One of the most important things one can do while hunting for a new job is to set a schedule and stick with it. For those who are employed in a job that they hate, it can be frustrating to go home and then spend more time trying to find a new job. All you do is go to work and then go home to do more work. But those without a job can find it even more frustrating, because of the endless time spent waiting -- and the diminishing bank balance.

So we asked job seekers for their tips on how they've dealt with the job search and what they've done to provide structure to their day. Here's what they had to say:

• The early bird gets the worm: Don't waste your days sleeping. Get up early and set "office hours." By acting as if you're going to work, you're actually getting into a mindset that will put you on task.
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• Set the scene: Be sure to remove yourself from all distractions when doing your job search. It's one thing to go to a coffee shop to do your research, but when you start to write your cover letters and résumés, you need to concentrate on the task at hand. Don't be afraid to write in the morning and then revise in the afternoon -- give yourself some time to edit and craft the messages you're sending to potential employers.
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• Get specific: The "scattershot" method of applying for anything and everything usually leaves no one feeling good. Be specific about what kind of job you are looking for, what areas you want to focus on, what skills you have and what skills you want to develop in a new job. Learn about companies in your area that have these jobs, see what opportunities they may have, and connect with recruiters or experts in the field through resources such as LinkedIn.
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• Follow up: For many job seekers, the concern is the résumé black hole. Because employers receive so many applications for each job opening, it helps to set follow-up calendar reminders so you know when to reach out to a company you've applied to if you haven't heard back. That way, you'll know where they are in the process or if the position was filled.
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• Set output goals: How many résumés do you want to send out per week? Make a number and stick to it, but be realistic. Don't say 250, because you will only make yourself miserable. Focus on a manageable goal.
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• Practice your introduction/elevator pitch: It's always important to sell your skills and your desired career opportunity in under a minute. Instead of focusing on day-to-day abilities, think big picture and sell your value.
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• Research: If you spend more time doing homework on companies you want to work for, you'll spend less time applying for jobs in which you may not have a real interest. Remember that a job description only tells you so much. Your job could be perfect, but the company's values could be in direct opposition to your personal values. Get to know the company via social media and through its corporate website.
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• Don't sabotage yourself: If you're employed and want out of your current situation, don't look for jobs while at your job. That's asking for trouble, and a pink slip is likely to follow. You'll have to make time outside of your job to dedicate to your job search. If you're unemployed, don't sell yourself short in a cover letter by telling your entire story, because employers don't care. Again, sell your value upfront, and the details can be filled in during the interview process if needed. Also, if you're unemployed and searching for a job, make sure that your family respects your time to do so.
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• Use every tool: Use all the assets at your disposal -- job boards, social media, recruiters, aggregators, etc. Diversifying your search method will help produce diverse results. Think beyond your traditional job-search methods and challenge yourself to find new ways to connect with employers or other job seekers.
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• Keep your humor: Looking for a job is tiresome and can be truly depressing, but don't let it get the best of you. Remember that you are defined by more than your job or career, and while you want to be a productive member of society, your job isn't the only way to do so. Get out and see family and friends, try to stay active by exercising and eating healthfully, and keep your frustration and negativity to a minimum -- especially in social media. By having a positive attitude, you're more easily able to broach the sensitive topic with others who are employed and could help you in your job search.
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Justin Thompson 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.

How do you like to spend your spare time, those hours you aren't working, cleaning the house or cooking dinner for your family? (Watching TV does not count!) For many, the answers that come to mind include going to sports events, live theatre, the gym, playing a round of golf and a number of other leisure activities that stimulate the mind and nourish the soul.

The arts, entertainment and recreation industry is a very large sector of the workforce that, according to the U.S. Bureau of Labor Statistics (BLS), employed about 2 million people in 2008, the most recent year for which data is available. This somewhat catch-all employment category covers everything from pro sports games to rock concerts to skating rinks to museums and everything in between. It even includes your health club.
(Of note is that the BLS does not include movie theaters in this category. The distribution and screening of films is categorized along with motion picture production in the information supersector.)
Arts, entertainment and recreation are broken down into three subsectors. The first is live performances and events. This includes the aforementioned pro sporting events, both amateur and professional. Companies that work in promoting sports, from the farm leagues to the NFL, are also counted here.

Along with sports are live theatrical and musical performances, from the Broadway show to the singer-songwriter performing at your local coffee shop. In addition to the performers themselves, counted here are the booking agents, managers, producers and all back-stage and tech people responsible for getting shows up and running.
In other words, your skill set doesn't have to be acting or singing to work with and around entertainment!

The second subsector in this industry is historical, cultural, or educational exhibits. This includes most museums, but it is important to note that the BLS counts here only privately owned museums. Those run by local or the federal government, such as the Smithsonian, are counted with federal government jobs and considered a part of that industry.
The third and final subsector in this industry is recreation or leisure activities. One of the big players in this field is casinos, but also included are games manufacturers (for instance, the good folks who make and install the Pac-Man at your bowling alley), amusement parks, waterslides, go-cart tracks, day camps, ski lifts and the like. On the more expensive end of the spectrum, golf courses and private country clubs are also counted here.

Aside from high-energy rollercoasters, which many people only encounter once in a while, the recreation or leisure activities subsector also includes a more regular part of daily life: fitness centers. This comprises any establishments that offer equipment or training for physical wellness (apart from physical therapy, which is a part of the health care industry), such as a gym, yoga or aerobics center, or dance studio.

About 25 percent of the workers in the arts, entertainment and recreation industry are under 25 years old, compared to just 13 percent across all industries. This industry has long been and will continue to be a good source of employment for seasonal, part-time and young workers, according to the BLS. Furthermore, it is an industry that does not require a lot of education on the whole: 37 percent of workers in 2008 did not have schooling beyond high school.

The largest group of workers, 57 percent, fell into the "other amusement and recreation" category on the BLS's breakdown. This includes fitness centers, golf courses and clubs. Perhaps ironically, the smallest percentage of workers in the arts, entertainment and recreation industry are the independent artists, writers and performers themselves, comprising just 2.6 percent of workers.

The good news: the BLS predicts a larger-than-average job growth rate in this industry for the decade 2008-2018. While the average growth rate across all industries is 11 percent, jobs in arts, entertainment and recreation are expected to go up by 15 percent.

Last Updated: 19/01/2012 - 9:10 AM

   

American manufacturing has come a long way since 1906, when Upton Sinclair penned his muckraking novel "The Jungle." The book's lurid descriptions of abuses in the meat packing industry sparked outrage and major reforms -- food and drug laws were created that same year, abetted in part by the book's publication. 

These days, workers and consumers are protected by a slew of laws, notably the Occupational Health and Safety Act of 1970. Occupational health and safety inspectors ensure compliance with worker-protection laws, as well as industry standards and company policies.

Though factories are rarely the hellholes of Sinclair's day, they do require oversight. A recent example: Occupational Health & Safety Magazine reported in December that workers were exposed to dangerous levels of lead at Refractory Installation and Construction Headquarters Inc. in Pennsylvania. Cases like these reveal that occupational health and safety inspectors continue to play an important role in keeping workplaces safe.

What they do

Workplace hazards come in many varieties, from carpal tunnel syndrome to poor air quality to exposure to hazardous materials (the disaster at the Fukushima Daiichi nuclear plant in Japan comes to mind). Occupational health and safety inspectors are responsible for assessing places of employment to determine if dangers exist. They also aim to prevent future disasters by analyzing historical data such as patterns of accidents and illnesses.

Many inspectors work for federal, state and local governments -- 41 percent are public employees, according to the U.S. Bureau of Labor Statistics. Others work in private industries including manufacturing, mining, construction and oil and gas extraction. These inspectors, and those who work for insurance companies, are often responsible for minimizing financial losses due to workers' compensation claims or lawsuits.

What they need

A bachelor's degree in occupational health or safety, or a related field like engineering, biology or chemistry, is generally considered a minimum qualification. Advanced degrees are helpful for inspectors whose work requires additional technical or scientific expertise, for example carrying out research about the effects of health hazards in a particular workplace or factory.

What they earn

According to CBSalary.com, the national average salary for an occupational health and safety inspector is $128,463. However, this average figure is influenced by some high-earning outliers, and may not represent most workers in the field. The U.S. Bureau of Labor Statistics put median annual wages of occupational health and safety specialists at $62,250 in May 2008, with the highest earners ($73,180) working for the federal government and the lowest earners ($55,600) working for state governments.

Job outlook

The BLS projects that employment of occupational health and safety specialists (a category that includes inspectors) will grow 11 percent between 2008 and 2018, about as fast as the average for all occupations. Inspectors who work in loss prevention for private companies are likely to see the strongest job prospects, while those who work for governments will see limited growth due to budget constraints and a call by the public to reduce spending. Growth will also be hampered to a degree due to the departure of manufacturing jobs for other countries with cheaper labor costs, the agency reports.

Last Updated: 19/01/2012 - 9:11 AM

   

The wheels on the bus go round and round every day during the school year on some 475,000 school buses. Thanks to the highly trained professionals driving the buses and the vehicles' safety features, riding a school bus is the safest way for children to get to and from school, according to the National Highway Traffic Safety Administration. In many communities all around the country, school bus drivers are in high demand to help transport nearly 24 million school children to and from school.

"Driving a school bus is an ideal job for people looking for flexibility and part-time work," says Greg Gavins, location manager for First Student in Zachary, La. Gavins says the work schedules for a bus driver are very desirable for parents who have school-aged children.  School bus drivers work early morning and afternoon schedules. The drivers are off during the late morning and midday hours and have the holidays and most of the summer off. "Many of the drivers in my district are women. Driving a bus allows them the flexibility to do other things and have time for their families."

Depending on the school district, bus drivers may be employed directly by the district or by a private contractor. Districts throughout the United States have privatized, or outsourced, their transportation operations so they can focus on education and delegate the job of providing transportation to large and experienced transportation companies, like First Student, or to smaller independent or family-owned school bus companies.

Aaron Jackson has been driving coach and school buses professionally since 1995. He says that driving a big yellow school bus isn't difficult. Like all school bus drivers, he has a commercial driver's license (CDL) and has gone through professional training to learn how to drive and operate a school bus. All drivers, whether employed by a school district or a private contractor, must meet state and federal licensing standards to drive a school bus and most states have minimum training standards and curriculum.

"Training is the most important aspect of the job," says Jackson. In addition to teaching drivers how to safely operate a bus, companies like First Student train drivers on student management and safety principles. Not only has Jackson earned his CDL, he has also gone through professional truck driving school and has many certifications to drive all types of vehicles and transport chemicals and hazardous materials. "But the most precious cargo I transport are the students on a school bus," adds Jackson.

Besides professional training, Jackson, who has a degree in education, says that being a people person and having patience are important to being a good school bus driver. He was inspired to drive a bus when he was in college and rode a bus from campus to church on Sundays. "I like my students and the rapport I have with them. They are so excited to get on the bus. It is nice to see their parents have trust in their eyes as they watch their children board my bus. Parents applaud me for being safety conscious."

Last Updated: 19/01/2012 - 9:17 AM

   

Some say success is just as much about whom you know as what you know. (And some, to be sure, say the former is far more important than the latter.) What better way to work on both of those necessities than by attending a trade conference? Learn a little, mingle a lot, share what your company's been up to and make some potential clients or even future coworkers.

Here are a few upcoming conferences in the banking and finance industry in the U.S. for early 2012:

1. Made in America 2012: The 9th Annual Taft-Hartley Benefit Fund Summit
What it is: Organized by the Financial Research Associates, this summit describes its mission, per the organization's website, as "to provide advanced education for all Taft-Hartley trustees and administrators on investment issues and health and welfare topics." Though Taft-Hartley funds are generally exclusive to labor unions, members of the larger investment and benefits communities are invited to attend. Sponsors of the three-day summit include global asset management firm Schroders, private-equity asset management service provider Hamilton Lane, Blue Cross Blue Shield Association, and others.

Where it's happening: The Planet Hollywood Resort and Casino, Las Vegas, Nev.

When it's on: January 22-24, 2012

2. Investment Education Symposium
What it is: Opal Financial Group plans conferences in North America and Europe that target high-net-worth individuals and executives who deal with all manner of investments. Their intention with this conference is to provide "broad education and information on investing, fiduciary responsibility and selection of money managers to the key decision makers and other representatives of the nation's largest pension funds, endowments, foundations and other institutional investors," as they state on their website. Representatives from both the traditional and alternative financial industries will be there to swap stories, insights, and contact information. This symposium occurs in conjunction with the Louisiana Trustee Education Council.

Where it's happening: Astor Crowne Plaza, New Orleans, La.

When it's on: February 15-17, 2012

3.  ABA National Conference for Community Bankers
What it is: Brought to you by the American Bankers Association, the 2012 conference's title is "Open the Door to the Future: Forward-Focused Strategies for Your Community Bank." Changes the new economy and new marketplace are bringing, such as mobile wallets, emerging technologies, and the new majority, will be discussed in detail. Featured speakers include authors Jeremy Gutsche ("Exploiting Chaos: 150 Ways to Spark Innovation During Times of Change," Gotham, 2009), Scott Klososky ("Enterprise Social Technology: Helping Organizations Harness the Power of Social Media, Social Networking, Social Relevance," Greenleaf Book Group Press, 2011), and Dan Buettner ("The Blue Zones: Lessons for Living Longer from the People Who've Lived the Longest," National Geographic, 2011).
The ABA Community Bank Awards are part of this conference as well. They recognize institutions that have made innovative and effective improvements in their communities, and are awarded in the following categories: Helping to Achieve Homeownership, Encouraging Volunteerism, Fundraising for Foundations & Local Groups, Improving Financial Literacy, Reaching Out to the Underserved, Building with Habitat for Humanity, and Revitalizing Your Community. The conference also includes a golf tournament, ice cream social, peer exchanges, and much more.

Where it's happening: The JW Marriot Desert Springs, Palm Desert, Calif.

When it's on: February 19-22, 2012

Last Updated: 19/01/2012 - 9:20 AM

   

Books are a tough sell in this rapidly changing media landscape. The boom in online sales and the introduction of the Kindle, Amazon.com's e-reader, and its competitors (like the iPad and the Nook) have some industry analysts predicting the imminent death of physical stores that sell physical books with covers and paper pages ... you remember those, right?

But many bookstores are hanging on, and though online sales are driving industry growth, paper books haven't disappeared yet. It's also worth noting that demand for books in general appears pretty healthy. Between 2008 and 2010, net sales revenue for the book publishing industry rose 5.6 percent to $27.94 billion, according to BookStats, an August 2011 report from the Association of American Publishers and the Book Industry Study Group. That's not bad, considering how bad the economy was during those years.

If selling books is your passion (and it probably has to be, if you're going to survive in this notoriously challenging industry) you'll have to decide where to focus your efforts. Some options are below:

*Independently owned bookstores </p><p>It hasn't been an easy decade for independent bookstores, like Denver's Tattered Cover Book Store, Chicago's Women & Children First or Washington, D.C.'s Politics and Prose Bookstore, to name a few of the most famous. First came the onslaught of big-box stores. Independents couldn't hope to compete with their prices and selection, and many of them went out of business as a result. </p><br /><p>Online retailers like Amazon.com and the rise of e-books put further strain on the independents, but the dominance of the Internet has had a silver lining. Big-box stores have struggled to compete with their online counterparts, and many of them have failed, taking some of the pressure off mom-and-pop shops. And independent retailers can now get into e-book business themselves through Google eBooks, a service that sells e-books directly to the consumer or through some 250 retailers across the country, including indie bookstores.</p><br /><p>Also, with virtual sales on the rise, many small shops are focusing on what they are specially equipped to offer: a space that provides a point of contact not only with books themselves but for communities of writers, readers and book lovers. </p><br /><p>Big box retailers</p><p>A few short years ago, big-box bookstores were the wave of the future. Borders and Barnes & Noble stores seemed to be cropping up everywhere: in shopping districts, malls and even in the college towns where independent stores once dominated. </p><br /><p>But online sales began to eat into these stores' business. Barnes & Noble fought back, expanding into publishing and e-book selling, and developing an e-reader called the Nook (to compete with Amazon's Kindle). But Borders, which at its height in 2003 operated 1,249 Borders and Waldenbooks stores, was slower to adapt. The company went out of business in July, closing all of its remaining 399 stores, liquidating its inventory and laying off more than 10,000 workers.</p><br /><p>Online/e-book sellers*

Online booksellers including Alibris.com, Powells.com, BarnesandNoble.com, and of course Amazon.com, the industry leader, are responsible for the growth in book sales over the last couple of years. E-books and e-publishing are such a new phenomenon that it's hard to know how booksellers -- the middlemen who have traditionally brought books from publishing houses to consumers -- will fare. Their services may be needed in new ways as the industry evolves.

One thing's for certain, though: online sales, especially of e-books, are the future. According to BookStats, net sales of content sold by publishers directly to online channels rose 55.2 percent between 2008 and 2010, reaching $2.82 billion in 2010. 

Last Updated: 19/01/2012 - 9:23 AM

   

Ever wonder what goes on behind the scenes of your favorite song? It's not just the sexy vocals, pulsing beats and catchy hook that grab your ear. The process of recording and mixing sound is a scientific task, one that can add or subtract from even the best-written and well-performed numbers to the point of making or breaking an artist.
Rick Riggs is one individual who regularly undertakes that task. Co-owner of Handwritten Recording, a full-service studio in Chicago, Ill., Riggs took a moment to talk to CareerBuilder about his craft and goal of connecting "the ideal to the real."

CareerBuilder: What title do you prefer to give yourself, and why? (e.g. sound engineer, audio engineer, audio mixer...)

Rick Riggs: Audio engineer. I think it is the term that best describes the job that I am trusted to do. While I certainly did not invent the term, it does explain that I am the individual that bridges the gap from actual sounds being made to the recordings that result.

CB: How did you learn your trade?

RR: I taught myself how to engineer records in the beginning and experience continues to teach me how to do them in the future. Each recording scenario requires a different set of engineering challenges, so I would say that I really have never stopped learning my trade in the nine years I have been working at it.

CB: How do you acquire new clients, and has the current economy slowed that process down at all?

RR: I have acquired new clients by endearing myself to my past and present ones. My work in recording tends to lean more on the artistic side of things, so once clients feel comfortable with the environment I provide them and the recordings that result they tend to do a wonderful job spreading the word for me. The world of music and art seems to be a small one, and once you are able to provide a good service at a reasonable price, people tend to talk amongst themselves.

Regarding the current economy and its effect: Honestly, I try not to give it too much thought when it comes to how I run this business, set my goals, and prepare for the future. I am sure it has affected the growth of new clients, but to concern myself with that would ultimately lead to the neglect of my current ones, and that would lead to the demise of my business faster than an economic downturn.

CB: What are your favorite and least favorite things related to being an audio engineer?

RR: The best part of my job is helping people bring their work to life. I really look at my work being successful if I can help bands, artists, commercial clients and the like connect their ideas of what the recording can sound like to what it does sound like. That is the thrill for me: to connect the ideal to the real. Sounds cheesy, but true.

My least favorite part of this job is the amount of administrative work that I have to do in order to keep the business in order. 

CB: Are you a part of a union, and if not, what are your thoughts on that?

RR: No, I am not part of a union. I think unions are valuable if there is a group of people that need to come together in order to protect themselves and their futures. The work that I am in is very individual (from my end, at least), to the point where I haven't given it much thought.

CB: Is rock music as glamorous as people think?

RR: Yes and no. It is certainly glamorous in the sense that you get to spend time doing what you love. However, there is certainly pressure and stress that come with that as well. The financial concerns are ones that come to mind primarily. Making the best record possible within the budget set is certainly an ever-real challenge. Other struggles are keeping your audience happy vs. serving your own creative desires, and staying relevant in an increasingly changing musical/artistic culture.

CB: What advice do you have for a novice hoping to get into audio engineering?

RR: It's not about the engineer. It is about the recordings and their creators' happiness with them. I don't have an inflated sense of self worth that keeps me from simply thinking: Keep the customer satisfied.
 

Last Updated: 19/01/2012 - 9:24 AM

   

It's mission-critical that we circle back on this very important matter of corporate jargon in the workplace. Let's focus on the low-hanging fruit with a small group first and then loop everyone in. Being proactive about our learnings will really incentivize the group to focus on the most critical action items and value-add for maximum impact. Let's start high level, drill down from there and circle back after lunch to figure out next steps.

Wait, what? Annoying, right? If you're anything like me, corporate jargon makes your skin crawl -- but in today's workplace, it's sometimes hard to get away from it. Most of us have been guilty of at least one of the business "buzzwords" below.

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A recent CareerBuilder survey asked employees what corporate jargon they would like to eliminate. "Outside the box" is the most popular -- or unpopular -- word depending on your view. The next-worst offenders are:

• Outside the box (31 percent)
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• Low-hanging fruit (24 percent)
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• Synergy (23 percent)
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• Loop me in (22 percent)
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• Best of breed (19 percent)
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• Incentivize (19 percent)
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• Mission-critical (19 percent)
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• Bring to the table (18 percent)
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• Value-add (17 percent)
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• Elevator pitch (16 percent)
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• Actionable items (15 percent)
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• Proactive (15 percent)
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• Circle back (13 percent)
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• Bandwidth (13 percent)
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• High level (10 percent)
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• Learnings (9 percent)
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• Next steps (6 percent)
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Navigating workplace issues can be tricky enough without throwing flowery, clichéd or just plain made-up words and phrases in one another's faces. It only takes one brave person to turn "outside the box" into "creatively" or "let's circle back" to "I'll call you," and we can begin to peel back the layers of complexity and really talk honestly to one another.

Grasping for an original thought or non-business-speak term that describes what we want to achieve can be difficult, but it also makes it easier for others -- inside or outside our workplaces -- to understand us. It brings a fresh perspective to the same old "strategy planning session." And it can make tasks easier, not just for employees who have been with the company for some time and have deciphered the internal lingo, but for new employees, for whom clarity and simplicity is essential while getting used to a new role. Let's stop wasting one another's time with meaningless buzzwords and start saying what we really mean.

Corporate jargon: Breaking down the buzzwords

Here are a few examples of corporate jargon, each followed by an example of a simplified version. Dig around in your own emails -- you likely have some examples to work with, too. Sometimes, simpler words actually give us room to add context around a situation.

Jargon: "It's mission-critical that we do this."
Alternative: It's important that our company do this to reach our fourth-quarter sales goals."

Jargon: "Let's circle back in a couple of weeks."
Alternative: "Let's talk again on Dec. 18. I will send you a calendar invitation."

Jargon: "Be sure to loop me in."
Alternative: "Please include me in future conversations about this."

Jargon: "What does she bring to the table?"
Alternative: "What specific qualifications would she bring to the position that other candidates are lacking?"

Jargon: "The social media element of this project will be a compelling value-add for the client."
Alternative: "By helping our client build relationships on sites like Twitter and Facebook, we can add more value to this project and help them meet their social media goals."

Jargon: "How do we incentivize our employees to be more productive?"
Alternative: "What can we do to make employees excited about coming to work again?"

Jargon: "Let's start with the low-hanging fruit."
Alternative: "What are the easiest goals for us to reach right now? Let's focus on those first."

Amy Chulik is a content strategist at CareerBuilder and writes for CareerBuilder's employer-focused blog, The Hiring Site, where she strives to bring a dose of clarity and humor to recruitment and workplace news, issues and trends. Follow her on Twitter at @cbforemployers.

In their book, "Find Your Federal Job Fit," Janet M. Ruck and Karol Taylor describe how to develop a career identity through a planning process that is designed to help individuals find the federal position that suits them best.

To better understand your career identity, Ruck and Taylor say you must figure out why you work and what meaningful work is for you.

"Work is an extension of your place in the world, and ideally it expresses who you are," Ruck and Taylor say. "Can you identify what you are called to do in life? Usually characterized by a passion or a great yearning to pursue a field, discipline or venture, meaningful work and activities can sometimes make themselves known to you before you are aware of or identify them."

After identifying your meaningful work, the authors suggest creating a personal mission statement and identifying your life purpose using some simple questions:

• What do you consider to be your best characteristics?
• 
  
• How do you reveal these characteristics to others?
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• What are some ways in which you would like to use these characteristics in your life and your work?
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The next step to generating a career identity is to develop a personal brand, which can help you stand out from other federal job applicants. The personal brand, the authors say, "reflects who you are and shows through your actions what you stand for. ... A personal brand is authentic and organic and emanates from who you are in reality. It is not contrived, forced or created, yet it must be cultivated, reinforced and nurtured."

Using your personal brand, create a statement that succinctly summarizes the qualities you possess that would be desirable for a federal position. Ruck and Taylor recommend these steps:

1. 
   
2. Focus on a unique self-description.
3. 
   
4. Describe what you do.
5. 
   
6. Explain how you are unique.
7. 
   
8. Describe your goal.
9. 
   

When you've completed these exercises, you can consider them together to develop your career goal, which could point you toward your future federal career. Create a vision of where you want to work, what you want to do and how you can contribute to the job.

Finding a federal job doesn't have to be daunting; you can simplify the process by first focusing on yourself and developing your career identity.

Lori Michelle Ryan is the Marketing Communications Specialist at JIST Publishing, America's Career Publisher. In this role, she helps job seekers, career changers, students and working professionals develop the knowledge and skills needed to succeed in the job market and world of work.

        For years, parents have told their kids to grow up and be a lawyer -- or at least marry one. But did you know that many other professions are just as lucrative as law, if not more so?

Many factors go into how much one can earn practicing law, including location and industry focus. According to the Bureau of Labor Statistics, the median salary for lawyers is $112,760, with a median hourly wage of $54.21. Attorneys working in state government earn, on average, $82,190 annually, whereas those working in petroleum and coal manufacturing earn an estimated $208,410 annually.

However, if law is of no interest to you, here are seven other professions in which you could earn more than the average lawyer:

1. Computer and information-technology systems manager: Plan, direct or coordinate activities in such fields as electronic data processing, information systems, systems analysis and computer programming.  Median salary: $115,780  Median hourly wage: $55.67

2. Petroleum engineer: Devise methods to improve oil and gas extraction and production and determine the need for new or modified tool designs. Oversee drilling and offer technical advice.  Median salary: $114,080  Median hourly wage: $54.85

3. Dentist: Examine, diagnose and treat diseases, injuries and malformations of teeth and gums. May treat diseases of nerve, pulp and other dental tissues affecting oral health and retention of teeth. May fit dental appliances or provide preventive care.  Median salary: $141,040  Median hourly wage: $67.81

4. Anesthesiologist: Physicians who administer anesthetics before, during or after surgery or other medical procedures.  Median salary: greater than $166,400  Median hourly wage: greater than $80.00

5. Chief executive: Determine and formulate policies and provide overall direction of companies or private and public-sector organizations within guidelines set up by a board of directors or similar governing body. Plan, direct or coordinate operations at the highest level of management with the help of subordinate executives and staff managers.  Median salary: $165,080  Median hourly wage: $79.37

6. Natural sciences manager: Plan, direct or coordinate activities in such fields as life sciences, physical sciences, mathematics and statistics, or research and development in these fields.  Median salary: $116,020  Median hourly wage: $55.78

7. Architectural and engineering manager: Plan, direct or coordinate activities in such fields as architecture and engineering, or research and development in these fields.  Median salary: $119,260  Median hourly wage: $57.34

Data and descriptions provided by the Bureau of Labor Statistics. 

Justin Thompson 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.

        We've all heard that a résumé shouldn't be longer than a single page. And that "It never hurts to apply," even to jobs that are a long shot. It seems as if everyone has at least a small nugget of job search wisdom to pass along.

But rather than helping you, some of the advice you receive could be harming your chances of finding a new position. Job search myths -- like the "rule" about the one-page résumé -- have a habit of sticking around even though they're not true. Here are several that have been debunked:

You should keep your résumé to one page.

You shouldn't bother to send a cover letter.

You should consider only full-time employment opportunities.

You should apply for as many jobs as possible.

You shouldn't bother looking for work during the holiday season or summer.

You shouldn't send an application unless a company has posted a job ad.

You should just cross your fingers after submitting a résumé.

You should take the first job offer you get.

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, visit http://www.roberthalf.com/. For additional career advice, view our career bloopers video series at www.roberthalf.com/dont-let-this-happen-to-you or follow us on Twitter at www.twitter.com/roberthalf.

Last Updated: 20/12/2011 - 3:03 PM

   

        Test               

Last Updated: 03/01/2012 - 10:58 AM

   

In nearly all aspects of life, success is best achieved through a team effort. Individuals, no matter how talented they may be, are better off with the help of a sidekick. Michael Jordan would have found it tough to win six championships without Scottie Pippen on the court. Mick Jagger would have struggled to turn the Rolling Stones into a famous rock band without Keith Richards on the guitar. Who knows how many of the Joker's schemes would have been implemented had Batman not had Robin at his back?

Physicians, podiatrists, chiropractors, optometrists and other health practitioners are no different, and luckily they have medical assistants at their side to provide help whenever it is needed.

What they do
Medical assistants help to maintain efficiency in the offices of health practitioners. Most must be capable of performing both administrative and clinical tasks, usually ones that are routine in nature.

Administrative tasks might include secretarial work, ordering supplies, greeting patients, making appointments, updating and filing patients' medical records, and serving as a contact with insurance companies. Some clinical tasks consist of escorting patients to rooms, discussing a patient's medical history and current health issues, taking blood pressure, administering shots, and clarifying the doctor's instructions. It's important to note that medical assistants are not the same as physician assistants, who are required to examine, diagnose and treat patients under the direct supervision of a physician.

Some medical assistants, especially ones in smaller offices, serve as jacks of all trades, taking on all the necessary duties and sticking to a general practice. Others will specialize in a specific capability. Ophthalmic medical assistants and optometric assistants are examples of workers who specialize in eye care, while podiatric medical assistants make castings of feet, help to administer X-rays, and assist podiatrists in surgery.

Nearly all medical assistants are able to work in clean and well-lit settings. While some of them work part-time, most work full-time and have traditional five-day, 9-to-5 schedules. According to the U.S. Bureau of Labor Statistics, about 62 percent of medical assistants work in offices of physicians. Other settings include outpatient care, nursing settings, public and private education, state and local government agencies, and employment services.

What they need
While there is no requirement for formal education or training, nearly all medical assistants have at least a high school diploma, according to the BLS. Most are also mandated to complete a one- or two-year education program, though some are able to avoid higher education and instead get trained on the job. There are a number of associations, including the American Association of Medical Assistants (AAMA) and the Association of Medical Technologists (AMT) that offer certification credentials to medical assistants. Obtaining such certification can help lead to a higher salary and more employment opportunities.

What they earn:
The average salary for a medical assistant is $37,571, according to CBsalary.com. The 25th and 75th percentiles of salaries fall between $28,929 and $49,720, respectively.

Last Updated: 04/01/2012 - 11:47 PM

   

Brian Rusch is the communications director for a non-profit organization called Project Happiness in Palo Alto, Calif. Brian took a moment to answer some questions for CareerBuilder about the specifics of his role.

CareerBuilder: What does your organization do?

Brian Rusch: We specialize in emotional resilience-building programs to teach social and emotional life skills to young people. Basically, we teach kids how to deal with things like anger, sadness, bullying and stress. We do this through a strength-based curriculum available for all ages that is drawn from the best of positive psychology, neuroscience and mindfulness. It is available through downloadable formats, a work book and a documentary film, all of which we offer free to educators.

CB: What are the general responsibilities of your job?

BR: My primary responsibilities are to handle the public relations and marketing of our products and services, as well as to the organization as a whole and the founder. Because we operate with a small but strong staff, I wear many hats including event planning, scheduling and fundraising.

CB: What skills have you learned along the path to your current position?

BR: This is my first time working for a non-profit organization and the new skills I have learned are in the area of development. I really enjoy the fundraising aspects of working for a non-profit and have incorporated more of that in my current role. I have to say that, whether by osmosis or making an actual effort, I have found that I embody many of the skills we teach through our programs as well.
CB: What is the best part about your job?
BR: By far the best thing is the work. To be able to see us making a meaningful difference in the lives of young people locally and throughout the world is amazing. When I see the difference our programs have made in people's lives, I can truly say that there just is nothing in the world like that.
CB: What are the challenges of your job?

BR: I think the biggest challenge is really the hours it requires. We have been fortunate to grow at an amazing rate, but it requires a lot of time and energy. On an average, I work 14-hour days every day. It is worth it because it is so rewarding, but it can be challenging at times.

CB: What kind of advancement might there be down the road from your current role?
BR: I have been at my current position for a year and already I have been promoted twice. I really feel passionate about the organization and the work we are doing and feel that at this time, my current role best supports the organization and our mission.

CB: What sort of education is typically needed to enter the non-profit industry?

BR: I think that depends greatly on the areas one plans on focusing on. For me personally, my background is marketing, which suits me perfectly for my role in the organization. I think if one has a well-rounded background and knows about things like social media, finance and programming, that definitely helps. I have been continuing my education since my most recent promotion to learn more about non-profit management, human resources and grant writing.

Last Updated: 04/01/2012 - 11:45 PM

   

Men and women in the military proudly serve
our country every day, but when they return home to civilian life and begin to
make their way into the private sector, they often do not receive the
recognition, benefits, or services they have earned. Thankfully, there are
numerous mentoring programs that are bringing veterans together with business
professionals to help them with everything from resume writing and networking
to negotiating salary and benefits.

Mentoring programs such as American Corporate
Partners, Veterans Across America, and the BPW Foundation's Joining Forces for
Women Veterans
provide personal, one-on-one mentoring and career counseling to
help veterans transition to the civilian workforce. Many of the mentors are
veterans themselves who know the difficulties our military men and women face
entering the workforce.

"I wanted to help soldiers," says Brett
Sheats, who served in the Army as a captain in an airborne artillery unit out
of Fort Richardson, Alaska. He was working in New York City as an attorney when
he learned about American Corporate Partners (ACP). "I realized the program was
so valuable, I wanted to become part of it," he adds. Sheats now manages all
veteran outreach for ACP, which has had over 500 veterans complete its one-year
mentoring program.

"Veterans come out of the service with tons
of skills, good judgment and leadership skills, but they don't have the
connections that folks in the private sector have. We help them catch up and
get their foot in the door to make the contacts. We work with leading companies
in finance, technology and other sectors to help them understand the skills veterans
have and how they can be utilized in the business world," Sheats adds.

"These are my sisters out there. I served with
them and I want to continue to serve them," says Lynda Davis, Ph.D., senior
vice president at ICFI and advisory council member for Joining Forces for Women
Veterans. "Having a mentor is like a continuation of the battle buddy system. There's
someone on your team, making sure they have your back, someone you can depend
on and who will not let you down."  Davis
served in the Army National Guard and the Army Reserve and has spent most of
her career working with government agencies and assisting veterans in many
different ways.  

"There are so many unwritten rules in a
corporate environment. A mentor can help explain the rules for advancement, how
to access benefits and negotiate a competitive salary," notes Davis. Mentoring doesn't
stop once a vet finds a job, the Joining Forces program helps female vets with
job retention, promotions and advancement and can even help with job
satisfaction, and job contribution. "I have been honored to mentor both women
in uniform when I was in uniform, and as a civilian - especially helping women
who were mid-career and were making the transition to civilian life," says
Davis.

Because many men and women joined the Armed
Services right out of high school, they don't have the same experiences as
others competing for the same jobs. Through mentoring, they learn such things
as what to wear on interviews and on the job, and when to discuss vacation time
and salary during the interview process.

"Pay and promotions in the military are
pretty much set in stone. In the private sector, there's a lot more
flexibility. Many of us are not prepared to negotiate," notes Davis. Having a
mentor is an informed, personalized way for veterans to role-play, investigate
opportunities and network. "All of those things give veterans a strong sense of
motivation and empowerment. They were strong in uniform and now, through
mentoring, they can see themselves with the same kind of strength," concludes
Davis.

Last Updated: 10/01/2012 - 6:12 PM

   

Even amid reports of a slowly recovering economy and a sluggish job market, a recent survey revealed measured optimism among accountants and other financial professionals about their prospects for 2012.

The Workplace Insights Survey, conducted in October 2011 by Accounting Principals, a staffing and recruitment firm based in Jacksonville, Fla., polled 504 financial professionals in accounting, advisory and consumer, services, business finance or investments.

Sixty-seven percent of the respondents believed that their companies would win new or incremental business in 2012. Of that group, accountants had the rosiest outlook, with 74 percent confident their companies would snag new business, compared to 64 percent in other financial occupations.

"And this came right off the heels of the middle of budget season," said Janette Marx, a senior vice president at Accounting Principals. "So these are the accountants and financial professionals who hold the purse strings of business ... that was an encouraging sign to see that they believe their businesses will be growing into next year."

Along those same lines, 60 percent of respondents expected that their firms would expand to new markets, 54 percent predicted more investment in developing new products and 49 percent thought their companies would hire more staff. Half thought more mergers and acquisitions are likely, and 14 percent thought merger and acquisition levels would stay roughly the same.

Only 36 percent expected a raise or a bonus in 2012 -- a relatively small portion. But it was larger than the 25 percent of respondents who anticipated layoffs or the 18 percent who thought pay cuts were on the horizon.
 
When it came to the overall economic outlook, respondents who identified as Democrats were more hopeful than their Republican counterparts: 38 percent of Republicans feared a "double-dip recession" in 2012, while only 11 percent of Democrats did.

Democrats were also more hopeful about consumer lending standards, with 30 percent saying these will probably loosen up next year (compared to 13 percent of Republicans). Similarly, 35 percent of Democrats believed the jobless rate would drop below 9 percent and stay there, as opposed to just 15 percent of Republicans.

A substantial portion of both Democrats and Republicans didn't have much faith in the Wall Street Reform and Consumer Protection Act of 2010, known as Dodd-Frank, after its sponsors, Rep. Barney Frank, a Massachusetts Democrat, and Sen. Christopher Dodd, a Connecticut Democrat.

According to the survey, 44 percent of respondents thought Dodd-Frank won't do enough to ensure financial transparency in this country. That response was predictably common among Democrats (56 percent), but a good portion of Republicans agreed (38 percent).

The survey revealed other concerns as well. A quarter of the respondents listed job security as their chief worry. The survey's authors noted that this concern was particularly acute for professionals who have been in their jobs for five to 10 years. Those who had held jobs for 10 years or longer were less worried about being laid off.

After job security, the respondents worried about keeping clients happy (21 percent), balancing the budget (18 percent) and winning new business (17 percent). 

Interestingly, accountants were more likely than other finance pros to report having no worries at all: 33 percent of accountants said nothing keeps them up at night, compared to 22 percent of other finance workers surveyed. That's likely because accountants have clear rules to follow and can therefore be sure their work is done correctly, according to Marx.

Last Updated: 04/01/2012 - 11:26 PM

   

No matter how heated or emotional a trial gets, count on one person in the courtroom to maintain near-perfect composure. Court reporters must accurately record every single word spoken and produce a written record of the proceedings -- so their concentration has to be top notch.

Though their numbers are somewhat small (there were 21,500 court reporters in 2008, according to the U.S. Bureau of Labor Statistics), they nonetheless play a key role in the legal system. Their services are also required in many types of government agencies, and increasingly they work outside government, providing captioning for television, meetings, conferences or university lectures, to name just a few examples.

What they do
So how do court reporters do it, capturing every single word? The most traditional method is stenography, which to the outside observer looks like really fast typing. In fact, the court reporter is using a stenotype machine, which allows him or her to capture whole words at once by pressing multiple keys. On the machines used today, a computer interprets the keystrokes instantly, and the words appear on a monitor. Real-time captioning (of television programs or trials, for example) works in a similar manner, by connecting the stenotype machine to computers that aid in broadcasting.

Stenography is the most common method for court reporters, but there are others. In electronic reporting, a court reporter makes an audio recording of the trial or other event, taking notes about who is speaking and other details, and later transcribes it. In voice writing, the court reporter verbally repeats every word spoken in the courtroom (or other venue), speaking into a mask equipped with a silencer. This method has become faster and easier in recent years thanks to speech-recognition software.

What they need
Training for court reporters depends on the reporting method they use. The most intensive training is required for stenographic court reporters, who typically study for nearly three years. A range of technical and vocational schools offer programs, some of which are certified by the National Court Reporters Association, or NCRA. Voice writing has less formal requirements, as does electronic reporting, which most practitioners learn on the job.

In addition to training, some states require court reporters to become licensed. In a few cases, professional certification can lead to a state license. However, most certification is voluntary, though the U.S. Bureau of Labor Statistics notes that certified court reporters have the best job prospects. Certifications are available from a wide range of organizations, including the NCRA, the United States Court Reporters Association and the American Association of Electronic Reporters and Transcribers.

What they earn
Court reporters nationally earn an average $50,619, with the 25th percentile at $34,769 and the 75th percentile at $63,467, according to CBSalary.com.

Job outlook
Employment of court reporters is projected to jump 18 percent between 2008 and 2018, according to the U.S. Bureau of Labor Statistics. That's much faster than the average for all occupations combined, which is around 11 percent.

Even though court reporters will continue to see demand from local, state and federal governments, tight budgets will likely mean modest job growth in the public sector. Greater demand will come from private industry, where webcasting and closed captioning for television are becoming increasingly common.

Last Updated: 04/01/2012 - 11:16 PM

   

American manufacturing has come a long way since 1906, when Upton Sinclair penned his muckraking novel "The Jungle." The book's lurid descriptions of abuses in the meat packing industry sparked outrage and major reforms -- food and drug laws were created that same year, abetted in part by the book's publication. 

These days, workers and consumers are protected by a slew of laws, notably the Occupational Health and Safety Act of 1970. Occupational health and safety inspectors ensure compliance with worker-protection laws, as well as industry standards and company policies.

Though factories are rarely the hellholes of Sinclair's day, they do require oversight. A recent example: Occupational Health & Safety Magazine reported in December that workers were exposed to dangerous levels of lead at Refractory Installation and Construction Headquarters Inc. in Pennsylvania. Cases like these reveal that occupational health and safety inspectors continue to play an important role in keeping workplaces safe.

What they do
Workplace hazards come in many varieties, from carpal tunnel syndrome to poor air quality to exposure to hazardous materials (the disaster at the Fukushima Daiichi nuclear plant in Japan comes to mind). Occupational health and safety inspectors are responsible for assessing places of employment to determine if dangers exist. They also aim to prevent future disasters by analyzing historical data such as patterns of accidents and illnesses.

Many inspectors work for federal, state and local governments -- 41 percent are public employees, according to the U.S. Bureau of Labor Statistics. Others work in private industries including manufacturing, mining, construction and oil and gas extraction. These inspectors, and those who work for insurance companies, are often responsible for minimizing financial losses due to workers' compensation claims or lawsuits.

What they need
A bachelor's degree in occupational health or safety, or a related field like engineering, biology or chemistry, is generally considered a minimum qualification. Advanced degrees are helpful for inspectors whose work requires additional technical or scientific expertise, for example carrying out research about the effects of health hazards in a particular workplace or factory.

What they earn
According to CBSalary.com, the national average salary for an occupational health and safety inspector is $128,463. However, this average figure is influenced by some high-earning outliers, and may not represent most workers in the field. The U.S. Bureau of Labor Statistics put median annual wages of occupational health and safety specialists at $62,250 in May 2008, with the highest earners ($73,180) working for the federal government and the lowest earners ($55,600) working for state governments.

Job outlook
The BLS projects that employment of occupational health and safety specialists (a category that includes inspectors) will grow 11 percent between 2008 and 2018, about as fast as the average for all occupations. Inspectors who work in loss prevention for private companies are likely to see the strongest job prospects, while those who work for governments will see limited growth due to budget constraints and a call by the public to reduce spending. Growth will also be hampered to a degree due to the departure of manufacturing jobs for other countries with cheaper labor costs, the agency reports.

Last Updated: 04/01/2012 - 10:58 PM

   

While there are a few risk-takers out there who live with an all-or-nothing approach, most people prefer to hedge their investments. The general feeling is that if something is going really well, one can afford to lose a bit of that value. On the other hand, people like to be assured that if an investment is doing poorly, they will at least be somewhat protected with a way to decrease the losses.

Hedging is a common practice in many arenas, from financial investments in the stock market to sporting bets in Las Vegas. Most other types of hedging, however, come in the form of insurance. Pretty much any risk that can be quantified can also be insured. Popular types of insurance include auto, home, life, health, credit and unemployment, among many more. Within each world of insurance, there are many different types of roles and positions that need to be occupied.

Here are four such jobs in the insurance industry:

1) Actuary

What they do: Actuaries are financial analysts who work for insurance carriers, associations, ratings bureaus and state insurance departments. They are responsible for studying the probability of an insured risk and determining the amount that risk would cost in damages. They then use that information to come up with a price for insurance coverage. They must balance the requirement for their company to cover all individual claims with the need to be attractive to new and existing customers.

What they earn: The average salary for an actuary is $131,167, according to CBsalary.com. The 25th and 75th percentiles of salaries fall between $106,556 and $181,130, respectively.

2) Underwriter

What they do: Underwriters review all individual and group applications for insurance and ultimately determine whether or not the applicant will be accepted for coverage. They also carry the responsibility of establishing the applicant's premium for the policy. These decisions are based on both the statistics provided by actuaries, as well as the underwriter's own judgment.

What they earn: The average salary for an underwriter is $65,893, according to CBsalary.com. The 25th and 75th percentiles of salaries fall between $46,847 and $93,838, respectively.

3) Insurance sales agent

What they do: The position of insurance sales agent has the highest number of workers in America's insurance industry; according to the Bureau of Labor Statistics, nearly 14 percent of employees in the industry go by this title. They put together lists of potential clients, contact those leads, and recommend a type and amount of coverage to those leads. Some work exclusively for one company, while others are independent and sell for several different companies.

What they earn: The average salary for an insurance sales agent is $52,549, according to CBsalary.com. The 25th and 75th percentiles of salaries fall between $29,208 and $63,179, respectively.

4) Loss control consultant

What they do: Loss control consultants assess the risks that lead to claims by their clients, and also inspect the business operations where their clients work. From there, they can make safety recommendations to large industrial firms and public institutions to prevent future hazards and accidents.

What they earn: The average salary for a loss control consultant is $77,167, according to CBsalary.com. The 25th and 75th percentiles of salaries fall between $56,855 and $105,124, respectively.

Last Updated: 04/01/2012 - 10:54 PM

   

Communicate your way into CS management

Think you have what it takes to move from a customer service representative to a management role? Check your communication skills.

Renee Evenson, customer service expert and author of several books, including "Customer Service Management Training 101" (AMACOM Books, 2011), explains why the ability to effectively communicate is one of the most critical skills needed for a customer service manager to succeed.
 
"It all starts with you and how well you're able to lead and motivate your employees. Leaders know how to effectively motivate their employees and while not everyone is born a leader, you can develop these skills," says Evenson.

In addition to job knowledge and expertise, Evenson says that, "Leading a customer service team takes self-confidence and a high level of motivation and determination to succeed." She also says that successful customer service managers apply creativity and flexibility in their roles and lead with honesty and integrity.

Communication Skills
"Effective communication is the most important skill set you can develop. Listening well, speaking effectively, keeping the lines of communication open, and knowing how to change your communication style with each of your employees will demonstrate that you genuinely care about them," notes Evenson. 

She says that developing strong relationships with employees will ultimately help you be successful and applying the appropriate communication style will help develop productive employees who want to perform their best.

Evenson says, "Management communication styles range from taking a controlling approach by telling employees what to do, taking a participative approach by engaging employees to share in decision making, and taking a passive approach by allowing employees to make decisions. Successful managers understand that effectively utilizing each of these communication styles, dependent on the situation and the employee, is the best approach." 

She adds, "Your employees aren't 'one size fits all' so knowing their strengths and weaknesses will enable you to change your approach as necessary. For example, you'll want to take a more controlling approach with a new employee who is still learning the job, but take a more passive approach with an experienced employee who performs well."

Evenson also stresses the importance of training employees on how to interact appropriately with customers, "Communication is the most important key to providing exceptional customer service."

"Whether your customers access your website through mobile devices, communicate with you through a social media outlet, or speak to you by phone or in person, training your employees how to engage in a positive dialogue with customers by interpreting customer requests correctly, asking good questions to enhance understanding, and finding the best solution for each customer quickly and correctly will enable you to provide consistently exceptional customer service," says Evenson.
 
Training frontline employees how to interact well with customers and how to meet their needs is not a one-time event. Evenson says, "Unless you consistently follow up after training to ensure employees are forming good habits and utilizing the training properly, your employees may develop or fall back into poor work habits. Providing effective feedback is crucial to developing productive employees."

Evenson says that a lack of feedback and/or a poor relationship with the manager are the most common reasons for poor employee performance. "Employees want to do a good job and they want to feel a sense of comradeship with their manager. The bottom line is that they want to know how well you think they're performing," she notes.

The best way to provide feedback is through hands-on management and being on the front-lines with employees. "Observing your employees utilizing their skills, providing feedback, and looking for quick training moments will show that you care about your employees and the job they do -- and that will translate into engaged employees who want to do a good job," she concludes.

Last Updated: 19/01/2012 - 9:00 AM

   

Understanding the needs of your customers is critical to success in the world of sales. This is true whether you're handling large financial portfolios for corporations or going door to door with some cosmetics and a smile. The more diverse a clientele you can serve, the more you will see how needs change from one person or company to the next. As a result, you'll gain greater experience and product mastery and increase your customer base.
One person who can speak first-hand about dealing with a wide variety of clients is registered dietician and certified specialist in sports dietetics Dawn Jackson Blatner. Ms. Blatner has advised individuals and groups from all walks of life and with all types of dietary needs. She is currently the nutrition consultant for Major League Baseball's Chicago Cubs, and the author of "The Flexitarian Diet" (McGraw-Hill, 2009) and co-author of "Counseling Overweight Adults" (American Dietetic Association, 2009).
Dawn took a moment to talk to CareerBuilder about her experience as a dietician who serves an array of people and groups.

CareerBuilder: When a client is new to you and you are unfamiliar with them, how do you assess their needs?

Dawn Jackson Blatner, RD, CSSN, LDN: I have a wide variety of clients from pro athletes to weight-loss clients to huge corporations to TV producers and magazine editors. No matter who I am working with I do a SWOT analysis, looking at Strengths, Weaknesses, Opportunities for me/my services to help and Threats to long-term success. It's important to meet people where they are and then inspire them to make better changes than they ever thought they could.

CB: Can you think of two very different clients you've had (e.g. ones who might seem to be on opposite ends of a spectrum) and share how you adjusted to each one?

DJB: Two clients may have the same goal to lose weight, but to get there the strategies need to be personalized, customized, tailored. For example: Client #1 is a vegetarian and enjoys cooking so he/she needs strategizes for more quick and calorie-conscious veggie-friendly fare. Client #2 may travel five out of seven days and restaurant eating is the norm, so he/she needs more strategies for menu maneuvers while dining out.

CB: How much time do you spend with the average client?

DJB: 40-60 minutes (for individual clients), more for large projects with magazines, television, corporations, etc.

CB: Do you ever run into conflict with diets that might currently be all the rage in pop culture? For instance, do you get requests to help people follow the South Beach diet, the Atkins diet, or gluten-free cooking?

DJB: I never dodge trends -- I work with them, not against them. For example, if people want to do a fad diet I will show them how to do a healthier, more balanced, more science-based version of it. It's fun and exciting to be a part of pop culture, and there are parts of every diet trend that are healthy that you can incorporate into a more sound eating plan ... and parts that are unfounded/ridiculous/dangerous that should be ditched.

CB: Have you ever had a client express disappointment in your services, and if so, how did you seek to resolve that?

DJB: I try to avoid this situation by specifically asking before a session what they are hoping to get from me and then deliver that. I also ask after initial appointments and before follow-up appointments if they are happy with my services/results. I am always asking if there is anything more they want me to provide to make this process easier, more enjoyable and ultimately successful. It's my reputation on the line, so I try to make the lines of communication as open and honest as possible so they can report all their successes and struggles; I congratulate them on successes and then strategize struggles with them to achieve a successful outcome.

CB: What words of wisdom can you share for those who do independent consulting and may interact with a wide range of client types, as you do?

DJB: It's a four step process: 1) Find out their personal goals; 2) Ask questions to understand their current situation/lifestyle/routine; 3) Provide tailored strategies that tweak their current situation to better achieve their goals; and 4) Check in to be sure they are making the changes and are happy with results, and offer more expert guidance and strategy if necessary.

Last Updated: 19/01/2012 - 9:05 AM

   

How do you like to spend your spare time, those hours you aren't working, cleaning the house or cooking dinner for your family? (Watching TV does not count!) For many, the answers that come to mind include going to sports events, live theatre, the gym, playing a round of golf and a number of other leisure activities that stimulate the mind and nourish the soul.

The arts, entertainment and recreation industry is a very large sector of the workforce that, according to the U.S. Bureau of Labor Statistics (BLS), employed about 2 million people in 2008, the most recent year for which data is available. This somewhat catch-all employment category covers everything from pro sports games to rock concerts to skating rinks to museums and everything in between. It even includes your health club.
(Of note is that the BLS does not include movie theaters in this category. The distribution and screening of films is categorized along with motion picture production in the information supersector.)
Arts, entertainment and recreation are broken down into three subsectors. The first is live performances and events. This includes the aforementioned pro sporting events, both amateur and professional. Companies that work in promoting sports, from the farm leagues to the NFL, are also counted here.

Along with sports are live theatrical and musical performances, from the Broadway show to the singer-songwriter performing at your local coffee shop. In addition to the performers themselves, counted here are the booking agents, managers, producers and all back-stage and tech people responsible for getting shows up and running.
In other words, your skill set doesn't have to be acting or singing to work with and around entertainment!

The second subsector in this industry is historical, cultural, or educational exhibits. This includes most museums, but it is important to note that the BLS counts here only privately owned museums. Those run by local or the federal government, such as the Smithsonian, are counted with federal government jobs and considered a part of that industry.
The third and final subsector in this industry is recreation or leisure activities. One of the big players in this field is casinos, but also included are games manufacturers (for instance, the good folks who make and install the Pac-Man at your bowling alley), amusement parks, waterslides, go-cart tracks, day camps, ski lifts and the like. On the more expensive end of the spectrum, golf courses and private country clubs are also counted here.

Aside from high-energy rollercoasters, which many people only encounter once in a while, the recreation or leisure activities subsector also includes a more regular part of daily life: fitness centers. This comprises any establishments that offer equipment or training for physical wellness (apart from physical therapy, which is a part of the health care industry), such as a gym, yoga or aerobics center, or dance studio.

About 25 percent of the workers in the arts, entertainment and recreation industry are under 25 years old, compared to just 13 percent across all industries. This industry has long been and will continue to be a good source of employment for seasonal, part-time and young workers, according to the BLS. Furthermore, it is an industry that does not require a lot of education on the whole: 37 percent of workers in 2008 did not have schooling beyond high school.

The largest group of workers, 57 percent, fell into the "other amusement and recreation" category on the BLS's breakdown. This includes fitness centers, golf courses and clubs. Perhaps ironically, the smallest percentage of workers in the arts, entertainment and recreation industry are the independent artists, writers and performers themselves, comprising just 2.6 percent of workers.

The good news: the BLS predicts a larger-than-average job growth rate in this industry for the decade 2008-2018. While the average growth rate across all industries is 11 percent, jobs in arts, entertainment and recreation are expected to go up by 15 percent.

Last Updated: 19/01/2012 - 9:10 AM

   

In the age of YouTube and Vimeo, film production is no longer reserved for big-budget Hollywood studios. Everyone from major retail chains to startups to mom-and-pop shops is jumping on the viral video train, and storytellers are finding they have to raise far less cash than before to see their scripts become short or even feature-length movies.
People like Travis Legge, owner of Rockford, Ill.-based production company Plastic Age Productions, are in the business of helping these companies and individuals take advantage of this new trend without breaking the bank. Travis took a moment to talk to CareerBuilder about wearing many hats, working in a small market and his advice for companies making their first online clip.

CareerBuilder: What experience did you have in film and media production before deciding to start your own company?
Travis Legge: I had been writing for several years when I decided to shift gears into media production. I wanted to have an outlet in which I could bring my stories to life. I began taking mass communication classes at Rock Valley College in Rockford, Ill., and immediately dove into making short films with the immense resources offered through the school. I was in the program for about two years before I decided to strike out into the world as a filmmaker and producer.

CB: You do directing, editing, sound mixing, color correcting, special effects makeup and several other things. Which of your services gets you the most work?

TL: That's very hard to say. In the fall I find myself doing a lot of makeup work, especially in the lead up to Halloween. I think people just tend to have scary things on the brain around that time of year. Beyond that I'd say my most frequent work is video editing and the production of short films based on stories that my clients approach me with. They have a story they want to tell and I help them translate it into a short, which is really quite a fun job.

CB: Working in film outside of the three biggest markets must be challenging. How do you attract new clients?

TL: I make extensive use of social media. Much of my work is acquired via Twitter, Facebook, or the word-of-mouth recommendations of previous clients. Being in Rockford, I am able to travel to Chicago for work, though there is a thriving indie film scene in the Rockford area, which creates a sizable portion of work for me as well. Being freelance, I am able to telecommute for some jobs, and of course, if the wage is right, I am willing to travel as the work dictates.

CB: As cameras and editing software become more affordable and accessible to the average person, do you find more people needing your services or trying to handle the work themselves?

TL: I find plenty of people trying to handle the load themselves ... at first. Media production is a trade skill as well as an art form. Sometimes people think, "If I just buy this nice camera and this software I read about on Google, I can make a movie, right?" Sometimes they are right. Most often they are not. For people trying to dive into filmmaking as an art form, I do recommend getting your hands on some gear and learning how to use it. We also offer consulting services on technology and technique, and as I can attest: even the most astute filmmaker is rarely a one-man crew.
As far as commercial clients are concerned, my recommendation is to hire a professional to make videos. Commercial clients have entire businesses to run that often have nothing to do with filming. I find it's best for them to focus on their business and let trained professionals handle media creation.

CB: Of all the hats you wear, which is your favorite, and why?

TL: I'd say that would be a toss-up between directing and being a makeup artist. Both jobs keep me engaged on a set and working in tandem with very talented actors and crews to bring stories to life. After all, I got into this business as a means of telling stories first and foremost.

CB: What tips would you have for a small business setting out to make its first low-budget promotional video?

TL: I would say hire a professional. Have a clear goal of what you want, what you are willing to spend, and a timetable for it, and present those openly to the company you approach. Be aware that things like digital effects or moving typography are expensive, time-consuming affairs. Do a little comparison shopping and find the company that best suits your project needs and financial state.

Last Updated: 19/01/2012 - 9:16 AM

   

        Try to do backflips. This really helps you to be a really groovy fellow.               

Last Updated: 20/01/2012 - 6:06 PM

   

The wheels on the bus go round and round every day during the school year on some 475,000 school buses. Thanks to the highly trained professionals driving the buses and the vehicles' safety features, riding a school bus is the safest way for children to get to and from school, according to the National Highway Traffic Safety Administration. In many communities all around the country, school bus drivers are in high demand to help transport nearly 24 million school children to and from school.

"Driving a school bus is an ideal job for people looking for flexibility and part-time work," says Greg Gavins, location manager for First Student in Zachary, La. Gavins says the work schedules for a bus driver are very desirable for parents who have school-aged children.  School bus drivers work early morning and afternoon schedules. The drivers are off during the late morning and midday hours and have the holidays and most of the summer off. "Many of the drivers in my district are women. Driving a bus allows them the flexibility to do other things and have time for their families."

Depending on the school district, bus drivers may be employed directly by the district or by a private contractor. Districts throughout the United States have privatized, or outsourced, their transportation operations so they can focus on education and delegate the job of providing transportation to large and experienced transportation companies, like First Student, or to smaller independent or family-owned school bus companies.

Aaron Jackson has been driving coach and school buses professionally since 1995. He says that driving a big yellow school bus isn't difficult. Like all school bus drivers, he has a commercial driver's license (CDL) and has gone through professional training to learn how to drive and operate a school bus. All drivers, whether employed by a school district or a private contractor, must meet state and federal licensing standards to drive a school bus and most states have minimum training standards and curriculum.

"Training is the most important aspect of the job," says Jackson. In addition to teaching drivers how to safely operate a bus, companies like First Student train drivers on student management and safety principles. Not only has Jackson earned his CDL, he has also gone through professional truck driving school and has many certifications to drive all types of vehicles and transport chemicals and hazardous materials. "But the most precious cargo I transport are the students on a school bus," adds Jackson.

Besides professional training, Jackson, who has a degree in education, says that being a people person and having patience are important to being a good school bus driver. He was inspired to drive a bus when he was in college and rode a bus from campus to church on Sundays. "I like my students and the rapport I have with them. They are so excited to get on the bus. It is nice to see their parents have trust in their eyes as they watch their children board my bus. Parents applaud me for being safety conscious."

Last Updated: 19/01/2012 - 9:17 AM

   

Books are a tough sell in this rapidly changing media landscape. The boom in online sales and the introduction of the Kindle, Amazon.com's e-reader, and its competitors (like the iPad and the Nook) have some industry analysts predicting the imminent death of physical stores that sell physical books with covers and paper pages ... you remember those, right?

But many bookstores are hanging on, and though online sales are driving industry growth, paper books haven't disappeared yet. It's also worth noting that demand for books in general appears pretty healthy. Between 2008 and 2010, net sales revenue for the book publishing industry rose 5.6 percent to $27.94 billion, according to BookStats, an August 2011 report from the Association of American Publishers and the Book Industry Study Group. That's not bad, considering how bad the economy was during those years.

If selling books is your passion (and it probably has to be, if you're going to survive in this notoriously challenging industry) you'll have to decide where to focus your efforts. Some options are below:

*Independently owned bookstores </p><p>It hasn't been an easy decade for independent bookstores, like Denver's Tattered Cover Book Store, Chicago's Women & Children First or Washington, D.C.'s Politics and Prose Bookstore, to name a few of the most famous. First came the onslaught of big-box stores. Independents couldn't hope to compete with their prices and selection, and many of them went out of business as a result. </p><br /><p>Online retailers like Amazon.com and the rise of e-books put further strain on the independents, but the dominance of the Internet has had a silver lining. Big-box stores have struggled to compete with their online counterparts, and many of them have failed, taking some of the pressure off mom-and-pop shops. And independent retailers can now get into e-book business themselves through Google eBooks, a service that sells e-books directly to the consumer or through some 250 retailers across the country, including indie bookstores.</p><br /><p>Also, with virtual sales on the rise, many small shops are focusing on what they are specially equipped to offer: a space that provides a point of contact not only with books themselves but for communities of writers, readers and book lovers. </p><br /><p>Big box retailers</p><p>A few short years ago, big-box bookstores were the wave of the future. Borders and Barnes & Noble stores seemed to be cropping up everywhere: in shopping districts, malls and even in the college towns where independent stores once dominated. </p><br /><p>But online sales began to eat into these stores' business. Barnes & Noble fought back, expanding into publishing and e-book selling, and developing an e-reader called the Nook (to compete with Amazon's Kindle). But Borders, which at its height in 2003 operated 1,249 Borders and Waldenbooks stores, was slower to adapt. The company went out of business in July, closing all of its remaining 399 stores, liquidating its inventory and laying off more than 10,000 workers.</p><br /><p>Online/e-book sellers*

Online booksellers including Alibris.com, Powells.com, BarnesandNoble.com, and of course Amazon.com, the industry leader, are responsible for the growth in book sales over the last couple of years. E-books and e-publishing are such a new phenomenon that it's hard to know how booksellers -- the middlemen who have traditionally brought books from publishing houses to consumers -- will fare. Their services may be needed in new ways as the industry evolves.

One thing's for certain, though: online sales, especially of e-books, are the future. According to BookStats, net sales of content sold by publishers directly to online channels rose 55.2 percent between 2008 and 2010, reaching $2.82 billion in 2010. 

Last Updated: 19/01/2012 - 9:23 AM

   

Pretty much anyone with a computer has experienced the sinking dread that sets in when something goes wrong with the machine. The screen freezes, an unseen component makes a grinding sound, or some other malfunction arises that simple rebooting can't fix. The consequences can be serious, as those who have lost important data in computer crashes can attest.

Computer support specialists come to the rescue in these situations, providing a life raft for users with machines on the fritz. They also head off computer disasters by making sure computers are updated, virus-free and running smoothly.

What they do:

Computer support specialists provide technical help and advice for computer users. They work within a wide variety of businesses and organizations that rely on computers, providing daily oversight of computer systems, training fellow employees on computer use and resolving technical issues large and small. Others work directly with the public at help desks, answering phone calls in which they offer step-by-step instructions on how to fix computer problems.

Computer support specialists work with a broad array of software and hardware depending on the needs of their employers, so their expertise varies. But in general it's helpful for them to be familiar with computer security issues, data management and networking, both LAN (local area networks, which connect computers within offices, schools or other contained locations) and WAN (wide area networks, including the Internet, which connect computers over large geographic areas).

Entry-level computer support specialists usually resolve common glitches and computer problems. Those who prove adept on the job, or who master more complex technical problems, can advance to managerial roles or to other computing specialties such as software engineering or systems analysis.

What they need:

Fundamentally, computer support specialists need the technical know-how to make computer systems run smoothly for individuals and organizations. How they get that knowledge can vary. Some get their skills at junior college or through professional certification programs. Others get bachelor's degrees in computing or a related discipline, often majoring in computer science or information technology. Frequently, on-the-job training is also required to familiarize workers with particular systems or products. Because technology is evolving rapidly, continuing education or training is often required.

What they earn:

The national average salary for a computer support specialist is $58,527, according to CBSalary.com. The 25th and 75th percentiles earn an average $43,117 and $72,010 respectively.

Job outlook:

Job prospects are good for computer support specialists, according to the U.S. Bureau of Labor Statistics, which projects faster-than-average employment growth over the next several years. Computer support specialists held about 565,700 jobs in 2008, a number that is expected to rise 14 percent to 643,700 by 2018.

The growing complexity of computers will mean strong demand for support staff, especially in technical and computer-related industries. However, American workers may see competition from oversees, the BLS reports. Because much of the work can be done remotely, some employers may choose to outsource computer support jobs to lower-paid workers in other countries.

Job seekers with bachelor's degrees and some work experience will have the best chances, according to the BLS.

Last Updated: 19/01/2012 - 9:33 AM

   

Nurse anesthetics are one of the four professions in nursing labeled as advanced practice nursing, along with clinical nurse specialists, nurse-midwives and nurse practitioners. According to the American Association of Nurse Anesthesia, nurse anesthetists were actually the first to be recognized as clinical nurse specialists. The profession started to become established in the late 1800s as a result of surgeons seeking to put an end to the high morbidity and mortality rates associated with anesthesia at that time.

What they do
Nurse anesthetists, also referred to as certified registered nurse anesthetists, or CNRAs, are nurses who specialize in the administration of anesthesia. They provide anesthesia and related care before and after surgical, dental, therapeutic, diagnostic and obstetrical procedures, and can also help with trauma stabilization. Nurse anesthetists are very versatile, in that they administer a number of different types of anesthetics, work in an assortment of different practice settings, and are asked to provide care for every type of procedure or operation. With that said, it should not come as a surprise that nurse anesthetists work alongside a variety of different health care professionals, including surgeons, anesthesiologists, dentists and podiatrists.

Nurse anesthetists carry a heavy load of responsibility and must take on a multitude of different tasks. Some of these responsibilities come before any procedure is underway, such as getting supplies and equipment ready for the procedure or determining how the anesthetic will affect the patient by studying and interpreting pre-surgical tests. In case of an emergency, they are also responsible for ensuring that an adequate blood supply is available and readily accessible.

During procedures, nurse anesthetists administer local, inhalation, intravenous, and other anesthetics to the patient to create partial -- or sometimes even total -- loss of sensation in the patient. The nurses are also asked to administer oxygen during the procedure.

While the most typical setting for a nurse anesthetist is a hospital operating room, they are by no means limited to that location. Other settings include emergency rooms, birthing centers/obstetrics departments, plastic surgery centers, and outpatient surgery facilities. Healthcare facilities of the military, Public Health Services, and Veterans Affairs all have nurse anesthetists on hand, as do the offices of dentists, podiatrists, ophthalmologists and pain management specialists.

What they need
Before a career in nurse anesthetics can even be considered, one must be a licensed registered nurse with an appropriate baccalaureate degree and a minimum of one year of critical-care nursing experience. According to the U.S. Bureau of Labor Statistics, in order to become a nurse anesthetist, candidates must earn a master's degree. This takes two to three years and includes clinical training in either university or community hospitals. One must also pass the national certification exam before being allowed to practice, and must acquire at least 40 hours of continuing education every two years.

What they earn
The average salary for a nurse anesthetist is $158,381, according to CBsalary.com. The 25th and 75th percentiles of salaries fall between $144,400 and $453,151, respectively.

Last Updated: 14/12/2011 - 12:14 PM

   

        Looking forward to 2012, there is cautious optimism that the economy -- and the job market -- will continue to improve. The recently released National Employment Report from ADP, a private staffing and business services firm, showed private employers added 206,000 jobs in November. University of Michigan economists are predicting a brighter 2012; according to a recent study, the jobless rate should continue to drop to 8.8 percent by the end of 2012.

There's hopeful news for soon-to-be graduates, too. According to the National Association of Colleges and Employers' Job Outlook 2012 survey, employers plan to hire 9.5 percent more graduates from the Class of 2012 than they hired from the Class of 2011. While many of those job openings will be triggered by attrition, it's still a good sign that the number is increasing.

What this all means is that things are starting to look up, but there will still be bumps in the road ahead. Yet some industries are seeing growth -- so much so that some can't fill their positions fast enough.

If you're a job seeker, consider exploring a career in one of these nine occupations, all of which are expected to grow in 2012.

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3.

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5.

6.

7.

8.

9.

All salary estimates are from CBSalary.com and are the U.S. national average salary.

Debra Auerbach 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.

Last Updated: 19/12/2011 - 3:24 PM

   

        Finding and obtaining any job with the federal government can be tough, but how do you know which are the most promising positions to seek? Laurence Shatkin's new book, "150 Best Federal Jobs,"* *breaks down the top federal jobs into several categories, including demographics, career clusters, geography and personality type.

Shatkin also offers the top federal jobs overall, based on a score calculated by pay, growth and number of openings. "This means that some jobs with low pay and modest growth but a high number of openings appear higher on the list than some jobs with higher pay and modest growth but a low number of openings," Shatkin explains in the book. "A 'right' job for you could be anywhere on this list."

The federal government has projected a 10 percent increase in employment through 2018 and offers good salaries and benefits, job security and flexible work schedules throughout the country. See which positions Shatkin ranked as the 10 best federal jobs:

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2.

3.

4.

5.

6.

7.

8.

9.

10.

Lori Michelle Ryan is the marketing communications specialist at JIST Publishing, America's Career Publisher. In this role, she helps job seekers, career changers, students and working professionals develop the knowledge and skills needed to succeed in the job market and world of work.

Last Updated: 19/12/2011 - 3:36 PM

   

As you sniffle your way to the subway, you mumble to yourself that it was surely your cube mate Tom who got you sick, because he'd been sneezing nonstop for the past week. Yet as you settle into your cube, coughing uncontrollably, you become the next culprit to spread the sickness to your co-workers. At least you can take comfort that you're not alone. A recent Accountemps survey found that 76 percent of workers came to work sick at least somewhat frequently.

There are a variety of reasons why workers come to work sick. Perhaps they have a big project they don't want to get behind on, or they've used up all their personal days. But if the reason is to impress co-workers with their dedication, it's not working. According to the Accountemps survey, only 8 percent of workers polled said they are impressed by their co-workers' dedication when they come in sick. When a worker comes in under the weather, even with good intentions, he ends up doing more harm than good.

Here are some ways to prevent you and your co-workers from continuing the vicious sick-at-work cycle:

Lead by example
Managers are looked up to as leaders, so if you manage a team and you come into work sick, you're setting a precedent and encouraging others to follow your lead. Staying home when sick, and encouraging your team to do the same, will show that you're putting the health of your workers first. If workers show signs of the flu, tell them to head home; don't wait for them to ask permission to leave.

Lynne Sarikas, executive director of the MBA Career Center at Northeastern University in Boston, suggests managers should talk to their teams before flu season is in full swing. "At your next team meeting, ask people not to come to work sick and spread their germs around the office," she says. Sarikas also recommends that sick workers let their managers know if they have any critical deadlines or meetings so other arrangements can be made for coverage. That way the ill person knows the work is getting done and won't feel guilty about missing deadlines.

If you're not a manager, consider talking to your boss about the concerns you have when others come in sick. And if a co-worker does call in sick, offer to pick up some of the slack. Then, when and if you catch a cold, your co-workers may come to your rescue.

Make working at home an option
These days, most work can be done with a computer and Internet connection. Managers should make working from home an option for those who are under the weather but feel strong enough to hammer through some projects. "Make arrangements in advance to ensure that employees can access their office email and other key files from home," Sarikas says.

Encourage preventive measures
"Employers should focus on employee well-being by always offering free flu shots for their employees and families, and making sure that there are proper levels of education and support for combating winter blahs," says Kyle Pribilski, principal at human capital management company Formation HCM.

If you're not sure what your company offers, ask your human resources manager and share what you learn with your team. If your company doesn't provide much support, consider spearheading your own prevention program, even if it's just for your department.

Even if all the preventive measures are put in place, it's inevitable that workers will still show up to work with the sniffles. Leigh Steere, co-founder of Managing People Better, LLC, shares these ways you and your co-workers can prevent the spread of those productivity-killing germs:

• Spray your shirt: Sneeze or cough into the collar of your shirt or into the crook of your elbow instead of into your hand. That way the germs are caught in your shirt as opposed to your hand, and you are less likely to spread germs to others. If you do sneeze or cough into your hands, wash them as soon as possible.
• 
  
• Know your ABC's: Wash your hands thoroughly after blowing your nose. Keep your hands under hot running water the equivalent amount of time it takes to sing the ABC's. Don't forget to use soap, and turn the faucet off with a paper towel.
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• Use paper towels: After washing your hands, use a paper towel to turn off the faucet, so you keep from getting more germs on your hands. Also, use towels, or your sleeve, to open doors.
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• Wipe off your work space: At the end of the day, wipe down your work surfaces -- keyboard, telephone, pens -- with a disinfectant wipe.
• 
  

The next time you wake up with those familiar aches and pains, do yourself and your co-workers a favor and go back to sleep.

Debra Auerbach 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.

        Let's face it -- money talks. And for some jobs in 2011, there was a little more talking going on. We took a look at the top 20 jobs in 2011 that had the largest year-over-year salary growth. All of the positions had salary growth of at least 5 percent since last year.

Many factors influence compensation, including location, educational background, experience and skill level. And while a higher salary doesn't always mean happier people, it does affect workers who are looking to switch careers or re-evaluate their current skills to see if these positions are worth investigating.

Here's a glance at the top 20 jobs with the highest salary growth in 2011 versus 2010:

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8.

9.

10.

11.

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13.

14.

15.

16.

17.

18.

19.

20.

The list above is compiled from data provided by CBSalary, powered by SalaryExpert.com. The percentage listed for each occupation is the amount the salary increased compared with last year's salary. The list is based on an analysis of data from the Occupational Employment Statistics provided by the Bureau of Labor Statistics and ongoing surveys conducted by Salary Expert.

Justin Thompson 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: 19/12/2011 - 4:12 PM

   

        For a job seeker, there is no better feeling than picking up the phone and hearing those magical words, "We'd like to make you an offer." After a call like that, it's natural to want to shout the news from the rooftops, hand in your two weeks' notice and buy yourself a "Congratulations on the new job" present.

But what happens when a week goes by and you have yet to receive official new-hire paperwork or any additional communication from the hiring manager? You don't want to bother the new company, but you start to panic. Perhaps your celebration was a bit premature?

Given today's up-and-down economy, strange or untraditional hiring situations are becoming more common. Perhaps you get an oral offer but then never hear back. Or you accept a job with the understanding that it's for a certain role but later learn the position has become drastically different. You're just happy to be offered a job, so you don't want to come across as pushy or a complainer. You do, however, want -- and deserve -- to get some confirmation or clarity.

If you ever find yourself on the receiving end of what appears to be an awkward or ambiguous hiring situation, here is some advice to help you avoid getting burned:

Don't put all your eggs in one career basket

Leave no room for misunderstanding

Don't be afraid to follow up

Daniel Newell, job development and marketing specialist for San Jose State University's Career Center in San Jose, Calif., suggests that if you don't hear back after seven to 10 days, it's time to follow up. "When calling the employer, thank them for taking your call and inform them that you were calling to follow up on the job offer made to you," Newell says. "Let them know that you have been preparing yourself for the opportunity and are simply inquiring about a general estimate of when they anticipate you starting the position. It's not a bad idea to ask if you will receive a formal offer via email or by mail."

If after multiple attempts you're still hitting a brick wall, it may be a sign that it's time to move on. "If a job seeker has interviewed with an employer and has checked in with them at least twice within three weeks and has still not received a formal job offer or any sign of moving forward in the hiring process, that job seeker should reconsider working for that employer," Newell says. "This looks bad on a company and tarnishes their image as a professional business or representative."

Be open to changes

That's not to say that if you're unsure about the drastic change you can't speak up. Just do it in a way that shows you're a team player and happy to pitch in where needed, but you want to have a complete understanding of the expectations and goals for the position.

Look for red flags

Debra Auerbach 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.

Last Updated: 19/12/2011 - 4:18 PM

   

        In a world where good jobs are hard to come by, more and more job seekers are looking outside of their current cities to find work. According to Worldwide ERC, a workforce mobility association, their member companies spent $10 billion in 2011 on corporate relocation in the U.S. That breaks down to more than 216,000 domestic transfers.

Of those transfers, one-third dealt with relocating new hires, indicating that employers are willing to relocate the right people for the right job. In many cases, relocation can mean new opportunities for not only you, but for your spouse and family as well. And while there may be challenges along the way, the payoff might outweigh the risks.

"I had just resigned from my stable full-time job representing a professional athlete that was preparing for retirement at the end of the year, and I knew I had to make a change before that happened to continue moving forward in my career," says Klint Bradley, owner of promotional marketing supplier Branded.

After doing research to find the hot spots for sport agents, he relocated to West Palm Beach, Fla., after attending Butler University in Indianapolis.

"I grew up on a large working grain and livestock farm in central Illinois, and when I moved to Indianapolis for college ... it was a big step from the country lifestyle I was used to, but home was never far away," Bradley says. "Moving all the way to Florida meant that I wasn't only taking a big risk professionally, having just started my own business, but also personally by leaving behind close friends and family."

Bradley says he found that relocation helped him stay focused on his industry and making connections. Personally, he became more diligent about maintaining a healthy lifestyle. As he's met individuals from across the nation, he's been able to learn a lot of valuable business acumen from their experiences.

"The drive and success I see in these people give me even more drive to go after my dreams with the fervor and confidence my parents encouraged in me," Bradley says. "I think sometimes being in the Midwest, you sink into the mentality of going to work and paying your bills and never getting ahead or moving up the hierarchy. For me, seeing people living a different lifestyle meant they have found balance in their life, and I can find that same balance if I work hard enough."

Bradley suggests that when considering relocation, it's best to focus on the big picture. Determine where your career is going and where your significant other is in her career and figure out what cities you'd consider moving to.

"If you are moving for the position, definitely working with the organization on relocation expenses or having your salary inflated to compensate for the additional expense of relocating is best," Bradley says.

Here, other job seekers share their experiences relocating for their careers:

"When my husband's opportunity for a stint in Silicon Valley became a real option, my own entrepreneurial ventures as a yoga teacher were just getting some traction, and I was at a high point at my 'day job,' still doing the other thing that I love -- paramedicine -- part time and sitting on a managerial project part time as well. Things were really good for me, and he had this amazing opportunity to temporarily relocate with his corporation with 100 percent support, have the Silicon Valley startup experience he'd been eyeing, and still retain our home in Albuquerque, where we know our heart is.

"My take on the relocation: Hold out for a supportive arrangement, and when that's on the table, leap – even if it seems like everything is as good as it can be where you are, even if you're just then experiencing returns on years of hard work and investment. Create a transition plan. You're going to throw it out the window, but having it will give you a structure at the beginning and a feeling of having a safety net during, and the thought you put into it will matter after you throw it out, so make it as if your life depended on it. And then go all in." -- Christine Stump, Alignment Yoga

"I moved to California from New York City because my ex-wife ... came out here with our kids, forcing me to follow her. I've been able to make a huge impact on the place where I work, which is already up 50 percent over last year's revenue and was just named Agency of the Year by a prestigious trade publication. The East Coast/West Coast transition has had some challenges, but that's interesting, too." -- Tom Siebart, vice president of communications, Digitaria

"In 1998, I relocated as a trailing spouse from Florida to Michigan. I found an exceptional job in a short period of time, partly due to the fact that I set a goal for myself of being upbeat and positive and meeting three new people every day. We had two young sons, so our social circle expanded fairly quickly. Some of the best friends I have were met there.

In 2007 -- in the midst of a divorce -- I relocated from Michigan to Virginia. I devoted every waking moment to my job until my sons, then 17 and 19, relocated three months later. I found it very hard to meet people outside of work and with my interests.

"Since the job I moved here to take no longer exists, I am now considering relocation again. Bottom line: It's not easy, but a lot of it is attitude." -- Susan Milhoan, chief operations officer, J. Taylor Associates

"I relocated from Honolulu to Los Angeles for my job; I went from freelance to full time when I moved here. As a single mom, it was a tough yet no-brainer decision, because it was such a huge move. It's the best decision I've made for our two-person family, and we're doing very well in Los Angeles." -- Ally Sperber, account executive, Marketing Maven Public Relations, Inc.

Justin Thompson 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: 19/12/2011 - 4:21 PM

   

        Job seekers often communicate a first impression through their résumés. In the newly updated edition of "Expert Résumés for Managers and Executives," authors Wendy Enelow and Louise Kursmark stress the importance of a strong résumé for all applicants.

"A vital component of your career management plan is your résumé, which must instantly position you as a well-qualified and highly competitive candidate," the authors say. "The easiest way to accomplish that objective is by developing a powerful, performance-based résumé."

In their book, Enelow and Kursmark provide numerous résumé samples, divided by career field, that are aimed at people at all levels of management, from front-line supervisors to top-level executives. They also offer nine strategies for writing effective résumés:

1. Write for the job you want: "You cannot write an effective résumé without knowing, at least to some degree, what type or types of positions you will be seeking."

2. Sell it to me, don't tell it to me: "If you 'tell it,' you simply state facts. If you 'sell it,' you promote it, advertise it and draw attention to it."

3. Use keywords: "Keywords are ... specific to a particular industry or profession. When you use these words and phrases, you are communicating a specific message."

4. Use the "big" and save the "little": "Try to focus on the 'big' things -- revenue and profit growth, new initiatives and ventures, special projects, cost savings ... then save the 'little' stuff -- the details -- for the interview."

5.

Make your résumé "interviewable":

6. Eliminate confusion with structure and context: "Be consistent, make information easy to find and define the context in which you worked."

7.

Use function to demonstrate achievement:

8. Remain in the realm of reality: "Do not push your skills and qualifications outside the bounds of what is truthful."

9. Be confident: "There is only one individual with the specific combination of employment experience, qualifications, achievements, education and technical skills that you have."

"Your résumé can have tremendous power and a phenomenal impact on your job search. So don't take it lightly," Enelow and Kursmark say. "Rather, devote the time, energy and resources that are essential to developing a résumé that is well-written, visually attractive and effective in communicating who you are and how you want to be perceived."

Lori Michelle Ryan is the marketing communications specialist at JIST Publishing, America's Career Publisher. In this role, she helps job seekers, career changers, students and working professionals develop the knowledge and skills needed to succeed in the job market and world of work.

Last Updated: 20/12/2011 - 2:56 PM

   

        We've all heard that a résumé shouldn't be longer than a single page. And that "It never hurts to apply," even to jobs that are a long shot. It seems as if everyone has at least a small nugget of job search wisdom to pass along.

But rather than helping you, some of the advice you receive could be harming your chances of finding a new position. Job search myths -- like the "rule" about the one-page résumé -- have a habit of sticking around even though they're not true. Here are several that have been debunked:

You should keep your résumé to one page.

You shouldn't bother to send a cover letter.

You should consider only full-time employment opportunities.

You should apply for as many jobs as possible.

You shouldn't bother looking for work during the holiday season or summer.

You shouldn't send an application unless a company has posted a job ad.

You should just cross your fingers after submitting a résumé.

You should take the first job offer you get.

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, visit http://www.roberthalf.com/. For additional career advice, view our career bloopers video series at www.roberthalf.com/dont-let-this-happen-to-you or follow us on Twitter at www.twitter.com/roberthalf.

Last Updated: 20/12/2011 - 3:03 PM

   

        Job seekers hear a lot about the skills and qualities that employers want from their potentialemployees. They're looking for someone with a killer work ethic, technological expertise, leadership potential, a sense of humor, great communication skills -- it seems like the list could go on forever.

But what about the qualities that job seekers should look for in potential employers? What should applicants seek in the companies to which they are applying? Though it can sometimes seem as if job searching is all about what the employer wants, it's essential for job seekers to know what they're looking for in a company, too.

Below are a few things all job seekers should consider when evaluating potential employers.

Work environment

"Many of the career changers I have counseled have, after a thorough self-assessment, become attuned to the kinds of working conditions that make them truly happy and fulfilled," says Cheryl Heisler, president and founder of Lawternatives, a career coaching service for lawyers exploring career changes. "In exchange for achieving that kind of 'psychic benefit' from their work, these folks are often willing to make substantial compromises in other areas of traditional compensation such as salary or benefits, perks or fancy offices, to bring their work and their personal morés into balance."

Accepting a job offer without considering how you'll fit into a company's work environment can mean misery down the line. For example, "A culture clash might arise between a collaborative working parent trying to achieve that elusive work-life balance in a culture that values hard-driving competition," Heisler says.

Co-workers

Your co-workers don't have to become your best friends, but naturally fitting in with the people you work with every day will go a long way in ensuring your happiness -- and effectiveness -- at work.

Company values

"No employee should ever have to compromise their values for a job," says Bethany Myers, career consultant and owner of career coaching firm BLM Consulting. "For example, I value honesty and integrity. If a company is in the practice of cutting corners, bending rules or just outright breaking laws, then they are not right for me."

Growth potential

"Being able to grow with a company is a big plus for anyone who is building a career," Myers says.

To find out if there's potential for a promotion at a company you're interviewing with, Myers suggests bringing up the subject during the interview process, which can be as simple as asking "What growth opportunities exist for this position?" Just be sure not to make your personal growth the focus of the interview, or it may appear as if you're disregarding the position at hand.

Job security

"There isn't a feeling worse than uncertainty, and especially uncertainty surrounding your job," Myers says. "Knowing that you have a stable position within an organization not only is comforting, but it also is in the employer's best interest because it will eliminate that fear that tends to stifle a worker from being productive. If that looming dark cloud of, 'When will my job end?' isn't hanging over your head, you can focus on what you have been hired to do versus worrying if you should find a new job."

Leadership

"This is a valuable tool that is often overlooked," Myers says. "When an employee has a mentor within the organization, it works for everyone. This is the best way to mold new employees and re-energize seasoned ones. It's also a great opportunity for higher-ups to ensure a superstar employee doesn't fall through the cracks. It's a win-win in my book."

So remember, although it may not always seem like it, a job search is a two-way street. Hold potential companies to the same high standards they've set for you, and you'll assure that your next position is a perfect match.

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: 19/12/2011 - 4:31 PM

   

When it comes to customer service, a little TLC can go a long way. While we generally associate TLC with "tender loving care," Brad Worthley, author of "Simple Steps to Exceeding Customer Expectations" (Genesis Publishing, 2011), refers to TLC as "Think Like a Customer."

This is one way Worthley teaches company managers, sales people and business leaders to see themselves and their business from the customer's perspective. He suggests "spending some time evaluating the steps that you take each day, with each customer, and see if you can find situations where you may be leaving misperceptions." Then, he says, "Work to remove those misperceptions and seek ways to exceed expectations." Worthley has more than 35 years of management experience and is an internationally acclaimed leadership and customer service expert. He has trained more than a million people in a wide range of industries throughout the world.

"I face situations every day where I help set expectations for customers," says Mike Mulcahy, national sales manager for Global Direct Sourcing. "Whether it's related to pricing, shipping times or product quality, I never want to disappoint a customer. I take time upfront to understand their needs and expectations and provide realistic solutions to meet or exceed their expectations. There's nothing worse than over-promising and under-delivering," says Mulcahy.

The Greek philosopher Zeno wrote, "The reason we have two ears and one mouth is that we may hear more and speak less." Worthley notes that while we should listen far more than we speak, most of us don't. "This is especially true in a sales environment, where you want the customer to do most of the talking," says Worthley. "The more information we can gain from them, the better we can determine their needs."

He urges sales people to avoid "showing up and throwing up" where a sales person throws up everything they know about their company and the products and services they are selling, rather than listening attentively to what the customer has to say. This makes it hard to meet or exceed expectations if the customer never gets a chance to tell you what he really wants or needs.

Asking open-ended questions is the best way to uncover customer needs. Karen Nance, a Customer Care account manager for Byk-Gardner USA, says "Before I even pick up the phone to call a current or potential customer, I'll jot down a list of questions that I want to ask. The instruments we sell are technical in nature and it is important for us to understand our customers' current processes and how they would like to simplify or improve them in the future. It is also important for us to know what has changed or happened to create a possible need for our products.

 
"We have even developed a list of the top 8 questions to ask on every call, such as 'Who is involved in the purchasing process?' and 'What does that process look like?'" continues Nance. "Knowing who our customers sell their products to can also help us recommend the right solutions based on specifications within that particular industry. When we think like our customers and truly understand their situation, not only do we sell them the right instrument, we enable our customers to sell more of their products too." 

Last Updated: 15/12/2011 - 8:39 AM

   

In nearly all aspects of life, success is best achieved through a team effort. Individuals, no matter how talented they may be, are better off with the help of a sidekick. Michael Jordan would have found it tough to win six championships without Scottie Pippen on the court. Mick Jagger would have struggled to turn the Rolling Stones into a famous rock band without Keith Richards on the guitar. Who knows how many of the Joker's schemes would have been implemented had Batman not had Robin at his back?

Physicians, podiatrists, chiropractors, optometrists and other health practitioners are no different, and luckily they have medical assistants at their side to provide help whenever it is needed.

What they do
Medical assistants help to maintain efficiency in the offices of health practitioners. Most must be capable of performing both administrative and clinical tasks, usually ones that are routine in nature.

Administrative tasks might include secretarial work, ordering supplies, greeting patients, making appointments, updating and filing patients' medical records, and serving as a contact with insurance companies. Some clinical tasks consist of escorting patients to rooms, discussing a patient's medical history and current health issues, taking blood pressure, administering shots, and clarifying the doctor's instructions. It's important to note that medical assistants are not the same as physician assistants, who are required to examine, diagnose and treat patients under the direct supervision of a physician.

Some medical assistants, especially ones in smaller offices, serve as jacks of all trades, taking on all the necessary duties and sticking to a general practice. Others will specialize in a specific capability. Ophthalmic medical assistants and optometric assistants are examples of workers who specialize in eye care, while podiatric medical assistants make castings of feet, help to administer X-rays, and assist podiatrists in surgery.

Nearly all medical assistants are able to work in clean and well-lit settings. While some of them work part-time, most work full-time and have traditional five-day, 9-to-5 schedules. According to the U.S. Bureau of Labor Statistics, about 62 percent of medical assistants work in offices of physicians. Other settings include outpatient care, nursing settings, public and private education, state and local government agencies, and employment services.

What they need
While there is no requirement for formal education or training, nearly all medical assistants have at least a high school diploma, according to the BLS. Most are also mandated to complete a one- or two-year education program, though some are able to avoid higher education and instead get trained on the job. There are a number of associations, including the American Association of Medical Assistants (AAMA) and the Association of Medical Technologists (AMT) that offer certification credentials to medical assistants. Obtaining such certification can help lead to a higher salary and more employment opportunities.

What they earn:
The average salary for a medical assistant is $37,571, according to CBsalary.com. The 25th and 75th percentiles of salaries fall between $28,929 and $49,720, respectively.

Last Updated: 04/01/2012 - 11:47 PM

   

Brian Rusch is the communications director for a non-profit organization called Project Happiness in Palo Alto, Calif. Brian took a moment to answer some questions for CareerBuilder about the specifics of his role.

CareerBuilder: What does your organization do?

Brian Rusch: We specialize in emotional resilience-building programs to teach social and emotional life skills to young people. Basically, we teach kids how to deal with things like anger, sadness, bullying and stress. We do this through a strength-based curriculum available for all ages that is drawn from the best of positive psychology, neuroscience and mindfulness. It is available through downloadable formats, a work book and a documentary film, all of which we offer free to educators.

CB: What are the general responsibilities of your job?

BR: My primary responsibilities are to handle the public relations and marketing of our products and services, as well as to the organization as a whole and the founder. Because we operate with a small but strong staff, I wear many hats including event planning, scheduling and fundraising.

CB: What skills have you learned along the path to your current position?

BR: This is my first time working for a non-profit organization and the new skills I have learned are in the area of development. I really enjoy the fundraising aspects of working for a non-profit and have incorporated more of that in my current role. I have to say that, whether by osmosis or making an actual effort, I have found that I embody many of the skills we teach through our programs as well.
CB: What is the best part about your job?
BR: By far the best thing is the work. To be able to see us making a meaningful difference in the lives of young people locally and throughout the world is amazing. When I see the difference our programs have made in people's lives, I can truly say that there just is nothing in the world like that.
CB: What are the challenges of your job?

BR: I think the biggest challenge is really the hours it requires. We have been fortunate to grow at an amazing rate, but it requires a lot of time and energy. On an average, I work 14-hour days every day. It is worth it because it is so rewarding, but it can be challenging at times.

CB: What kind of advancement might there be down the road from your current role?
BR: I have been at my current position for a year and already I have been promoted twice. I really feel passionate about the organization and the work we are doing and feel that at this time, my current role best supports the organization and our mission.

CB: What sort of education is typically needed to enter the non-profit industry?

BR: I think that depends greatly on the areas one plans on focusing on. For me personally, my background is marketing, which suits me perfectly for my role in the organization. I think if one has a well-rounded background and knows about things like social media, finance and programming, that definitely helps. I have been continuing my education since my most recent promotion to learn more about non-profit management, human resources and grant writing.

Last Updated: 04/01/2012 - 11:45 PM

   

Even amid reports of a slowly recovering economy and a sluggish job market, a recent survey revealed measured optimism among accountants and other financial professionals about their prospects for 2012.

The Workplace Insights Survey, conducted in October 2011 by Accounting Principals, a staffing and recruitment firm based in Jacksonville, Fla., polled 504 financial professionals in accounting, advisory and consumer, services, business finance or investments.

Sixty-seven percent of the respondents believed that their companies would win new or incremental business in 2012. Of that group, accountants had the rosiest outlook, with 74 percent confident their companies would snag new business, compared to 64 percent in other financial occupations.

"And this came right off the heels of the middle of budget season," said Janette Marx, a senior vice president at Accounting Principals. "So these are the accountants and financial professionals who hold the purse strings of business ... that was an encouraging sign to see that they believe their businesses will be growing into next year."

Along those same lines, 60 percent of respondents expected that their firms would expand to new markets, 54 percent predicted more investment in developing new products and 49 percent thought their companies would hire more staff. Half thought more mergers and acquisitions are likely, and 14 percent thought merger and acquisition levels would stay roughly the same.

Only 36 percent expected a raise or a bonus in 2012 -- a relatively small portion. But it was larger than the 25 percent of respondents who anticipated layoffs or the 18 percent who thought pay cuts were on the horizon.
 
When it came to the overall economic outlook, respondents who identified as Democrats were more hopeful than their Republican counterparts: 38 percent of Republicans feared a "double-dip recession" in 2012, while only 11 percent of Democrats did.

Democrats were also more hopeful about consumer lending standards, with 30 percent saying these will probably loosen up next year (compared to 13 percent of Republicans). Similarly, 35 percent of Democrats believed the jobless rate would drop below 9 percent and stay there, as opposed to just 15 percent of Republicans.

A substantial portion of both Democrats and Republicans didn't have much faith in the Wall Street Reform and Consumer Protection Act of 2010, known as Dodd-Frank, after its sponsors, Rep. Barney Frank, a Massachusetts Democrat, and Sen. Christopher Dodd, a Connecticut Democrat.

According to the survey, 44 percent of respondents thought Dodd-Frank won't do enough to ensure financial transparency in this country. That response was predictably common among Democrats (56 percent), but a good portion of Republicans agreed (38 percent).

The survey revealed other concerns as well. A quarter of the respondents listed job security as their chief worry. The survey's authors noted that this concern was particularly acute for professionals who have been in their jobs for five to 10 years. Those who had held jobs for 10 years or longer were less worried about being laid off.

After job security, the respondents worried about keeping clients happy (21 percent), balancing the budget (18 percent) and winning new business (17 percent). 

Interestingly, accountants were more likely than other finance pros to report having no worries at all: 33 percent of accountants said nothing keeps them up at night, compared to 22 percent of other finance workers surveyed. That's likely because accountants have clear rules to follow and can therefore be sure their work is done correctly, according to Marx.

Last Updated: 04/01/2012 - 11:27 PM

   

Owning your own business, for many, is the American dream. Kim Dixon, owner and operator of Saugatuck Coffee Company, a Chicago, Ill.-based coffee shop and café, is an example of one person living that dream despite today's unpredictable economy.

After opening in 2006 in the artsy vacation town of Saugatuck, Mich., Dixon moved her store to the city many of her summer customers already called home: Chicago. She took a moment to share with CareerBuilder her thoughts on being independent, finding others who share her dream, and the eternal popularity of coffee.

CareerBuilder: In an industry saturated by chain coffee shops, how do you distinguish yours?

Kim Dixon: We are a small local independent shop that seeks to do business with other local independent entrepreneurs. We strive to offer healthy food choices to our customers. The majority of our savory/sweet selections are made in-house. We go out of our way to make customers feel at home, we want them to be comfortable, we take special care with lighting, music, seating, etc. ... we make a point of having multiple outlets and strip cord outlets to accommodate all customers.
When designing floor space, we purposely included a row of tables down the hallway for those who wanted more privacy and fewer distractions. Another adjustment we made after our move from Saugatuck was to increase the size of the tabletops. Back in Saugatuck we catered to mostly tourists, where in Chicago we've found our clientele to be mostly students and professionals, therefore they typically need more space for books, laptops, etc.

CB: What kind of liberties do you have being an independent cafe owner that you might not have if you went the route of franchising a well-known store?

KD: Being independent we have the flexibility to change and adapt quickly to the needs of our customers. For example, we've been able accommodate music nights and movie nights, rather if we were a chain chances are we would need to adhere to rules/regulations and have a more difficult time adapting to the needs of our customers. We also look to our customers for suggestions and ways to improve the shop which, being independent, we can quickly implement without waiting for approval from a corporate office.

CB: In 2009 you relocated from the resort town of Saugatuck, Mich., to the urban landscape of Chicago, Ill. What challenges did this present, and how did you overcome them?

KD: The immediate challenge was closing and reopening within a month. Of course I had to replace a lot of vendors, but with trial and error was able to find a great selection of independent vendors who had the same dream as I in having their own business. The Lakeview neighborhood of Chicago has been extremely accepting of my coffee shop as have the neighboring businesses. Everyone has gone out of their way to welcome the shop and assist me with suggestions and information.

CB: Does advertising play much of a role in how you attract or retain customers?

KD: I have found word of mouth has been my best advertising; I have wonderful loyal customers and they go out of their way to spread the word. They all want to insure my success and understand how important it is to let their friends, colleagues, etc., know about the shop.
 
CB: When it comes to hiring employees, what are your top three turn-ons in a candidate?

KD: First impressions are always important: do they have a positive attitude, do they enjoy interacting with people, are they honest and caring? I want someone who enjoys conversing with other people and is sincere. Our shop is a small part of my customers' routine each day; I want to make a difference and add a smile to their day. As far as the mechanics of running the shop, they are pretty elementary so I feel most people can quickly adapt. Attitude and personality are most important -- you can't learn those.

CB: The American coffee craze has been going strong for over a decade now. Any worries that it still might be a fad?

KD: Coffee has been around since the beginning of time. Howard Schultz of Starbucks brought over the "craze" from Italy in the early '70s and thus far the "craze" has not abated. Coffee shops have become a part of our culture, more than just a place to get a cup of caffeine but a place to socialize. ... Additionally, coffee shops are less expensive and more accommodating than restaurants, allowing patrons to leisurely spend several hours at the establishment.

CB: What is your favorite thing about what you do?

KD: My favorite thing is interacting with my customers each day. I love being a part of their day and bringing a smile to their face. It makes me feel wonderful to read the positive feedback my customers leave via Yelp reviews. These reviews reinforce I'm doing the right thing.

Last Updated: 04/01/2012 - 11:25 PM

   

No matter how heated or emotional a trial gets, count on one person in the courtroom to maintain near-perfect composure. Court reporters must accurately record every single word spoken and produce a written record of the proceedings -- so their concentration has to be top notch.

Though their numbers are somewhat small (there were 21,500 court reporters in 2008, according to the U.S. Bureau of Labor Statistics), they nonetheless play a key role in the legal system. Their services are also required in many types of government agencies, and increasingly they work outside government, providing captioning for television, meetings, conferences or university lectures, to name just a few examples.