Ten Questions to Ask Yourself if You Still Haven't Found a Job

Are you in an active job-search, but have no job? Are you having troubles finding a job?

Not long ago, one of my former students contacted me in despair. It was six months after graduation, and she still hadn't found a job. I started thinking about some of the common roadblocks to a successful job-search, and I came up with this list of 10 important questions. Still haven't found a job? Ask yourself. . .

1. Are you networking?   --  Job-seekers today can't rely on passive methods of job-hunting. You have to meet people and tell as many of them as possible that you're looking for a job (be specific). Take your resume everywhere and give it out to everyone you can. Try informational interviewing; it's a highly effective form of networking.
2. Are you limiting your search?  --  Are you relying strictly on want ads in the newspaper? Or have you decided that Internet ads will be the source of your next job? Don't search in only one sphere. Only a small percentage of job-seekers find jobs through either print or Internet want ads. So where do they find them? See Question No. 1 through networking. But don't even limit your search just to networking; incorporate every form of job-hunting into the mix.
3. Are you targeting employers most likely to need your skills?  --  A really effective job search begins with comprehensive employer research and development of a list of employers to target. Based on various research criteria, you can target companies you most want to work for, companies that are likely to have plentiful openings in your field, and/or companies in particular need of the skills you have to offer. Once you've researched them, you can approach them using various job-hunting techniques:
• Sending cold-contact inquiry letters the impress the employer with your knowledge of the company.
• Using your network to uncover people with an "in" into your target companies.
• Informationally interviewing people in your target companies.
• Watching for print and Internet want ads from the companies (but not relying solely on these ads).
4. Are you spending enough time job-hunting?   --  Many experts believe job-hunting should in itself be a full-time job. If you're in school or employed while seeking a better job, your time may be somewhat limited. But you should put as much time as you can into it. Try to contact people in your network every day with the goal of setting up interviews with your contacts or people they've referred you to.
5. Do you follow up after sending out your resume? Do you just send your resume and cover letters out into limbo and hope for the best? Or do you make a follow-up call or send follow-up e-mail to see if you can schedule an interview appointment? Those who proactively follow up are much more likely to get interviews.
6. Are you even getting interviews?   --  If you're following up but still not getting interviews, the problem could lie with your resume or cover letter. You may want to get a professional to review them. A good source is your college career-services office. Even if you're long out of school, these offices often serve alumni, sometimes for a fee. Or consult a professional resume writer.
7. How are your interview skills?   --  If you're getting lots of interviews but never make it past the interview stage, your interview skills might need some polishing. Have a friend conduct a mock interview with you and critique your performance. Better yet, find a professional in your field to mock-interview you. And the best choice is to see a professional career counselor who can not only critique your performance but also videotape it so you can see for yourself how you appear to others. Our interviewing resources may also be able to help you.
8. Do you send thank-you notes after interviews?   --  It's just common courtesy. Though a thank-you note won't make or break your job search, it might. Let's say the hiring decision is between equally qualified candidates. One sent a thank-you note, and the other didn't. Odds favor the candidate who thanked the employer for his or her time.
9. Do you follow up after the interview and thank-you note?   --  If you've sent a thank-you note and haven't heard anything by the time the employer said the hiring decision would be made, by all means call. Be polite but persistent. This kind of follow-up shows your interest in the job.
10. Have you asked what you're doing wrong?   --  After you receive a rejection from an employer, do you ask what you did wrong or what you could have done better? Granted, most employers won't give you a straight answer; they're afraid of getting sued. But occasionally you'll find a sympathetic person with whom you may have had good rapport in the interview. If only one person reveals something that can give you a more effective approach to your job search, it will have been well worth asking. If you are rejected, also be sure to let the employer know you're still interested in working for the company. That technique has paid off for many a job-seeker when the person the company hired didn't work out.

by Katharine Hansen, Ph.D.

10 Top-Paying Jobs Without A Degree

Job-posting siteCareerBuilder recently released the top-paying jobs you can get without a college degree. Take a look at the following results before you begin your job search. (All salaries represent the annual median salary.)

1. Network Administrator: $49,801

If you enjoy tinkering with computers and wireless-network routers, this may be the job for you. Network administrators are responsible for the maintenance of computer hardware and software that make-up a computer network. This normally includes the deployment, configuration, maintenance and monitoring of active network equipment.

2. Police Officer: $47,485

Basic training usually takes about four months and costs roughly $2,000. That would barely pay for one year at many colleges. Be prepared, however, to put up with a lot of jokes about eating doughnuts.

3. Court Reporter: $47,275

If you look forward to serving jury duty and closely follow legal cases, consider a career as a court reporter. It's a recession-proof career with tons of job security, as courts must function in both good times and bad.

4. Clinical Lab Tech: $47,081

The work of a Clinical Lab Technician isn't quite as dramatic as "CSI," but it can still be fascinating if you enjoyed biology and physiology in school. Clinical laboratory testing plays a crucial role in the detection, diagnosis, and treatment of disease. You'll need two years of training at a technical college or hospital and many employers prefer applicants who are certified by a recognized professional association.

For a list of accredited and approved educational programs, visit the National Accrediting Agency for Clinical Laboratory Sciences ( www.naacls.org).

5. HVAC Installer: $44,814

If you're good with your hands and have an innate understanding of how things work, heating, venting and air-conditioning installation offers excellent salaries and much job satisfaction. While you'll need certification to get started, training can be completed in as little as nine months and may be done on the job. Three accrediting agencies have set academic standards for HVAC programs: HVAC Excellence; the National Center for Construction Education and Research; and the Partnership for Air-Conditioning, Heating, and Refrigeration Accreditation

6. Computer Numerical Control: $44,629

Basically, this position is a robot programmer for assembly line work that builds everything from automobile engines to computer keyboards. Jobs can be found in areas with a strong manufacturing base. You can qualify through an apprenticeship programs, informally on the job, or in secondary, vocational, or post-secondary schools. Many entry-level employees previously worked as machinists or machine setters, operators and tenders.

7. Solar Energy Installer: $44,460

Considered a "green job, solar photovoltaic (PV) installers are in high demand, thanks to the federal stimulus bill that funneled billions into energy conservation and alternative energy. An even bigger demand for installers is the result of federal tax credits available to homeowners who purchase alternative energy sources.

8. Correctional Officer: $42,795

Prison work can be hazardous, stressful and require shift work, but it pays well and offers a great deal of job security. Local and state prisons often accept high school graduates who have no further training. Be aware, however, that correctional officers have one of the highest rates of nonfatal on-the-job injuries.

9. Security System Installer: $41,417

As prices fall for home and business security systems, Web cams and fire alarms, installation-tech opportunities continue to increase. Training can be completed in less than two weeks, according to the National Alarm Association of America, and cost under $1,000.

10. Aircraft Mechanic: $39,584

Aircraft mechanics earn more than car repair work and requires between 18 months to two years of training. Make sure you receive training from one of the 170 aircraft-mechanic training schools certified by the Federal Aviation Administration (bit.ly/9zxuug).

By KATE FORGACH

Blue Collar Jobs in Demand for 2010 (with Median Annual Salaries)

Ready for a career change but dread getting another desk job? Then how about trying your hand at, well, working with your hands?
 

"There is a blue collar renaissance going on right now," says Joe Lamacchia, author of Blue Collar and Proud of It: The All-in-One-Resource for Finding Freedom, Financial Success, and Security Outside of the Cubicle. "These are necessary jobs and they're not going to go anywhere. Our nation's infrastructure is crumbling. We want to turn this country green, and we don't have enough workers to do it. There's a lot of opportunity here."
 

Following is a list of blue collar jobs experts say are most in demand this year, and their median annual salary according to online salary database, PayScale.com. To check out more blue collar job salaries, see our salary calculator.
 

Training for many of these positions includes a paid on-the-job apprenticeship, and the work can be physically rigorous. None of these jobs require education beyond a two-year associate's degree.

1. Plumber, pipefitter, or steamfitter

"With all the alternative energy sources that people are coming up with like solar heating, geothermal heat, and biofuel there's a big need for these workers," says Dr. Laurence Shatkin, co-author of "300 Best Jobs Without a Four-Year Degree." According to the U.S. Bureau of Labor Statistics (BLS), these occupations are among the highest paid in the construction industry. Most of these workers receive their training in a technical school or community college, in addition to a four- or five-year apprenticeship, the BLS reports. In most states and municipalities, plumbers need to obtain a license.
Median annual salary: $49,773
 

Who's hiring: Plumber jobs

2. Carpenter

Do you have a strong back, a propensity for math, and a love of power tools? Then you might enjoy carpentry. Although the construction industry took a beating during the recession, the demand for environmentally friendly, energy-efficient buildings has helped hasten the field's recovery, the BLS notes. "These are the people who are going to green this country," Lamacchia says. In fact, the BLS expects carpentry opportunities to grow by 13 percent this decade. According to the BLS, a third of carpenters are self-employed. In addition, many acquire the necessary skills by training on the job, enrolling in a vocational program, or working as an apprentice for three or four years.
Median annual salary: $38,473
 

Who's hiring: Carpenter jobs

3. Electrician

According to the BLS, employment growth in the field will increase 12 percent this decade. Those with the widest range of skills such as voice, data, and video wiring will be the most marketable, the BLS reports. Factor in the nation's move to green energy sources, says Shatkin, and you have a thriving occupation. As the BLS notes, electricians usually get their training during a four-year apprenticeship. As with plumbers, state and municipal licensing is usually required.
Median annual salary: $45,218
 

Who's hiring: Electrician jobs

4. Automobile mechanic

No matter what the economy's doing, this is one job in demand. "When a recession hits, people want to keep their cars running longer instead of buying new," Shatkin says. A vocational training program in automotive technology (often six to 12 months) or a two-year associate degree is usually needed to be competitive in the marketplace, the BLS reports.
Median annual salary: $35,889
 

Who's hiring: Automobile mechanic jobs

5. Heating, air conditioning, or refrigeration mechanic/installer

Thanks to the government offering consumers tax incentives to upgrade their appliances to more energy-efficient models, the demand for such technicians remains generous, Shatkin says. In fact, the BLS estimates that job opportunities will increase by a whopping 28 percent this decade. To compete in the job market, the BLS says, a six-month to two-year vocational program or an apprenticeship are usually required. Same goes for state and local licenses.
Median annual salary: $48,494
 

Who's hiring: Mechanic jobs

6. Roofer

If you're strong, comfortable with heights, and don't mind getting dirty, you might like this line work. Since much of the work revolves around repairing or replacing outdated roofing systems, the occupation is fairly recession proof, the BLS says. Another variable that can keep roofers busy: "There's more concentration now on making green roofs that keep buildings cooler in the summer and warmer in the winter," Shatkin says. Training is often obtained on the job or through a three-year apprenticeship, the BLS reports.
Median annual salary: $38,026
 

Who's hiring: Roofer jobs

7. Elevator installer/repairer

This is one of the best-paid blue collar positions, Shatkin says. What's more, he says, it's incredibly recession-proof, as most of the work entails maintenance or repair. According to the BLS, most elevator technicians start their career in a four-year apprenticeship program and belong to a union. In addition, city and state licensing is often required.
Median annual salary: $49,036

Who's hiring: Elevator repairer jobs

Still not sure you can leave the cubicle life behind? Then, Lamacchia says, consider this: "You're home in the evening. You're not at the airport or living out of a suitcase. You can go to your daughter's play or your son's little league game. It's a nice life."

By Michelle Goodman for AOL.COM

Formula for Finding the Right Headhunter: Trust and Clout = Trout!

When you start fishing the waters for recruiters, focus on a good "trout" stream because Trust and Clout are two determinants of a winning catch.

Let's first consider trust.

Do you sense that you can trust a particular recruiter? Do his or her client companies trust him or her? The more you can answer these questions regarding a potential "career partner," the better. On a personal level, the gut speaks volumes that the mind can't always absorb, so you may just need to go with it. Client trust, however, may be more difficult to determine given that many headhunters will not necessarily divulge their client's identity until absolutely necessary. But here is the very nature of the beast reticence to reveal the names of clients they service may reveal something about the strength of foothold established with those clients an indicator of the level of trust and clout in those relationships.

Don't blame a recruiter for not spilling proprietary-information (client list) when first meeting you. After it has been determined that the two of you might be a good working match, the client list should not be an issue. Some headhunters, as in any service industry, might even have letters on file from satisfied clients or candidates. It's not a must, but it might be an avenue to explore in determining a recruiter's muster.

Another simple way to assess the trust factor -- turn an oft-used interview question back on the recruiter: "What would your candidates say about you as a recruiter? What would your clients say?" Initially, the headhunter might be thrown off to be interviewed by a candidate. But, whatever the outcome, you win. Either 1) the recruiter is caught off-guard and reveals a power-trip mentality that says "I am in charge, not you" or 2) the recruiter reveals an interesting perspective of himself or herself that you can process through your own BS detector or 3) your chutzpah and professional savvy in asking makes an incredible impression, upping the recruiter's desire to work with you. As I said, whatever the outcome . . . you win.

A word about trust, it's a two-way street. Don't expect a headhunter to let her hair down and begin revealing more than the usual cryptic information unless and until you are willing to do the same. The successful recruiter/candidate relationship is founded on the same principles as all human relationships mutual trust, mutual respect. If you view a new recruiter through past-tainted glasses, know that what you see will be tainted. Best to always be the one to demonstrate trust by sticking your neck out first. This gesture opens the gate for reciprocity.

What are some recognizable elements of trust? Basic openness, honesty, and authenticity -- letting your guard down to let someone really get to know you . . . where you've been, where you want to go.

When considering the trust dimension, it is important for you to know a recruiter's basic fear about disclosing client information. It's that the candidate will go around the recruiter, doing an end-run straight to the company. I'm sure those reading this article have more integrity than that. But to understand the motivations and mindset of a headhunter, know this: "Going around" means that the candidate takes the information gained from an initial conversation with a recruiter and uses it to contact the hiring company, thus bypassing the company's obligation to pay the recruiter's fee. As low-down as it seems, it does happen, and the fear has been genetically ingrained in headhunters, whether or not they've actually experienced it. You see, recruiters are in the information-brokerage business; they broker the information they gather on clients and candidates to make a living. If a client or candidate utilizes information gained from a recruiter to either hire an employee or get a job, unquestionably that recruiter is entitled to compensation.

If, on an initial call, you've ever asked a headhunter "What's the name of the company?" and you've heard him hem and haw, now you know why. Certainly you have never entertained the thought of using such information unethically but, on the first call, a recruiter doesn't know you from Adam. Over time, as in any budding relationship, when the candidate and recruiter learn more about one another, more is revealed. So don't be offended if you can't find out everything up-front - understand the headhunter's situation. In time, however, if an open and relaxed relationship between recruiter and candidate has not begun to coalesce, you may wish to reassess your choice of recruiters.

Now let's take a look at clout.

The Price Upon Their Heads
The question arises in venturing out:
What bounty to place on a headhunter's clout?
To choose a pro player, not loser or lout,
The highest, the Highest, the HIGHEST no doubt.

Webster's New Collegiate Dictionary defines clout as "pull" or "influence" and it is another vital ingredient in your total recruiter evaluation picture. One way to determine it is by asking outright "What is the range of fees you charge client companies?" Again, it may well elicit surprise -- a candidate turning the interview tables, but the reaction will be revealing. A headhunter who is highly respected by clients is well paid. She may not want to reveal this information, claiming that it is proprietary in nature. Don't let this failure to respond be an immediate turn-off; your relationship may not yet be at that level of openness. Then again, it may mean that this firm is a “bargain shop,” a cut-rate recruiting house that undermines the professionalism of the entire industry by charging fees far below average. If you were proud of your services, don't you think you should enjoy the privilege of charging prevailing rates?

by Darrell W. Gurney, CPC, JCTC, RScP

5 Ways to Avoid Sabotaging Your Personal Brand Online

There have been countless incidents in which professionals have lost their jobs, been evicted, or even been arrested for things they’ve done on social networks. There has never been a more important time to discuss the many ways you can sabotage your personal brand, and how you can prevent these mistakes before it’s too late.

A new report by Microsoft states that 64% of HR managers think it is appropriate to look at online profiles of candidates and 41% have rejected people as a result. Your online presence which may consist of both content that you provide (on your LinkedIn profile for instance), as well as what’s written about you by people you may or may not know is slowly becoming part of the formal recruitment process. It’s also where first impressions occur before in-person handshakes are made, so you have to make sure you are managing your brand online, before someone else does it for you.  The following are five ways to avoid sabotaging your personal brand.

1. Don’t Ignore Brand Mentions

58% of Americans don’t even Google themselves, but employers and potential customers certainly will. It’s safe to say that people are already talking about you, either online or offline.

As you create your personal brand on a variety of platforms, your name will start popping up in search engines and on social networks. This can be both beneficial to your brand or harmful depending on the context. The viral nature of social networks, as well as their new ubiquity, should encourage you to start listening in on what people are saying about you.

Negative mentions will spread fast unless you keep your ear close to the web, so I recommend you setup a Google alert for your name, your company’s name, key competitors, partners, and industry buzz terms. There are many other free tools that can help you monitor your brand. You can also try Social Mention for a more complete solution to brand mentions on social networks.

2. Don’t Spread Yourself Too Thin

A future problem, which some might say is a current problem, is the volume of social networks and the amount of status updates and messages you receive each day. If you’re active on each and every social network that launches, you will start to spread yourself too thin, which can really hurt your brand. You won’t possibly be able to update all of your social profiles, as well as keep track of pictures, profile information, groups, etc. In general, you should only join the largest social networks (Facebook, Twitter, LinkedIn), as well as those networks in your industry.

You should reserve your full name on as many of the popular social networks as possible by using a service such as namechk.com, before someone who shares your name claims them and you’re locked out for life. But just because you have claimed your name everywhere doesn’t mean you should expend valuable time and energy maintaining a presence on every social network.

There are some websites that allow you to scale your social feeds so that one status update can automatically spread to other networks, without manually publishing content. You can use hellotxt.com or ping.fm  to spread your status message to many social networks at once, including Twitter, Facebook, MySpace and Bebo. You can also go to your LinkedIn profile and syndicate your tweets for your LinkedIn status update automatically or by using “#in” for each tweet (if you want to be selective). There is also a Facebook application for Twitter so you can syndicate your tweets through your Facebook profile.

3. Know Your Audience

It’s really easy to forget who you’re connected with on social networks as they grow. You might start out with high school, college, and summer camp friends, and then add some co-workers when you start a new job. There will be a point where you’re going to have to make a strategic decision, who you accept and who you don’t. The second you add your manager or colleagues is the time when you have to rethink what you publish or what you syndicate from other social networks. One mistake could cause you trouble.

On Facebook, you may want to have a profile page for your inner circle of friends and family members and then a Facebook Fan Page for your professional image. This way, you can make your profile private and hide it from search, while having a fan page that you can point your coworkers to. They will know that you are hiding your profile but should respect your privacy, especially since you’re giving them the option to follow your fan page.

4. Limit Self-Promotion

Certainly, self-promotion is an extremely important part of building your brand because if no one knows of your achievements or the company you work for, then how are they going to do business with you? Yet, I’ve noticed that people often over-promote themselves in various ways across the web.

Successful self-promotion only works in moderation, because if you’re constantly only promoting yourself, many people will unfollow, unfriend, or block you from their network. The best way to build a strong personal brand is to promote other people, which creates goodwill and a connection, as well as distributing value based on what you have to offer: Your expertise. If you’re helping people 80 or 90% of the time, then people will be much more accepting of your self-promotional messages the other 10%. You will also start to notice that other people will promote you and their endorsement is even stronger than your own proclamations.

5. Be Consistent

Consistency is extremely important when it comes to any kind of branding, from personal to corporate.

Selecting a unified “picture” and spreading it across all your social media your website, your blog, your presentations, your press kits, your business cards, etc. will build image recognition in the mind of your audience. Consistency is significant for pictures, your name, as well as the fonts, the colors and the overall message that you communicate through your online properties.

There is no question that you already have a personal brand whether you built it yourself or not. The way to differentiate it from everyone else is through management. By paying attention to mentions of your name online, not spreading yourself too thin, knowing your audience, offering more value than self-promotion, and being consistent, you can be very successful.

By Dan Schawbel

Building Your Career Portfolio: Four Career Investments for a Purposeful Lifetime

"When I was laid off, I was shaking so badly that I didn't know whether I could drive home," said Kristin, 32, a mother of three who lost a public relations job. "My heart was pounding and I felt disassociated, like the whole thing was a bad dream."
 

After working at the same company for five years, David, 36, was escorted out of his building after being informed that the company was heading in a new direction and no longer needed his type of skills.
Shock, rootlessness and anger are just a few normal responses many feel when they lose their jobs to corporate downsizing.
 

How can you mitigate career risk -- otherwise known as the pitfalls of marketplace change, economic turndowns, downsizing, personal health and life changes, and distasteful company politics that can wreck havoc with one's life?
 

The answer lies in building a CareerPortfolio, a career risk management approach, similar to building a financial portfolio, that can help you develop four, specific career assets, or "investments." Why four? Because these four ingredients offer a well-balanced opportunity for you to earn, learn, and help others throughout the rest of your life. And, like a financial portfolio, you can diversify risk so that you always have a number of career options on tap.
 

Begin with a Personal Purpose
To build a CareerPortfolio, start by developing your personal purpose. Your personal purpose is your investment strategy that guides all of your career decisions.
 

Begin by answering the following questions.

• How would I like to be remembered 100 years from now?
• What am I passionate about?
• Two projects when I made a difference in recent years are (list them): 

Now think about the big picture and write down the purpose of your life by filling in the blank: The purpose of my life is to____________________________.
 

You can revise your personal purpose statement as needed. It will help you decide what types of opportunities are worth pursuing. You will become purposeful rather than just "busy."
 

Develop Your CareerPortfolio™
Now, it's time to assess the kinds of career assets you either may want to develop. If you have two or more of the following career assets working in your life, you will be building optimal career wealth over time.

• Primary Income Investment your job, or business that you own, where the majority of your financial income is earned.
• Secondary Income Investment -- an optional, alternate source of income that allows you to gain additional knowledge, career options, income, and sense of purpose. Not everyone is destined to own a business. However, those who choose to develop a business or occasional side project can start out small, and grow the business over time.
• Volunteer Investment finding one or more ways to reach out to your community in a way that is meaningful to you. When volunteerism supports your personal purpose, you can gain new skills and meet valuable new contacts, all while making a difference in your world.
• Lifelong Learning Investment including mentorship, focused reading and education.

Once you identify your desired career assets, you can put together a step-by-step plan for building your CareerPortfolio. Your overall life goals, available time, the ability to balance work and family, and stage of your life all should factor into your decision-making.
 

by Carol A. Poore