If you want to work for the senior homecare organization Visiting Angels in Ann Arbor, Mich., be prepared for a thorough background check. "I wouldn't even consider hiring an employee without one," says owner and director Angil Tarach-Ritchey. "Employees not only need to be trusted by the employer, they are a reflection of our business. The check brings peace of mind and less risk for future problems, and I use it as an educational and marketing tool so the elderly, their families and our referral sources know that we value their safety."

Tarach-Ritchey is not alone. A variety of employers are turning to background checks as a way of ensuring applicant suitability. And while certainly not a new phenomenon, it is one that is on the rise.

"The trend toward greater use of background checks could be driven by several factors, including technological advances that make the screening process easier, faster and more economical," says Mary Massad, vice president of talent acquisition and retention strategies for Insperity Recruiting Services in Houston, Texas. "Also, there is greater awareness by employers that candidates may not always be completely honest about their background and employment histories."

According to Massad, a complete background check often includes the following:

• Review of work history. The applicant will typically be asked to provide first and last paystubs to confirm length of employment and salaries at previous jobs.
• 
  
• Verification of Social Security information. Federal databases will help verify that a candidate is providing accurate information and has a legal right to work in the United States.
• 
  
• Criminal background check. Local criminal records, as well as those in jurisdictions where the applicant has lived during the past seven years, will reveal information about an applicant's criminal background.
• 
  
• Confirmation of education. Schools or universities listed on the applicant's résumé will be contacted to verify the applicant's attendance, degree and graduation year.
• 
  
• Review of driving record. Employers typically obtain motor vehicle records on candidates whenever a job requires driving, such as deliveries or sales calls.
• 
  

Increasingly, employers also are performing credit checks. According to a survey by the Society for Human Resource Management, 47 percent of companies run credit checks before hiring for select positions, and 13 percent do so for all positions. While searches are most common for applicants who will have financial responsibility (handling cash, banking, accounting, technology), checks are becoming more commonplace for those seeking senior executive positions and for anyone who has access to highly confidential employee information, such as salaries, benefits and medical records.

So what should an applicant do when confronted with an employer who wants to run a check? Don't lie, and know ahead of time what the hirer will find.

"As far as preparing for an employer running a background check, there is very little the applicant can do. He cannot influence the outcome, so our advice is to be totally honest and up front about any criminal past and be able to articulate a reasonable story about either how it happened or what has transpired since that makes the applicant a good risk," says Dan Chaney, director of human resource advisory services at Employers Resource Association, a nonprofit serving small and medium businesses in Ohio, Kentucky and Indiana. As for a credit check, he suggests job seekers obtain a free credit report and be prepared to explain the results if necessary.

Guidance policies from the U.S. Equal Employment Opportunity Commission deter companies from discriminatory practices. Results from a criminal background check must be approached with fairness, taking into account such factors as the nature of the offense, the age of the offense and the relationship of the offense to the job. An SHRM poll reveals that the majority of employers comply with EEOC expectations.

Thus, job seekers subjected to checks should not feel that a company is attempting to dig up embarrassing dirt. Most employers are just trying to run a good business, and verifying a new employee's background can be in the organization's best interest. As Massad notes, "Few businesses boast perfect records on hiring decisions. Mistakes, such as blindly trusting candidates to provide honest information on their résumés or during interviews, can have long-term repercussions for employers that may include work disruption, lost revenue, low employee morale, litigation or even damage to a company's reputation. Background checks have become an essential hiring tool that can help protect a company."

Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.

Unless you belong to a select group of people, you need a job in order to survive. Oprah Winfrey doesn't need to work another day in her life. The rest of us would have a hard time paying the electric bill without a job.

Yet, when we're going through the song and dance of interviewing for a job, we pretend as if money isn't on the top of our list of priorities. Job-search etiquette dictates waiting for the employer to bring up salary, benefits and vacation. Conventional wisdom says that if you bring it up, you appear more focused on the perks than on doing the job, which sends a bad sign to employers. So you interview over the phone and in person, and after days or weeks of conversation about the job, you don't know how much it pays or if you would be able to leave early on occasion to pick up your son from school. These issues can be deal breakers for many job seekers, but they're taboo topics during the interview process.

If time is money, then both the hiring manager and the job seeker should be happy to get the basics out of the way before wasting time with interviews that might not matter if the salary is too low. We decided to find out if there is a way to bring up these touchy subjects in a more timely manner.

Should you do it?

"It's definitely fine to ask about the salary, benefits and perks early in the process," says author and corporate recruiter Vicki Salemi. "Think of it this way: Sometimes recruiters will push candidates to give them a ballpark salary requirement and they'll say they can't proceed without knowing so everyone's on the same page. Shouldn't you also feel entitled to knowing information upfront to not waste anyone's time? You're doing everyone, including yourself, a favor by asking and getting an overall idea of the complete package."

You certainly can ruin your chances of being hired by asking the questions the wrong way, Salemi says, but the topics alone won't overshadow your résumé and experience. Workplace expert Lynn Taylor, CEO of Santa Monica-based Lynn Taylor Consulting, also views these supposedly taboo topics as essential information for job seekers.

"You have every right to know what you will and won't get, so don't be afraid to ask before the end of the second interview," Taylor advises. "During the first interview, you'll want to get a general idea, ideally from the human resources department (assuming you were interviewed by HR), as these are more administrative questions."

That said, Taylor does suggest making this line of questioning one of your last orders of business, but not because it could harm your chances of getting hired. Instead, Taylor says, waiting can help you receive a better salary offer.

"Often there is room for negotiation on everything. The more valuable you are as a candidate, the more leverage you have. You are best served to determine how well-suited you are for the job before you begin asking about perks," she explains.

How to do it

Be assertive but reasonable

Prove why it's in their interest, too

You want to know about this information so you don't waste your time, and the interviewer probably feels the same way, too.

Be polite

"It's a simple gesture and somewhat of a rhetorical one," Buznego asks. "'Do you mind if I ask a couple of uncomfortable questions?' Don't worry, they are going to say yes, and it starts to break down the tension."

Wait for the right moment

"You then say, 'Thank you for asking. There is one item I realized we didn't discuss ...'" Seid says. "Always couch and sandwich difficult situations by saying something good and nice to start, hit them with the hard stuff, then end with something uplifting and positive."

Ultimately what matters is that you read the cues of the interviewer and ask what makes you feel comfortable and what suits the mood of the moment. As long as you're polite and ask your questions in a reasonable manner, you can walk out of the interview without any regrets.

Anthony Balderrama is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues.

Last Updated: 28/06/2011 - 3:01 PM

   

With video interviews becoming more common during hiring, not being prepared can easily keep you out of the running. While meeting via video is time saver, getting past the technological barriers of not speaking face-to-face can be difficult. Be sure you're prepared and use Skype to your advantage, experts say. For one, use your computer screen to refer hiring managers to your achievements or provide explanations. "Prepare a digital portfolio that you can link to during the interview or show the interviewer your screen, which has a sample of your work," says social media expert Marian Schembari, who adds that you can also send relevant links through the chat function.

Looking for more ways to impress? Here's how to handle a Skype or video interview:

1. Look at the camera, not the screen

It can be confusing, but when you're looking at your monitor it actually makes the interviewer feel as if you're looking away. Instead, look directly at the video camera you're using for your interview. And although you're not making eye contact in the traditional sense, this is the way that the interviewer perceives that you're looking straight ahead.

2. Be aware of interruptions

Since you're used to living in the house, it can be easy to forget to turn off a phone or not warn family members to give you some privacy, Schembari says. Have a plan for whatever distractions you have in your house, including children and dogs. "Too many people don't take Skype interviews as seriously as in-person interviews, but you need to be just as professional here," she says.

3. Practice in front of a mirror

During the interview, you can see yourself in the video camera, which can be startling if you've never seen yourself speak. "It's important to get familiar with your own facial expressions when you talk," says Colleen Aylward, chief executive of InterviewStudio Inc., a company that offers video interview capabilities. "It also gets rid of some of the camera shyness."

4. Mind the background

Your surroundings can say a lot about how you've prepared for the interview, so it's important to put your best foot forward. "Shoot your video against a blank wall or a warm one-color background," Aylward suggests. "Clear off your desk, or have only awards and certificates in the background."

5. Avoid patterned clothing

Wear a shirt that's business casual and complimentary to your skin tone. Avoid patterns that come across as too loud on screen, such as anything floral or bright stripes. Clothing can distract the interviewer from the information conveyed during the conversation, so it's important to plan your outfit carefully.

6. Conduct a mock interview

Being comfortable with the technology prevents the added stress from a tech malfunction. Find a person you trust and use Skype or other video conferencing software to conduct a mock interview. You're bound to make mistakes, so it's best to practice with someone who can provide honest feedback.

7. Test audio and video

Just because your laptop has a built-in video camera and microphone doesn't mean the quality is up to par. Instead, test out the video and audio capabilities on your computer and decide whether you need to buy a headset with a microphone or an attachable video camera. Before the interview, some companies may send their own video devices to applicants.

8. Add extra enthusiasm

Any news announcer will tell that your reactions translate differently when on-screen, so it's important to compensate with extra enthusiasm and concise answers. Additionally, speak succinctly and remember that speed is important, Aylward says. "Practice speaking more quickly than you normally do," she says.

Alina Dizik researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter

Last Updated: 28/06/2011 - 3:09 PM

   

When it comes to finding work, most extroverts are eager to land a job that doesn't actually feel like one. To find the perfect fit, think about the job qualities that are most important to you. Whether it's a collegial working environment, teamwork possibilities or an informal office atmosphere, there are many positions that can interest an extrovert.

Not sure where to look? Here are 10 jobs that are a fit for outgoing personalities:

Human resources specialist

Average annual salary

Some extroverts may thrive in a busy HR department. The job requires plenty of mingling with job candidates and dealing with day-to-day staffing needs. Making hiring decisions also requires a keen sense of emotional intelligence, which is common for those with top-notch people skills. Human resources specialists also get the chance to delve into the inner workings of other departments like finance or marketing.

Actor

Average annual salary

Many extroverts crave an approving audience and that's exactly what acting entails. Actors are drawn by the energy of their fellow actors and need to work hard at maintaining a network. Some actors end up pursuing more lucrative careers while maintaining their valuable people skills.

Public relations specialist

Average annual salary

Responding to media requests or working on press campaigns requires an outgoing personality. Extroverts can easily build the long-term relationships required for the job and will enjoy the constant energy of working with people. Maintaining a large network of contacts also helps public relations specialists succeed at their jobs.

Sales manager

Average annual salary

A sales-related position is almost entirely customer-oriented and a perfect fit for extroverts who crave constant interaction. Anything from organizing in-store promotions to educating customers and running the sales floor are part of the job. Extroverts who enjoy taking risks will also like the commission pay structure of some sales manager positions.

Emergency medical technician

Average annual salary

Looking for an adrenaline rush? Being an EMT is a physically and mentally demanding position. EMTs frequently use their interpersonal skills to excel in stressful situations.

Physical therapist

Average annual salary

Working in health care and seeing direct results from the work can be great fit for those with outgoing personalities. Interacting with patients can create a fun atmosphere that's also rewarding. Physical therapists must also possess a great deal of patience during the healing process and understand how to deal with setbacks and frustrations.

Financial adviser

Average annual salary

Financial advisers who love working with people may have an easier time getting clients because of the communication skills required for the job. At the same time, advisers need to understand each client's threshold for risk, along with the unique financial demands. Being able to explain the different financial instruments in simple terms is another part of the job.

Mediator

Average annual salary

Solving conflicts between parties can be a great job for extroverts. Looking objectively at both side of a disagreement and helping individuals or companies come to one conclusion can be a position that's both challenging and fulfilling.

Education administrator

Average annual salary

Working in elementary and secondary education, an education administrator deals with policy, staffing and student behavior. Administrators must know how to communicate with parents, staff and other members of the local community. Working in a field that has so many moving parts, successful administrators frequently lean on their communication skills.

Dental hygienist

Average annual salary

Communicating directly with dentists and patients, dental hygienists help to promote good oral health. Hygienists enjoy working with different people and know how to meet their unique dental needs. Extroverts appreciate the ability to build long-term relationships with patients and the flexibility of the work environment.

Average national salary from CBsalary.com

Alina Dizik researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.

Last Updated: 28/06/2011 - 3:15 PM

   

Job hunting boils down to finding an opportunity and convincing the employer you are exactly what he needs. Are you doing both effectively? Here, experts offer 10 suggestions for boosting success.

1. Develop a top-notch elevator pitch

Craft a succinct speech that eloquently conveys what you are looking for and what you can offer. "Practice this pitch in unlikely places, such as the grocery checkout line," says Cindy Hyman, associate director of alumni career programs at the University of Denver. "It will help you gain confidence so you're ready when you're at networking events."

2. Look for connections

The shaky economy has virtually eliminated job-search stigma, so go ahead and contact that friend of a friend on LinkedIn or let your dad introduce you to his golf partner. Lavie Margolin, author of "Lion Cub Job Search: Practical Job Search Assistance for Practical Job Seekers," says, "Anyone who works for the company and can submit your résumé is more likely to yield a positive response for you than submitting your résumé cold."

3. Get out of the house and meet people

While computers are an important part of the modern job hunt, don't spend all day in front of your screen. Face-to-face connection is still vital. "Set a goal of meeting or networking with a certain number of people each week and stick to it," Hyman advises.

4. Follow through on leads

"Think of yourself as a salesperson, and treat each job opening that you find as a lead," Margolin says. "You have found a company that has a job that is a fit for you. What about competitors to that organization? Most likely, they would have a similar role at their company as well. Perhaps it is not vacant at the moment, but it is a lead nonetheless." Likewise, it pays to regularly check back in with people and companies you approached previously, because business needs change.

5. Target your cover letter

Margolin recommends thinking of the cover letter as an advertisement to get attention. "Spend time writing a cover letter that will appeal to the reader as opposed to a generic message where you have only changed the name of the company and the job title. Emphasize why you are a fit for that job as opposed to any job."

6. Do your homework

With so much information readily available, there is no excuse for coming to an interview unprepared. Start by perusing the company's website, but then learn more about the organization and the industry as a whole -- and look for opportunities during the interview to show how your abilities match this work environment. Matthew Randall, executive director for the Center for Professional Excellence at York College of Pennsylvania, also notes that preparation shows you aren't going to waste the interviewers' time with questions that could have been answered easily beforehand.

7. Show, don't tell

Anyone can say he is a "team player" or an "effective communicator." "When you are discussing your qualifications, give a specific example, not just a list of qualities," says Caroline Ceniza-Levine, co-author of "How the Fierce Handle Fear: Secrets to Succeeding in Challenging Times" and partner at the career-coaching firm SixFigureStart in New York City. "Don't say you are good with people; talk about a specific instance where you managed a team, generated consensus, worked with a difficult customer or some other people-related example with tangible results."

8. Present a consistent package

"Candidates should realize that they need to manage three different personas: an online profile that includes LinkedIn, Facebook and Twitter; a written persona that includes the cover letter and résumé; and an in-person persona," Randall says. "These all need to be congruent. If they don't match, that is a huge red flag for hiring managers."

9. Troubleshoot your search regularly

Occasionally, step back and evaluate what is and isn't working in your job search. Ceniza-Levine recommends examining the situation every two or three weeks. "Look at how many meetings you are getting and if these meetings are yielding good information, referrals to other people who can help and actual job interviews. If you are not getting good-quality meetings, something is wrong, and you should review your search with someone who knows the process and can pinpoint what you can change."

10. Keep an upbeat attitude

Finally, don't give off the vibe of a battle-weary job seeker. As Hyman notes, "No matter how long your job search has already taken, how many rejections you have already experienced and how disappointed you are, when you speak with potential employers – and remember, virtually everyone you meet is a potential employer or can connect you with an employer – you need to express a positive attitude and excitement about the new opportunity you are seeking."

Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.



Last Updated: 28/06/2011 - 3:19 PM

   

Working as an auditor

Remember Bernard Madoff, the investment advisor who ran a multi-billion dollar Ponzi scheme that lasted for two decades? Madoff managed to get away with it for so long in part because his auditor, David G. Friehling, failed in his responsibility to thoroughly examine Madoff's books.

Friehling is hardly typical of auditors -- the profession has high ethical standards. His crimes, for which he pleaded guilty in November 2009, highlight the important role auditors play in keeping organizations honest in their accounting and business practices.

What they do:

Auditors monitor the finances and operations of organizations, helping to determine acceptable levels of risk and guarding against fraud, theft and waste. They are also responsible for making sure an organization follows internal controls -- procedures designed to ensure efficiency, accuracy in financial reporting and compliance with regulations and laws.

Auditors work for a wide range of entities, from small nonprofits to large corporations. They play an important role in local, state and federal governments, where they track the use of taxpayer money and analyze the soundness of budgets and spending.

Auditors frequently work in two different capacities. External, or independent, auditors provide outside evaluations of financial statements and business practices (what Friehling was supposed to do). Internal auditors work within organizations, assessing financial and operational health. Because of their thorough understanding of these issues, internal auditors often move into upper management positions, according to the U.S. Bureau of Labor Statistics.

What they need:

Auditors typically need at least a bachelor's degree in accounting or a related discipline from an accredited college or university. Master's degrees, including Master of Accountancy and Master of Business Administration in Accounting, are helpful for those who hope to advance in the field. Enrolling in a master's degree program is an increasingly common way to fulfill the education requirements for the certified public accountant (CPA) license.

Some auditors are licensed as CPAs, which is useful for a couple of reasons. CPA licenses are required for accountant filing with the Securities and Exchange Commission, which auditors sometimes need to do. A license also provides flexibility should an auditor move into another area of accounting that requires one.

In addition to licensure, auditors can become certified by one of several professional organizations. Though not mandatory, these certifications are often highly preferred by employers.

An alphabet soup of certifications is available: the Institute of Internal Auditors offers the following designations: Certified Internal Auditor (CIA), Certified in Control Self-Assessment (CCSA), Certified Government Auditing Professional (CGAP) and Certified Financial Services Auditor (CFSA). The Information Systems Audit and Control Association offers the Certified Information Systems Auditor (CISA) designation.

What they earn:

CBSalary.com puts the national average salary for auditors at $73,935, with the 25th percentile at $57,682 and the 75th percentile at $102,366.

Job outlook:

Job prospects for auditors are good in the near future, according to the BLS. The combined category of accountants and auditors is expected to see 22 percent employment growth between 2008 and 2018, which is much faster than the average for all occupations.

Last Updated: 02/06/2011 - 12:19 PM

   

Working as an oncology nurse

More than 12 million Americans are living with a personal history of cancer and it is anticipated that more than 1.5 million new cases of cancer will be diagnosed in the U.S. each year, based on recent statistics from the American Cancer Society. The majority of cancer patients will be treated in an outpatient facility and will receive care from a certified oncology nurse. In the U.S. today there are some 36,000 certified oncology nurses, a growing area of specialization in the nursing field. Rapid changes and advances in cancer care and treatment provide a dynamic learning environment for oncology nurses.

What they do:

Oncology nurses care for cancer patients undergoing treatment for various forms of cancer as well as those coping with and managing life with cancer. Oncology nurses provide education to cancer patients and their families regarding the various types of treatment and help patients manage the pain and side affects of radiation and chemotherapy treatments used to fight their disease. They may also assist with the administration of radiation and chemotherapy and provide follow-up patient monitoring.

Oncology nurses work under the supervision of an oncology physician to administer patient care and treatment. The Oncology Nurses Society notes that these highly specialized, trained and certified nurses have a vital role in the link between the oncologist and the patient's care-giver at home. Oncology nursing can be very rewarding, yet extremely stressful as these nurses support those fighting the many forms of this disease and often facing terminal situations. However, the ONS says a career in oncology nursing often enables nurses to form long-term relationships with patients living with and surviving cancer.

According to the U.S. Bureau of Labor Statistics, oncology nurses are employed at various health care facilities, including hospitals, outpatient facilities, hospice, long-term health care facilities, home health agencies and specialized cancer care clinics. These nurses may also work as traveling nurses, with counseling and support groups, and in nursing homes to communicate about patient care.

What they need:

Oncology nurses must first earn a bachelor's degree in nursing and also obtain a registered nurse's license. Those who have at least one year of experience as a registered nurse may pursue a career in oncology nursing and specialize in one of several areas of oncology. A large number of oncology nurses pursue a Master of Science in Nursing degree.

The Oncology Nurses Certification Corporation offers seven certifications, which represent a specific level and focus of cancer nursing care. These include basic and advanced certification in adult oncology nursing, pediatric and pediatric hematology oncology, breast care, as well as certifications for nurse practitioners and clinical nurse specialists.

Each certification granted by the ONCC is valid for four years and has specific eligibility criteria for nursing experience and specialty practice. Nurses must also pass a rigorous examination. Their certification can be renewed by a combination of specialty practice hours, professional development activities or retesting.

What they earn:

According to CBSalary.com, the average annual salary of an oncology nurse is $75,366. The 25th and 75th percentiles are $61,453 and $117,934, respectively.

Job outlook:

Overall job opportunities for all registered nurses are expected to be excellent, according to the BLS. The growth of our aging population and the increasing number of individuals who are diagnosed with cancer, as well as the rapid growth of hospital outpatient facilities mean the demand for oncology nurses now and in the future should remain high. 

Last Updated: 02/06/2011 - 12:28 PM

   

Industry update: automotive

Just a few years ago, it looked like a pillar of the American economy might be about to crumble. The automotive industry took a bad bruising during the recession, so bad the federal government gave billions in aid. Now, although significant challenges remain, the industry is showing some signs of health, with profits and jobs on the rise.  

Across the industries that make up the automotive industry (including manufacturing, wholesale trade, retail trade and repair services), employment took a steep dive in 2008 and 2009, and has since slowly begun to recover.  For example, manufacturing jobs hit their lowest point in the last 10 years in June 2009, sinking to 622,700, according to seasonally adjusted data from the U.S. Bureau of Labor Statistics.

Since then they have grown slowly but steadily, in April reaching 698,700, according to preliminary BLS figures. That's good news for auto workers, but even the recent gains pale in comparison to the first half of the decade, when jobs were in the range of 1.1 million to 1.3 million. 

Saving auto industry jobs was a rallying cry among politicians in favor of a controversial bailout plan. Detractors argued that the government should not subsidize a failing industry. But ultimately the day was carried by those who believed Detroit's big three auto makers were too big to fail.

Chrysler, Ford and General Motors have been a major force in the nation's economy since automobiles first appeared in the early 20th century. Their fortunes have waxed and waned in recent decades due to a complex web of factors that includes labor disputes, competition from foreign car makers and fluctuating gas prices.

For example, the American auto industry suffered keenly during the oil shocks of the 1970s. But when oil prices sank in the late 1980s and 1990s, Detroit roared back with strong sales of gas-guzzling trucks, minivans and SUVs (abetted by low fuel economy restrictions on these types of vehicles). The price of oil spiked again in 2001, and Detroit began a downward slide that culminated in the recession of 2008.

The industry got billions in federal bailouts -- the tab was $83 billion and counting in 2009, according to an analysis by Time magazine. Ford made it through the lean times without aid. GM and Chrysler got massive federal funds and ended up filing for bankruptcy anyway.

Now GM is a much smaller company (majority-owned by the federal government), and its leadership has said it will be years before the full bailout debt can be repaid. Chrysler was forced to integrate with Italian car maker Fiat, which already has a 30 percent stake in the company and is aiming to take even more control once Chrysler repays its government loans later this year.

The bailouts remain controversial, but the Obama administration has defended them, saying they have proved effective. "For the first time since 2004, all three American automakers have an operating profit," said U.S. Treasury Secretary Timothy Geithner in a speech delivered in Detroit in April. "And since GM and Chrysler emerged from bankruptcy in June 2009, the industry has added nearly 90,000 jobs -- the strongest period of job growth in more than 10 years."

Last Updated: 02/06/2011 - 12:32 PM

   

Starting a bed and breakfast: advice from an expert

Running a bed and breakfast is one of those dream careers that seduces people away from other professions, and understandably so. What's not to love about living in a unique or historic home, welcoming guests and serving delicious food?

The lifestyle does offer benefits, but it's wise to consider the challenges and potential pitfalls before hanging up a vacancy sign, according to Jay Karen, president and CEO of the Professional Association of Innkeepers International.

The nonprofit membership organization advises newcomers to the field and studies the industry. According to its research, 17,000 bed and breakfasts across the United States generate an annual $3.4 billion in revenue. Most owners (79 percent) live on the premises, and rent out between four and 11 guest rooms.

B&Bs can be profitable undertakings, though not all owners are motivated by the bottom line, as Karen explained in an interview with CareerBuilder.

CareerBuilder:

Jay Karen: Some folks get into it for the lifestyle. You know, "I don't expect to make a lot of money on this. I love meeting new people and having travelers come through my doors, and I hope the room rate helps pay for my mortgage and all my bills."

On the other end of the spectrum you have folks who get into it as their second or last career before true retirement, and they hope to maximize the property as a business.

We've found most people that come into innkeeping have not been in the hospitality business in the past. They've had corporate jobs, they've been teachers, engineers, everything you can imagine. So they're learning.

CB: Do they typically buy properties or convert their existing homes?

JK: Most new innkeepers seek out properties to buy and turn into a B&B, or they'll buy an existing bed and breakfast. A few people will build one to spec. There are those who convert their homes, but I think in the '80s and '90s that was a lot more prevalent. To operate a profitable bed and breakfast these days you're generally going to have to have more than four or five rooms. And most people don't have houses with six, seven, eight, nine bedrooms all with private baths.

CB: How much startup cash is usually required?

JK: You'll probably need a commercial loan (not a residential loan) to buy a property and get started. Keep in mind that those usually have higher interest rates and a bigger down payment requirement. Our research shows that most B&Bs purchased over the past few years have been in the $900,000 to $1 million range. Some owners will need to put 20 or 30 percent down, but it depends also on the projected cash flow of the business based on the number of rooms and other factors. Every situation is going to be unique.

CB:

JK: The average innkeeper has been doing it for seven years. In general, it's easier to keep a smaller property going in tough times than a big one. But it seems to be a rare case that a B&B closes shop after the first year or two.

CB:

JK: Certainly zoning regulations, and also fire regulations and health and food service requirements. Find out whether or not you can have events like weddings, which are a big part of the business for many B&B owners. It's a good idea to take one of the aspiring innkeeper classes that take place all over the country. PAII has an aspiring innkeeper membership program.

Overall, remember to think of the guests first. That goes for your décor (not necessarily your family heirlooms) and the atmosphere, which is going to be nicer if you ease up on the restrictions and policies and rules that have plagued our industry in the past.

CB:

JK: It's a great outlet for foodies, who get to make great breakfasts and snacks. Meeting people from around the world is both fun and crazy at the same time, because you never know who you're going to meet ... At the end of the day, those who enjoy it most love hospitality. They love making people happy and bringing joy to their lives.

Last Updated: 02/06/2011 - 12:35 PM

   

Looking for a job, but still want to enjoy your summer? Consider one of the following, which will let you spend time in the great outdoors, and earn some extra cash, too.

1.

Lifeguards may get paid to sit on the beach, but there's more to the job than just that. They also must possess the skill and mental acuity to respond quickly to emergencies. Beach lifeguards, for example, must pass rigorous physical tests before receiving their certification, and guards at many amusement parks go through weekly training sessions to ensure that their first-aid and rescue skills are up-to-date.

Salary:

2.

Revisit the summer vacations of your youth, spent mowing the neighbor's lawn, and apply for a job as a landscaper or landscaping assistant. While away summer days creating scenic pathways through parks, increasing the curb appeal of a house on the market or beautifying outdoor spaces for shopping centers or college campuses.

Salary:

3.

Since bike messengers primarily work in urban areas and have time-sensitive deliveries, this job is more extreme sport than leisurely ride. Because bike messengers are on their own making deliveries most of the day, it's also a great job for those who prefer to work autonomously.

Salary:

4.

Spend your summer helping happy customers (who isn't happy to be at an amusement park?) in the sun. It doesn't get much better than that. Jobs at amusement parks range from selling tickets, to serving food, to helping guests on and off of rides.

Salary:

5.

There's no denying that the construction industry has been hard hit by the recession. Recent government stimulus money, however, has been allotted to repair the nation's roadways and provides hope for industry resurgence. The long, warm days of summer also help in making it a good time to look for a construction job.

Salary

6.

Personal trainer

Shake up the standard gym workout by taking clients on a trail run, a bike ride or for an alfresco workout in the park. Who knows -- you may even find yourself with a new, year-round career: according to the Bureau of Labor Statistics, the personal training industry is expected to experience a much higher than average rate of growth through 2018.

Salary:

7.

Event planners spend their days coordinating everything from weddings to awards ceremonies to corporate parties and conferences. If you want to be outside, look for jobs planning weddings or parties for a restaurant group or venue with outdoor space.

Salary:

8.

Valets park cars of patrons at restaurants, hotels, hospitals and stores where finding a place to park may be difficult or time consuming. The outdoor nature of the job provides the perfect opportunity to catch a few rays, but valet shifts are rarely canceled due to inclement weather, so employees must be prepared to work in all conditions.

Salary:

9.

Like Happy Gilmore describes it: "Blue skies, fresh cut grass, birds chirping." There are worse ways to spend your summer than on a golf course. While the most basic job function of a golf caddie is to carry a golfer's clubs, caddies are increasingly offering advice and coaching to their golfers.

Salary:

Salary information from CBSalary.com. Hourly salaries based on 40-hour workweek

Last Updated: 23/06/2011 - 3:33 PM

   

Are you secretly an entrepreneur?

After a dreary day spent crunching numbers in a cubicle (or standing at a cash register or toiling away on a construction site), becoming an entrepreneur can seem pretty appealing.

You might hope that you're secretly the next H. Ty Warner, who made billions selling Beanie Babies and has since diversified into hotels and resorts. Maybe you dream of being the next Bill Gates -- worth a jaw-dropping $54 billion, according to Forbes -- the software developer and philanthropist who is chairman of Microsoft Corporation (and a college dropout).

Perhaps you wonder if you have what it takes to be that successful (or even more modestly successful, which, let's face it, would still be really, really successful).

The amount of advice available in print and online is truly staggering, and much of it is conflicting. But most reputable sources recommend thoroughly assessing your skills and interests, choosing a highly focused idea that fills a real demand, and then creating a solid business plan.

There are many kinds of entrepreneurs and many ways to show entrepreneurial spirit, but for these purposes we'll define an entrepreneur as a person who spots an opportunity and launches a business in response.  

That usually means a degree of financial and professional uncertainty, which may not be the right path for the risk-averse. In the bestselling "The One-Minute Entrepreneur: The Secret to Creating and Sustaining a Successful Business" (Currency/Doubleday 2008), Ken Blanchard and Don Hutson (who wrote the book with Ethan Willis) list the top 20 traits of successful entrepreneurs. These include risk-taking, self-motivation, and integrity.

Other experts say your personality traits are less important than your willingness to pay attention to hard data. That's the view of Scott Shane, the award-winning researcher and professor of entrepreneurial studies at Case Western University, who has written extensively about business startups. He points out some of the common mistakes entrepreneurs make in his book "The Illusions of Entrepreneurship: The Costly Myths That Entrepreneurs, Investors and Policy Makers Live By" (Yale University Press, 2008).  

Among his findings:

·       90 percent of the fastest-growing companies in the country sell to businesses. Most start-ups, on the other hand, target the consumer market.

·       Success rates for entrepreneurial ventures vary widely across different industries. For example, the four-year survival rate of new firms in the education and health services sector was 55 percent, compared to 38 percent in the information sector, according to data presented in the book.

·       Most entrepreneurs fail to thoroughly research business opportunities, instead sticking with the industries and work experiences they know.

·       Many entrepreneurs try to get ahead of the competition by offering lower prices, when in fact their business would be better served by competing on service or quality.

Paying attention to the details early on will greatly contribute to a startup venture's chances of success, Shane writes.

So even if you don't approach the wealth of Ty Warner or Bill Gates, you'll still have a growing business you can be proud of.

Last Updated: 02/06/2011 - 12:44 PM

   

If you want to know how to kill your career, all you need to do it turn on the news. Whether it's Lindsay Lohan's hard-partying ways, Arnold Schwarzenegger's secret mistress or Charlie Sheen's life in general, it seems like not a month goes by without news breaking of another politician, actress or high-powered businessman involved in a scandal.

Oddly enough, though, there is also something that can be learned from watching some of these celebrity train wrecks unfold: That no matter how badly you screw up your career, it is possible to make a comeback (see: Britney Spears, Martha Stewart).

Roy Cohen, a career coach, former outplacement consultant for Goldman Sachs, and author of "The Wall Street Professional's Survival Guide," has helped many people get their careers back on track after life-changing events -- including major mistakes. Here, he shares the stories of two former clients, both of whom found themselves in career-ending scandals, but managed to pick themselves up and become successful in new fields.

The disbarred lawyer

"A former client of mine was a disbarred attorney," Cohen says. "He was in private practice as a junior partner with two very high profile partners. His partners were accused of, and sent to jail for, bribing public officials. He was not privy to what they were doing and was shocked when all this came down. Although my client was innocent and unaware of their activities, by virtue of association, he was forced by the state to resign from the bar or face disbarment. He chose the former."

The comeback

Cohen met his client about a year later, when he was trying to get back on his feet. The man had taken some time off before beginning to look for work again, to tie up client relationships, come to terms with what had happened and think about what his next move would be.

"It was a devastating series of events for him. He loved being an attorney but could no longer practice," Cohen says. "It took a while for him to wind down and let the dust settle. What he did actually was very smart because he was responsible in how he transitioned his client relationships, he was very strong and stoic, and he realized that he needed to take some time off because the situation was far too emotionally charged for him.

After a year, however, Cohen's client felt anxious to move on from the scandal and start a new career. "What we did first was address the story -- how to explain it in a way so that people would know he wasn't a participant in the criminal activities, but so that he also wouldn't sound bitter about everything that came down -- it was important to strike that balance." Once they got a story down, Cohen and his client focused on career moves.

The man had always been very active in his community -- he was involved with various organizations and sat on a number of boards. "We realized that he had these very sacred relationships that he could turn to because these were people who knew him on a very personal level and had worked with him through his volunteer commitments," Cohen says. "Many of these folks were active in financial services, and what he was able to do was join a small financial services organization in services in a regulatory role, so he's not a lawyer but he's at least using his legal knowledge. It was through his relationships that he was able to do this." Cohen's client is now very successful in his new role.

The insider trader

Another of Cohen's clients was accused of insider trading. Though the client felt that he wasn't guilty of the accusations against him, "rather than go to trial and face a possible prison sentence, he accepted the alternative: to be permanently barred from working in the securities industry," Cohen says.

The comeback

Unfortunately, about the same time the man's career fell apart, he also lost his son to a chronic illness. As tragic as his situation was, however, Cohen said it inspired the man to make a dramatic change in his life. "My client had been very much involved in the fundraising efforts for the organization that was tied to his son's disease. It was through his philanthropy and that activity that he decided that he was going to join the not-for-profit arena," Cohen says.

"He had been a manager in a financial institution, so we worked together to clearly define and articulate his management profile, and he eventually landed a role as the chief financial officer for a not-for-profit organization," he says. "In addition to his financial ability, my client also brought to the table a lot of potential to raise money because -- having worked on Wall Street -- he knew a lot of people in the financial industry. So he is also very valuable in terms of their development efforts, as well as his financial experience."

Career scandals can be devastating, but with humility and hard work, it is possible to get back on your feet. According to Cohen, the following are crucial to making a successful career comeback:

1. Digest what happened:

2. Develop a story and a game plan:

He doesn't suggest lying, but rather thinking like a publicist would -- framing the events so that you're honest, but so that you're not condemning yourself at the same time.

3. Use your network:

Kaitlin Madden is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow @CareerBuilder on Twitter.

Last Updated: 07/06/2011 - 11:08 AM

   

Every hiring manager has a different set of go-to interview questions. In a recent survey by our company, we asked more than 650 managers in the United States and Canada to name the single question they ask that provides the most insight about a job applicant. Responses ranged from classic queries ("Where do you see yourself in five years?") to less-traditional ones ("How would you describe yourself in five words?").

While there's not always one right way to answer an interview question, some approaches are better than others. Here are some questions from the survey that you may face in your next interview, along with tips on how -- and how not -- to answer them:

"Can you tell me a little about yourself?"

Do:

Don't:

"Why do you want to join our company?"

Do:

Don't:

"What's your biggest weakness?"

Here's an example: "In the past, I sometimes overextended myself. Reading time-management books has helped me, though. Now, I make prioritized to-do lists, I've learned it's OK to delegate and I volunteer for extra projects only when I'm caught up on core responsibilities."

Don't:

"Where do you see yourself in five years?"

Do:

Don't:

"Why are you looking to leave your current employer?"

Do:

Don't:

Finally, despite your best efforts, you can't anticipate every question you'll be asked.

"How would you define your personality in one word?" or "How will you behave if you get blamed for something you didn't do?" were just two of the unique questions that popped up in our survey of hiring managers.

If an interviewer throws you a curveball, maintain eye contact, take a deep breath and pause to consider your response. Many of your competitors will fluster easily. Set yourself apart by keeping your cool in the hot seat.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 350 offices worldwide. For more information about our professional services, please visit www.roberthalf.com. For additional career advice, follow us on Twitter at www.twitter.com/roberthalf.

Last Updated: 07/06/2011 - 11:30 AM

   

Think being the one in charge is all about delegating unwanted tasks and getting a cool office? Before yearning for a higher title, keep in mind these things that also go hand-in-hand with increased responsibilities:

"You have to wear the company badge of honor, even if you don't agree with the decisions made above you. New managers (and even some not-so-new managers) struggle with not being in the position of always saying what they think. For example, if the company makes a decision that impacts your department that you don't agree with, you have little choice but to carry out the orders." -- Roberta Chinsky Matuson, author of "Suddenly in Charge: Managing Up, Managing Down, Succeeding All Around."

"Everyone suddenly assumes you're stupid -- especially just after a promotion when a new manager is faced with supervising a group of people who used to be her peers. It's amazing how many employees think they know how to run things better than you, even though most of them lack the same perspective that a manager has to base her decisions on. Containing that attitude and building respect and trust while maintaining employee morale is challenging." -- Cathy Ward, owner of BridesVillage.com, an online retailer of wedding accessories.

"No one tells you that being a manager means that you will be the topic of someone's dinner conversation, and the people at that table influence how the employee responds to you." -- John Klymshyn, author of "The Ultimate Sales Managers' Guide."

"You're responsible for the people on your team, and you can't control what they do. Given that you don't have the bandwidth to watch over their shoulders constantly (nor should you), there will be times that mistakes get made. When that happens, you don't have the luxury of saying, 'That wasn't my fault.' Ultimately, when you're a manager, you are accountable for all of your reports' actions." -- Tony Pham, vice president of marketing for the mobile family safety company Life360.

"By far, the most difficult thing about managing others is firing someone, especially for performance-related reasons. You always wonder what else you could have done to make things turn out differently, even if you've exhausted all of your options, including working with the employee to create and implement an individual development plan. The emotional toll associated with firing can have long-term, lasting effects for everyone involved, and it may take a while for all parties to recover." -- Steve Moore, manager at Insperity, a human resources and business solutions provider.

"When you manage people, you learn more about them than you'd prefer to know. I've become overly aware of allergies, marital issues, mental health issues and temptations of both my employees and their families." -- Burton Sauls, Internet media producer for CityTrex.com, San Francisco, Calif.

"As part of the management team, your work load is greater. In addition to the everyday tasks, you are required to complete reports, reviews and departmental/company mandates. As an employee, you may be asked to attend a meeting, seminar or conference. As the boss, you may be required to coordinate, sponsor and run it. You could be called upon to complete any task, whether or not it is a part of your job description. Many managers are exempt employees, so regardless of whether you work an 8 hour day or 18 hours day, your pay for the day remains the same." -- Chantay Bridges, senior real estate specialist, Clear Choice Realty & Associates, Los Angeles

"No one tells you that interviewing and selecting employees takes more than just sitting across the desk from someone and asking them questions and then using your gut to guide you. They don't tell you that if you hire someone with the best skill to do the job you won't necessarily be hiring someone who will do a great job because it takes more than just job skills to succeed. They don't tell you what those others things are that you need to know to hire highly motivated employees. And if you don't hire the best, they don't tell you how much harder your job as a manager is going to be." -- Carol Quinn, founder of Hire Authority, a Florida-based educational services organization.

"You know the people gossiping, whispering and snickering at the water cooler? Guess what, they're talking about you! You are always on stage. Your employees look to your actions to learn what behavior is acceptable and unacceptable." -- Anne Pritchard Grady, president of Acclivity Performance, an organizational development firm based in Austin, Texas.

Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.

Last Updated: 14/06/2011 - 11:51 AM

   

"I can see the look in people's eyes when they first greet me," says Bill Wood, a 64-year-old from Minneapolis, Minn., who is looking for a job in information technology. "It seems to say, 'This guy is going to retire soon; we don't want a short-term permanent employee.'"

Cyndi Pauwels, a writer in her 50s from Yellow Springs, Ohio, has had similar experiences. "I was told (second-hand, off-the-record) by a headhunter, 'We don't hire older workers.' I've read that the longer I'm unemployed, the less likely my chances are of finding anything, and I'm beginning to believe it."

The current recession has been particularly hard on older job candidates. In March 2011, the duration of unemployment for all seekers averaged 39 weeks. But in April, the average length of unemployment for people over 55 surpassed the year mark (53.6 weeks), according to an AARP analysis of Labor Department data. And while age discrimination is illegal, that certainly doesn't mean it isn't happening. Complaints filed with the U.S. Equal Employment Opportunity Commission have increased 35 percent over the last three government fiscal years compared with the average of the three years prior.

What is behind the longer length of unemployment? Lisa Quast, author of "Your Career, Your Way!" and president of Career Woman Inc. in Seattle, Wash., notes the following:

• Corporate downsizing during the recession eliminated many of the middle-management positions previously held by older workers.
• 
  
• There are more entry-level positions available, and these are the positions into which young people are being hired. Higher-level positions are less numerous and harder to obtain, so it can take longer for older workers to find an equivalent position to what they previously held.
• 
  
• Older workers are further up the career and salary ladder. Many do not want to take a position beneath their skill level, so they hold out on accepting lower-level positions, thus increasing the duration it takes to find a position.
• 
  

Yet even when older workers are willing to settle for less, they often get passed over. "I have dropped my salary expectations to allow me to compete with younger candidates," Wood says. "The philosophy of industry in the past was to bring in 'young guns' that have fresh ideas and ways of doing things. Unfortunately for people in a similar position as me, companies are not changing that attitude and are missing out on a golden opportunity to improve the business by utilizing experience."

Older workers often are perceived as outdated or stuck in their ways. Such stereotypes can be hard to shatter, but not impossible. "Show some enthusiasm. Discuss how you have been innovative and are a life-long learner," says Robin Ryan, author of "Over 40 & You're Hired!" "Demonstrate on a résumé and in interviews the results you have achieved in the last few years. Show recent training (especially your technical prowess) and innovations made on the job, such as creating something new, making process/system improvements or saving past employers money." Ryan also notes that many mature workers appear "weather-worn and tired out" and suggests looking as vibrant as possible with a new hairstyle and a contemporary, well-fitting suit.

While being lively is one thing, trying to hide your age can backfire. "In some cases, I see older workers removing the dates of their college degree(s) or their earliest jobs from their résumé in order to appear younger," Quast says. "However, savvy hiring managers are able to see the candidates in person and guesstimate age -- and may then be forced to ask candidates to explain holes in their résumé, leading to questions of integrity and additional embarrassment."

Focusing on what you can offer a company (wisdom and experience) rather than what you can't (youth) oftentimes sets the tone. "If you sense the hiring manager is worried about your age, then take the first step to put him at ease by explaining how you believe your knowledge, skills and experience would benefit him and the position," Quast says. "If you choose to ask about his concerns, do so in a highly professional manner, such as, 'Based on my education, skills and experience, are there any concerns you have that I am not qualified for this position?' The goal is to get the hiring manager to show his hand without you having to bring up the topic of age."

Finally, resist making blanket assumptions that companies only value youth. "The real-life experience of older workers can be of huge benefit in the business world, especially for start-up companies with a lot of young workers," Quast says. "If you are truly worried about your age being a negative factor, seek out companies who could benefit from your expertise and sell them on yourself and your skills!"

Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.

While the job market can't be called robust, employers say they plan to hire almost 20 percent more four-year college graduates than they did last year, according to the National Association of Colleges and Employers (NACE). Already 41 percent of the current class who applied for a job already received at least one offer, compared with 38 percent of the Class of 2010 at this time last year.

Hiring by industry has increased in almost every sector, except for government, professional services and retail. Engineering, computer-related and "money" degrees like accounting perennially comprise the most job openings, and this year is no different. However, liberal arts and science majors are also seeing slightly better opportunities this year, according to NACE.

Below are four-year degrees in majors businesses told NACE they want most right now.

1. Computer science

More than 56 percent of computer science majors in the class of 2011 who have applied for a job have already received an offer, NACE reports. Computer software engineers who specialize in both applications and systems software are also expected to have plenty of opportunities. The law of supply and demand is in effect here, pushing average annual salary offers to just over $63,000, making computer science one of the best paid majors in 2011.

2. Accounting

New graduates are finding opportunities in public accounting, management accounting, government accounting and internal auditing.

Average annual salary offer:

3. Finance

Employment possibilities can be found in nearly every industry, but are plentiful in accounting, corporate accounting and banking.

Average annual salary offer:

4. Electrical engineering

Electrical engineering is also the second highest degree in demand (after MBA) at the master's degree level.

Average annual salary offer:

5. Mechanical engineering

New mechanical engineering grads enjoy some of the highest starting salaries of the class of 2011, but in some fields -- oil and gas extraction and software publishing -- mechanical engineers are seeing even higher wages, according the BLS.

Average annual salary offer:

6. Business administration and management

Business administration is one of the broadest undergrad majors, preparing students for jobs as compensation and benefits managers, marketing consultants, management consultants, general managers, financial analysts, employee relations managers and more. For those who recently graduated with a master's degrees in business administration, opportunities are even greater. MBAs are by far the most in-demand master's degree, according to NACE.

Average annual salary offer:

7. Information sciences and systems

Graduates are finding openings with computer systems design establishments, software publishing firms, data processing and hosting companies, consulting services and healthcare organizations.

Annual salary offer:

8. Computer engineering

In addition to typical jobs designing, constructing or operating computer systems, there are opportunities for new grads specializing in digital systems, operating systems, computer networks and software engineering.

Average annual salary offer:

9. Management information systems

New grads have found jobs in specialty fields such computer systems analysis, data processing, decision support systems, and software engineering.

Average annual salary offer:

10. Logistics and materials management

Job openings can be found in any company where there is a need to manage and coordinate the day-to-day movement of raw materials and other resources.

Average annual salary offer:

11. Economics

Many economics majors do not go on to become practicing economists but rather find niches in accounting, general business, government, financial services, banking, education or journalism.

Average annual salary offer:

As the saying goes, past performance is no guarantee of future results. However, the fact that these degrees have all remained in demand through several years of weak job growth should provide confidence that they'll still be in demand for the foreseeable future.

Larry Buhl researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com. Follow @CareerBuilder on Twitter.

Last Updated: 07/06/2011 - 11:55 AM

   

Contrary to many job seekers' fears, employment ads are more likely to be wish lists than demands. But reading these ads, it's often hard to tell what these companies are actually wishing for. It's a good idea to decode confusing phrases before you apply, so you'll avoid wasting time on jobs out of your reach, and not overlook that perfect fit position.

Experience required, or preferred?

• Experience preferred: The company hopes you have done most of the tasks in the job description. If you haven't you won't automatically be disqualified.
• 
  

1. 
   
2. Experience required: You should have done most of the tasks of the job advertised. However, the exact amount of experience they want is sometimes negotiable. And remember that your experience can be in a particular field or position, or you might have more general experience or transferable skills that you can apply to the specific job advertised.
3. 
   

1. 
   
2. Will train: It's fine if you don't have direct experience. In some cases -- rare, but it happens -- companies want people without experience, so they won't have to unlearn the ways of a previous employer.
3. 
   

Senior-, junior- or entry-level?

Entry-level jobs require the least experience and are open to candidates just out of school. You should have a few years of experience for a junior-level position, and you must be highly proficient with more than five years of experience, generally, for a senior-level role.

Sometimes the level is implied but not stated in the title itself. For example, "senior administrative assistant" (senior) will require more experience than "administrative assistant," (junior) which will require more experience than "receptionist" (entry level).

Also consider the size of the company. A senior position in a large firm may require decades of experience; in a small company a few years may be adequate.

Knowledge and proficiency

1. 
   
2. Working knowledge of: This means that you should be familiar with the topic, tool, technique or software, but it's not necessary that you've used them.
3. 
   

1. 
   
2. Proficient in: You have handled certain tasks and tools in the past, but may not know the finer points. If you have a year of hands-on experience, that should be enough.
3. 
   
4. Command of: You are so experienced with a task, skill or software that you could teach others how it works.
5. 
   

Personal qualities

Phrases that seem like meaningless jargon are actually ways of finding intangible personal qualities. Some examples:

1. 
   
2. Highly motivated: They want to be sure you have passion and commitment for the job and you're not applying just for a paycheck.
3. 
   

1. 
   
2. Team player and/or good interpersonal skills: They want to know if you work well with others, even if your job requires working independently. Being able to collaborate when necessary is important for most jobs.
3. 
   

1. 
   
2. Works well under pressure: They want to make sure you won't flip out if your deadline is pushed up a day or two.
3. 
   

1. 
   
2. Thinks outside of the box: They want you to have some original and innovative ideas. Then again, they don't want a loose cannon; teamwork almost always takes precedence over genius, no matter what the want ads say.
3. 
   

Be specific in your own résumé.

As confusing as want ads can be for job candidates, résumés can be just as confusing for employers, according to Hassan Akmal, director of career services for DeVry University in Sherman Oaks, Palmdale and Oxnard, California. Akmal recommends working with a counselor who will help you use the terms correctly on your résumé. "You don't want to mislead a hiring manager by inflating your skills. For example, don't say you are experienced in a language when you only know a few words."

Should you apply?
Most career counselors recommend applying even when you don't fit all the criteria. "With so many applicants today, if a company demands a certain number of years of experience, they will find many candidates to choose from, but sometimes they will choose a candidate with less experience who shines in other ways," Akmal says.

Jenna Gausman, a career counselor at Santa Monica College, says it's okay to apply for a position that is one step higher or one step lower than your level of experience. "You never know if the organization might just have the opportunity to bring someone up to speed if you don't have all the experience they want. Putting time into a really good cover letter as to why you are ready for the next step will help the candidate land an interview."

Larry Buhl researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com. Follow @CareerBuilder on Twitter.

Believe it or not, while many people are still struggling to find work, many companies are also struggling to find skilled workers. It seems contradictory, but numerous studies show that businesses are having a challenging time finding able employees, and will continue to do so in the future.

Current shortage

According to the most recent "Professional Employment Report" by global staffing firm Robert Half International, 42 percent of executives say that they expect to have a hard time finding skilled workers in the third quarter of 2011, up from 37 percent who said the same about Q2. The survey also reported that, in the fields of finance, IT, advertising and marketing, and legal, at least 40 percent of employers call finding well-qualified employees at least somewhat challenging.

"Shortages are being reported for specific positions, such as financial analysts and IT developers," says Brandi Britton, a district president with Robert Half International. "On the finance side, a shortage of professionals with analysis expertise is developing. As business activity increases, companies need financial analysts who can help them understand the story behind their financial data and identify growth opportunities. The best candidates are those who combine functional expertise with strong technology and communication skills."

On the other hand, she says, "in information technology, there is a dearth of developers available. While nearly every company needs developers, there aren't enough professionals with this skill set available."

Future problems

According to a study from Georgetown University called "Help Wanted: Projections of Jobs and Education Requirements" the worker shortage is a problem that will continue to grow. The study predicts that by 2018, the U.S. will need "22 million workers with college degrees, but will fall short of that number by at least 3 million."

Moreover, the report points out that it's not just a lack of post-secondary degrees and apprenticeships that will contribute to the skilled-worker deficiency. "Getting ahead and staying ahead also requires that we all become 'learning workers' who continually improve and update our existing skills and who are willing to keep learning as new knowledge emerges and new skills are in demand," concludes the study's executive summary. "Even in the midst of a historically deep recession and soaring unemployment, jobs go unfilled because of a mismatch between the skills and experience of job applicants and those in demand by employers."

Most-wanted skills

If you're currently searching for a job, or plan to do so in the next few years, you'll greatly increase your odds of landing a job you want by developing the skills cited by employers as the most in demand. To help you figure out what will make you the most marketable, we asked employers to share the qualifications they're looking for in future employees. Here's what they had to say.

1. "Although there are many candidates for employment in our region, we struggle to identify administrative candidates with intermediate Microsoft Office 2007 user skills. We also struggle to identify QuickBooks 2009 users with experience processing financial transactions and bi-weekly payroll. As a result, many small businesses work with temporary agencies or virtual assistants to complete projects requiring intermediate Microsoft Office skills and accounting firms to complete routine bookkeeping and payroll requirements." -- Crystal Kendrick, president, The Voice of Your Customer, a Cincinnati -based marketing firm

2. "Whenever I am looking for assistants or interns, the skills I have the hardest time finding are writing skills and attention to detail. And, although it isn't a skill, it's really hard to find someone with a good work ethic and stick-to-it-iveness. It is so hard to find someone who can write a properly-spelled, well-constructed sentence, much less a whole document or press release. Also, many of the candidates don't seem to have the ability to be detail-oriented and meticulous, so that when they attempt data entry tasks such as updating a press list, I find that important details haven't been checked for accuracy (phone numbers, email addresses), so I have to spend almost as much time checking as I would have had to spend doing it myself. So, when I find someone good, it's pretty exciting." -- Lizzy Shaw, owner of Los Angeles-based Lizzy Shaw Public Relations

3. "I own an award winning software development company in Cincinnati and we have are having a very hard time find programmers in general, even more so those who not only know how to program, but understand business and have good communication skills. We build custom software, so we are a service business, thus in the business of customer service. This is something that most technical people don't seem to understand." -- Dave Hatter, owner, Libertas Technologies, LLC.

4. "It is difficult to find job applicants who are capable of sustained focus. At Blue Gavel Press, our editors must be able to sit for hours and concentrate as they read and edit important facts. Many applicants are not prepared to take on that challenge, and the dedication to accuracy that comes with it. It is a skill that is as valuable as it is rare." -- Theresa Jones, president of Blue Gavel Press, a publisher of business information and books based in Rock Island, Ill.

5. "We have been having trouble for a long time trying to find skilled labor for two different positions. The first is personal assistants. Believe it or not, both celebrity and executive assistants are really hard to come by. Ninety-nine times out of 100 (and yes, it seems like we've gone through that many) as soon as you give them any real work instead of something like picking up coffee they whine and quit (or need to be let go because they play on their phones all day instead of doing anything productive). The skills involved are 'personal service' and 'organizational management' but yet there appears to be a large amount of applicants with a small amount of skill.

"The second is marketing staff. Marketing encompasses everything from promotion to distribution logistics. A pertinent skill in this field is to generate ideas and oversee projects that yield publicity results and/or profit. Yet, there are many applicants that demand high salaries that have no ability to be creative or drive results. It is almost as if people want jobs, but don't care or have any passion left for a job well done." -- Anand Bhatt, CEO of record label Sonic Wave International, Inc.

Kaitlin Madden is a writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow @Careerbuilder on Twitter.

Last Updated: 07/06/2011 - 2:42 PM

   

Part-time jobs you can do from home

For anyone who commutes -- especially over long distances or traffic-clogged expressways -- it's hard not to dream about rolling out of bed and walking a few steps to a home office.

Working from home is ideal for certain people, especially those who need to work part-time or atypical hours. Stay-at-home parents of young children can make some extra money while the kids are napping or off at school. People housebound due to illness or injury can stay involved in the workforce. Independent types might thrive on the freedom to set their own hours and wear pajamas or ripped cutoffs to work.

These advantages can seem pretty seductive, but before making the leap to working from home it's also well worth considering the downsides. Staying on task and motivated can be challenging without the direct oversight of bosses or interaction with colleagues. Home-based workers who are self-employed (not connected with a larger company or organization) must stay vigilant about taxes, health insurance and prospecting for new business, among other issues.

It's also important to be wary of offers that seem too good to be true. The Federal Trade Commission and numerous watchdog organizations warn that ads promising big paychecks for easy work-from-home jobs are usually scams. Like any other job, a home-based business requires serious commitment and hard work before big paychecks come rolling in. Any offer promising otherwise should be viewed with skepticism.

But for the savvy and self-motivated, jobs like those listed below can provide decent earnings on a flexible schedule.

Customer service representatives

What they do:

What they need

What they earn:

Graphic designers

What they do:

What they need:

What they earn:

Insurance claims adjusters

What they do:

What they need:

What they earn:

Home-based franchises

What they do:

What they need:

What they earn:

Hourly pay rates are from the U.S. Bureau of Labor Statistics' listing of Occupational Employment and Wages for 2009, the most recent year for which data is available.

Last Updated: 02/06/2011 - 12:49 PM

   

Starting a bed and breakfast: advice from an expert

Running a bed and breakfast is one of those dream careers that seduces people away from other professions, and understandably so. What's not to love about living in a unique or historic home, welcoming guests and serving delicious food?

The lifestyle does offer benefits, but it's wise to consider the challenges and potential pitfalls before hanging up a vacancy sign, according to Jay Karen, president and CEO of the Professional Association of Innkeepers International.

The nonprofit membership organization advises newcomers to the field and studies the industry. According to its research, 17,000 bed and breakfasts across the United States generate an annual $3.4 billion in revenue. Most owners (79 percent) live on the premises, and rent out between four and 11 guest rooms.

B&Bs can be profitable undertakings, though not all owners are motivated by the bottom line, as Karen explained in an interview with CareerBuilder.

CareerBuilder:

Jay Karen: Some folks get into it for the lifestyle. You know, "I don't expect to make a lot of money on this. I love meeting new people and having travelers come through my doors, and I hope the room rate helps pay for my mortgage and all my bills."

On the other end of the spectrum you have folks who get into it as their second or last career before true retirement, and they hope to maximize the property as a business.

We've found most people that come into innkeeping have not been in the hospitality business in the past. They've had corporate jobs, they've been teachers, engineers, everything you can imagine. So they're learning.

CB: Do they typically buy properties or convert their existing homes?

JK: Most new innkeepers seek out properties to buy and turn into a B&B, or they'll buy an existing bed and breakfast. A few people will build one to spec. There are those who convert their homes, but I think in the '80s and '90s that was a lot more prevalent. To operate a profitable bed and breakfast these days you're generally going to have to have more than four or five rooms. And most people don't have houses with six, seven, eight, nine bedrooms all with private baths.

CB: How much startup cash is usually required?

JK: You'll probably need a commercial loan (not a residential loan) to buy a property and get started. Keep in mind that those usually have higher interest rates and a bigger down payment requirement. Our research shows that most B&Bs purchased over the past few years have been in the $900,000 to $1 million range. Some owners will need to put 20 or 30 percent down, but it depends also on the projected cash flow of the business based on the number of rooms and other factors. Every situation is going to be unique.

CB:

JK: The average innkeeper has been doing it for seven years. In general, it's easier to keep a smaller property going in tough times than a big one. But it seems to be a rare case that a B&B closes shop after the first year or two.

CB:

JK: Certainly zoning regulations, and also fire regulations and health and food service requirements. Find out whether or not you can have events like weddings, which are a big part of the business for many B&B owners. It's a good idea to take one of the aspiring innkeeper classes that take place all over the country. PAII has an aspiring innkeeper membership program.

Overall, remember to think of the guests first. That goes for your décor (not necessarily your family heirlooms) and the atmosphere, which is going to be nicer if you ease up on the restrictions and policies and rules that have plagued our industry in the past.

CB:

JK: It's a great outlet for foodies, who get to make great breakfasts and snacks. Meeting people from around the world is both fun and crazy at the same time, because you never know who you're going to meet ... At the end of the day, those who enjoy it most love hospitality. They love making people happy and bringing joy to their lives.

Last Updated: 02/06/2011 - 12:52 PM

   

According to Michael Farr, author of "The Quick Resume & Cover Letter Book," the average job seeker spends fewer than 15 hours a week looking for work. Although 15 hours may seem like a great deal of time, it's quite minimal in comparison to the 25 hours or more that Farr recommends job seekers devote to their search for employment each week.

"The average length of unemployment varies from three or more months, with some being out of work far longer," explains Farr. "There is a clear connection between how long it takes to find a job and the number of hours spent looking on a daily and weekly basis. The more time you spend on your job search each week, the less time you are likely to remain unemployed. Of course, using more effective job search methods also helps. Those who set aside a solid amount of time for their job search activities and use this time wisely generally secure jobs in half the average time; and they often get better jobs, too."

Farr suggests that job seekers create a specific daily schedule that keeps them on task and accountable for how their job search progresses. Here is a sample schedule provided in his book.

7–8 a.m.

Get up, shower, dress and eat breakfast.

8–8:15 a.m.

Organize workspace, review schedule for interviews or follow-ups and update schedule.

8:15–9 a.m.

Review old leads for follow-up and develop new leads (want ads, Internet, networking lists and so on).

9–10 a.m.

Make networking or direct employer phone calls, establish Internet contacts and set up meetings and interviews.

10–10:15 a.m.

Take a break.

10:15–11 a.m.

11–12 p.m.

12–1 p.m.

Lunch break.

1–5 p.m.

5–8 p.m.

Selena Dehne is a career writer for JIST Publishing who shares the latest occupational, career and job search information available with job seekers and career changers. She is also the author of JIST's Job Search and Career Blog (http://jistjobsearchandcareer.blogspot.com/). Follow her on Twitter at http://twitter.com/SelenaDehne

Last Updated: 02/06/2011 - 1:00 PM

   

As computers continue to slowly take over planet Earth, more and more industries are relying on technology for daily use in integral tasks. The field of information technology is ever-expanding, and as hardware and software applications get integrated into jobs they previously weren't used in, the boundaries of the IT field get bigger and blurrier.

That is to say while the term "IT" used to refer to the scientists in the computer lab constructing robots for NASA, today it extends to nearly every sector of employment, on big and small scales. This is excellent news for those who are comfortable with computers and want to do something other than work in a computer lab.

IT skills are marketable in nearly every industry. Take, for instance, the health care industry and the job of the health information technician.

What they do:

Health information technicians, also called medical records technicians, essentially handle all the quantifiable data related to a person's medical history. This includes everything in a patient's medical history: his blood type, history of infection, response to treatments, any and all procedures he's had done, pre-existing or temporary conditions, pharmaceutical history, etc. Clearly, this can be quite a load of information depending on how much medical attention a person has received throughout his life.

According to the U.S. Bureau of Labor Statistics, these technicians verify the accuracy of such information and ensure that it is charted and recorded properly, safe from theft (electronic or otherwise), and easily accessible to those who need it. Though they do not work directly with patients, they are in constant contact with physicians and nurses to verify information or seek out further details.

As this information becomes more and more electronic, the software programs that store and organize it become able to do more things, such as chart patterns, compare data in complicated ways, etc. The health information technician must learn specific software that can change or become more complicated every few years. Hence comfort with and some training in computers is necessary.

What they need:

Surprisingly, one does not need a four-year college degree to be a health information or medical records technician. In many cases an associate degree from a two-year college is enough, according to the BLS.

But perhaps more important than degree type are a candidate's credentials. Employers often look for one of several standard credentials for health information technicians. The Commission on Accreditation for Health Informatics and Information Management Education gives accreditation to college and university programs in this field. Candidates who graduate from one of the 200-plus accredited programs are eligible to become Registered Health Information Technicians, a certification that can greatly increase one's chances of employment. This certification is obtained after finishing the required degree program from an accredited school and then passing an exam administered by the American Health Information Management Association.

What they earn:

According to CBSalary.com, the average annual salary of a registered health information technician (one who has received RHIT certification) is $23,209. The 25th and 75th percentiles are $19,510 and $78,905, respectively.

Job outlook:

The BLS predicts a robust 20 percent growth in employment for health information and medical records technicians for the period 2008-2018, an increase they rate as "much faster than average."

Last Updated: 15/06/2011 - 9:47 AM

   

In baseball, there are umpires. On "American Idol," there are snarky celebrity judges. In the world of insurance, there are underwriters.

What they do:

Insurance underwriters are the people who review candidates for insurance plans and decide whether or not the company should insure them. Beyond that, they also write the terms of the insurance plan, such as what is covered by the plan and how much the policyholder must pay, according to the U.S. Bureau of Labor Statistics.

When people apply for insurance, they are asking to participate in a plan that will compensate them for damage to their home or property, should something go wrong. In the case of health insurance, this includes illness as well as general medical maintenance. Life insurance provides money to the survivors of the insured should he or she pass away. Because everyone has a different medical situation and the value of homes and personal property vary so greatly, calculating whom to ensure and for how much is a very complicated task.

Underwriters today have a lot of technology at their disposal to aid in this calculation, the BLS reports. But they walk a fine line when they decide whom to reject or extend insurance to: if the company is too conservative and only covers people and situations that seem safe, they risk losing business to their competitors. Conversely, companies may bankrupt themselves paying out claims if they offer coverage too liberally.

Many factors go into deciding coverage and terms. For example, if a person is applying for home insurance, the underwriter will look at environmental conditions the home may be exposed to (e.g. tornados, earthquakes). He will also closely review the applicant's financial situation and background. The BLS states that today, highly advanced software helps to do much of the assessment calculation and make recommendations for rejection or acceptance and monthly premiums.

What they need:

A bachelor's degree is pretty much the standard, with business administration and finance being the two most popular majors for underwriters hired just out of college, according to the BLS. However, nothing is set in stone, and while companies generally require a bachelor's degree, the specific course of study can vary.

Courses in computers, business law and accounting can help an applicant stand out. For those not fresh out of college, experience in the insurance industry is very helpful. On-the-job training is usually provided to new underwriters regardless. In fact, most begin as trainees or assistant underwriters.

What they earn:

According to CBSalary.com, the average annual salary of an insurance underwriter is $65,893. The 25th and 75th percentiles are $46,847 and $93,838, respectively.

Job outlook:

Advancements in technology are slowing the rate of growth for insurance underwriters, the BLS reports. Software programs are becoming increasingly better at assessing and analyzing insurance candidates and their associated risks. For the decade from 2008-2018, a decline in employment of 4 percent is expected for insurance underwriters.

Still, this is considered only a slow decline by BLS standards. While computers are very good at allowing fewer underwriters to do the work of what once required several people, they cannot replace the need for them altogether. Tasks such as verification still need a living person to be completed.

Last Updated: 15/06/2011 - 9:45 AM

   

Think being the one in charge is all about delegating unwanted tasks and getting a cool office? Before yearning for a higher title, keep in mind these things that also go hand-in-hand with increased responsibilities:

"You have to wear the company badge of honor, even if you don't agree with the decisions made above you. New managers (and even some not-so-new managers) struggle with not being in the position of always saying what they think. For example, if the company makes a decision that impacts your department that you don't agree with, you have little choice but to carry out the orders." -- Roberta Chinsky Matuson, author of "Suddenly in Charge: Managing Up, Managing Down, Succeeding All Around."

"Everyone suddenly assumes you're stupid -- especially just after a promotion when a new manager is faced with supervising a group of people who used to be her peers. It's amazing how many employees think they know how to run things better than you, even though most of them lack the same perspective that a manager has to base her decisions on. Containing that attitude and building respect and trust while maintaining employee morale is challenging." -- Cathy Ward, owner of BridesVillage.com, an online retailer of wedding accessories.

"No one tells you that being a manager means that you will be the topic of someone's dinner conversation, and the people at that table influence how the employee responds to you." -- John Klymshyn, author of "The Ultimate Sales Managers' Guide."

"You're responsible for the people on your team, and you can't control what they do. Given that you don't have the bandwidth to watch over their shoulders constantly (nor should you), there will be times that mistakes get made. When that happens, you don't have the luxury of saying, 'That wasn't my fault.' Ultimately, when you're a manager, you are accountable for all of your reports' actions." -- Tony Pham, vice president of marketing for the mobile family safety company Life360.

"By far, the most difficult thing about managing others is firing someone, especially for performance-related reasons. You always wonder what else you could have done to make things turn out differently, even if you've exhausted all of your options, including working with the employee to create and implement an individual development plan. The emotional toll associated with firing can have long-term, lasting effects for everyone involved, and it may take a while for all parties to recover." -- Steve Moore, manager at Insperity, a human resources and business solutions provider.

"When you manage people, you learn more about them than you'd prefer to know. I've become overly aware of allergies, marital issues, mental health issues and temptations of both my employees and their families." -- Burton Sauls, Internet media producer for CityTrex.com, San Francisco, Calif.

"As part of the management team, your work load is greater. In addition to the everyday tasks, you are required to complete reports, reviews and departmental/company mandates. As an employee, you may be asked to attend a meeting, seminar or conference. As the boss, you may be required to coordinate, sponsor and run it. You could be called upon to complete any task, whether or not it is a part of your job description. Many managers are exempt employees, so regardless of whether you work an 8 hour day or 18 hours day, your pay for the day remains the same." -- Chantay Bridges, senior real estate specialist, Clear Choice Realty & Associates, Los Angeles

"No one tells you that interviewing and selecting employees takes more than just sitting across the desk from someone and asking them questions and then using your gut to guide you. They don't tell you that if you hire someone with the best skill to do the job you won't necessarily be hiring someone who will do a great job because it takes more than just job skills to succeed. They don't tell you what those others things are that you need to know to hire highly motivated employees. And if you don't hire the best, they don't tell you how much harder your job as a manager is going to be." -- Carol Quinn, founder of Hire Authority, a Florida-based educational services organization.

"You know the people gossiping, whispering and snickering at the water cooler? Guess what, they're talking about you! You are always on stage. Your employees look to your actions to learn what behavior is acceptable and unacceptable." -- Anne Pritchard Grady, president of Acclivity Performance, an organizational development firm based in Austin, Texas.

Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.

Last Updated: 15/06/2011 - 8:07 AM

   

There's nothing easy about difficult workplace conversations and, unfortunately, these awkward talks aren't uncommon. At some point, you may need to ask a colleague to redo his work on an important project, for instance, or let your boss know you can't meet the deadline she set.

Following are some tips to help you successfully navigate these challenging conversations:

Evaluate the circumstances

Before you say anything, weigh the pros and cons of speaking up. How well do you know the person? How important is it that you say something? What have you done that might have contributed to the situation? What type of response can you expect from the other person?

Make sure you understand the facts before approaching someone about a problem so you can go into the conversation with a well-thought-out game plan. For example, if you have bad news to report, you should also have a solution in mind. If you have a complaint to share, consider if you deserve any of the blame.

You'll also need to keep your audience in mind. If you're broaching a difficult subject with your manager or an executive, you'll have to walk a finer line than with peers.

Think before you speak

Take a step back if you're angry or frustrated. Things you say in the heat of the moment can do more harm than good. Give yourself some time to come up with the right response.

Consider time and place

Unless an issue is extremely urgent, avoid initiating a difficult talk when the recipient is likely to be distracted or focused on something else. You might wait until your boss has caught up on email in the morning, for instance.

Another tip: Never confront someone in a group setting. That's a good way to embarrass the person and put him or her on the defensive. Wait until you can have a private conversation.

Be polite

Your tone and body language can reveal any underlying anger or frustration. You don't want your comments to sound more accusatory than conciliatory, for instance. If a colleague plays music that you find distracting, a remark like "Do you have to listen to this noise so loudly?" probably won't help you convince the person to turn it down. Instead, try: "I'm under a tight deadline and having trouble concentrating. Would you mind using headphones, at least until I'm done with this project?"

Also, strive to take the high road even when a co-worker doesn't. Sarcastic comments or unnecessary criticism in response to verbal jabs from your counterpart will just cause the conversation to deteriorate. If you sense your frustration level rising, suggest that the two of you continue the discussion at a later time.

Reach an agreement

Try not to end a conversation without coming to some sort of resolution, and understand that solving the issue may involve a compromise. The colleague who annoys you by playing music may agree to use headphones in the morning if she can use speakers in the afternoon, when things have slowed down.

In most cases, how well you navigate a difficult conversation depends on your positioning. You might find people are more receptive to your idea if you present it as a way to become more efficient or get more accomplished, for example. Avoiding words like never or always also can help because these terms can put others on the defensive.

Finally, always listen to and respect the other person's perspective. You are, after all, having a conversation. Keeping this in mind as you broach a challenging topic will help you set the stage for a successful exchange.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 350 offices worldwide. For more information about our professional services, please visit www.roberthalf.com. For additional career advice, follow us on Twitter at www.twitter.com/roberthalf.

Last Updated: 15/06/2011 - 8:17 AM

   

If you want to work for the senior homecare organization Visiting Angels in Ann Arbor, Mich., be prepared for a thorough background check. "I wouldn't even consider hiring an employee without one," says owner and director Angil Tarach-Ritchey. "Employees not only need to be trusted by the employer, they are a reflection of our business. The check brings peace of mind and less risk for future problems, and I use it as an educational and marketing tool so the elderly, their families and our referral sources know that we value their safety."

Tarach-Ritchey is not alone. A variety of employers are turning to background checks as a way of ensuring applicant suitability. And while certainly not a new phenomenon, it is one that is on the rise.

"The trend toward greater use of background checks could be driven by several factors, including technological advances that make the screening process easier, faster and more economical," says Mary Massad, vice president of talent acquisition and retention strategies for Insperity Recruiting Services in Houston, Texas. "Also, there is greater awareness by employers that candidates may not always be completely honest about their background and employment histories."

According to Massad, a complete background check often includes the following:

• Review of work history. The applicant will typically be asked to provide first and last paystubs to confirm length of employment and salaries at previous jobs.
• 
  
• Verification of Social Security information. Federal databases will help verify that a candidate is providing accurate information and has a legal right to work in the United States.
• 
  
• Criminal background check. Local criminal records, as well as those in jurisdictions where the applicant has lived during the past seven years, will reveal information about an applicant's criminal background.
• 
  
• Confirmation of education. Schools or universities listed on the applicant's résumé will be contacted to verify the applicant's attendance, degree and graduation year.
• 
  
• Review of driving record. Employers typically obtain motor vehicle records on candidates whenever a job requires driving, such as deliveries or sales calls.
• 
  

Increasingly, employers also are performing credit checks. According to a survey by the Society for Human Resource Management, 47 percent of companies run credit checks before hiring for select positions, and 13 percent do so for all positions. While searches are most common for applicants who will have financial responsibility (handling cash, banking, accounting, technology), checks are becoming more commonplace for those seeking senior executive positions and for anyone who has access to highly confidential employee information, such as salaries, benefits and medical records.

So what should an applicant do when confronted with an employer who wants to run a check? Don't lie, and know ahead of time what the hirer will find.

"As far as preparing for an employer running a background check, there is very little the applicant can do. He cannot influence the outcome, so our advice is to be totally honest and up front about any criminal past and be able to articulate a reasonable story about either how it happened or what has transpired since that makes the applicant a good risk," says Dan Chaney, director of human resource advisory services at Employers Resource Association, a nonprofit serving small and medium businesses in Ohio, Kentucky and Indiana. As for a credit check, he suggests job seekers obtain a free credit report and be prepared to explain the results if necessary.

Guidance policies from the U.S. Equal Employment Opportunity Commission deter companies from discriminatory practices. Results from a criminal background check must be approached with fairness, taking into account such factors as the nature of the offense, the age of the offense and the relationship of the offense to the job. An SHRM poll reveals that the majority of employers comply with EEOC expectations.

Thus, job seekers subjected to checks should not feel that a company is attempting to dig up embarrassing dirt. Most employers are just trying to run a good business, and verifying a new employee's background can be in the organization's best interest. As Massad notes, "Few businesses boast perfect records on hiring decisions. Mistakes, such as blindly trusting candidates to provide honest information on their résumés or during interviews, can have long-term repercussions for employers that may include work disruption, lost revenue, low employee morale, litigation or even damage to a company's reputation. Background checks have become an essential hiring tool that can help protect a company."

Beth Braccio Hering researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder. Follow @Careerbuilder on Twitter.

Interview with a social worker

Being a social worker involves a lot of patience, understanding and time -- after obtaining a Master of Social Work degree, many states require a minimum number of supervised casework hours on top of passing a licensure exam. Licensed clinical social worker Brant Dykehouse, of Chicago, Ill., took some time to speak with CareerBuilder about his seven years in the profession.

CareerBuilder:

Brant Dykehouse: Back in the 7th grade in Richland, Mich., November was "Career Month" in our social studies class. In doing some type of Scantron test, therapist/counselor came up as the top choice for me. I told this to my parents, who said, "That's great, but first get some life experience, so you can better relate to people when they come to you for guidance."

CB: Was this a second career for you?

BD: Taking my parents' advice (something I did less in my youth, so they really must have made a good presentation on the whole "gaining life experience speech") I actually went to Japan to teach English in a public high school as part of the Japanese Government's JET (Japan Exchange and Teaching) Program. In Japan, I also began to become involved with post-arrival orientations for people coming to Japan, peer support phone lines, and conflict resolution work between the Japanese employers and the non-Japanese employees.

After three years of that, I went on to work in the intercultural training field (for people moving and working abroad), as well as corporate training with a large Internet consultancy. I remember once, at 29, sitting in that company's London office, thinking how "perfectly" life had fallen into place -- I was in an exciting international career, and was dating someone I thought was awesome. Two days after I came back to our Chicago office, I was laid off (with over 700 other people), and the next day, the person I was seeing broke up with me.  

I had picked up a few consulting gigs, and spent some of the next year just "not feeling it" when I encountered that interview question, "Where do you see yourself in five years?" I knew that the "right" answer would be lying, and as I also listened when my parents told me that the only thing I could do that would ever make them angry was to lie (I don't know if that was actually true of them to say), I realized that it was time to go to graduate school, and pursue a master's degree in social work.

CB: Do you have a specialty within your field? Is there a particular type of client you prefer to work with?

BD: I really enjoy working with all types of people, and using myself in different ways to reach them. I had originally thought I would want to work with individuals only, and actually, I find working with couples and families to be very enriching, as well. I think a lot of it goes back to my enjoyment of conflict resolution work in Japan -- when I am working with couples and families, I am somehow trying to bring everyone to understanding each other, and speaking some type of similar language.

CB: What are some of the challenges of your job?

BD: I think one of the greatest challenges of the job is that we, as therapists, sometimes want things for our clients that they do not (yet) want for themselves -- such as leaving a bad relationship, gaining the courage to pursue a new vocation, or having a difficult conversation with a co-worker or family member. The client is the one who truly sets the agenda, and as therapists, we must always remember this.  

CB: Do you deal with much red tape regarding insurance plans, and do you feel your education adequately trained you for that?

BD: Many therapists (including me) prefer not to work with insurance plans. We provide invoices should a person wish to submit her or his own claim, and in the case of my own practice, I work on an adjustable scale, based on household size and income. I want to be able to be an affordable provider of care, and devote myself to working with my clients, not paperwork.  

CB: What advice would you give to someone looking to start out in the field?

BD: I really do think my parents' advice was extremely sound. Between my past corporate work, and continued consulting work in business settings, I am able to "get it" when a client talks about workplace struggles and conflicts. The other thing I suggest is that a person going into this field be extremely self-aware, and willing to constantly explore her or his feelings on anything a client can possibly bring up in sessions. This way, the work stays focused on the client, and doesn't become distracted or muddied by a therapist's own feelings/explorations getting in the way.  

I would also say that when in grad school, internships really do make a difference.  When I was at Loyola University's School of Social Work, I was told, "Go to where you can obtain the best clinical supervision." I interned both at the Federal Defender Program of Chicago, as well as Jewish Family and Community Service (now Jewish Child & Family Services). In both placements, the supervision I received was superb, and brought the world of the classroom to real-life situations -- it was the basis from which I work today.

Last Updated: 14/06/2011 - 5:09 PM

   

        Making the "correct" decision when you're leading a company doesn't mean it's always right for your own beliefs. In fact, much of the time leaders make work decisions that don't correspond with their personal values. While this often results in short-term gains, it can actually harm a business in the long term, experts say. Bridging this divide can go a long way in creating ethical leaders, argues Harry Kraemer, author of "From Values to Action."

In the book, Kraemer cites four key principles to help those in supervisory roles lead with their values and to be better corporate role models. Understanding these key values also helps leaders build their own identity without being overwhelmed. "At first glance, the four principles of values-based leadership may seem simplistic. However they are not simple to implement," Kraemer says.

Want to be an effective leader? Consider a decision-making style that incorporates Kraemer's four principles:

Steep in self-reflection

Use self-reflection as a tool to understand your own strengths and weaknesses as a leader. "Through self-reflection, you can see that certain decisions are not just one-off incidents but part of a pattern," he explains, adding that his own personal time to self-reflect is at the end of each day. The ability to self-reflect will also allow you to set priorities as a leader.

Seek balance and perspective

Moreover, balanced leaders understand that it's not possible to have all the right answers and that seeking input and learning about different perspectives is key. Your direct reports may understand things differently than you do. Additionally, learning how to put things into perspective helps leaders differentiate between short and long-term objectives. "As a values-based leader, you commit to life balance for yourself, and you model it for others," he writes.

Gain true self-confidence

In successful workplaces, there's a culture that encourages others speak up about anticipated hurdles, and self-esteem gives leaders the courage to listen to dissenting opinions and admit mistakes, thus encouraging this culture.

Leaders without self-confidence have trouble listening to those who do not agree with their ideas -- instead they expect to have all the right answers. Leadership without self-confidence can hurt the company in the long run.

Demonstrate genuine humility

Alina Dizik researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com. Follow @CareerBuilder on Twitter.

Last Updated: 18/05/2011 - 11:33 AM

   

When purchasing goods and services from national and global organizations, you may encounter complications regarding their delivery, quality or performance.

With the assistance of dedicated, experienced customer service specialists, your concerns will likely be addressed so that you are able to ultimately obtain a high-quality product or service that will be utilized and enjoyed for years to come.  

What they do:

Quite simply, two words effectively describe the daily responsibilities of customer service specialists: "incessant multitasking." Specialists must be able to juggle a wide array of tasks each and every day, ranging from the resolution of customer criticisms, requests and questions; the delivery of special orders; and the proper storage and maintenance of in-store returns, damaged materials and defective items.

Customer service specialists may also interact with clients by phone or in person to assist individuals with issues they might have regarding payments, incorrect billing statements, organizational products and services, return policies and recent purchases. Specialists typically offer clients helpful recommendations, insights and support as they communicate with them and attempt to solve their needs and requests. Such requests are normally resolved through product discounts and returns, billing services or follow-up regarding the timely receipt of all purchased goods and services.

Specialists usually also counsel newly hired customer service representatives to ensure they assist their customers in the most professional manner possible; such representatives may receive promotions to specialists after obtaining months or years of work experience. At the same time, representatives may also acquire and process product orders; maintain records of product accessibility and price fluctuations and regularly observe product suspensions and terminations.

What they need:

To remain employable, customer service specialists must either earn a high school diploma or pass the General Education Development (GED) examination. Some specialists may also acquire an associate degree from a community college or a bachelor's degree from an accredited four-year college or university. The general rule of thumb is that more education makes a candidate more attractive to employers.

While enrolled in an associate or bachelor's degree program, specialists should study business management, communications and computer science principles. Specialists will likely utilize their knowledge of such concepts within the workforce as they interact with individuals both face-to-face and over the telephone.

Specialists frequently operate state-of-the-art computer technology; assist customer service representatives and oversee the operations of their departments. Consequently, prior business management and computer science experience and education will allow them to conduct such tasks to the best of their abilities. With well-developed interpersonal, listening and problem-solving skills, customer service specialists will be prepared for future success within their professions.

What they earn:

According to CBsalary.com, the average annual salary for a customer service specialist is currently $71,074. The 25th and 75th percentiles of salaries fall between $56,031 and $106,130, respectively.

If you are particularly interested in assisting and communicating with individuals from various cultural backgrounds, while helping organizations improve their bottom lines, a customer service specialist position may be a good vocational option for you.

Last Updated: 18/05/2011 - 11:54 AM

   

Working as a cardiovascular technologist

The human heart is a fascinating, complex organ, and it takes a wide range of health professionals to care for it. Cardiovascular technologists administer tests that determine whether the heart and vascular system are working properly. They also help doctors perform challenging and invasive medical procedures.

Demand for these services is growing due to the rise in heart-related illness -- bad news for burger-lovers perhaps, but good news for cardiovascular technologists. Job prospects are good for those with a solid education and professional credentials. And most jobs require only two years of post-secondary schooling.

What they do:

Cardiovascular technologists administer therapies and diagnostic tests related to the heart and blood vessels. They work under the supervision of physicians, collecting patients' medical histories, monitoring their heart rates and explaining test procedures. Other tasks vary depending on the cardiovascular technologist's area of specialty. Those are:

Invasive cardiology:

Specialists in this area, also called cardiology technologists, help prepare patients for a range of heart-related procedures. These include cardiac catheterization, which involves threading a tiny tube through a patient's artery to look for dangerous blockages.

Technologists also assist with balloon angioplasty, in which the catheter has a balloon on the end of it that inflates to widen a blocked artery. Some help with other procedures such as open-heart surgery or the insertion of stents and pacemakers.

Noninvasive cardiology:

Using ultrasound, echocardiographers (also called cardiac sonographers) get a visual image of the inner workings of the heart without inserting medical instruments or probes into a patient's body. The resulting images, called echocardiograms, are useful to physicians as they diagnose and treat heart conditions.

Vascular technologists, also called vascular sonographers, check a patient's blood circulation using ultrasound equipment.

Cardiographic technicians use electrocardiograph, or EKG, machines to monitor the electrical impulses emitted by a patient's heart.

What they need:

Cardiovascular technologists can go to school for one to four years, but most entry-level jobs require an associate degree from a two-year program at a junior or community college. The school must be accredited by the Commission on Accreditation of Allied Health Education Programs.

Studying to be a cardiovascular technologist involves a mix of classroom time, lab experience and clinical instruction. After completing a core curriculum, students specialize in invasive cardiology, noninvasive cardiology or noninvasive peripheral vascular study, according to CAAHEP.

Getting credentialed by one of the professional associations for cardiovascular technologists isn't mandatory by law, but most employers require it. The process involves completing an accredited program and taking an exam. Credentials are available through Cardiovascular Credentialing International and the American Registry of Diagnostic Medical Sonographers.

What they earn:

CBSalary.com puts the national average salary for a cardiovascular technologist at $56,589, with the 25th and 75th percentiles at $33,664 and $71,822, respectively.

Job outlook:

The aging population and the rising incidence of heart and vascular disease mean strong demand for cardiovascular technologists. Employment is expected to grow 24 percent over the period from 2008 to 2018, according to the U.S. Bureau of Labor Statistics. That's significantly faster than the average growth across all occupations.

Technologists willing to work off hours, become knowledgeable about a broad range of procedures and get multiple professional credentials will have the best job prospects, according to the BLS.

Last Updated: 18/05/2011 - 11:59 AM

   

Food service jobs rising fastest

A recent report by the U.S. Bureau of Labor Statistics showed that the leisure and hospitality industry was hit more severely by the 2007-09 recession than by any American recession since 1948. The good news? Signs say those jobs seem to be on their way back, especially in food service.

The industry, which comprises food and beverage service, accommodations, and arts, entertainment and recreation, lost 454,000 jobs from December 2007 to June 2009 (the reported end of the recent recession, per the National Bureau of Economic Research). Of these, slightly more than half were in the category of food services and drinking places. About 28 percent were in accommodations and nearly 21 percent were in arts, entertainment and recreation. 

Though the recent recession is considered to have ended in June 2009, some industries, such as hospitality and leisure, didn't hit their low-point until a few months after that.  Specifically, the lowest employment numbers in this industry were reported in January 2010.

The subsector of hospitality hit hardest was food services and drinking places, a.k.a. restaurants and bars. Losing around 230,000 jobs in the Dec. 2007-June 2009 period, this subsector had also been the largest-growing in hospitality for the 17 years prior. During that time (1990-2007), food services accounted for nearly 75% of all jobs gained in hospitality. That is to say the area that grew the most also lost the most when the recession hit. At worst, jobs in food service fell 3.8 percent in the two-year period of December 2007-December 2009.

One interesting thing about the recent recession is that the hospitality industry suffered worse in this recession than it had in the country's last two, which were in 1990-91 and 2001. In those two recessions, the industry's annualized drop in employment was about 0.4 percent each time. In the recession from 2007-09, that figure was 2.2 percent -- over five times as high.

Prior to 1989, the hospitality industry was relatively unaffected by recessions. When other industries would start to lose employment, it would hold strong, though the report does not give reasons for this. After 1989, the hospitality and leisure industry tracked losses relatively consistently with other nonfarm employment, but in this recent recession, it was hit worse than normal.

The good news is that these figures do seem to be reversing themselves. The BLS reports that in April 2011 alone, another 46,000 jobs were added to hospitality and leisure, bringing the three-month total to 151,000 new jobs in the industry. Of those, two thirds were in the food services and drinking places subsector.

In fact, over the past nine months, food services has had only one month where jobs declined, which was November 2010, when they dropped by about 4,000. Compare this to the industry as a whole, which has reported job losses in three of the past nine months.

This subsector seems to be the hot spot of the hospitality and leisure industry. Since the overall low in January 2010, jobs industry-wide have increased by 291,000, and 208,000 of these were in food services and drinking places.           

Last Updated: 18/05/2011 - 12:00 PM

   

Industry overview: Computer manufacturing

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When people think of IT, they often think of the office introvert who pops up out of nowhere to show you how to reboot your laptop when it crashes right before you can send that email you spent the last half hour composing. Think "SNL's" charmingly pushy Nick Burns: Your Company's Computer Guy.

Corporate help-desk handymen are only one small sampling of the industry, however. Information technology is vast and includes many careers you might never have thought about, and certainly won't find parodied on national TV. Take, for instance, computer and electrical manufacturing.

According to the North American Industry Classification System, this sector includes groups that manufacture "computers, computer peripherals, communications equipment, and similar electronic products, and ... components for such products." This includes standard gadgets like the abovementioned laptop, as well as less obvious components of other products, such as toys or automobiles.

One way this industry differs from others that involve manufacturing is that when it comes to computers and electronics in the U.S., production workers don't take up as many of the jobs. Most of the labor is in research and development (R&D). For this reason, technological innovation and advancement is where many of the jobs lie, especially in the United States, and they drive the industry. The advancement is so fast that companies are constantly trying to develop the next (often smaller, faster, and more efficient) breakthrough in whatever the product may be. This dictates how much production work is needed.

The other end of the process that American companies emphasize is sales and marketing. Because of this and the importance of proper funding for R&D, many companies look overseas to find the least expensive manufacturing costs when it comes to physically assembling the products. For this reason, and others, employment on the manufacturing end of this sector is projected by the Bureau of Labor Statistics to decrease in the U.S. by up to 19 percent for the period from 2008-2018.

Despite this less-than-optimistic outlook, employment has been slightly increasing each month since November 2010, and about 30,000 more people were employed in computer and electronic manufacturing in April 2011 than in April 2010.  Also, the BLS reports that many overseas companies are actually setting up facilities in the U.S., in the same way the U.S. is setting up facilities overseas. There is much global crossover in this process, as products may be conceived in one country but assembled in another of parts made in another country still.

The educational requirements for this field vary by job. Those seeking a professional occupation, such as computer software engineer or computer support specialist, should obtain at least a four-year degree in engineering, computer science, physics or a related subject. More advanced careers often require a master's degree or Ph.D. On the other end of the spectrum, engineering technicians can often start work with a two-year degree or military training.

Compensation also runs the gamut depending on the occupation. Per the BLS, at the lower end of the scale in 2009 were electrical and electronic equipment manufacturers, whose median annual salary was just under $29,000. Computer software engineers who handle systems software were at the higher end of the scale, with a median annual salary in 2009 of just over $102,000.

Last Updated: 18/05/2011 - 12:03 PM