7 Job-Search Steps for Entrepreneurs

7 Job-Search Steps for Entrepreneurs7 Job-Search Steps for EntrepreneursBeat the special challenges of looking for a full-time job.As you consider whether you want to trade your independent-contractor status for full-time employee, career counselors and human resources professionals offer this advice for determining if this is the right decision for you, as well as strategies for finding the right fit.Build relationships If you are concerned about how you will work within a company, remember that even as a solo practitioner, you were building bonds and relationships with others, said Linda Hall, president and senior partner of Wakefield Way Consulting in Rochester, N.Y. You have that skill, and you used it extensively. Now, you will have to use it to work with peers.Use your connections If there is a company you are interested in, said Hall, I always tell people to find that six degrees of separation. Through your connections, you will know someone who is already in that company. Tal k to them. Find out what makes people successful there. What are the core expectations of becoming part of that corporate family? You want to be sure that the culture will be a good fit.Most of your leads will come outside of your immediate circle, echoed Caroline Ceniza-Levine of New York career coach SixFigureStart. Your ability to go two or three degrees out is where you will really open up opportunities.Find a partner Speak to someone who can help you focus your search and be a sounding board for ideas. I encourage people who have been independent to find a professional peer or colleague who can help you stay in confidence building mode, Hall said. Its particularly important to help you keep that long-term perspective.Market research Do diligent research, targeted specifically at the organizational culture. Assess the fit between the culture of the organization and your own personal values, said Matthew Arrigale, VP for Human Resources, Americas, at Schott North America of Elmsf ord, N.Y. Talk to current employees try to find someone with the organization that has made the same transition.Pitch like a consultant Identify what is keeping a prospective employer up at night, and present yourself as a solution, Ceniza-Levine said. Then, pitch like a consultant. In some ways, you are at an advantage because youve done these pitches. The solution has to be framed around you being there, in the office, working for the long term.Brag about the boss Your resume and job interview should reflect your entrepreneurial skills. Talk about how you ran the business, how you were flexible and able to deal with change, Arrigale said. Talk about how you had to think about the big picture but also rolled up your sleeves. Those are the same types of tasks you will do within an organization.Name-drop Your resume should highlight your clients. A resume from an independent contractor should talk about the clients with which you have worked and what you succeeded in doing for them. If you did work for a Fortune 500 company, thats impressive, Ceniza-Levine said. If youve been published, if youve done speaking, make sure those are up high.

8 Questions to Avoid at the End of an Interview

8 Questions to Avoid at the End of an Interview8 Questions to Avoid at the End of an Interview3The moment has come. You are at the end of your job einstellungsgesprch, and from your vantage point, everything went really well. You easily answered every question (even the ones designed to trip up the most skilled job interviewer), and you made great eye contact. But now the end of the interview is at hand, and youre not really sure what to say. In an attempt to avoid an awkward silence, you might wind up saying something youll regret later. To keep that from happening, below are a few questions to avoid at the end of an interview and a few to focus on instead.Here are eightquestions to avoid at the end of an interview1. How much will I get paid?Typically, salary negotiations start when youre officially offered the job, not after the first job interview. Its better to not mention money, or else it could look like thats all youre after.2. When can I take a vacation after starting?This qu estion looks like youre more focused on pleasure than business. Since it can convey to a potential employer that youre not really interested in the job, ask this question to someone in HR after youve gotten the gig.3. Will I have my own office?While everyone wants to have their own private space, asking about your own personal office can convey a sense of entitlement- or that you want to separate yourself from other coworkers. This shouldnt even really be a question, but rather something that is explained to you on the first day of your job, should you be hired.4. Do you check your employees computer usage?This is a big no-no. By asking this, youre going to automatically make your potential employer think youre going to use work time (and company equipment) for personal usage. Its kind of safe to assume that everything you do during work hours on company property is traceable, so save your Instagram addiction for after hours.5. Does your company perform background checks?Almost ever y organization performs background checks in todays job market. Asking about it ahead of time shows a hiring manager that you may have something youre trying to hide should the company perform one. Its better not to bring up the subject at all and assume one will be conducted at some point during the interview process.6. Can I work from home?Although many companies offer some type of work flexibility, if the job description didnt explicitly state you could work remotely, the job might not be flex-friendly- for now. Wait until youre offered the position to find out if you can have a flexible schedule or give it a few months and then submit a flexible work proposal to your boss.7. Did I get the job?Even though everyone craves immediate feedback, asking your interviewer how you did will put him on the spot. And imagine ifyou didnt do as well as you thought you did- do you really want to be rejected right then and there?8. Are personal calls allowed?To a job interviewer, hearing this qu estion really means, Can I be on the phone with my mom/friend/partner all day and not get in trouble for it? While you probably would be allowed to make a personal call here and there, asking explicitly for it shows a potential boss that you might be more focused on your personal life rather than your professional life.Here are three questions toconsider asking after your job interview instead1. What is a key thing someone can do to be successful in this position?This question shows a potential employer that you are motivated to do what it takes to be a successful part of the company. It shows initiative, focus, drive, and tenacity, all of which are qualities managers and bosses look for.2. How has this position evolved over time?When you ask this type of question, youre intimating that youre not only focused on the roles present duties, but how it has been an integral part of the company since its inception. You want to know not only what impact the job has had but where its also g oing, too.3. What are some of the top priorities for this job for the next year?Hiring managers dont want to hire a job candidate only to have him submit his two-week notice a mere two months later. Employers want employees who want to work for their company and are willing to make a time commitment. This question shows you want to plant roots with the organization, which is very attractive to a hiring manager.With so many questions going back and forth, its easy to wind up saying or asking a question you might regret during a job interview. Avoid problematic questions, stick to positive, forward-thinking ones instead, and see how quickly you can turn a job interview into a job offerHave a job interview coming up? You can find more advice andjob interviewing tips here.Readers, have you ever asked some of these questions to avoid during a job interview? What happened? Did it negatively impact your interview? Let us know in the comments

CivilianJobs.com To Host 36 Military Job Fairs In 2012

CivilianJobs.com To Host 36 Military Job Fairs In 2012 CivilianJobs.com To Host 36 Military Job Fairs In 2012 Director of CivilianJobs.com, Vicki Washington, states, We continue to expand our suite of services for employers who are seeking to increase the talent level, team-orientation and diversity of their workforces. One of the best ways we can provide that support is by hosting these military job fairs and connecting employers to the job seekers at the military installation where they are serving.Along with military job fairs, CivilianJobs.com offers a job board for current and former military men and women, a Civilian Job News publication that is distributed at military bases around the world, and expanded staffing solutions.Pete Charest, Director of staffing for CivilianJobs.com, added, CivilianJobs.com offers a variety of contract staffing solutions and a Recruiting Process Outsourcing (RPO) service that enhance an employers in-house recruiting effort without increasing in ternal headcount and decreasing cost per hire.Upcoming dates and locations for the job fairs includeJanuary 10 Ft. Polk Leesville, LAJanuary 18 Ft. Benning Columbus, GAJanuary 19 Robins AFB Warner Robins, GAFebruary 15 Ft. Stewart Hinesville, GAFebruary 16 MCAS Beaufort Beaufort, SCFebruary 29 Naval/Marine Corps San Diego San Diego, CAMarch 01 Camp Pendleton Oceanside, CAMarch 14 Tampa/MacDill AFB Tampa, FLFor more information, visit http//civilianjobs.com/.

How Toxic Bosses Can Chase Off Amazing Employees

How Toxic Bosses Can Chase Off Amazing EmployeesHow Toxic Bosses Can Chase Off Amazing Employees A recent Gallup study found that around 50 percent of people have left a job to get away from their boss. The same study found that those with good relationships with their managers had higherbei engagement and satisfaction levels. Management truly drives their teams to success or failure - and in some cases, stress and anxiety. If youre unhappy at work and wondering if it might be time to leave, take a look at these stories from the employees of former nightmare bosses . David ran into a toxic boss 20 years ago in the telemarketing department where he workedI worked very hard, loved the place and put in extra time. . . . Each day, this bully boss would claim that I welches somehow doing things that were wrong and find excuses to threaten me with the sack. I often turned around to find him sitting behind me, just inches away. . . .I was eventually called upstairs t o the HR managers department and told that I was being let go due to not having done well. When they crunched the numbers on my final pay packet, I had achieved 180% of the end of month target on the tenth day of the month.Beyond false complaints about performance, this toxic boss also used physical intimidation. But theres more.I had been let go just 2 weeks short of passing the probation. The timing was vorhabenal because if he had waited just a fortnight longer, then I would have been an employee with full rights. I never complained about him because he said that if I did, then the department would be wrapped up and my job would be gone anyway.Not only did the boss use the probation period against the David to target him when he had fewer rights - he also threatened the entire department if David went to human resources and complained. What should you do in this situation? If you think you have a decent rapport with HR, you could go to them despite the threats and tell them abou t the bullying, bringing records of the interactions if you have them. Even if youre new to the company - and worry the department might be more inclined to take the managers side- still make the report. You dont want to work for a company where HR doesnt take employee claims seriously, and no job (or very few, anyway) is worth the stress that this toxic boss put David under.This second story features Katie, who worked her way up from the bottom of a company and gave it her best for five years, only to be driven out of the job by a toxic manager I worked for a company for 5 years before I finally had to throw in the towel. I had started with the company in 2008 and actually loved every second of it. . . . Quickly I moved to an area manager position and moved around to different territories across the US. . . .Eventually, I was promoted to a Regional Manager and I worked very closely with my boss (the VP of Sales) and the owner of the company. My boss was actually pretty incredible . . . . The owner of the company, on the other hand, was not. . . . If you caught him on a bad day, he would call screaming and cursing, rather than ask questions to find out what happened. He failed to coach, and just belittled. Still, I withstood the verbal abuse because I respected my boss and she always had my back.This sounds like a situation many of us find ourselves in. A member of management is tough to work with, but we love the job and our direct boss is great, so we stay and tough it out. However, in Katies case there was more to the story.Aside from being verbally abusive at times, which all of us just somehow got used to, he was not good with actually running a business. . . . Eventually, it seemed that he found excuses not to pay the people working for him to make sure expenses at the main office got paid. The straw that finally broke the camels back for me was when I was in LA with my boss. He called to yell at me. . . . I hadnt gotten paid, and he had no intentio n of paying me, and he wanted me to fire someone that was integral to the success of the area. . . . I couldnt support his decision, so he said I needed to do what he said or leave, so I chose to leave.What should you do in this situation? Katie made the right choice. You should never feel forced to compromise your morals or integrity by a manager. You also shouldnt have to deal with a supervisor that calls just to yell at you. Getting the right message across over the phone is important, and yelling definitely sends the wrong message. However, since this was the owner of the company, there, unfortunately, may not have been much Katie could do but leave. While theres definitely something to be said for toughing out the more tedious parts of an otherwise enjoyable job, its smart to set boundaries - and to hold firm on those boundaries. Katies experience and rapid rise in the ranks may have made finding an equivalent job easier, without having to sacrifice five years of her car eer to a miserable boss. Working with horrible bosses is tough. The stress and emotional conflict it causes can leave scars that take years to heal. There are options, though. And there is almost always another job. You should never feel trapped in a position at any company. Dont let a toxic boss derail your career passion.

The Downside Risk of Professional Resume Review That No One Is Talking About

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The Sensible Strategy for a Job-Hopping Career

The Sensible Strategy for a Job-Hopping Career The career strategy known as job hopping was once frowned upon by hiring managers and recruiters everywhere, but corporate Americas restructuring has changed attitudes. Not only has the stigma associated with job hopping apparently disappeared, but derision may have morphed into a view of job hoppers as savvy careerists. To create a strategic job-hopping plan, candidates should consider six tactics (and inherent caveats)1. Know How Each Job Change Will BenefitYouBefore making a move, have an explicit understanding of what the new position will add to your skill set, experience base, mastery, maturity, and personal satisfaction. Dont just go with the flow.2. Every Move Must Be Explainable after the FactIf you job hop regularly, you need to have an explanation for each move that will be credible to future employers. Saying It seemed like the right thing to do at the time wont convince even the fruchtwein sympathetic interviewers. If, looking back, youre not sure why you made a questionable job change, create a defense based on your current career plans and be prepared to sell it.3. Job Hopping Should Be All about LearningNumerous moves arent disastrous if they reflect a master plan, but frequent moves where you dont have time to develop new skills raise red flags. Plan to remain in each job at least 18 months.4. Your Last Job Is Who You Are to Potential EmployersHiring managers are going to assume that your most recent job reflects what you want to do with your life. Unless you tell a different story on your resume and in interviews, others will assume that your most recent job reflects your professional identity.5. Some Jobs Can Raise SkepticismBe careful that an interim job doesnt create an impression that you are no longer accepting new challenges and responsibilities. Taking on a lower-level assignment to learn new skills is f ine, but be prepared to explain your rationale to prospective employers.6. Understand Opportunity CostsWhen considering a position, focus on what you may be giving up before considering what you could gain. For example, by transferring to a staff job from line management, you may jeopardize your ability to return to line management once youve developed new talents. Dont allow yourself to be pigeonholed into a single position.Ultimately, you must be sure your heart is in the right place. By mapping out a strategy that adds critical skills to your portfolio with a specific goal in mind, your job-hopping adventure can eventually lead to a well-paying, fulfilling position. You should build new skills where ever you are, whenever you can but you need to be willing to change jobs, possibly multiple times, to reach your career goals. Itmakes a lot of sense to think several jumps ahead before making a move.