Most resume writing guides focus on using power words or words that can persuade an employer to schedule an interview or to at least keep reading their resume. But what about those words that may cause an employer or recruiter to dump your resume in the trash?  What words should job candidates avoid using if they want to increase their chances of landing that interview? Let's take a look:

Avoid abbreviations and acronyms.  Although people at your former job may be familiar with certain abbreviations or acronyms, assuming that the recruiter/employer reading your resume is not familiar with the abbreviations or acronyms is probably the safest route.  The last thing you want is for a recruiter or employer to trash your resume because they had no idea what you were talking about. If you feel that you need to use an acronym or abbreviation, use it sparingly and offer a footnoted definition.

Avoid using negative words to describe anything, including your former job, school, co-workers or boss.  Negative words such as boring, mean, bossy, angry or stupid are all no-no's when it comes to your resume.

Avoid using personal pronouns such as "I" or "Me."  Just say, "Litigated 20 case for XYZ firm" instead of saying "I performed litigation for XYZ firm."

Avoid using words that are not commonly used and that the reader may not understand. Keep it simple. If your resume is written with a lot of $100 words that sends the recruiter or employer running for a dictionary, it's doubtful that your resume will avoid the trash bin.

As the economy continues to shed jobs, many legal firms and other employers have become more cautious about hiring.  Unfortunately, disabled job seekers are often hit hardest. According to government statistics, in any given month well over 16 percent of people with disabilities are unemployed, well above the national average.  But there are some things that disabled job seekers can do to increase their chances of finding employment:

1. Consider in advance if and/or how your disability could impact the position you're applying for.  If there will be no impact you may choose to not disclose the disability. You are not required to disclose a disability to an employer. But of course, if you need special accommodations, i.e. a wheelchair ramp or devices for the blind, you will need to disclose the disability.
2. Talk to the legal recruiter about their recruitment process. Know all of the steps in the legal recruiter's process will help you prepare. Will you need accommodations? If so, you can request those accommodations in advance if you prepare. Make sure you understand exactly what you need and be able to clearly explain your needs to the employer/recruiter.
3. If you have significant work gaps in your resume because of your disability, it may in fact benefit you to discuss this in the cover letter or interview.  For example, if you were an active duty armed forces member who was injured in the line of duty, mentioning this could serve as a candid window into your life experiences and your ability to overcome adversity.

One final thought on disclosing your disability.  If your disability requires accommodations on the part of the employer, it would be unwise to wait until the last minute to disclose the disability and your accommodation needs--i.e. showing up for the interview in a wheelchair could create unnecessary embarrassment for an employer who had an interview location with no wheelchair access. Disclosing your need for a ramp would eliminate this problem and get the relationship off to the right start.

A recent report by the National Association of Women Lawyers revealed that women attorneys still lag far behind men in earning power and attaining positions that will give them an opportunity to advance significantly in their field.

The report said: "The pay gap between men and women equity partners narrowed slightly this year, with men earning $565,200 on average and women taking in $499,350 — or 88% of their male counterparts' pay, compared to 87% last year."In some states women are dropping out of the legal field in alarmingly high numbers:  "The Women's Bar Association of Massachusetts released a separate study on Oct. 15, showing that women in the state have left the profession in greater numbers than men. In Massachusetts, women now make up about 57% of inactive lawyers and 34% of active attorneys."And of those women who are active, a disproportionate number of them are concentrated in low-paying sectors.

"Of active women lawyers, 69% work at law firms, 15% for government agencies and 5% for nonprofits, the study said. The figures for men are 81%, 7% and 2%, respectively."

How can women attorneys position themselves to get a bigger slice of the pie?

1. Find a mentor. It is important that women attorneys identify successful women or men in their field who can help guide them through their career.

1. Create alliances.  There are no lone wolves on the legal career path or any career path. Women attorneys who want to be successful must create alliances with other attorneys, judges and legal professionals who can help them open the doors to grander opportunities.

1. Demand that your spouse/partner is an equal partner in caring for children and that your career needs are made a priority in the household.  Many women attorneys' career plans are derailed when they are forced to take care of 100% of the child care needs in their household and this can contribute to lower pay over the course of her career.

(source: http://www.law.com/jsp/nlj/PubArticleNLJ.jsp?id=1202434957315&Survey_says_Women_lag_far_behind_as_rainmakers&slreturn=1&hbxlogin=1)

 

  The internet provides many popular social networking choices today, like Youtube, MySpace, Twitter, and Facebook, but if you are not careful, what you put out there about yourself can harm your chances of getting that dream job. 

Aside from customary reference checks of previous jobs, prospective employers are increasingly using these common internet sites to quietly and informally investigate your background and discretely probe your private life.  Whether this is intentional or not, a future employer can and will use the internet to Google your name and check your past.  For example, for those job seekers who still have not cleaned up their MySpace or Facebook page, you are only decreasing your chances of landing a job.  With the job market as tight as it is these days, employers are not impressed with your pictures of last night’s crazy party or that wild weekend with friends.  That said, what you do in your private life is your business.  Just keep in mind that the photos or videos you put on MySpace YouTube and what you write on Twitter will be exposed to the world.

What can you do to make your social networking page employer friendly?  Here are some suggestions: 

·       Resist putting up pictures or videos you think would potentially shock or offend an employer.

·       Avoid writing anything you feel would be too personal or embarrassing for an employer to read.

·       Be mindful of what you post at all times.

            Don’t forget that social networking sites can be an asset when you’re looking for work; just remember to use them as a means to enhance your background, not hinder it.  Best of luck in your job search!      

  Wendy Oliveras is a columnist, author, search consultant, and career planning and development advisor in Jersey City.  She can be reached at (201) 947-6662, via email wo@oliverascoinc.com; http://twitter.com/WendyOliveras; or http://linkedin.com/in/wendyoliveras.  For further information please visit www.oliverascoinc.com.

During tough economic times, some recruiters may feel tempted to engage in practices that are not illegal but may be considered unethical by others. We all want to engage in ethical behavior; but how does a recruiter draw the line between, playing tough and playing unfair/unethically?  Let's take a look what ethical recruiters need to look out for when aiming to be fair during hard times:

1.  Be honest.  Don't use deception to secure clients or candidates. Many candidates have complained that recruiters have engaged in "cattle calls" for jobs that don't exist.  While others misrepresent the benefits of a job, especially salary.  Also, avoid "inflating" a lackluster candidate's experience and competency simply to secure a job order.  Being honest will increase the chances that your business will survive the recession and beyond.
2.  Treat everyone with dignity and respect.  Right now the job market is tight for candidates; however that does not mean that it is okay to disrespect a candidate.  If a candidate has taken the time to submit an appropriate resume and has taken your assessments, you should take the time to respond with at least a thank you email. This can be an automated process. It's tough out there for candidates and a little compassion can go a long way.
3.  Submit candidates with class. If you are attempting promote candidates, do not submit candidates to firms unless they have pre-approved the submission.  Do not in any circumstances ‘blast’ their resume to multiple firms hoping for a hit.

Editor's note:  If you would like to more about ethical guidelines for recruiters, please visit http://www.nalsc.org/. 

Many job candidates, new and seasoned veterans alike, hate to write a cover letter.  But often a cover letter can mean the difference between having your resume read and responded to immediately or put in the "read later" pile. And we all know where the "read later" pile eventually ends up. To help you get more motivated about crafting an excellent cover letter, let's take a look at some of the realities of how a cover letter is used and viewed:

1. Every job candidate should understand that a cover letter is simply a brief and powerful sales tool--if done right. If done wrong it can be a "door closer." The main purpose of a cover letter is to catch the employer's attention and make them want to know more. Ideally, a cover letter will convince an employer to call you for an interview.
2. The cover letter is a single page introduction from you. It is not a rehash of the facts in your resume. In the cover letter, the candidate must take the opportunity to tell a compelling story about why they are the best candidate for the job.
3. Good cover letters always address an employer's perspective.  When writing a cover letter, candidates must address the employer's needs, wants and express how they can bring value to the company. For example, if an employer emphasized their need for someone who can meet deadlines, you should offer an example of how your ability to meet deadlines positively impacted a former employer.
4. The best cover letters are specific; but brief.  Avoid long and boring statements in your cover letter. Get to the point quickly and do it in a way that piques the interest of the employer.

There are several benefits to working with a legal recruiter, especially in a tight job market. Let's take a look at a few:

1. The number one benefit to working with a recruiter is the ability to get a crack at the best jobs before the competition.  Oftentimes employers come to recruiters first, before placing a job opening on job boards or in publications. Employers understand that recruiters often have access to some of the best talent, which has already been vetted and "pre-approved" for the parameters of their job. Because of this fact, employers want to check in with legal recruiters first, before they go through the trouble of processing "unscreened" candidates themselves.
2. Get access to insider knowledge about the employer. Many recruiters have worked with their clients for years, placing several candidates in various positions. This experience gives them access to insider knowledge about the employer that you would not otherwise have access to. With this insider information you can highlight your skills, experiences and aspects of your character that fit the bill. For example, if an employer prefers candidates who have a knack for working with close-knit teams that can sometimes become stressful due to pending deadlines, during an interview you can share with them how you made the best of a similar situation with a former employer.
3. Have an extra helping hand with your job search.  Even with a job search, working alone is not as good as having another person looking out for your interests. A legal recruiter will submit your resume to employers and even setup interviews with employers that you're a good fit for--all without you having to lift a finger.

Before the arrival of social networking tools, recruiters were limited to staying in touch with prospective clients via telephone or even email.  But now, with the advent of social networking sites such as Facebook, Twitter and LinkedIn, staying on the radar of potential clients has become easier than ever.  Here are some tips on staying in touch with potential clients using social media tools:

• Create a professional profile for LinkedIn, Twitter and Facebook.
• Invite potential clients to connect with you. Once you sign-up, each of the sites above will ask if you want to invite people in your email account's address book.  This is where you need to get savvy. Avoid sending out a generic, mass invites to the 1,000 people in your address book, instead contact them individually and offer customized invites for each.  For example, "Hi Judy! It was great meeting you at the Chamber of Commerce dinner last night. I would like to invite you to join my network."  Customized invites are more likely to get a response than generic ones.
• Once you're set-up on the social media sites, create a system for disseminating useful information to your "friends."  This can be new articles, events or other critical information you want to share.  But be careful not to overdo it.  Sending out information should be done no more than once a week, otherwise people may choose to unsubscribe.

For new law school graduates, conducting a job search can almost seem like navigating a maze.  Yes, we know that you held a total of 5 jobs during your undergraduate and law school years; but finding a job in the real world is different and a lot tougher. To make it a little easier to navigate, here are some tips for the first time job seeker:

1. Understand the current environment.  The worst thing a job seeker can do is to fail to gauge the current employment environment.  Underestimating the difficulty you will face while looking for your job can create a job search that's frustrating and filled with disappointed.  It's important to understand that right now we are in a serious recession. What that means is that unemployment is reaching 10 percent nationally and in some locales, it has already exceeding 10 percent. Many law school graduates are left in limbo as law firms delay or cancel their start dates. If I had to rate this employment environment on a scale of 1 to 10, I would give it an 8 for very difficult.  Be prepared, you will need to work harder and smarter if you plan to land any job during this recession.
2. Understand what you have to offer and what the job market is looking for now.  Is there a match?  As a first time job seeker, you are competing with much more experienced and skilled candidates, which makes it imperative that you carefully and honestly measure your qualities against those that are sought after in the job market today. When you apply for various positions make sure you emphasize those specific qualities you have that the employer is looking for.
3. Make the right connections.  For the first time job seeker, it is especially important to focus on building relationships that you can eventually leverage in your job search. Oftentimes your resume may not compete well with more experienced workers; but one-on-one connections can give you an edge.  Remember, when networking you are focusing on long-term relationships that are based on reciprocity.  What do you have to offer the connections you make?

If you're like most recruiters, securing a job interview for your star candidate is only half of the battle. The other half takes place in the interview; but once your candidate steps into that interview, the results are basically out of your hands. But there are a few things you can do to increase your candidate's chances of securing a job offer:

1. Give your candidate the inside scoop.  If you have information about an employer that may be helpful for a candidate who is preparing for an interview, share it.  The most prepared candidates are the ones best positioned to secure the job.
2. Remind your candidate of what you think makes them the ideal person for this employer.  Whether it's certain experiences, skills or abilities, make it point to highlight why you think the candidate works for this job.  You may even want to include the information in an email to the candidate.
3. Ask the job candidate to write down a few of their most significant and relevant accomplishments. You may even want to encourage them to practice talking about those accomplishments with a friend. Remind them to create a short, concise; but powerful "elevator-style" pitch that sells them to the employer.

1. Remind novice candidates of the basics.  Not that we want you to behave as a "babysitter" but many candidates who are new to job hunting may not be aware of some basic do's and don'ts for interviews.  Take the time to remind them.  You may even want to create a simple one-sheet for this purpose.

Have you ever worked with someone who made your day at work a living hell?  Well, I have and it was really difficult for me to want to come to work.  This co-worker was always in a bad mood, tardy, lazy, and hostile.  As a result, I felt stressed out and unhappy.  I remember asking myself, how can one person have such power over others and create such friction and toxicity in the workplace?  Luckily, however, this person moved to another state, so I did not have to leave my job.  But sometimes, there can even be more than one toxic co-worker.  So, what do you do?  The reality is that we all have flaws, and working with difficult co-workers is a commonality in the workplace.  The key is to identify the toxic co-worker(s).  Try to understand where this behavior comes from.  Although there is no excuse for anyone treating others with disrespect or creating unnecessary problems at work, the truth of the matter is that their personal problems consume them and they need help with coping with these issues. 

Let’s consider that there are many underlying reasons which create difficult co-workers.  Your concern should be on how that co-worker’s behavior is affecting you and what you can do about it.  Is it not true that happy people promote congeniality in their work environment, while unhappy people, whether intentional or not, create unnecessary difficult working relationships with others?  There are many people who just do not like to be told what or how to do their job.  The bottom line is that toxic co-worker(s) are detrimental to the growth of a company.

That said, working with difficult co-workers is a challenging effort, but there are some positive and proactive steps you can take in order to deal with this type of situation.

•     Be professional about your response to a toxic co-worker(s).

•     Be patient and try to understand that this negative behavior is coming from somewhere.

•     Avoid confrontations as much as possible.

•     Keep your cool!  Control your emotions and do not allow yourself to get caught up in unnecessary arguments or confrontations.  Remember that you are at work, and this is a place of business! 

•     Be honest and speak to someone in human resources, your supervisor, manager, or upper management about what is occurring and how it is affecting you.  The good thing is that there are rules and regulations which management and human resources rely upon when dealing with such difficult employees.

•     Depending on the circumstances, if things really get out of hand and you have exhausted all other measures to get help in handling this situation, then maybe you should either consider finding a more suitable place to work or speak to an attorney for advice in weighing your legal options.      

Regardless of where you work, however, you should never accept working in an uncomfortable or harmful environment.  Talk to your boss and identify the toxic co-worker(s), as well as describe how this negative behavior is affecting you, as well as others.  Don’t be afraid to express how this co-worker(s) is causing low moral and productivity in your department or office.  By not speaking up, you are only enabling and perpetuating the stressful circumstances that a difficult co-worker(s) can promote.       

  Wendy Oliveras is a search consultant and career planning and development advisor in Jersey City.  She can be reached at (201) 947-6662 or by email at wo@oliverascoinc.com.  For further information please visit www.oliverascoinc.com.

 

As many employers feel the need to cut expenses, some are opting to offer less pay to new hires.  So what should a job candidate do if they receive a job offer that's paying less than what they were making before? Consider the pros and cons to accepting that job offer before you make any definite decisions.

Reasons Why You May Want To Accept That Lower Paying Job

1. There's an opportunity to make more money over the next 3 - 5 years.
2. There's an opportunity to advance in the company.
3. The culture of the company is more conducive to your personality than similar, but higher paying gigs.
4. The job is paying less; but there's an opportunity to do more exciting work or work that you're passionate about.
5. The job is less stressful, offers shorter work hours or has a shorter commute time.

Reasons Why You May Not Want To Accept That Lower Paying Job

1. The lower pay will require you to make significant changes to your lifestyle.
2. The lower pay comes with a less prestigious job title.
3. The job doesn't offer solid benefits that compensate for the lower pay.
4. Accepting the lower pay may make it difficult to demand higher pay at your next job.
5. The job doesn't offer pay increases that are in line with your financial goals.

If job seekers want to outshine the competition and win highly sought after jobs, they need to do what few others are willing to do.  Below are some insider tips on what it takes to really outshine the ordinary job seeker on a job interview:

Tip #1 - Do your research.  No, I'm not talking about just going to the employer's web page and perusing their "about us" section.  I'm talking about real research.  Look for articles written about the company. Find out what new things they've achieved, partnerships they've formed or awards they've won.

Tip #2 - Ask the right questions.  And not just about your position.  Ask questions about the vision and goals of the company and use your research to form these questions.  One of the biggest mistakes that job seekers make is that they fail to ask employers questions that are specifically related to their business.  Instead, they ask general questions that could be asked of any employer.  The best questions to ask are those such as:  "I read the article about your $24 million lawsuit judgment, how often does an associate have the opportunity to work those types of cases?"  or "The President of your firm, mentioned in a recent article that he believed that the best cases are won before you even enter the courtroom, what do you think about that?"

Tip #3 - Find out what problem the employer needs solved and discuss solutions in your interview.  Most job seekers only discuss how the employer can solve their problem which is their need for a job.  Think about the employer's needs first.

 

 

Although job skills and competency are critical to long-term success at a company, culture and personality match between the candidate and employer is just as important.  For recruiters, matching the right candidate to the right company culture is important for creating employer/candidate matches that last. Here's what you need to know to make the right match:

Know your candidate. What is your candidate's personality? What do they really desire out of a job?  If you ask them directly you may not get a straight answer and it's not because they don't want to be honest. Oftentimes, people are not aware of what they really want or which personalities they mesh best with, at least not consciously. But using some readily available assessment tools you can find out about your candidate's personality and what type of personality and company culture works best for them.

Know your client.  Understanding your client's company culture is critical to making the right candidate choices for them.  But understanding your client's needs is not just limited to understanding the general company culture; you also need to know a little bit about the personality of the manager that will supervise the candidate if they in fact take the job.  Having a good match between a manager/supervisor and the candidate's personality is critical to workplace harmony and long-term success in the position.

 

  Leopard Solutions has a history of working hard to offer their clients the best professional systems to aid them in legal recruitment.  Our products set a higher standard than any other service and our clients can attest to that fact.  Over the past year, our focus has grown to include providing free services to both legal recruiters and attorneys.  Our attorney website was designed to bring attorneys to the table, deliver important information and to bring attorneys and recruiters together.  Our free job board now has 2000 visitors per week, and attorneys are applying directly to recruiters for opportunities posted there.  The job board remains a FREE service for all to use – attorneys to search and recruiters to post.

Our goal is to be more than just a data provider. We are seeking to be the ONE place that attorneys, recruiters and law firms need to go for news, finding employment, reaching out to others and law firm information.  We continue to grow, adding value and important tools that both clients and guests can use.  Our law school project involves law schools around the country and brings their students and alumni to our site for research and job information.  Our attorney site helps attorneys research their moves and locate recruiters to aid them in their search.  The Leopard List, Leopard Job Search and Leopard Reporting help our clients in countless ways, and gives our clients back the valuable gift of TIME. We provide the job orders, research and attorneys they need to perform their job quickly and effectively at a cost savings our clients recognize early on. 

This week, we will be providing yet another FREE service to the industry.  No matter what your experience is, no matter how long you’ve been recruiting, there is always something new to learn.  If this downturn has taught the world anything, it’s that you must adapt to survive.  New methods should be explored, new streams of revenue discovered and new ways to conduct your business considered. 

On Wednesday, October 14^th at 4:00 EDT, Leopard Solutions will be sponsoring a live webinar with recruiter trainer, Scott Love.  The topic will be, ‘How to Beat the Odds and Win Big in a Down Market’.  As a consultant and trainer to the industry, Scott has helped organizations gain better margins by improving their operational performance and client development strategies, and has helped recruiters to master the business and get better production with more peace of mind.

Leopard Solutions invites clients and special guests to attend the free session.  Clients will find login information on their user home page and guests can email us for login information. We hope that you’ll join us for the session and join our legal community by taking advantage of all we offer!

HOW TO BEAT THE ODDS AND WIN BIG IN A DOWN MARKET

What if there was a way to help insulate your desk from economic risk in how you do business? During lean times, the business is going to go to someone, but not everyone.  Will it go to you?  During this program, Scott Love will share a specific model of success during lean times in the recruiting and staffing business.

Wednesday, October 14^th 4:00 EDT

Email us for login information: info@leopardsolutions.com

Interviewing for a job is very much like being on a blind date and meeting someone for the first time.  You do not know what to expect.  However, the formality of a job interview is much greater than an initial social meeting, but the idea is basically the same.  The purpose of a job interview, regardless of its nature, is for a prospective employer to have the opportunity to meet with you in person or to speak with you on the telephone in order to compare you to other potential candidates who are also applying for the same position.  This is why I highly recommend that your resume and interview preparation be made in advance.  Keep in mind that resumes containing grammatical errors are almost always immediately rejected, as well as showing up for your job interview late and inappropriately dressed can also validate a pass on your candidacy.  Notwithstanding, the following is an outline of useful tips to help can become a more confident applicant in your face-to-face or telephone interview.

TIPS - FACE-TO-FACE

•     Make sure to practice interviewing prior to the interview.  Perhaps you can have mock interviews and involve your family or friends to help you practice your techniques.

•     Do not leave your cell phone on.  Make sure that your cell is shut off prior to entering the office.

•     Know your 30 second pitch.  At some point, you may need to explain why you are a perfect fit for the position.

•     Dress for the job you want.

•     Try to articulate your words and sentences as best as you can.  Try to avoid saying any slang words or phrases, such as “Yeah – instead of Yes”; “You know”; and “Umm”.

•     Make sure you conduct your due diligence about the company before the interview.  If you do not know enough about the company, this may turn off to the interviewer.

•     Do not talk too much about yourself and how great you think you are.  Allow the interviewer to talk and take the lead. 

•     Don’t forget to follow up by sending a thank you note by email or letter. 

Alternatively, if you live in another state where the employer is located, some companies may opt for an initial telephone interview as phase 1 of their interview process.  If a telephone interview is requested, please do not assume that it is less challenging than a face-to-face interview.  Though a telephone interview may alleviate some anxiety about what to wear, there are still several guidelines I suggest you follow to help you conduct your telephone interview in a more professional manner. 

Tips For Job Interviewing Continued..

This recession may be tough for the job seeker; butinternship opportunities can still be had with the right focus andstrategy.  Even if you're aseasoned veteran, adult internships can be the perfect opportunity for learninga new skill or getting experience in a new field.  Here's what you need to do about snagging an adult internship:

1. The first thing you need to do is determine what you goal is for the internship. Do you want to learn a new skill, get experience in a different field or get access to a company that you've been eyeing for long time? 
2. Next, you need to target and research the organization that you want to intern with. Do they have a history to working with adult interns?  Or, will you need to do a little convincing and educating on the matter?
3. Determine in advance how your internship with the company will help them and you.  Remember, this isn't your college internship opportunity so you won't be simply shuffling paper.  Find out what skills you have to offer and what the company has to offer you.  Write a clear and concise proposal for the company explaining how your internship will benefit them and what you expect to get in return. 

Most job candidates understand the importance of presenting a good resume, dressing well and speaking well for an interview.  But what's often overlooked by many job candidates is the unspoken message that they're sending to potential employers during a job interview.  Body language is an important communicator and every job candidate should at least be aware of what they may be telling interviewers with their posture and movements. Let's take a look at some of the messages you may be sending unknowingly:

• Crossing your legs with one shaking over another could be a sign of discomfort.  Make sure that when you enter the room for a job interview you take the time to get comfortable and position yourself where you can see all of the interviewers to avoid this and other signals of discomfort such as twisting around in your chair to engage with someone who is off to the side or even behind you.
• Folding your arms across your chest could send a signal that you're on the defensive and not really engaging with the interviewers. If you see any of the interviewers fold their arms across their chest this could be a sign that they may be losing interest in what you're saying. If you've been talking for awhile, at this point quickly wrap up your comments.
• Slouching in your seat, it not just bad posture and bad manners for an interview, it could send the signal that you're unprepared or disinterested.
• Rubbing your nose, despite being unsanitary, is also a signal that you are not being honest. 

Remember, body language is often unconscious.  The best way to avoid sending the wrong message with your body language is to arrive on time, prepared and take the time to get comfortable in the interview room.  If you find yourself sending the wrong message with your body language, don't panic; just take the time to make corrections.

  

Studies have found that the most effective job seekers possess three essential attitudes that improve their chances of finding employment.

Attitude # 1 - Self-DisciplineThe most effective job seekers demonstrate self-discipline in every area of their job search.  Whether it's the application process or an interview, they're willing to do the work required of each task. The self-disciplined job seeker is able to create a solid job search strategy that includes long-term goals and daily activities that will help them achieve those goals.  For example, the self-disciplined job seeker may want to apply to 100 jobs in 30 days, he/she would therefore apply to 3 to 4 jobs a day to reach that goal while tracking their efforts.   The self-disciplined job seeker doesn't rely on excuses only action.

Attitude #2 - Healthy Self-EsteemA job seeker with healthy self-esteem is not easily rattled by rejection.  He/she measures their success not by the number of "yes's" they receive but by the amount of things they have done which are in their control.  For example, if the job seeker knows that he/she has applied to 100 jobs each month, and still has not received a job offer, the lack of an offer does not rattle him/her because he/she knows that he/she did the work.  Because of this job seeker's healthy self-esteem he/she can push forward in the face of rejection where other might give up.

Attitude #3 - Commitment To ExcellenceA job seeker who is committed to excellence doesn't just haphazardly apply to 100 jobs; but he/she carefully applies to each job, doing the research and strategizing necessary.  The job seeker makes sure that the resume and cover letter is customized for each position and would prefer to apply to fewer jobs if that's what it takes to apply with the amount of care necessary to increase their chances of an interview.

When matching the right candidate with client needs, it is critical to look beyond the job description and consider the possible growth and changes that will take place in the job and the company as a whole.  Recruiters must investigate the flexibility of each candidate to find out how adaptable they are to change and how well them will grow with the potential employer. Here are a few things you need to look for in candidates to determine their level of flexibility.

#1 - Does the candidate enjoy his/her work?  This is a critical question because as the job market tightens many candidates may apply for positions as a temporary stop-gap until the job market improves. Candidates who are using a job as a stop-gap will be unlikely to show flexibility or willingness to adapt with a growing company.

#2 - Is the candidate able to tolerate rapid change?  Candidates who are flexible usually are able to tolerate situations that change rapidly especially in a fast-paced company. One way to determine if a candidate can tolerate rapid change is to quiz them about situations at former jobs that required them to adapt quickly to change.

#3 - Is the candidate willing to change the way they do things to "fit into" a new company culture? It's important that candidates are willing to change work habits if they want to work with a new employer's process as opposed to against it. To find out if a candidate is willing to change their way of doing things, ask them about a situation that challenged their way of thinking or doing things. Did they change? Do they acknowledge that they could possibly be wrong?

As we approach the end of the year, it's time for each recruiter to evaluate their progress this past year and identify and plan for their needs in 2010.  Here are some questions every recruiter should ask themselves:

What are my revenue goals for the coming year?  Try to determine how well you did last year and how you will grow in 2010.  Will you target a different market for clients?  Will you create a different rate structure?  Will you focus on retaining clients for the long-term?  Determine your strategy for revenue growth.

Has my current infrastructure been a support or hindrance to achieving my goals for 2009? How can I improve my infrastructure to improve my chances of meeting my 2010 goals? Infrastructure could include software, technology, systems and/or hiring processes--basically anything that serves as a foundation for your business.

What have been the most effective recruiting strategies for 2009?  Where are the best places to reach my target audience based on 2009 performance?  Which strategies will I improve and/or implement to get access to the highest quality talent?

How can I keep operating expenses low during this recession?  Look at ways to save money by assessing your needs and cutting out the fat in your budget.  For example, you may decide to migrate most of your marketing efforts online and save on postage costs for your business. Take the time and take an honest and thorough look at your budget and cutback wherever possible.

In today’s tense job market, things can be so overwhelming.  You may either be unemployed, a young adult seeking to enter the work force for the first time, or thinking about making a new career change.  Regardless of your current job situation, it is perfectly okay not to know what you want to do.  For many people, being stuck in a position just to earn a paycheck or having a dead end job with no growth potential is an unfortunate reality and not a healthy alternative.  Eventually, for those workers who are in unhappy job dilemmas, frustration and dissatisfaction in their positions can cause physical illness.  Job stress and anxiety can be promoted by the work involved or the people they work with.  Some people simply feel trapped and have no vision of what their future could be like.  They cannot see past their current situation nor take the time to explore what other career options exist for them.   
 
The good news is that there are hundreds of career options out there.  The tricky part is being able to figure out which career is right for you and what makes you truly happy.  If you invest the appropriate amount of time and effort it takes to prepare for a career change, then it is worth the sacrifice in the end.  Potential employers do not knock on your door and offer you a great job opportunity.  No, you have to plan, prepare, train, and go out into the world and make it happen for yourself.  If you do not know where to start, perhaps seek the advice of a career counselor or a career development professional that can guide you in the right direction.  The point here is that only you are in charge of your career destiny.
 
With this in mind, the following is an eight point guide that will help you to stay focused in your quest to choosing a career.
 

1. Like anything else, you have to start somewhere.  So, why not begin by assessing yourself.  What are your values, interests, and skill sets?  What do you like to do?  Do you have a hobby or are you really good at something naturally?  These aspects and/or attributes about yourself are important to recognize because they are the building blocks for your new career.  If you require further self-assessment tools, then I recommend you take career tests that will help to organize your information, narrow the occupations that you are a good fit for, and help you discover your interests and capabilities further.  There are many free career tests on the internet.      
2. List the jobs of interest to you.
3. Conduct due diligence and explore these jobs.
4. Network with persons who are actually in these occupations and get their first-hand knowledge, thoughts, and experience about these positions.
5. Narrow down your list of jobs and make a short list.
6. Begin to actually set your goals.  At this point you should have chosen a career.
7. Make a list of how you are to reach your goals and create a career action plan.
8. If necessary, begin your training for your newly chosen career.

 Choosing a career is a challenge, but not an impossible goal to achieve.  Life is what you make out of it, so do not put it off any longer.  If you feel you need to change your career, then go for it!  Be brave and believe in yourself.  Best of luck!     
 
Wendy Oliveras is a search consultant and career planning and development advisor.  She can be reached at (201) 947-6662 or by email at wo@oliverascoinc.com.  For further information please visit www.oliverascoinc.com.

While the job market is flooded with candidates, the best and most sought after candidates are still difficult to snag.  So how do you create a job ad that's powerful enough to pull in the A-players?  Give them the information they need to know about your job opportunity. Let them know how this job will fulfill their career wants and needs. Here are a few tips:

Make the job ad reflect the culture of the company.  If the company is serious and traditional, make your job ad formal.  However, if the company is laid back and progressive, consider humor or a more creative writing style for the job ad.

Emphasize the strengths of the company.  Is the company financially stable and established?  Unaffected by the crisis?  Do they have growth opportunities? Free funding for education? If so, mention it!

Is the company prestigious?  Have they won awards or are they often mentioned in the press? If the company has a high status, remind the candidate of that fact.

Think about and address the possible desires of the candidate?  Times are tough right now, so if the company has a high retention rate, you may want to mention it.  For example:  "Ninety percent of the law firm's employees remain with the firm for at least ten years."  Or, maybe the company has a habit of promoting employees or giving them raises, if so, mention that also.

This should go without saying; but make sure your job ad is free of grammar and spelling mistakes.  Errors in your ad are comparable to broken windows in a store and can be turn-off for many candidates, so do your best to avoid mistakes.

  As the recession has worsened, employers have become pickier and many of them are using credit checks to help them in their hiring decisions.  Here's what you need to know:

• Employers must notify candidates in writing before they do a credit check.

• A credit check can legally be used as part of the hiring process; but employers must receive your written approval before pulling your credit report. 

• You have a right to deny an employer access to your credit report; but the employer also has the right to deny you the opportunity to apply for the job.  They may say "this job requires a credit check."

• If an employer wants to deny you a job because of information in your credit report, they must first give you a "pre-adverse action disclosure" which includes a copy of your credit report and a copy of your rights.

• You have a right to dispute the accuracy of your credit report and the right to a free copy of your credit report if requested within 60 days of losing the job opportunity.

If you have negative information on your credit report that you believe may affect your job opportunities, you may want to take the opportunity to explain it to a potential employer. The credit bureau also allows you to submit a written statement which will be included with your credit report.