You have to let people know what you need," advises Berger, a graduate of Columbia University.

If you can't talk to your boss because she's the root of your problem, Berger says, "Check it out with other people you work with. Watch how they're handling this person. And if you find out from coworkers that everyone else who's had this position has been out of there in three months, that could be very revealing."

3. Patience Is a Virtue

When Berger works with clients who fear they've made a mistake in accepting a new job, she reminds them, "It takes three to six months until you're comfortable in a new job. There are going to be growing pains, especially if you haven't started a new job in a long time."

New job starters, she says, should be prepared for a bit of anxiety as they roll up their sleeves and dig in to a new position. "It's overwhelming! You're going to be exhausted and you need to give yourself room around that."

While you're ramping up, "Observe as much as you can and not only learn the job, but learn about the company and the way it works, the way things are done," she says. That can go a long way in helping you feel more comfortable.

4. If You Leave...

Do you still feel like you have to leave? Berger tells workers to ask themselves, "Is this a perceived nightmare or a real nightmare? If you're a victim of verbal or physical abuse at work, no one should have to live that way."

However, even if you're not subjected to those horrors, you may still feel as though you're in a nightmarish situation. If you feel you've given it time and your best efforts, you may choose to move on. "No one should feel tortured or sick over a job," concedes Berger.

When looking for another position, you can explain your brief time in this job by saying, "I realized early on this wasn't the right situation." Berger says that job seekers should make the experience seem as positive as they can. Also, she wants professionals to learn from their mistakes. Before accepting another offer, "Ask questions. Visit the company a few times. Speak with employees there. Make sure you understand the full scope of the position and what the day-to-day will be like."

"You never want to regret that you walked away from an opportunity too quickly," Berger says. "As long as you know you gave it your best shot and tried, that's what really counts."

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5 Tips for Getting Your Way Without Authority

by Margaret Steen, for Yahoo! HotJobs


In today's team-based work world, success depends not only on the quality of your work but on your ability to get others to work with you. This is not always easy, especially when you need to enlist the cooperation of your boss, a peer, or even a potential customer.

"Everybody has to influence beyond their formal authority," said Steve Levin, an executive coach who teaches a course for leaders called "Powerful Conversations."

Experts offer five tips for persuading even when you don't have authority:

1. Know what's in it for you.

What is the larger purpose for asking your colleague to call a potential customer for you, or your boss to offer his support for your project?

Make sure you can answer, "For the sake of what?" about each request, Levin said. Is the goal to keep a key customer happy? To save the company money?

2. Know why you're asking.

You don't need to spell out an exact exchange each time you ask someone for help. But you do need to understand what the other person's goals are, and frame your request in a way that shows how that person will benefit.

If you ask a colleague to call one of your accounts, your colleague could say, "It's your customer -- why do I care?" And you need an answer, such as, "Retaining this customer will enhance our reputation in the marketplace, and that affects all of us," Levin said.

3. Tailor your request to your audience.

Some people are best persuaded with a lot of data; others respond better if you tie what you want to a big-picture goal.

"Communicate with the person the way they want to be communicated with," said Glenn Parker, a team-building consultant in Princeton, N.J. and author of "Team Players and Teamwork: New Strategies for Developing Successful Collaboration."

4. Ask for a commitment.

Often, meetings with colleagues have "a lot of discussion and not a lot of clarity" about who is to do what, Parker said. If you're asking for help from people who don't work for you, you need to be especially careful that everyone understands who has committed to what.

Casually asking, "Can you pay extra attention to this client?" may get your colleague to say yes, but she may not be committed to doing anything differently, Levin said. A more precise request, such as, "Will you call this client before the end of the day?" is more likely to elicit a "meaningful yes."

And don't worry that a specific request will make it easy for the person to say no. "We actually want them to say no, if no is their answer," Levin said.

5. Be fearless.

Many people "give up before they try" to influence beyond their authority, Levin said. But don't assume that others won't listen. Instead, remember why you're asking: You want to help the company keep a customer, or implement an innovative cost-saving measure.

If you're asking for selfish reasons, you probably won't be successful anyway. But if you're asking "on behalf of something larger" than yourself, Levin said, "that's exactly what every leader wants people to do. That's called taking initiative."

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How to Deliver Unpleasant News at Work

by Marc Hertz, Robert Half International

You've known about an important project -- and its Monday morning deadline -- all week. But figuring it would be easy to complete, you didn't start on the assignment until Friday. Then, you realize the information you need will take a couple of days to track down, and there's no way everything will be done in time. Now, you have to explain what happened to your boss.

While it is tempting to use evasive tactics when conveying bad news, there are a number of downsides to only presenting the upside. These include potentially harming your professional reputation, losing your manager's trust or missing out on support that might have helped you resolve the situation. It goes without saying that honesty is always the best policy.

Following are suggestions on when and how to deliver unsavory news to your boss.

Early is best. Receiving bad news is, well, bad enough for a manager. But learning that your staff member has known about a problem and not told you about it for weeks can be infuriating. So don't delay telling your manager that you can't find the necessary figures for a report due tomorrow, for instance. It's best to let him or her know as soon as possible -- postponing the discussion is likely to make things worse, not better.

Bad news should come from you. If you don't immediately deliver the unpleasant news to your manager, you can trust that someone else will. If the bearer of bad news, for example, is an important customer who was less than pleased with how you handled a request, your boss will be extremely unhappy about being surprised and unprepared for the customer's call. In addition, your manager is much less likely to be sympathetic to your explanation if he or she had to hear the news from a third party.

Deliver the news in person, if possible. Don't send your manager an e-mail telling him or her that you mistakenly deleted a voice mail from a client detailing extensive last-minute changes to a contract. E-mail doesn't allow your boss to ask questions or you to fully explain how and why the incident occurred. It is much better to ask for an in-person meeting and stress that you need to speak to him or her right away.

Be direct (and don't make excuses). Once you're in your manager's office, avoid over-dramatizing the event; your boss doesn't want a list of reasons you believe the error was not your fault. Likewise, don't downplay a big mistake -- such as attaching the wrong file to an e-mail that was sent to a large distribution list. Acknowledge the problem, apologize to the affected parties and work with your manager on not only a solution but also a strategy for ensuring a similar incident does not occur again.

While all of these tactics are useful if you have bad news to deliver, it's best to avoid the need for this type of conversation in the first place. One way to do so is to ask questions -- of your manager, coworkers, and clients -- from the beginning of a project. When in doubt, it's better to request clarity than to have to come to your manager later about a problem.

Obviously, you cannot avoid all mistakes or mishaps at work. However, by delivering unpleasant news immediately and in person, you'll spend less time on the firing line and more on the production line.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 360 offices throughout North America, South America, Europe and the Asia-Pacific region. For additional workplace articles and podcasts, visit workvine.com.

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5 Lifestyle Activities That Can Get You Fired

by Larry Buhl, for Yahoo! HotJobs


Can having a bacon double cheeseburger and a cigarette put your job at risk? Maybe. It may sound surprising, but many off-the-job actions and lifestyles could put your job in jeopardy.

Fair Game?

Employment experts point out five key areas that a company may scrutinize:

    * Smoking, drinking, and overeating. Due to the cost of health insurance, more and more employers view "unhealthy" habits as a threat to their bottom line.
    * Risky behavior. Likewise, a company might see your bungee jumping hobby as a liability.
    * Speech. Will your employer consider your blogging to be destructive griping?
    * Romantic relationships. Dating someone at a competitor's company has landed employees in hot water. And some employers might take issue with unmarried coupling or even same-sex relationships (federal law doesn't protect employees from discrimination based on real or perceived sexual orientation).
    * Political activity. Volunteering for Obama could be trouble if you have a pro-McCain boss, and vice versa.

Job- or industry-specific behaviors can lead to termination as well. A Ford worker who drives a Toyota is probably safe -- unless he or she is president of Ford. But a bank employee who bounces a personal check could get the boot.

Cause or Just Because

If these reasons for termination seem unfair, they must be illegal, right? Not necessarily. Just because most employers don't let valued employees loose for off-the-job activities and lifestyles, doesn't mean they can't.

"Most workers in the private sector don't understand that, unless they live in Montana and Arizona, their job is at-will," Paul Secunda, an assistant professor of law at the University of Mississippi, told Yahoo! HotJobs. "At-will means an employee can be fired for good cause or no cause at all," Secunda said.

Federal job protections include gender, race, religion, and national origin, as well as disability. "Some state laws forbid discrimination on other bases, including sexual orientation, or status as a smoker," said Rick Bales, a professor at Northern Kentucky University/Chase College of Law. Smokers in the tobacco-growing state of Kentucky, for example, are safe from termination, he said.

Don't Be Fooled

Although union members and public sector (government) workers generally have more protections, employees in the private sector -- the bulk of the U.S. workforce -- can be fired at any time, and usually without recourse.

"Unless you were fired because you are a member of a protected class under federal law, or under another state statute, it's likely not illegal," said Kimberly Malerba, an associate who litigates employment cases with Ruskin Moscou Faltischek, P.C., a law firm on Long Island, New York.

The good news is that most companies don't go out of their way to snoop into employees' lives, Malerba told Yahoo HotJobs. "A company is most concerned with (off-the-job) behaviors that directly conflict with business interests."

5 Tips to Consider

Legal experts have advice for protecting your job from unexpected dangers:

    * Understand the concept of at-will employment. Don't assume that termination must be illegal just because you think it was unfair.
    * Be fully aware of your company's policies and terms of employment. Read the employee handbook, and ask HR if you have any questions.
    * Be familiar with the company's internal dispute mechanisms (if any) for filing grievances.
    * Think before you act. Could your employer see your actions off the job as potentially destructive to the company?
    * Don't disclose. "You don't have to disclose lifestyle choices or off-the-clock activities unless there is a clear link to your ability to perform the job," Secunda said.

"My general advice is, don't do anything on your own time that, if reported in the local paper, would reflect poorly on you or your employer," Bales told Yahoo! HotJobs.

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Top Three Career Dilemmas

by Marc Hertz, Robert Half International


In your professional life, many decisions are relatively easy. When you're asked by your manager to tackle an assignment, you do it. When a colleague needs help and you're available, you pitch in. When you're offered a job you want, you take it. But what about those tricky situations where the proper course of action isn't so clear-cut? They come up on rare occasions, but when they do, it's important to be prepared.

Following are career dilemmas you may encounter and suggestions for how to handle them:

Dilemma 1: You find out a colleague makes more money than you do.

You're at the copy machine and find a coworker's pay stub. Seeing the salary, you realize the person makes more than you, even though he has the same job.

Proper course of action: While you might be tempted to immediately march into your manager's office to demand an explanation -- and a raise -- take a more cool-headed approach. Going to your boss with financial concerns arising from confidential information will do more harm than good.

Instead, use this knowledge as an impetus to examine your own pay and value in the employment market, reviewing resources such as the U.S. Department of Labor's website and the Salary Guides published annually by Robert Half International. With an idea of what others in your area and with your skills and experience are paid, you can approach your manager and back up your request with relevant information that's not sensitive in nature.

Dilemma 2: You are offered a new job, but you're happy with your current one.

A friend who works at another company just found out a position has opened up there. He calls and pitches you the opportunity, saying he's sure you'd be a front-runner for the role. You're intrigued, knowing how much he raves about the organization, but you like your current job.

Proper course of action: Ask your friend for more information about the company and role, so you can see how it compares with your current situation. Are there opportunities for quick and steady advancement? How competitive is the salary and benefits package? What is the corporate culture like?

Assuming you're still interested, there isn't any harm in interviewing. This will give you the chance to find out more about the ins and outs of the position and get an additional perspective on the organization. If the interview goes well, you may want to seriously consider this new opportunity.

Dilemma 3: You have the opportunity to take on an important but difficult project.

You find out a major project is approaching, and your manager is looking for someone to lead it. It promises heightened visibility within the firm, but it's also a big challenge.

Proper course of action: If you're undecided about volunteering for the project, first ask yourself if you can handle the responsibility in addition to your current workload. At the same time, consider the abilities you'll develop by taking on the assignment. You'll improve your project management skills, meet people across the organization and potentially put yourself in position for even more challenging opportunities in the future.

If you are uncomfortable about the prospect of leading the project, ask your manager if there is another way you can be involved in it. Taking on at least a partial role can help you expand your skill set and increase your value to the firm.

These tough decisions and others like them can test the mettle of even the most experienced professional, mainly because there's no clear right or wrong answer. But by carefully considering your options and using sound judgment, you can come up with the best answer for you.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 360 offices worldwide. For more information about our professional services, please visit www.rhi.com. For additional workplace articles and podcasts, visit www.workvine.com.

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Recruiter Roundtable: The First 10 Minutes

by Yahoo! HotJobs

The Recruiter Roundtable is a monthly feature that collects career and job-seeking advice from a group of recruiting experts throughout the United States. The question we put before our panel this month is:

Many recruiters and hiring managers make hiring decisions within the first 10 minutes of meeting a candidate. What practical advice or tips would you give to job applicants to make sure they make the best possible impression in the first 10 minutes of an interview?

Project Enthusiasm Right Away

Applicants should know the interview begins as soon as they arrive at the employer's office, making it imperative for them to project enthusiasm and confidence from the moment they walk in the door. The fact that employers form opinions of candidates so quickly places additional importance on the more subtle points of interviews, such as giving a firm handshake, maintaining eye contact, and practicing good posture. In addition to providing strong responses to a hiring manager's questions, candidates must project enthusiasm and a professional demeanor from the outset of the discussion.

-- Paul McDonald, executive director of Robert Half Management Resources

Dress It Up

I haven't found that (i.e., making decisions in 10 minutes) to be true, and we've been focusing on training our managers to gather all the facts before they make their decision. Having said that, we're all human, so I would recommend candidates dress for success. Over-dress rather than under-dress; especially in our business environment, give a firm handshake, and use eye contact.

-- Erin Erickson, recruiter, regional banking, Wells Fargo

Prepare With Examples

The core lesson many recruiting experts advise interviewers is to not make any decisions about a candidate within the first 30 minutes of an interview. Yet, we all know that we make instant judgments when we meet people.

What we've seen as a very efficient way for a candidate to impress any interviewer is to thoroughly prepare for an interview. For instance, if you are a graphic artist, come with samples of your work. Similarly, if you are in sales, be prepared to present details of your performance from the past couple of years.

-- Yves Lermusi, CEO, Checkster

Clean Your Fingernails

Many hiring managers go on first impression and spend the rest of the interview justifying their decision. First impression is everything. Learn as much as possible about the hiring manager and the people you are meeting with before the interview. It's always a good ice-breaker to mention some of your common interests or ties and let the conversation naturally slide into the interview. Engage the interviewer in conversation. Appearance has a lot to do with that first impression, too -- dress smart and appropriate for the interview and position. I've seen perfectly capable and qualified candidates rejected because they forgot to polish their shoes or came in with dirty fingernails.

If the hiring manager is conducting an in-person interview, they have usually already seen your resume and have a good feel for your qualifications. The first 10 minutes is more about the "culture" fit than the qualifications.

-- Lindsay Olson, partner, Paradigm Staffing

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Retire at age 26? Why not?

How to Redesign Your Career
by Ken Siegal, Experience, Inc.


My father and my uncles all retired after 30 or more years toiling at the same job. But don't be surprised if I tell you that's not in your future, and you might not want it to be.

You can make a different kind of 30-year career dream come true. Look at Bruce Tulgan of Rainmaker Thinking, Inc. for inspiration.

"I was a lawyer for 428 days, then, at age 26, I retired," Tulgan says. "After going through 20 years of school and then landing a job at a big law firm in New York, I realized that my career path was obsolete.

"As you think about making the transition from college to the world of work, ask yourself what kind of career you've been anticipating. Are you prepared for the workplace of the future? Or have you been imagining a career in the workplace of the past?"

A recent survey showed that between ages 19 and 42, the average worker -- just like you -- was employed at more than 10 jobs. So much for a 30-year job.

If working for one company won't happen for you, why not work outside the company? Here's how to take charge and re-fashion that career of yours.

* Think about "moving" your workplace. Try to work from places other than the office some of the time -- either on an occasional or regular basis. Thanks to remote access, you'll see empty cubicles everywhere, as more people at more companies become accustomed to working outside the office. (If they weren't contributing to the bottom line, that wouldn't be allowed -- we all know that.)

* Make remote access work for you, and get used to making the hours you work fit you. Learn to work at night or early in the morning, then schedule appointments or meetings to fit your new vision.

* Expand the scope of what you do at your current job. Volunteer for EVERYTHING. You'll interact with more people, gain respect and self-confidence, and develop new skills and project expertise. Consider this as training for your new, personalized career.

* Be creative. First, figure out the best way to get your job done. Then figure out how to talk your boss into going along with it. This ability will become invaluable when you're on your own, dealing with clients.

* Customize your own career path -- take it slow where needed, but follow a long-term plan. Remember, don't try to live in the workplace of the past -- you're shaping a 30-year job. Supplement what and who you know with solid research.

* When you're ready to go out on your own, don't panic as you pull it all together. You're taking with you the skills and confidence you've developed and the contacts you've made (and it's not uncommon for your former company to become one of your best clients).

Tory Johnson of Women for Hire tells the story about what triggered her decision as a young professional to branch out on her own. "First, instead of working for the man, I was now working for the man's son and helping him fulfill his dream, not mine. And second, I realized that if he could do it, I could too."

And so can you.

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The New Power Jobs

by Heather Boerner, for Yahoo! HotJobs

White-hot jobs are opening up in the power sector.

"These aren't just hot jobs, they're sizzling jobs," said Christine Real de Azua, spokeswoman for the American Wind Energy Association. Wind energy grew by 45 percent last year. "We need every type of job candidate."

Indeed, with oil topping $100 per barrel, expect power industry jobs to explode in the next 10 years -- and not just in petroleum or the electric company. Want to repair wind turbines, manage a nuclear reactor or install solar panels? The jobs await.

The U.S. Bureau of Labor Statistics (BLS) and energy leaders reveal what fields are expected to grow, and they are listed below with projected growth levels through 2016, salary data, and what you need to get a related job.

Engineers

11 percent projected growth

$44,790-$145,600 annually, depending on specialty

"We're experiencing a comeback in 'dirty jobs,'" said Chris McCormick, partner and head of the energy division of venture capital firm Landmark Ventures. "While a few years ago, what we wanted were the 'clean' jobs in computer engineering, now we're back to the types of engineers who get their hands dirty with chemistry and broad-application engineering."

Chemical engineers who work with biofuels, electrical engineers who design power plants, mechanical engineers who find better ways to capture air and wind energy, and nuclear engineers who make plants run more efficiently will all be in high demand -- with salaries to match. While some engineers, like chemical engineers, may need a PhD to do their jobs, most others, like environmental engineers, only require a bachelor's degree in physics or engineering, according to the BLS.

Nuclear Power Reactor Operators

11 percent projected growth

$35,590-$75,240 annually

"When I got out of college, people told me, 'Go do other things.' The conventional wisdom was that nuclear power was going to go away," said Carol Berrigan, senior director for industry infrastructure at the Nuclear Energy Institute. "But now, with some regulatory changes, we have something like nine applications out there for 16 new nuclear power plants in the next few years."

Which jobs will grow fastest? Think Homer Simpson, but with more computer knowledge and less buffoonery. On top of the billions of dollars the industry is spending on new construction, the field's employees are aging: In the next 10 years, half of all nuclear reactor operators are expected to retire. You don't need to have an engineering degree for these jobs, but you should expect extensive on-the-job training and classroom instruction as well as licensing exams, according to the BLS.

Industrial Machinery Mechanic

9 percent projected growth

$42,350 median annual income

Someone's got to install the solar panels and repair wind turbines, and industrial machinery mechanics are often the ones who get the jobs. In solar, Tioga Energy's Executive Vice President Preston Roper said the biggest demand is for solar installers.

Both Roper and Real de Azua said local community colleges are the places to go to get the training necessary for the jobs. Many are offering specialized training in solar or wind repair work.

Skilled Trade Workers

Electricians: 7 percent projected growth

$44,780 median annual income

Line Workers: 7 percent projected growth

$52,570 median annual income

Welders: 5 percent projected growth

$32,270 median annual income

These workers repair the lines that bring power to your home and build and repair power plant structures. Want one of these jobs? Usually you don't need post-high school education, but you will need an apprenticeship through a union or other skilled trade group. The programs usually take about four years.

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6 Tips for Making Vacation Work for You

by Margaret Steen, for Yahoo! HotJobs


Vacations are meant for relaxation, but some actually cause work-related stress instead.

Some people leave the office but don't leave their work behind, making cell phone calls and sending email from the beach. Others try to do all the work they would have done during their vacation before they leave -- or find it waiting for them when they return. And some skip vacations altogether because they feel they have too much work to do.

When vacations create more stress than they relieve, this can spill over into other areas of life: health problems, impatience with family and friends, problems getting along with coworkers.

Experts offer six tips for taking a truly relaxing vacation from work:

* Communicate. Make it as easy as possible for your coworkers while you're gone. Document what you normally do, and offer to help whoever is going to fill in for you before you leave.

"You don't want to go on vacation and as soon as you're gone, people start saying, 'I can't believe they didn't do that,'" said Valerie Frederickson, founder and CEO of Valerie Frederickson & Co., a human resource executive search and consulting firm.

* Delegate. This tip applies especially to managers, whose vacation behavior sets the tone for the entire group. If the boss answers emails within 30 minutes even while on vacation, the workers will likely assume they're expected to, as well. Instead, managers can use their vacations as opportunities to give their subordinates a chance to learn new skills by filling in for them.

* Plan for re-entry. It's easy to be overwhelmed the first day back from vacation -- by email, voice mail and a parade of people waiting to talk to you. Diane Foster, executive coach and president of Diane Foster & Associates, suggests that when you book your vacation, you also schedule your first few days back. Block out time to meet with your boss and anyone who works for you -- as well as to catch up on correspondence.

"Plan for how much time you're going to need to come back in," she said.

* Unplug yourself. Try not to check in while you're on vacation. That's what Frederickson does. "We don't bring computers, we don't check our email. We just don't," she said. "And we expect our employees not to."

* Don't brag. If you're lucky enough to be able to travel abroad or relax at a Hawaiian resort while on vacation, remember that some of your colleagues may be sticking closer to home.

"Nobody on the job wants to hear that you were swimming in the Aegean Sea while they were slogging through reports," Frederickson said.

* Set goals that work for you. Not all advice fits every situation. Some people are able to totally disconnect from work during vacations; others, due to their responsibilities or their company culture, may find it more realistic to simply limit how often they check in.

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Cover Letters Count (More Than You Think)

by Caroline Potter, Yahoo! HotJobs


If you're like most conscientious job seekers, you've put a lot of time and effort into your resume. But have you given your cover letter its proper due? If not, reconsider and revamp this most valuable document.

According to a new survey from OfficeTeam, a leading staffing service specializing in the placement of highly skilled administrative professionals, 86% of executives polled said cover letters are valuable when evaluating job candidates. And if you're not worried about hiring managers, you should be because your peers are using cover letters even when they apply electronically. OfficeTeam reveals that a whopping 8 out of 10 managers said it is common to receive electronic resumes accompanied by cover letters.

If you're not sure what makes a cover letter great, follow these seven suggestions from the experts at OfficeTeam.

1. Personalize it.
Instead of addressing your letter, "To Whom It May Concern," attempt to get the name of the hiring manager. OfficeTeam recommends, "If you don't know the hiring manager's name, call the company and ask."

2. Surf the Web with a purpose.
Put your ability to scour the Net to good use by researching your target company online. OfficeTeam advises that job seekers use what they learn to "demonstrate how [their] knowledge and skill fit the job" and could add value for that employer.

3. Bridge the gap.
If your resume is a bit sketchy in terms of employment gaps, your cover letter is the place to put a potential employer's mind at ease. "Explain how you filled the time," suggests OfficTeam. "Mention professional development courses or volunteer activities." This not only shows that you've kept your skills current but also that you weren't sitting about idly between positions.

4. Keep it concise.
A well-written cover letter is priceless; an over-written cover letter will wind up in the recycling bin. OfficeTeam counsels, "Leave something for the resume." You don't have to tell your entire professional story in a cover letter, particularly when it shouldn't exceed a few paragraphs.

5. Make the first move.
Don't sit passively by after applying for a job. Rather, OfficeTeam advocates that you take a proactive stance and "identify next steps, such as writing, 'I'll follow up with you next week to discuss meeting in person.'"

6. Make no mistake.
Neither the most cautious of eyes nor spell-check program can catch every error. Before you submit your materials, read them repeatedly. OfficeTeam also proposes, "Have a friend or mentor read [them] as an added precaution."

7. Let the applier beware.
If you want to increase the odds that your cover letter will be read, OfficeTeam leaders say, "When applying through online job boards, always choose the option to add your cover letter to your resume. When emailing application materials to a hiring manager, paste your cover letter within the body of your message."

Giving your cover letter the attention it deserves improves your chances of capturing a hiring manager's attention.

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Boundary Crisis Management

Minimizing How a Personal Crisis Affects Your Work Life
by Clea Badion, Robert Half International


We all have those days: Your car won't start, you spill coffee on your shirt, or you get a call from Uncle Sal, who wants to chat even though you're already running late. But by the time you walk through the office doors, you're usually able to focus on the day ahead and leave any personal tribulations temporarily behind.

Sometimes, however, what happens outside of work makes it challenging to be a model of professionalism on the job. Whether it's dealing with a death in the family, divorce or prolonged illness, your ability to focus and interact with others can be impaired. Following are some tactics you can use to help manage during tough personal times.

Take time. Certain events shake you to your core, and even though going back to work may provide a distraction, you probably won't be on your "A" game. You might, for example, have trouble concentrating or overreact to things that are usually all in a day's work. The best way to regroup may be to take some time off, either by using personal days or taking advantage of your company's extended leave policy.

Get the word out. Everyone reacts to personal ordeals in different ways, but it's not uncommon to be overcome with emotion when you least expect it. Make it easier for yourself -- and your colleagues -- by being upfront about your situation. You don't have to offer details; just let people know that you are having difficulties in your personal life. If you're uncomfortable telling colleagues directly, ask your manager or a coworker to let others know the basic circumstances on your behalf.

Remember, awkwardness is the norm. Some of your colleagues will be hesitant to speak to you, and others will want to talk more often than you'd prefer. If you don't want to discuss what's going on, politely let curious coworkers know when they bring up the subject. Your own reactions might be off as well. If you are brusque with your colleague or miss a deadline, apologize and do what you can to rectify the situation.

Know what you need. After a calamitous event, some people want to take on more work, and others need a lighter schedule. Speak to your manager to see what accommodations can be made to allow you time to recover. Also, don't be afraid to ask your colleagues for help. Letting them cover for you on a project for a few weeks isn't nearly as damaging to your career as submitting sub-par work. Most people will be happy to help you out if you're going through a challenging personal time.

You may want to get back to normal as soon as possible after a distressing event. But keep in mind that tending to your needs -- whether by taking time off or adjusting your workload -- and allowing yourself time to recover are the best ways to get both your professional and personal lives back on track.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 360 offices throughout North America, South America, Europe and the Asia-Pacific region. For more information about our professional services, please visit rhi.com. For additional workplace articles and podcasts, visit workvine.com.

(hotjobs.yahoo.com)

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How to Make Your Boss Love You

3 Steps to a Better Performance Review
by the editors of Experience.com


You can make your performance review a "rewarding" experience for your boss (and for you!) Here's how to get your boss in your corner.

It's rare for someone to actively look forward to a performance review. If you have some hesitation, chances are your boss does, too.

Not too long ago, management guru Peter Block said, "The performance review is the company's opportunity to prove to you, once again, that they own you." But it doesn't have to be that way any more.

Managers spend years trying to master the art of giving a really good performance review. But you can make the performance review process much more fun, much more stimulating, and much more enriching for both parties. Make it as easy as possible for your boss to write you a terrific review.

Your boss may have some idea of your accomplishments, but is probably not keeping close tabs. Most managers conduct and write up a group of performance reviews at once. Unfortunately they are often under deadlines set by the human resources department and by their boss. You have to build the case for yourself. The better prepared you are, the easier it is for your boss.

Here's what you can do to help your boss look forward to your review.

1. Document your accomplishments.

No one is paying closer attention to your work than you are. The performance review, and the promotion or salary increase that often goes with it, goes much better if you make a habit of keeping good notes about your accomplishments. The company (and your boss) want to know what you've done for them lately.

Keep a job diary. Your first day on the job is not too soon to start. Make a habit of writing down what you did and how it helped meet the company's objectives. Keep lists or spreadsheets, and think about what you would like to accomplish next year.

Other people's feedback is also valuable. If someone sends you written kudos, put them in a file. If someone says something complimentary, ask him or her to put it in writing.

2. Document your attitude.

Performance is about results, but not just about results. Attributes such as positive attitude, willingness to put in overtime, and quality of work, are essential. Include a few good stories about your work in your diary to illustrate what you added.

3. Make the grade.

When you get constructive feedback in a performance review, listen to it carefully and objectively. If part of the feedback is difficult to hear, take some time to consider what was said. Companies value employees who can accept professional guidance.

The performance review is usually a separate conversation from the discussion of raises and promotions, but it is related. And that's why you need to make it as easy as possible for your boss to love you and your work -- so it'll be easy for you to start cashing in on a nice raise.

Then, the day after the performance review, it's time to write in that job diary again.

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What Your Inbox Says About You

by Clea Badion, Robert Half International


For most people, email can either be friend or foe. Chances are good this tool has helped you better communicate with colleagues and improve your productivity. Chances also are good you've been locked out of the corporate email system for keeping too many messages in your inbox, leading to frustration and the loss of valuable time from your busy day.

If you think of the inbox as a metaphor for your personality, you likely fall into one of two camps: the Perfectionist or the Procrastinator. The first type relentlessly checks email, archiving or deleting items as they arrive; the second actively avoids the inbox and has countless unread emails awaiting replies.

Following are some suggestions for those at both ends of the email management spectrum:

The Perfectionist

You have a Pavlovian-like attachment to your inbox. Every time the computer trumpets the arrival of a new email, the Perfectionist stops to check on it, immediately responding to the message, then archiving or deleting it. While you are likely highly organized, responsible and responsive, there are some downsides to such aggressive email maintenance.

For one thing, because you are always interrupting yourself to check email, you constantly break your workflow and may find it difficult to focus on projects, especially those that require sustained concentration. And by responding to and filing away your messages right away, you may miss part of what someone has written. How many times have you sent a message only to remember useful information you wish you had included a little later? If you have flexibility, give yourself some time to contemplate an answer before replying.

Perfectionists frequently have a hard time saying no, and other people can take advantage of this. After all, if you always respond to messages quickly, you'll be one of the first people contacted whenever there's an urgent matter. While you want to help out when you can, you also want to avoid becoming the "go to" person for every emergency, which can cause you to neglect your own assignments.

The Procrastinator

You know who you are. You have no system of inbox organization and probably feel a sense of dread or guilt (or both) whenever you open your email. You frequently misplace messages and waste a lot of time by searching for them.

Surprisingly, many Procrastinators suffer from overpoliteness: They feel they need to respond at length to each email, so, lacking the time, they ignore the messages altogether. A better tactic is sending a brief message saying you're in the middle of a project and will provide a more complete answer, if warranted, later in the day or week. (And then do exactly that!)

While you don't have to become a Perfectionist, you do need a workable system to manage your onslaught of email. You can cut through dozens or even hundreds of emails by simply deleting spam, reminders about meetings that have already occurred or messages you were copied on but don't need to respond to. You might also create folders for email that needs to be addressed today, tomorrow or within a week. Set aside regular time to comb through the emails you've put in folders so you can be sure you follow up on them; otherwise, you've only created a more complex system of procrastination.

The way you manage your inbox likely offers insight into other areas of your professional life, and adjusting your email habits could lead to changes elsewhere. Tidying up your inbox, for instance, may prompt you to organize your paperwork better. So whether you're a Perfectionist or Procrastinator, look for ways to improve your message-handling habits -- chances are an adjustment or two will prove beneficial.

Robert Half International is the world's first and largest specialized staffing firm and has more than 360 offices worldwide. For more information about our professional services, please visit rhi.com. For additional workplace articles and podcasts, visit workvine.com.

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