Job Search Secret 1

Writen by Peter Fisher

The job search secret that is so powerful it will blow your socks off is simple - if you think you want or need a Career Change all you have to do is understand this Job Search Secret:

It's simple - Change your Thinking.

When you're looking for the new job or career move it's easy to think that 'they' hold all the cards. But I want you to try and change the way you think about things. This one simple technique is the job search secret that will power you to truly deserved success.

Some examples of how you might change your thinking:

"They don't hire you for the sake of it; they hire you to help them make a profit!"

"OK you want a job but you've got something they want and after all, this is your career we're talking about."

So try this:

Instead of thinking they're in charge, why not try 'I'm in charge'

Instead of waiting to be chosen, work out what you want and go and present some proposals to companies you choose;

Instead of dreading interviews, think of them as your way of influencing key decision-makers;

Instead of daily scouring the adverts desperately, read them as detailed sources of inside information;

Instead of worrying about vacancies or job openings, think of them as needs waiting to be met or problems without a solution - yet;

Instead of thinking you have to accept their offered terms, know that you can negotiate;

Instead of them getting what they want, you both get what you want.

If you're now thinking "I can't do that" then stick with me and I'll show you you can, all you need to do is visit my website for clear, comprehensive guidance which is totally free.

This is the essence of my job search secret.

Start by valuing yourself, be proud of your achievements and your abilities; then don't lose any more time - use this career change information to build upon the job search secret and provide the answers. That's why I've written it so I hope you will make good use of it.

With his background of over 25 years running businesses, and as a Career Coach and Consultant in many sectors, Peter Fisher is well placed to guide job seekers through the steps needed in order to achieve that all important new position. He has personally coached thousands of individuals to career success.

He writes a distillation of these years of experience with all the essential facts and actions you must complete in order to achieve your own success. He is very clear that you shouldn't be misled by others into thinking of "acing interviews" or "finessing" your way into a business; the most sustainable and fulfilling roles are gained through understanding your own specific needs and creating your strategy accordingly.

You can learn more about his dynamic and comprehensive approach to career change, with every page dedicated to helping serious career changers if you go to http://www.your-career-change.com/index.html

Your Next Job I Want To Work For A Quotpeople Orientedquot Firm Part 3 Of A 5part Series

Writen by Judi Perkins

Let's face it - while we go to work to WORK, no one is expected to keep their head down the entire time they're at the office, not speak to anyone else, and forego the occasional cigarette break if they're a smoker. Yet companies expect, and have a right to expect, productivity out of their employees - that's why they're paying you!

No talking or socializing at all is one extreme, while the other one is that you can talk to whomever you want, whenever you want, about whatever you want, even if you never quite manage to make it to your desk until 11:00 a.m. Both examples are equally unrealistic!

So first we have the entire gray area in between those two, and that's just during office time. Some companies have outside-the-office events or activities in which to participate - and of those, companies will differ in their definition of voluntary and mandatory, depending on the company and the event.

Then you take into account management styles; the self perception of an individual - erroneous or otherwise; a company's philosophy and style, which in small to medium companies is usually pervasive of the CEO; or in a large company, the varying philosophies of Vice Presidents or personality characteristics of different functions (accounting vs. sales) which can result in multiple departments each with a different personality.

You begin to see the various influences that define "people oriented."

The phrase is generally used to convey something vaguely like a company where everyone is pleasant and happy and people smile at each other when they pass in the halls. It's fun to work there, everyone likes their job, and each employee is treated well and fairly. Know any companies like that?

"People oriented" is another ambiguous phrase that needs defining to make sure your definition is the same as the company's definition - and that you can spot a difference if there is one.

But additionally, saying you want a "people oriented" company assumes, by contrast, that there are companies which are NOT people oriented.

What does a company that is NOT people oriented behave like? Is there such a thing? Probably, yes. But do they know it? High turnover is usually a clue, but an amazing number of companies never identify that as a problem, much less one worth looking at.

Most companies consider themselves people oriented. Most PEOPLE consider themselves "people oriented"!

So in many of those same companies, there's likely to be a significant difference of opinion on what "people oriented" means, depending on who you ask: senior management, staff, customers, or other businesses with whom they interact; depending on whether they like their job; depending on what kind of day they're having…..or depending on if they have to put on a face to interview you.

You've probably had a boss or a co-worker who has considered himself people oriented, yet perhaps the person is rather aloof. Maybe you've had a boss who moves through the halls waving a cheery hello to his employees, but when you go looking for him, he's never available -- or you've worked for a company that rarely promotes from the inside, but it's because they want "new blood" in the organization.

Or the CEO who is jovial with his employees, knows everyone by name, but through policies and procedures, makes life miserable for those who work there. One of my previous bosses at one of the recruiting firms for which I worked was a happy, friendly guy with a great sense of humor. And then he started messing with our commission checks.

Each of these individuals might claim to be people oriented, but in reality, what might seem to that person as people oriented, looks to others like a lack of awareness and unwillingness to look inwardly at the truth.

So what do you mean by "people oriented"?

• do you want a company that promotes from within?
• doesn't frown on gathering at the water cooler?
• a company that has routine company parties and other office-wide gatherings?
• one where management makes a practice of being accessible?
• customers are of paramount importance both in philosophy and actuality?
• a company that is involved in its community and requires each employee to join or participate in a specific event once or twice each year?

When you take the time to look closer at what this phrase means to you, you'll discover that some aspects of being "people-oriented" are more important to you than others. A company that requires silence in its halls but has employee softball games is not the same "people oriented" as a company that permits casual chit chat of the employees in the hallways and visiting in cubicles, but doesn't have a company Christmas party.

Knowing what you mean by this phrase gives you the power to discover if the company's definition is the same as yours.

copyright: Judi Perkins 2006

Judi Perkins has been a search consultant for 25 years in both the contingency and retained market, with a short stint in the temporary and local permanent placement markets. She has owned her own firm and successfully assisted numerous repeat clients in hiring all levels of management. She is a Career Expert and Forum Moderator with http://www.CareerCube.net To sign up for her newsletter and learn thousands of powerful concepts to find your perfect job go to http://www.findtheperfectjob.com

Career As A Franchise Founder

Writen by Lance Winslow

One of the most rewarding jobs to have is to be the Founder of a very fast moving company and really no company moves much faster than a franchising company on the go. Of course such a career path is a difficult one, but if you are looking for fast-paced action, excitement and challenge then this could be the right career path for you. If you choose such a career you will be working 17-hour days with few days off if any.

For nearly two-decades I ran a Franchising Company before retirement and it was a fast paced, high stress job, but it was challenging and fun running at Mach 2 for 20-years. I can say this, if you are a no BS type person and want to make a dent in this world then it is difficult to find a more rewarding career where you can see the fruits of your hard work so obviously everyday.

A career as a Franchise Founder is not for simply the person with an MBA, it requires much more than that. You must be a grandfather figure, fearless leader and psychologist. You must know your business model and operation like your own hand. You must understand all the legal aspects in order to make deals on the fly, and I mean anywhere, as you will end up traveling to the four corners of the Globe and see things others never even hear about.

Most of all being a franchisor founder is fun, because you are building a business on a win/win set of principles. As your franchise system grows and the franchisees grow so to will your dream. Building a brand name and franchise system is one of the most difficult jobs in the world and yet, that is why I chose it? How about you?

Lance Winslow - Online Think Tank forum board. If you have innovative thoughts and unique perspectives, come think with Lance; www.WorldThinkTank.net/wttbbs/

Getting Fired Strategies For Dealing With Getting Terminated

Writen by Carl Mueller

Getting fired used to be something that many people figured would ruin their career.

Obviously, getting fired isn't an ideal situation but it's certainly something that can be dealt with, so that you get back into the work world again quickly with a minimum of discomfort.

Perhaps as a society we've gotten used to hearing about people being fired, whether it was the whole dot com bubble bursting which resulted in thousands of companies closing and jobs being lost.

Perhaps we're used to hearing about managers and coaches in professional sports constantly being fired and then resurfacing with another team and have gotten used to the concept.

Maybe we're numb from listening to the latest corporate executive who has been charged with some offence and know that whatever happens, they'll land on their feet at another corporation once the legal dust has settled.

In other words, we know that being fired doesn't have to be a death knell.

Here are some strategies for dealing with getting fired so that you can get back on your feet as soon as possible:

Tell The Truth

At this point probably the worst thing you can do is lie when explaining why you got fired. If you've been fired and are then caught in a lie, that makes you a liar who got fired so you've got two strikes against you.

Getting fired doesn't necessarily mean of course that your boss walks into your office and yells "you're fired!"

This isn't Hollywood…

Getting fired might mean that your contract simply wasn't renewed, it could mean there was a difference of opinion between you and your manager, it could be a result of a new manager getting rid of staff so that he/she can bring in friends of theirs.

Trust me, this happens all the time.

Conflict is something that we humans are quite good at and the truth is that we won't get along with everyone that we come into contact with.

When telling interviewers why you were fired, just remember to:

• Tell the truth. Tell people what happened and what you have learned from the experience.
• Take responsibility and don't point fingers looking for other people to blame.
• Keep your answer brief. Don't start rambling and tell a long story which could get you into more trouble by making you look defensive.

My experience dealing with job searchers who were fired are that the ones who land back on their feet the quickest are the ones who understand why they were fired, understand what they need to do to minimize the chances of it happening again and are honest about what happened. Believe me, the ones who lie are usually very easy to spot.

Use Your References To Defend You

Ideally, you will have several references from the company who fired you who can defend you and can speak positively about your time with the company. If you can find several former colleagues or management-level staff who can give a reference and positively explain your departure, you'll be one step closer in your job search.

As mentioned above, from time to time we all run into someone whose personality clashes with ours so if your ex-boss was the problem, think about who else you can use.

Perhaps the job just didn't match your skills and experience as well as it should have.

Whatever the reason for being fired, having several people who worked with you who can highlight your positive attributes and alleviate any concerns a future employer might have will only help you chances of landing a new job quickly.

In my experience, when I have worked with a job searcher who had been fired, I've normally done at least one reference check right away to determine whether or not the person was telling me the truth with regards to their reason for being fired.

When the reference check alleviates my concerns by explaining why the person was fired and if they can show me that the firing might have simply been an explainable situation that was not the result of a fundamental flaw in the person's background, I feel much more comfortable helping that person find a new job.

Further, I feel better speaking with potential employers about this person and comfortably dealing with the reasons why they should look at hiring someone who was recently fired.

Be Prepared To Lose Out On Some Job Opportunities

The reality is that some potential employers will shy away from you when they find out you were fired and the reason behind it. In some cases, you might not be able to avoid this if the employer doesn't have an open mind or if the reason you were fired was very serious.

You can help your own cause by following the two points listed above but you can also improve your chances at finding a new job by trying to find a new job right away.

When you get fired, taking time off for an extended vacation or to figure out what you want to do next in your career might not be the best thing you can do because then not only do you have to explain why you were fired you also have to explain the gap in your resume, which means you might have two strikes against you, not one.

The reality is that if you are dealing with being fired, you want to minimize the number of reasons that a potential employer could look past you at this point. Now is not the time to put further doubt in the mind of people who could be looking to hire you.

If a potential employer hears that you've been fired and then sees that you haven't worked in several months, this could send the wrong message. They could think that you are having trouble getting a new job and would then further question why they should hire you.

Getting fired means that your job search might be a bit more difficult than it would otherwise be if you had been still employed. If you understand the reasons for getting fired, take responsibility, tell the truth, and get people to help honestly defend you, you should get back on your feet quickly.

Carl Mueller is an Internet entrepreneur and professional recruiter. Carl has helped many job searchers with their career searches and would like to help clear up some of the job search myths that exist while also making job searchers aware of things that they can do to vastly improve their chances at finding their dream career. Visit Carl's website http://www.find-your-dream-career.com

10 Ways To Use Speaking To Further Your Career Goals

Writen by JoAnn Hines

Professional speaking is one of the easiest ways to enhance your career. Opportunities abound; no matter how experienced or inexperienced. The more you speak the better you will become. You will establish a reputation as someone knowledgeable in your field and people will contact you for speaking opportunities as a result.

Everyone has to start somewhere. Here are 10 ways learning to be a speaker can enhance your career.

1. When you speak you automatically assume the role of an expert. People are coming to hear what you say, right? That routinely positions you in the role of an expert. The more credentials you add to your "expert" status the more valuable you become.

2. Speakers get high profile visibility. Look to get your name included in programs, brochures, email announcements, agendas and other handouts, press announcements and online posting of conference materials. This is especially important when you are starting out and are not being paid. Ask up front what type of PR they will be doing for the event. NOTE: Pay attention to important submission deadlines.

3. As a speaker, you get to meet other colleagues and associates. It?s a place where you can chat up your competition without any repercussions. Look to see who's on the agenda and make sure to meet as many other speakers as you can. Ask them to keep you in mind at other events where they might be speaking.

4. Speaking can open doors to people you want to meet. It?s easy to pick up the phone and ask someone to come to your event or send them an email invitation. Even if they can't attend it will position you as someone of note. It?s also a great way to follow up with a copy of your name in print as an expert on the program.

5. The media looks for speakers at conferences and events as potential interviews. Make a point of introducing yourself to the media. It gives you an excellent way to follow up for future conversations. Add the media to your master press list and send them announcement any time you are speaking. Note: Don't just blast a boring announcement. Spice it up with some clever opening subject line.

6. Speaking enables you to come back with report on other events and activities. Make sure you listen to the other speakers not only as a benchmark to your expertise but to learn something new. If you are an employee, be sure and follow up your presentation with a report to your boss. Send a note to associates on anything you found of interest.

7. Often you can attend other sessions free of charge. Take advantage of this opportunity. Some times conferences are running concurrent tracts. Maximize your time there.

8. As a speaker you get face time with executives that you may not any other way. The higher the level of conference, the higher the level of attendee. You may use this as a vehicle to meet someone you have been trying to track down. Note: After is better than before. Also use the networking sessions which are commonplace to work the attendees and speakers

9. Recruiters are always on the lookout for high profile candidates. If you are in the market for a job, this is an excellent way to have the best jobs (through a recruiter) seek you out. It showcases your expertise in the best possible way. Don't be surprised when colleagues call you because they have seen your name showcased in print.

10. Look for an angle to market yourself for free exposure. If there is no money form the engagement, look for other ways to make up for it: a free booth, a place to sell your stuff, additional days at the hotel at the staff rate, discounts for attendees.

Remember, no matter what the opportunity look for the way to spin the exposure to showcase yourself in the best light possible.

Give yourself a gift that will last a lifetime. . . .a Packaging Coach. One-on-one coaching is not in everyone's budget. That is why I have packaged my proven steps to get you started building your brand. That's my specialty: PACKAGING PEOPLE. I have transformed my own brand from anonymity to world recognized authority. I can teach you how to do the same.

To subscribe to the personal branding e-zine "Packaging Yourself" email me @

Typing Tutor Better Jobs Just Ahead

Writen by Johnny Mayer

Looking for a better job? Who isn't? People that type fast get more work done in less time and with fewer mistakes. Many employers require a typing test before hiring new employees. Want some help to pass the test? Typing tutors help you learn to type quick and easy at home in a few days. Besides, you don't have much choice, How soon do you need more money? Now? That settles it.. it's time to download typing tutor software and learn to type fast.

Typing Tutor Programs

OK, typing lessons, here we come... Where do you start? You visit a Typing Tutor website and download a program of typing lessons, typing games and quizzes and start learning to type in minutes. How long does it take to learn to type? Most typing tutor programs estimate about ten hours to learn to type well. Just downloading the typing tutor software gives you get the feeling you're on the way to a better job - and you are!

Typing Lessons Fun and Effective?

Typing tutor software is designed to be FUN! May not as much fun as a barrel of monkeys, but fun just the same. The typing lessons are given through a mix of games and exercises and tests to keep you on your toes, oops, fingers! The typing tests are to give you confidence and practice to pass an employer's typing test.

Typing Tutor - Extra Benefits

Besides finding a better job, a typing tutor gives you a sense of accomplishment. After years spent looking down at the keyboard, you'll be able to touch type. This improves your writing skills by focusing on your thoughts not on the keyboard. How fast will your typing tutor train you to type – about 70 words per minute. If you hang out in chat rooms, you'll make more contacts and answer more email than ever before thanks to your typing lessons.

Find a Better Job - Typing lessons

Once your master your typing lessons, you'll be able to find a better job. People that take typing lessons are better qualified to handle certain jobs because they know how to type fast. You can too. It's easy and fun to take typing lessons with online software programs and fun games. Best of all, in a few hours of typing lessons, your typing tutor will show you just how much you typing skills have improved. You still have to find the job, your typing tutor software will help you land the job you always wanted.

For more info about Typing Tutor and how to typing lessons, read answers to your typing tutor questions.

Johnny Mayer is a content writer for Compucall Web Marketing Ltd.

Rules For Winning Interviews

Writen by Shelley Worth

1.Know your past achievements. An achievement is something that excited you, gave you a feeling of pride, something that you enjoyed doing. Each achievement is made up of factors that have made you successful: creativity, for example, or management, directing, leading, or selling.

2. Do your research. Gather and analyse information about the company and the companies' competition. Your painstaking research should include: what the company produces, who the company's customers are, what their culture is like, and if they have a company mission and, if so, what it is. Also find out if they are growing and why, what their plans are for the future, and who their primary competition is. Your knowledge about them will not only contribute to your self-confidence, but also show that you have sincere interest in them.

3. Answer all questions directly. Don't get long-winded or go off on unrelated tangents. The best insurance for a direct response is to listen: do your company research; and know your skills, achievements, values, and personal qualities. Listening and preparation are the keys to a winning presentation at an interview.

4. Be prepared to answer personal questions. Your personality and core values are strongly considered in a competitive market. Every person counts. You will not only contribute to the profitability of the company but also to its culture. You may be asked, "What are your strengths and weaknesses?" "Describe your best or worst boss" "What are your three top values?"

5. Balance listening with telling your story. Do not interrupt and sit back (don't slouch) when the interviewer is talking. Be brief when it's your turn to tell your story or answer a question. Pause and check in by asking, "Would you like me to continue?" or "Am I answering your question?" or "Is there any aspect of my background that is of most interest?"

6. Focus on what you can do for them. Employers are interested in how you can solve their problems and work with their customers. Do not operate out of a "job description mentality" that emphasises title, position, and narrowly defined responsibilities. Today, businesses are focusing on the customer. They look for people whose primary concern is the customer and the company and who want to roll up their sleeves and get to work.

7. Let the employer raise the issue of compensation. Remember this golden rule: If you bring up money first, you've lost. All employers want to hire the best person for the job, especially in a competitive marketplace. They'll make you an offer if you've done your homework and have shown then the relevancy of your experience and ability to their needs. If they ask, "What would you like?" respond, "I'd like you to make me an offer." Then you'll have additional significant information from which to think over their proposal and to counteroffer and negotiate.

8. Be bold – state your interest and why. In a competitive business market, employers hire people who know what they want and why. Often interviewers will not be as prepared as you are. So do your personal and company research. If the company and the specific job interest you, say so and why. For example, the organisation may have similar values to yours regarding their respect for employee growth and development, or their product/service could contribute to the environment in a way in which you believe.

9. Relate your past experience to their needs. Hearsay is that all employers are looking for employees with experience in their specific industry – but maybe not!! Be prepared to demonstrate how your experience and skills are allied with their needs. For example, tell a story about how you consistently met customers' needs. Also give examples of your fair and productive management style. Excellence in customer service and management is highly transferable if you can clearly demonstrate how.

Worth Personnel Group Employment Agency Toronto Job Interview Tips

Shelley Worth is the Owner of Worth personnel group - Employment Agency in Toronto Worth Personnel Group is a proactive employment agency offering a variety of employment and staffing services, primarily to the Greater Toronto Area (Scarborough, Mississauga ,Etobicoke, Richmond Hill, Markham and Concord). We believe that any successful business is built in partnership with a strong team of qualified employees. Our goal is to create a successful match that will mutually benefit company and employee.

We provide direct-hire positions,as well as temporary and contract opportunities. We invite you to speak with one of our Service Consultants to see how Worth Personnel Group may be of assistance to you!

The Secrets To Finding A Good Online Survey Company

Writen by Robert Mellor

When you are looking at making money from taking online paid surveys, following tips can help -

Look for Testimonials - Often survey makers put incorrect information in Testimonials. Read testimonials carefully; look for hard facts about the survey. A few surveys give contact information about their satisfied customers. Try contacting one. If the mail bounces or it is an incorrect contact number, then one can assume that the paid survey is nothing but a scam.

Documented Proof - Some paid surveys show document images on their sites. These documents are proof of a survey taker getting paid or getting his/her reward. Read the document to verify that it is authentic.

Guarantees - If a paid survey is guaranteeing you something, do read the conditions, which go with the guarantee. Look for fine prints to ensure that you satisfy all the criteria to get paid or rewarded for taking the survey.

Legal Issues - Read the disclaimers, terms & conditions at the bottom of the page, often written in small unreadable fonts. Ascertain what are the legal implications, if any, for you if you get paid or win the reward for taking the survey.

Proxy – Fraud site owners often host their paid surveys on proxy sites thereby concealing their identity.

Setup a dedicated email exclusively for taking online surveys. Keep checking the email box regularly. Keep the inbox clear of any unwanted or fake paid survey mails. At times, email websites block mails from paid survey. Ensure that the mails are not blocked. If you are new to the world of paid surveys and if you need to pay to register to one of the survey websites, research the web to find reputable survey sites. For instance a good survey site would enable you to pay or receive money-using Pay pal. Also start registering with only one or two of such sites.

Fill the surveys honestly and take interest. Your responses could help you make more money.

Never send cash to any site.

Never depend on paid surveys as the only source of livelihood.

Finally, remember there is nothing like a Free Lunch.

Rob owns a blog and website helping people choose between online paid surveys companies. Please visit the site for more information on paid surveys

Hot Job Listings For 2006

Writen by Paul Megan

Millions will be looking for job listings in 2006. It's a big help to know where the most openings occur.

Why?

Well, if you're new to the job market . . . or this is your first job . . . of it's time for you to get serious about making a change . . . then understanding where your are likely to find job openings can help you focus.

Even if you have no direct expertise in these careers, there are opportunities for transferable skills. These are your work-related capabilities and assets that have application no matter where you work. These would include managing, accounting, factory work, warehousing, consulting, finances, sales, etc.

According to recent reports here are the six areas where you can expect to find an above average number of openings:

1. Medical Assistance. The exploding health care industry simply doesn't have enough certified talent to go around. So there are unique opportunities to break into this industry if you're able to show how you can translate your capabilities into a response to employer needs.

2. Teaching. Because of the critical shortage, if you ever had a dream about becoming a teacher at any level the are fast lane certification programs to get you into the classroom ASAP. If you fancy yourself a teacher be prepared to think outside the traditional classroom.

3. Pharmacy Work. While it takes years to get the required degree and be certified as a pharmacist, there is an amazing array of technical support jobs that require only a minimum of technical training.

4. Retail Sales. The holiday season is a terrific time to break into retail sales on a part-time basis. Many of these jobs are converted into full-time after the holidays. Moreover, because the turnover is high, employers are offering flextime schedules and huge employee discounts, especially if your friendly and like being helpful to customers.

5. Consulting. Opportunities for corporate consulting are especially good in cost control and information technology. Local government and non-profits are using significantly more consultants to cut payroll costs.

6. Self-employment. If you like to be in control of your time and income, maybe this is the time to consider an entrepreneurial venture. But if you're not quite ready for your own business you can achieve a similar independence by working for a temp agency.

This is an incredibly good time to be in the job marketplace if you focus your attention on employment areas where you have a much better chance of landing a job.

Paul Megan writes for EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Grab our stunning FREE REPORT: "How To Lock Up A High-Paying Job In 14 Days (Or Less)!" Click on RSS. http://www.fastest-job-search.com

Negotiating A Pay Raise

Writen by Corinne Dauncey

Negotiating a Pay Rise

- Do you think you are not been paid enough? Not being valued at your company?
- Do you look at your pay slip and wish you had been paid that little bit more that you deserve?
- Do you think you have been particularly successful in your job? And gone beyond expectations?

If you have answered 'yes' to any of the above, then it is time to negotiate a pay rise. But how do you go about this and what are the best strategies in order to get the best rise?

Most companies will conduct quarterly or bi-annually pay reviews for their employee's, which if successful will result in a pay rise. However, as a hard working employee that is successful, you may feel it is justified to approach your boss to ask for a rise before your review is due.

Whatever your situation is, you will have already agreed this is in your contract and know when your pay review will be - and before your conversation with your boss, the key thing to remember is that you must prepare!

Before you ask

It is advisable to do some background work about salaries in your industry and role and plan your negotiations prior to approaching your boss. You can normally use salary analyzers or something similar on the Internet, or even phone around to ask recruitment agencies for the market averages for your role.

You need to really know what you are worth and what you have achieved recently, and why you deserve the pay rise. You will need to explain what skills and benefits you have brought to the company, how you have excelled in your role in particular and that you are a loyal employee. You will need to focus on your knowledge and experience you have developed and the way you have grown, learnt and developed whilst working for the company. You should note any expectations you have exceeded, any additional responsibilities you have incurred and any extra achievements you have made that stand out and you feel you deserve credit for. You need to be able to explain all of these points in detail, expand on any of them in detail and show that these are the reasons why you should be considered for a pay rise!

You need to show your commitment and express your desire to do well and tell your boss what you are trying to target and what you want to achieve.

Things that you need to consider what you have done when negotiating a pay rise:

· Projects you have managed, led, completed and have been noted as being out standing
· Any awards you have received
· Any procedures you have put in place that may have saved the company money
· Tasks you have been individually assigned to do due to your unique skills and abilities
· Additional tasks beyond what you expected in your current job role
· Anything you have excelled on and been praised for in the past
Also be clear as to what your current salary is, what the average is and what you ideally want!

How much to ask for?


It is a good idea to ask for more than you anticipate and that you give yourself room to negotiate. Expect your boss to propose a counter offer after you have asked for your pay rise sum. You should definitely bargain and you should expect it to usually end up in a middle ground figure so always go in high!

What if your boss says NO?

Just because you are going for a pay rise, you may not necessarily get it - but do not be disappointed if he says no. Firstly, there is always next time and from the feedback on this review you can work towards the next. You need to understand the reasons why he/she has said no and reflect on them. It is not the end of the world and it is not forever.

It may be due to the fact that you are still in the learning curve at work and still developing new skills, in which case, once you feel fully developed; it could be time to ask again.

Do not be afraid to ask for non-financial benefits as well, such as, a phone or extra holiday. You could ask for training and development and the company may be more inclined to pay for this, as you will be learning more and bringing more value to the company. Employees are an asset to companies that they work for at the end of the day!

If you really feel you deserve a pay rise and you are not happy working at the company, then you can always search for a new job that would be willing to pay you more. It may be that your current company is not suited to you and this is your sign to take the next step.

Result!

It is a great feeling if you manage to receive a pay rise! If you work hard and achieve great results, they do not often go un-noticed and you will no doubt be rewarded with what you deserve. A good confidence boost, self-satisfaction and self-affiliation will be the result!

Good luck!

Corinne Dauncey works for http://www.TipTopJob.com, the generalist job site allows job seekers online in 34 different insdustries.

Are You Earning What You Are Worth

Writen by Todd Mikesell

One of the greatest pleasures is helping talented mortgage professionals significantly improve their career situations. This is especially true when the new position provides a substantial increase in income, in some cases almost doubling the commissions earned on each loan! How is that even possible, you ask? Well you may be interested to learn about the enormous disparity between different compensation plans within our industry.

First, I would like to suggest that you should never, ever make a career move just for the money. This especially holds true for large sign-on bonuses. There are far more important things than dollars that must be weighed carefully. The critical question you should ask yourself; "is the company a perfect, long-term fit for me and my business? Change employers only because the opportunity is vastly superior to what you presently have and keep in mind, the important things are what you get after you arrive, not what it takes to get you in the door.

We each have a responsibility to our families and ourselves to maximize our income which will provide more financial security, fund college educations and retirement, and provide a better overall quality of life for our families. In recent years, most of us in the industry have done extremely well. The times are finally changing. In 2006 and the next few years, earning into the six-figures will be a challenge for most mortgage professionals. Now may be the right time to see how your present compensation plan stacks up to what else is out there. You may be quite surprised by what you learn.

You personally generate 100% of every dollar of revenue for your employer. Then your employer tells you how much they are going to give back to you for bringing this revenue in the door. The vast majority of Loan Officers working for large, national lenders and banks earn roughly 35 cents (one-third) of every dollar they generate, with 65 cents (two-thirds) going to the company. If you earn an overall 60-65 basis points on your loan volume, then you fall into this category. That's assuming a lender's total revenue is roughly 1.8%-2.1% of total loan volume, which may be a bit conservative. In 2003, if you closed over $25 million, this was probably more than adequate to earn a decent living. Well, that was then and this is now. Loan volume has dropped sharply and the slowdown is well underway. Many companies continue to tinker with comp plans, reduce support staff, and otherwise try to enhance the bottom line at the expense of the Loan Officers on the front lines.

If you receive referral business through bank branches or a captive realty situation, and this is more than half of your business, then a 50-65 basis point comp plan is probably justified and fair. However, if you 'self generate' or go out and get the majority of your own business and you are still working for 60-65 bps, then you are severely underpaid…and you may be able to do much better! Most mortgage professionals simply don't know any different because they have never seen the entire revenue picture behind the scenes. Here is what most mortgage companies keep well out of sight from their Loan Officers:

• Service Release Premiums (SRP's) – This is an extremely lucrative revenue source for companies that sell their loans on the secondary market. These servicing rights (SRP's) can range up to 2.5% or more of the loan amount on certain loans, which amounts to $2,500 in revenue on a $100,000 loan. Most companies keep this hidden from the Loan Officer and pocket the premium when the loan is sold.

• Retail Pricing Rate Sheets – Interest rates are marked up from the lender's price (the wholesale rate) to what the Loan Officer sees and what the borrower receives (the retail rate). Loan Officers are given retail rate sheets that have a portion of 'built in' profit for the company. Again, the Loan Officer does not see this rate bump and is not compensated at all for this revenue generated. It goes straight to the company's bottom line.

• Total Gross Revenue – Companies are always trying to bolster and increase gross revenue as a percent of loans funded to please their shareholders. In addition to substantial SRP's, built in profits with retail pricing, lenders also may receive YSP's (Yield Spread Premiums) on any brokered loans, and of course generate significant revenue from processing, underwriting, application, and other junk fees. The end result is the Loan Officer generates thousands of dollars in revenue, and is normally paid a small portion of the total income as basis points instead of being paid on the total gross revenue generated.

You probably know someone that has worked for a mortgage broker (or have worked as a broker yourself) and marveled at the enormous commissions they can earn on each loan. The reason is not because they are a broker, but because they are paid based directly on the revenue they generate. These Loan Officers typically receive a fair commission split of 50% of total gross revenue. In other words they get to keep 50 cents on the dollar (one-half) of everything they bring in instead of 35 cents (one-third), a huge difference. Now I am not suggesting that you run out and start originating loans for a small broker shop. The truly good ones are few and far between. Brokers also don't get wholesale pricing or have access to Service Release Premiums (SRP's). In addition, brokers face a number of other challenges in today's environment and don't control the entire process in-house.

Many seasoned mortgage pro's can tell you from experience that the most sophisticated, highest level, and most lucrative business model for veteran Loan Officers is that of a true Mortgage Banker. They are probably working for one now and would never consider returning to a basis point environment. The reason is that a mortgage banking Loan Officer is in total control of everything they touch. They price out their own loans from wholesale correspondent rates, have access to the same dizzying array of products that a broker can offer, enjoy in-house delegated underwriting authority, close loans in their own name, generate much more revenue through SRP's, and are usually paid on a fair gross revenue split that is far superior to anything else out there. It is not uncommon for a Loan Officer to generate over $4,500 on an FHA loan and earn in excess of $2,200 in commissions. One correspondent of a key client even pays $2,000 in revenue ($1,000 to the Loan Officer) on each home equity line of credit set up even with no advances!

As 100% commissioned professionals, we have chosen to leverage the risk / reward relationship in our favor. We have each made a conscious decision to bet on ourselves, to assume a little more of the risk, with the expectation that we will also reap much more of the rewards. The rewards include a very flexible schedule, the ability to build your own business, spend more quality time with family, solid financial security, and a better overall quality of life. If you are both happy and successful, are achieving the level of income you desire, while maintaining a very nice work / life balance in your present position, then you may have found your ideal career home. If you are not completely satisfied, then perhaps you should ask yourself, "am I earning what I am worth?"

Todd Mikesell is 100% committed to helping experienced mortgage professionals improve their career situations and achieve long-term success and happiness. Todd is a Certified Personnel Consultant (CPC), the highest designation awarded to executive search professionals. He is a 15-year mortgage veteran, has several years of senior leadership expertise, and has conducted management training throughout the Midwest. Todd moved into the executive search field in 2001 and has consistently performed in the Top 10% of recruiters in the country. His mission is to have a positive impact on the lives of his candidates and their families by helping dedicated professionals reach their full professional and financial growth potential.

When Bad Interviews Happen To Good Candidates

Writen by Linda Matias

Going through the motions of a bad interview is like peeling back the layers of an onion. Sally learned this lesson the hard way, hands-on during an interview that should have been a piece of cake. Sally applied for a position that fit her qualifications perfectly. When she received an invitation to interview, Sally believed she was a shoo-in for the job. Feeling confident, she approached the interview in a lax manner. She didn't prepare and prematurely celebrated an offer she was convinced would be extended.

The day of the interview, Sally was surprised by the level of anxiety she felt. Her apprehension began to build and she began to prepare for the interview at the last minute. By the time she arrived at the interview, she was visibly shaken.

Lesson learned: The time to collect your thoughts is prior to an interview, not on your way to one. If you arrive to an interview bewildered, the recruiter will take notice and you run a high risk that you will be not get the offer.

The interviewer entered the waiting area and introduced himself. To ease the tension, he asked a common icebreaker question, "Did you have trouble finding us?" Sally has never been a smooth small talker and she answered the question candidly. She confided that she doesn't have a good sense of direction and coupled with the fact that she was anxious, she passed the building entrance quite a few times. The interviewer smiled politely and proceeded to walk towards the interview room. Realizing she goofed, Sally hesitantly followed the interviewer.

Lesson learned: Everything you say and do during an interview is scrutinized; from the instant you walk in, to the moment you walk out. An innocent question doesn't exist during an interview and a careless misstep is seldom forgotten. Choose your responses carefully.

When Sally was escorted to the interview room, she was surprised to see a panel of interviewers. She was only familiar with the "it's just you and me, kid" type of the interview – the one-on-one. At the start of the interview, she quickly realized that it was going to be a challenge to manage that interview.

Lesson learned: Interviews are unpredictable. One never knows the broad range of topics that will be covered and the type of formats that may be presented. Familiarize yourself with all interview settings.

Because she was not ready for the series of questions, Sally tripped over her answers. She focused on issues that weren't relevant and provided little information on what was pertinent. She began to ramble and appeared under-qualified for the position.

Sensing that she was interviewing poorly, Sally began to lose patience with the process. She failed to maintain eye contact and began to fidget. The enthusiasm she felt for the position and the company slowly diminished as she witnessed the blank looks on the faces of the panelists. She withdrew mentally from the interview, and as a result, appeared disinterested.

Lesson learned: Most interviewers expect candidates to be nervous during an interview, and they rarely will forgive you if you fail to demonstrate a sincere interest in working for them. Most hiring decisions are based on whether the interviewer feels a connection to you. The failure to establish a bond immediately is usually beyond repair.

After the interview Sally realized that the questions she had been asked were not difficult. She had been overwhelmed by nervousness and that had clouded her ability to communicate clearly and to the point effectively.

Lesson learned: Even if you have the "right stuff," nothing is guaranteed. Don't get caught off guard; prepare for interviews; do your homework.

About The Author

Recognized as a career expert, Linda Matias brings a wealth of experience to the career services field. She has been sought out for her knowledge of the employment market, outplacement, job search strategies, interview preparation, and resume writing, quoted a number of times in The Wall Street Journal, New York Newsday, Newsweek, and HR-esource.com. She is President of CareerStrides and the National Resume Writers' Association. Visit her website at www.careerstrides.com or email her at linda@careerstrides.com

Medical Transcriptionist A Closer Look

Writen by Kevin Erickson

Medical Transcriptionist jobs have been around since doctors first took the Hippocratic Oath. Ancient cave writings indicate that records of what medical treatments were being performed have been kept for thousands of years. Back then, it was for different reasons but today, medical transcription and in particular, the medical transcriptionist profession has been quietly taking steps forward and is "suddenly" making itself known to the world.

In a nutshell, a Medical Transcriptionist transcribes dictated matter by phone or from electronically recorded messages by doctors, nurses or other health care professionals, into records of treatments, procedures and up to date patient status reports.

Surprisingly, Medical Transcription wasn't officially recognized as a profession until 1999 when, the United States Department of Labor, finally assigned the profession its' own job code in order to monitor statistics about the field. Until that point, medical transcriptionist jobs were unjustly given the title of medical secretary or typists.

Today, the American Association for Medical Transcription, which overlooks the profession, administers testing and upon passing the test you earn the title, "Certified Medical Transcriptionist" (CMT) which lends additional credibility to your knowledge, skills and abilities over those that are uncertified. Although certification isn't required for gainful employment, CMT status certainly has its' advantages like; the assurance to your employer that you are highly qualified and this in turn, increases your "market value" as an employee.

Medical Transcriptionist take on the role of converting the spoken words, of health care professionals, into written text either as hard or soft copy. But of course, with the dawn of new technology, this task is becoming increasingly less time consuming per unit produced. A good example is the ever-increasing use of voice recognition software.

Sounds great but the questions arises, if technology is transforming the profession now, then will technology transform the profession to such an extent anytime in the foreseeable future that it more or less makes the role of humans in the profession obsolete? I think the best way to respond is by using an example. Has the technological advances in every aspect of the medical profession reduced the role and importance of doctors and nurses? The answer to that question is clear and the same applies to the field of medical transcription.

Although transcription programs continue to evolve and become more and more adapt they will never be able to replace the trained human mind. They certainly allow for aspects of the translation process to speed up but they will never be able to compensate for all the differences in diction styles like accents, grammar, pronunciation and the list is as varied as the doctors doing the dictation.

Basically, the evolving transcription software programs are simply a tool but like all tools they are only as good as the skilled craftsman using them. In fact, because of these software shortcomings, transcriptionists need to be very adept at editing; especially in the correct use of grammar and the ability to proofread. And because most transcriptions start via the recorded message listening and strong keyboard skills are becoming more and more an essential.

Sure, voice recognition software has made the whole transcription process easier than it was in the past. Back "in the old days" when a medical transcriptionists had to listen to every single word and then transcribe it via stenograph, by long hand or more recently into a word processor but thanks to technology the editing skills mentioned above are becoming increasingly more important because voice recognition software is taking over more and more of the tedious hand entry portion of the job.

Medical Transcriptionist job training covers a wide curriculum including general knowledge of a wide variety of medical topics like medical language, Greek and Latin prefixes and suffixes, biology, anatomy and physiology body systems. A medical transcriptionist also needs to have a fair knowledge in diseases; how they progress and how they are treated because this process makes up a large portion of the medical dictations that they are responsible for transcribing.

In addition, medical science, surgery, surgical procedures and terminologies, surgical and laboratory instruments are also an important part of the transcriptionists knowledge set. And, if that's not enough prosthetics, pharmacology, laboratory test results and their interpretation must also be understood and mastered. As you can see, a medical transcriptionists knowledge base must be wide and deep.

Medical transcriptionist jobs can be applied in a variety of health care settings, either as full time employees of firms that are need of these kinds of services to doctors and other healthcare professionals or as part time transcriptionists that from home for private clients.

This article may be reproduced only in its entirety.

Kevin Erickson is an entrepreneur and writer. For other articles he's written visit: Medical Transcriptionist | Online Paralegal Program | Online Nursing Program

The 7 Steps To Negotiate Your Best Salary For A New Job

Writen by Melanie Winograd

You've had successful interviews and you are ready to start work. Stop. Before you accept any position, establish an acceptable salary range. You will want to establish yourself toward the upper end of the range with an agreement to add pay for outstanding work at your first review and on annual reviews.

1. Do your research. Check the company's web site for similar jobs and ask about their pay ranges. Research salary tables and articles in the Wall Street Journal; , , and .

2. Calculate your personal salary range. Your market value is a combination of the present going rate for similar jobs plus past experience, training and your projected future contributions.

3. Postpone salary discussions until you have been offered the job.

If you are asked to give a number, one way to respond could be: "At this point I don't know enough about this position to discuss compensation. I want to be paid fairly for the job I do. Can we discuss the job responsibilities a little further?"

4. Allow the employer the opportunity to throw out the first numbers. When the employer asks you what kind of money you are looking for, you can answer "I don't have an upper limit. What did you have in mind?"

5. It is time to slow down the process, much the way a basketball team catches its collective breath by slowly dribbling without pressing for the goal. The employer has announced a salary figure. How should you respond? Repeat the figure and quietly determine if the amount is within your preferred range. During the silence, you may even be given a higher offer.

6. Does the offer match your salary research? If you need to counter the offer, pause and say, "I would love to contribute here and I appreciate your offer. From my research, I found that someone with my qualifications is being paid in the range of $__ to $__. What can you offer me in that range?

7. Don't say no as long as the offer is still on the table. If the employer cannot come up with more money, say you'll think it over and make arrangements to check back in the next day or two. You will still be in control and may be offered the range you desired after all. In addition, think of other benefits besides salary to negotiate with such as extra paid vacation time.

CareerMogul's online career resources consist of a FREE virtual career education center and an experienced team of certified professionals providing all job level career coaching and résumé services via telephone and online chat messaging. careercoaching.careermogul.com

Components Of Integrated Learning Vs Computer Training

Writen by Natalie Aranda

Computer training and integrated learning are two different concepts, often associated but very different. Integrated Learning is an alternative to other methods, such as computer training classes, which consider that learning only may occur in separation from other activities.

Computer training is the instruction or course whose means of delivery is a computer, either via software or through static applications available online. Computer training courses are designed for individual learning, although some companies have set a computer training class through the Internet.

Integrated Learning is integrated by five different components: assess, learn, reinforce, support and validate, all of them components that do not separate education from common activities in the individual's life, including work, travel, leisure, and even housekeeping and other every-day issues.

On the other hand, computer training courses are designed in the belief that an individual should only focus his/her mind on the course, taking out of the mind all other daily-life activities. Computer training is usually referred to as Computer-based training (CBT) and computer training courses addressed as courseware.

Courseware was a very popular learning method in the early 1990s, and today, it may be delivered via computer training classes with software installed on a single computer through intranet, downloaded from the Internet, or taken over the net as an Internet computer training class.

Both, integrated learning and computer training courses offer almost any conceivable subject to any age individuals or as a service to businesses and educational entities so they can offer this facility directly to the people who want or need to learn.

Popular computer training courses include all types of computer-related studies, from the learning on how to run a particular application, to learning skills as computer network technicians, or developing skills in computer programming language.

Originally, setup by the Integrated Learning Foundation, Integrated Learning was created like a new alternative in 1994, documenting and promoting diverse methods of learning. The organization was only live for a whole year but the concept of Integrated Learning lives on until today.

Assessing initiates the learning process, Learning provides the solutions, Reinforcing provides the resources to retaining the highest percentage of information a student learns, supporting helps the student complete the learning cycle, and the In the Validate component of the Integrated Learning, the identify to acquired knowledge, and skills gained.

Computer training courses are provided anywhere, any-time computer training with two primary models in computer training classes, synchronous, with the aid of an assigned instructor, or asynchronous, when the computer training class is self self-directed.

Depending or your particular needs, the approach to learning and the access, you are the only one who can determine which is best in the long run, Integrated Learning or Computer Training.

Natalie Aranda writes on training and technology. Computer training is the instruction or course whose means of delivery is a computer, either via software or through static applications available online. Computer training courses, Cisco CBT for instance, are designed for individual learning, although some companies have set a computer training class through the Internet.

Boot Camp Deciding Where You Belong In The Military

Writen by Eriani Doyel

While many people lump the "military" all in one group, each branch is different from boot camp to the role that it plays in protecting our country and interests throughout the world. If you are thinking about joining the military, you may want to look at what the boot camp or basic training experience for each branch is like. All of the branches focus on the things which will best prepare you for the rest of your military career and your life.

The Army boot camp is a 9 week program and one of its many bases across the country. After you say goodbye to your family and loved ones, you will be evaluated for your fitness level and given your first of many haircuts. Each of the weeks during your boot camp will have a different focus. You will be trained in the classroom and on the field to prepare you mentally and physically for the tasks ahead. Another important aspect of this boot camp is to build a feeling of togetherness. This is your new team and you will be a vital member.

The Navy has a training center in Great Lakes Illinois where you will spend the 8 weeks of boot camp becoming a sailor. You will not only be tested for your physical stamina on land and in the water, you will also be tested for mental toughness in the classroom and in simulations of shipboard emergencies designed to build confidence.

As a Marine in boot camp, you will be subjected to 13 weeks of some of the hardest work and training you have ever had in your life. Marines are known for their toughness and this training will ensure that you are up to the task. You have to pass an initial fitness and health screening before you enter boot camp. But, if you can get through these 13 weeks you can accomplish anything.

The Air Force basic training is only 6 weeks long, but it will be some of the most intense mental training that you will ever experience. This elite group learns about the history, tradition, courtesies, and customs of one of the more specialized branches of the military.

Coast Guard basic training in Cape May, New Jersey is extremely diverse. You will learn about law enforcement, recreational boating safety, ice patrol, navigation, search and rescue, and marine and environmental safety.

Each branch of the military has a strict code of honor, commitment, and courage. If you are looking for that kind of experience, choose the branch that is right for you.

Eriani Doyel writes articles about Careers. For more information about boot camp visit yscamp.com

Career A Self Help Guide

Writen by NamSing Then

Could you hope to live without a career all life despite inheriting a legacy? Career is not just about living out of inherited money, nor is it limited to earning livelihood. Holistically speaking it is the progression of ones working or professional life. Career indeed means a lot these days. Nowadays, parents start grooming their children from the day one she starts her education, guide and help their children choose their career.

Choosing and Making a Career
To some, choosing a career is as simple as a ready to eat preparation served in a silver bowl, because their career is inherited through legacy. Still they don't spare a stone unturned in their efforts to just pursue it and make successful careers. For example, Henry Ford, who is the third generation person to carry on the legacy of his parents successfully, has toiled hard to expand the empire beyond the Atlantic Ocean.

Students should start thinking about their careers while in High School. Career exploring in various fields such as Accountancy, Finance, Law, Engineering and Medical, Business Management etc should be given a serious thought while they are still in College level. Well planning and choosing the appropriate line of study will definitely get you a good pick of your own choice.

Career Counselors prove beneficial in personal development and if you need them to, they can double up as career coaches who guide you in choosing your career. They assess your scope of interest, ability, your personality and style of working and accordingly, help you choose your career.

Career development
Did you know choosing a career is much easier rather than developing it? Landing a suitable job may take less than a year but making a career is for the rest of your working life. Once you land up at your chosen career, you must try to manage it carefully by gaining deeper knowledge and skills, working ethically and with integrity, and climb the ladder of success, to achieve your goals by rising to a higher level or position in that organization. Slightest initial complacency would mean a longer stay at the same level for a long time, develop leadership qualities within and rise to higher level. Work conditions and ethics permit that you can have multiple careers to explore your capabilities. Be good at decision-making and this will be the step forward to boost your career. Never give up hope, as the saying goes `In every difficulty lies an opportunity'.

NamSing Then is a regular article contributor on many topics. Be sure to visit his other websites Career Planning, Management Consulting and Hub.

Survive Your Current Job Ten Ideas

Writen by Mary Schaefer

It's easy to say it's only a job. And the monetary compensation of a job is certainly a means to an end. If this is not enough and you are stressed by one-too-many seemingly perplexing and frustrating moments at work, consider these possibilities.

1. Make sure other areas of your life are fulfilling, e.g. family, social life, physical activity, spirituality, community, etc.

When things aren't going well in more than one area of your life it's like trying to balance on a tight rope while standing on one foot. Build up your satisfaction in other areas of your life, so you don't have to pick up that other foot and head for a fall.

2. Change the viewing or the doing. (Source of phrase: Bill O'Hanlon, Author of 'Do One Thing Different: Ten Simple Ways to Change Your Life.')

How can the situation be reframed or viewed so that you can live with it OR how can you DO something about the situation?

Not in the job that you want? What can you learn from it that you haven't noticed yet? Interview a colleague to get a perspective (change the viewing) OR find another assignment (change the doing).

3. No More Excuses.

If you find yourself saying, 'If only he/she/they/the company would _______,' determine what you are going to do if he/she/they/the company doesn't________.

4. Employ the Gandhi Method.

At some point we all have probably been on the receiving end of this old management tactic. We raise an issue only to get assigned the task to deal with it. But then, what is so bad about that? I say pre-empt those management tricksters and assign it to yourself, employing what I call the *Gandhi method.*

Be the change you want to see in the world. – Mahatma Gandhi

5. Get It Taken Care Of.

If Point 4 isn't working, get that need met somewhere else. What I call a "sideways" approach, can work. If you can take all your focus off of the current "hot spot," you create room for movement or new ideas. (Bonus tip: Don't get hung up on identifying the one-perfect step. Just take some step in the general right direction.) Examples:

Seek challenge by taking a class, volunteering, etc.

Seek advice for dealing with toxic relationships on the web, through books, etc.

Not feeling appreciated? Ask family and friends for encouraging feedback.

6. Having Buddies Is Good.

Build or maintain an active network of friends, family members, and colleagues to make sure you have enough support and objective perspectives to help you cope.

7. Interview people who appear to be enjoying their work.

Sometimes it helps to hear from someone who seems to be doing just fine. Seek those people out. It only takes one new idea or perspective to re-energize or inspire you. You'll want to find out what has allowed some people you respect and admire to work/live in your organization.

8. Research interesting jobs or create your own job (really?).

Many companies have an internal job posting mechanism. Check it out regularly. Even if you don't feel you meet the requirements of the job, if it looks interesting, interview the person in charge to learn more about that type of work.

Another option -- while meeting the expectations of your current assignment, start doing things that interest you and clearly add value to your company. While running a manufacturing project, I began working with teams in the areas of valuing diversity, respectful treatment in the workplace, and career/skill development. This evolved into a full time assignment for me.

9. Darn, I'm Good!

There was a point in my corporate career when I was required to document how I was qualified for my current assignment. I really resented having to do that, but after investing over 20 hours on this task, and compiling a 1-inch thick file, I realized how much I had to offer, whether I was with my current employer or not. That helped me to feel not so vulnerable.

10. Sit with the Discomfort.

What do you do when you have tweaked your situation to a point of exhaustion, put your best into exploring other options or making your environment better and there is still a noticeable, more-than-annoying dissatisfaction? Maybe it is time to just sit with it. Contrary to what you might think, I don't mean, "give up."

A Final Note…

If you find that no amount of tweaking of your current job, career, or situation seems to be working, know that you are not alone and this is a perfectly normal part of the career development cycle. It might just mean that you've outgrown your current situation and are ready for a new challenge.

Copyright 2004-2006, Mary C. Schaefer, all rights reserved.

Mary Schaefer is President and Lead Consultant for Artemis Path, LLC. She holds a Master's in Human Resources Management and is certified as an HR Professional (PHR). Mary's 20 years of experience in industry, most recently as an HR manager, allows her to effectively coach you as a supervisor, small business owner or employee, on how to get along better at work! You can find more information about how Mary can help you at http://www.artemispath.com.

While you are there, check out how the expanded, 14-page eworkbook version of the Ten Ways to Survive Your Current Job can help you!!

7 Reasons To Search Online For Your Next Job

Writen by Andrew Bermam

A job search can be hard and sometimes frustrating. In case you are considering changing your job you should consider using an online search. This will help you expand your horizons and your search for your next job can become world wide and not restricted to any one area.

1. If you are keen in continuing in your present line of work with say a better location or opportunities. Then explore the web sites of companies similar to yours. Check out their human resources pages or career links. Employer web sites are often listed at sites like Academic360, a directory of employment opportunities.

2. Undertake a search engine search. Ask any major search engine like Google to help you locate possible employers or job sites that specialize in your field of work.

3. Explore the web sites of professional associations. Being a member of an association is a great way to network with peers and many a time it is successful networking that can land you your next job.

4. You can register at an online employment site like http://www.job-hunt.org or Monster.com and reap the many benefits. They will send you possible opportunities to your e-mail, blast your resume to several recruitment personnel all over the world, offer you a professional evaluation of your resume, and you will be able to browse through all the postings on their site and apply to vacancies that interest you.

5. By opting for an online search you can be sure your application is not lost in the post or courier. When you click apply, the resume immediately goes to the email box of a possible employer. And, the job site will give you a confirmation message of your application.

6. The convenience of online means you can store your resume as well as several versions of a covering letter for use. The site will also maintain a record of applications made by you with details. This means that you will never make the mistake of applying for the same job twice.

7. Applying online means you curtail costs of postage, courier, and faxes.

Looking online for your next job means you can explore several possibilities. By surfing through several job sites you can even consider changing your line of work, moving to a new country with several new opportunities, or even starting your own enterprise. Often the World Wide Web has brought together several professionals from different fields n search of new opportunity and they have begun a business of their own quite successfully.

Another positive aspect of the web is that it allows you to research comprehensively on your new employer and the in depth information you gather on the company will help you during the interviews.

You can take expert advice in writing out your resume and ensure that it has the right key words that will place it ahead of zillion others, that the resume highlights your strengths and presents in a comprehensive way your experience.

The internet has changed the way people look for new jobs and job search has taken giant strides.

Andrew Bermam is a freelance writer for http://www.1888Jobsearch.com , the premier website to find free search for free online employment services, job vacancies, part time job, job listing and many more. He also freelances for the premier Search site http://www.Bavoo.com

Five Tips To Nailing Your Job Interview

Writen by Trent Brownrigg

If you are like most people, you probably don't particularly enjoy job interviews. Unless you are ready a job interview will certainly be among the most stressful things you'll have to do in your life. Are there any tips that'll help? Of course there are!

The five tips below, if taken to heart and acted upon, will give you an advantage over about 80% of all job applicants who do little or no preparation for the same job interview. Actually that might be the biggest tip in itself - and a theme that runs through all five tips below - PREPARATION.

The more you prepare beforehand, the more confident you'll be going in to the interview, and the more confident you'll appear during the interview.

So, without further delay, here are the five tips that'll put you ahead of the competition at your next job interview:

1. Have all of the basic facts about yourself properly rehearsed in your mind. These include education, hobbies, interests and previous work experience. Try to slant what you say about your education, your interests and the roles you've had in your jobs to date to show why you would be the ideal candidate for this job.

Reinforce your job application with real evidence of what you've done in previous jobs. Don't just give a basic one or two word description of your role - elaborate on it. Give specific descriptions of individual aspects of the work you did. Again, try to emphasize examples of tasks you performed that would make you perfect for the job you've applied for.

3. Make sure you demonstrate enthusiasm for the job you're being interviewed for. Remember, the interviewer is looking for someone they feel will be ideally suited to the role advertised. If you come across as having very little interest in the position, do you think you'll be offered it? Make sure you do your research on the company offering the job and the job role itself so that you give a good impression of your knowledge at the interview.

4. Before you get to the interview work out the kinds of skills and qualities you feel you would need to carry out the job you're applying for and think of as many good examples as you can of how you've demonstrated these in your work and private life to date.

5. Make an effort with your appearance. Remember, first impressions are the only impressions the interviewer is going to have of you, so go all out to make those first impressions count. Think about the kind of character qualities and personality qualities you think someone good at the job you've applied for would demonstrate, and try to come across at the interview as having those qualities.

Okay, there you have it... five tips that will put you ahead of most of your competition at any job interview. Be prepared, be enthused, look good, have the knowledge you need, and be confident... you will land the job of your dreams in no time!

Trent Brownrigg is a successful internet marketer. Learn how Trent was able to quit his "day job" and how you too can have a work at home job at http://www.work-at-home-jobs-iowa.com

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Eft For Job Loss Fears

Writen by Milton Drepaul

According to an article in The Washington Post (April 4, 2006) though getting fired ranks as one of the events in life which causes greatest stress it seems that the constant fear of losing your job can actually damage your mental and physical health even more.

It appears that the unrelenting nature of the stress is linked more strongly to depression and health problems than actual job loss.

The constant stress causes a variety of problems generally starting with sleeplessness, which is itself connected to more health problems. Since the nineties there has been a growing trend of companies downsizing and merging.This could have major troubling health implications for North American workers.

While life events can trigger negative emotions there are things we can do to reduce the impact of these negative responses. We concede that our feelings are very complicated and fragile.It takes some effort to manage them.If we empower ourselves with positive emotions then we send positive energy to boost our immune system. This generally results in vibrant health.

The danger for most of us is that we live in societies which encourage dwelling on negative feelings. It's fine to accept and acknowledge that we will face challenges in life. How we respond to them determine not only our physical health but our emotional and spiritual well being. Wallowing in self pity and other negative responses can encode harmful emotions deep into our cell memories.

Our jobs are the major focus of most of the lives. There is tremendous potential for both risk and success. So although many studies show that periods of employment are detrimental to our health it is not a surprise that the worry of losing your job can be even more harmful to our health. In my counseling I urge my clients to watch what they say about their life.(Often I recommend the books The Game of Life by Florence Shovel Shin written in early 20th century and Happiness Is a Choice by Barry Neil Kaufmann).

It's quite astonishing how often we unconsciously manifest bad things in our lives. Many spiritual teachers have taught that we create self fulfilling prophecies by focusing on fears of what might happen. Therefore if you are constantly putting your intention on the fear of losing your job you increase not decrease the chance of it happening. In a perverse way you add your own energy to propel that event into being.

If on the other hand you take Stuart Wilde's advice in The Little Money Bible and choose to love your job and send love and light to your superiors,your company and your fellow workers you have a much greater chance that you will be happier and healthier.

Learning to deal with stress can be quite simple. Don't get me wrong I'm not advocating some chemical anti-depressant or long periods of costly therapy. I heartily recommend a simple to learn technique which I have been using on myself and my clients for the last two years. It's called EFT or the Emotional Freedom Technique (Created by Gary Craig-www.emofree.com). You can learn it in a few minutes.You may need the help of someone who has used it often to deal with hidden fears.

Milton Drepaul is co-author of CXC English and CXC English B . He is an Educator,Writer,Business Consultant and Resume Expert. Clients can view his website at http://www.theresumexpert.com.

I Want A Raise

Writen by Raymond Usbal

Observe a plant placed inside a box with a small hole in it. The plant will elongate outside the box through the hole so that its leaves will reach the sunlight. Why? It's because of its needs of the sunlight to grow and bear fruit when the time comes. It is only natural for a plant to bear fruit.

Look at you, isn't it that you want a raise -- you want to be promoted? Would you like some thought? Listen to me…

Are you good at your work? If not then you have to strive to know more so that you can outgrow your work. It is only when you outgrow the requirements of work that you can be promoted.

Okay so how? Read books, eBooks and all kinds of information which is free on the web. That way you will be feeding your mind with food that it needs to grow. You see, as the sunlight is food to the plant, information is food to your brain.

So after sometime of extra effort (mind you not everybody is willing to do that) you are now much more capable and qualified than what your work requires. Sooner or later, your boss will begin to notice the improve quality and speed of your work. Make it known to him that you welcome more challenging task. Ask him what more can you possibly do to help the company reach its goal.

Hmmm… so far so good but what if your company doesn't give you the chance to contribute more of your abilities? Well, it's time to apply to other companies. That will mean the possibility of leaving your officemates who are now close friends. Well, it's actually your decision whether you prioritize your social life or the brighter future that is waiting for you.

In my experience, if you want to have a raise, apply for another job. You tell then your prospective employer that you have outgrown your current job which is basically the reason why you are exploring for better job opportunities. You will only accept the job offer, of course, if the offered salary is greater than your current salary. Aha! That's the raise.

There are two possibilities here, either your company will convince you to remain because they value you (and that means they are offering a bigger check!), or, in case there is no position in your present company for you to be promoted into, then that is the go signal for you to transfer. Either scenario, you got a raise.

After that, repeat the process again. Along the way you become more knowledgeable and capable of solving problems required in most work environments. You are being paid of the problem that you are capable of solving and that makes you an asset to any company.

So, does this not mean that I will be hated by my employers because I will not be staying with them for long?

Well, of course not. In the first place, it's not your motive to transfer to another company but to be promoted since you have upgraded your qualifications which enables you to accomplish more tasks and solve more problems. You are leaving a company only if a position for you to grow is not available. In that case, it is but reasonable for you to transfer to another company that needs you. Say amen if you agree!

PS: You need to honor the agreement you signed with your company regarding the period for them to look for your replacement. It is important to maintain a good relationship with your employers. Who knows for sure whether you will be working with them again in the future!

Raymond S. Usbal is a Filipino Christian writer who wants to inspire others by sharing tidbits of wisdom and humor for practical living. He is, at the same time, a PHP/MySQL programmer. Be inspired more by visiting inspirational-pages.com!

The Negotiation The Two Most Important Steps You Must Take Before You Start

Writen by Jeff Altman

You've been on three interviews and are about to obtain an offer of employment from the company. Hopefully, the offer will be for far more money, prestige and opportunity than you wanted.

And it may not be.

What should you do BEFORE you receive the offer?

Review the factors that went into your decision to leave. What was wrong with the job? With the people? What was the wound that finally brought you to the decision to change jobs? I believe it is important to do this in order to be sure that the factors that went into the decision to leave are resolved. You may never know with certainty but you can know that they are addressed to your satisfaction.

For example, would it be wise to take a job next door to your current employer if your sole reason for changing jobs is to reduce your commute? How about accepting an offer from a company that requires extensive travel and hours if your number one reason for change is to spend more time at home?

You may decide that it is worth your while to accept an offer like this IF (and that's a big IF) you learn reasons to do that overwhelm the reason why you shouldn't.

Decide what you must have in the offer without being unreasonable or ridiculous. Donald Trump says, "The first step is to know exactly what you want. You have to be clear about your own goals." What must you absolutely have or walk away? Are you willing to be a little flexible about that? Yes, then what is it you really must have it isn't the first answer?

A while ago, I was representing someone for a senior position with a client. Everything was going well until we got to the negotiation when the applicant gave me a clue that he wasn't sure what he wanted. I told him, "Cancel your schedule for a day and sit down and figure out what you absolutely must have and what your second tier of requirements are. Otherwise, you will never be sure that you are taking the right job and getting what you want from it."

So, if you haven't already done so, sit down and take some notes about why you are looking for another position and save it on your system so that you can look at it later.

And when the negotiation starts, review what you MUST get from it so that you can be sure that you've met your objectives.

Jeff Altman, The Big Game Hunter
Concepts in Staffing
jeffaltman@cisny.com

© 2006 all rights reserved.

Jeff Altman, The Big Game Hunter, is Managing Director with Concepts in Staffing, a New York search firm. He has successfully assisted many corporations identify leaders and staff in technology, accounting, finance, sales, marketing and other disciplines as employees or consultants since 1971. He is also a certified leader of the ManKind Project, a not for profit organization that assists men with life issues, and a practicing psychotherapist.

To subscribe to Head Hunt Your Own Job, Jeff Altman's job search e-zine, go to http://www.sayhi.to/JeffAltman enter your email address in the subscription box and lick to subscribe. While you're there, sign up to receive a daily digest of jobs emailed to you as we learn of them and read additional job hunting or hiring tips.

If you would like Jeff and his firm to help you with hiring staff, or if you would like help with a strategic job change, send an email to him at jeffaltman@cisny.com (If you're looking for a new position, include your resume).

Occupational Health And Safety Room For Improvement

Writen by Lewis Stratton

As a newly appointed Principal OHS Consultant for a Justice Department I receive a number of Incident and hazard Report forms from staff working in a variety of roles. What I find alarming is that the Manager comments on many of these reports from staff show a lack of commitment to a thorough risk assessment, which in turn leads to a lack of appropriate risk management.

Many comments are of a nature such as;

"There are no other contributing factors" (to a back injury sustained from getting out of an office chair). "The work environment is ergonomically appropriate".

"There are no environmental issues" (contributing to a steam burn from reaching over a boiling kettle) "I have advised the staff member to be more careful in future".

"This [ankle and knee] injury occurred because the staff member did not get the stepping platform" (in order to relace a number of files in a compactus). "The staff member has been told to use the steps in future".

There is a lack of analysis about a whole range of factors in these kind of typical responses. For example, assumptions are made about the ergonomic suitability of a workstation, but my enquiries reveal that the workstation and the staff member have never had a professional assessment (made freely available by the agency!).

Questions are not asked about why there was a need to reach over a boiling kettle, and whether a different layout in the kitchen would remove the need for this action.

Why does someone feel compelled to climb on compactus shelving rather than get the approved stepping platform? Were workload and time constraints considered? Were the steps within a reasonable distance from where the filing task was being performed? Was the compactus room sufficiently clear of clutter to allow the convenient use of the stepping platform?

Managers cannot rely on the "human factor" as an excuse to tolerate proven risk in the workplace. Staff DO have a responsibility to work within the OHS policy framework, but the organisation should ensure that safety procedures and equipment are as practical and accessible as possible. It IS human nature to take risks for convenience and this risk in itself must be addressed in an overall approach to OHS.

I was further amazed to read about a staff injury sustained by use of a long, sharp bodkin (somewhat crudely known as a "pig-stabber") in order to punch a hole in a sheaf of papers so that they could be collated with a "filing pin" (another frequently identified and unnecessary workplace hazard). The rest of the department has moved to another records management system using approved plastic folders and hole punches. The area in which this injury occurred has chosen not to comply with new requirements resulting in an injury, the need for immediate medical attention and completely avoidable worker's compensation costs?

Why? Why? Why?

The truth is that many Managers and staff do not accept the "no-blame" principle, which seeks to identify and deal with hazards rather than pin the blame on the worker for not being careful enough. In all of the above examples there were other options (workplace redesign, hazard elimination, alternate work practices etc) but they have chosen not to address these issues. It is much easier for management to subtly blame the worker, and to let the risk remain unaddressed. There are many examples of managers discouraging workers from submitting a Hazard Report as it is seen as "rocking the boat". What can be done to improve the management response to workplace hazards and injury?

For a start, Executive and senior management need to make OHS a genuine priority. It needs to be "talked up", resourced and integrated in all decision making.

Secondly, managers need to be trained in the use of the Risk Assessment framework (i.e. how likely is the risk to occur and how severe are the consequences). There is an Australian Standard for Risk Assessment training and implementing this training is an immediate priority for us.

Thirdly, management responses need to be monitored, especially via the Hazard Reports, and FOLLOWED UP by the OHS Coordinator (myself in this case). The resistance to change has been significant, and I have already had many conversations in which I have had to emphasis the responsibility of management to identify, assess and manage risk. The Australian legislation in all states is very clear that this responsibility lies with management and not workers. Workers are accountable for not following documented policies and procedures, providing the system allows this to occur.

Fourthly, Management and staff need to be trained in Hazard Management, with a strong focus on the highest level of intervention (which is the ELIMINATION of risk from the workplace). Training and work instructions run a very poor last when it comes to managing hazards and risks.

Our injury rates have been high for some time. There has been a little work in the areas mentioned above, but the culture of safety and accountability is not well developed across the organisation. The number of injuries has plateau'd but I am hopeful that with a concerted effort, we can see a measurable and significant decline over the next 12 - 18 months. The cost of work injuries is also rising disproportionately. This should be a motivating factor for management. Is it really justifiable to spend $20m each year as a result of the inattention and lack of commitment to safety?

I think not. I expect that the picture will have improved markedly by the time 2007 arrives on our doorstep!

Lewis Stratton has extensive experience in senior management and Human Resources with specific expertise and interest in recruitment and selection and occupational health, safety and welfare. More information is available on http://www.progressenterprise.com