The word 'machinist' has a 20th-century ring, evoking images of the kind of industrial labor people did a generation ago. And it's true the trade was in its heyday in the mid- to late 20th century, when American manufacturing was at its peak. But even though the number of machinists has declined since then, the occupation is still very much alive and is evolving rapidly to embrace 21st century technology. Being a machinist today often requires not only mechanical aptitude and a steady arm but computer skills. And although employment in the field is declining, opportunities for qualified machinists are available.

What they do:
Machinists make machine parts out of metal, plastic and other materials. Working from blueprints, they decide how to cut the metal or other material (called the workpiece, in industry lingo), and they choose the tools -- such as lathes, grinders, drill presses and millers -- to perform the job.

At all times, they need to carefully monitor the speed of the workpiece as it's fed through the cutting tool, and ensure that it doesn't get too hot, which could warp the metal or cause temperatures in the room to rise to dangerous levels. (The heat, flying sparks and potentially dangerous equipment of a machine shop were put to frightening effect in the 2004 Hollywood thriller "The Machinist.")

But the image of sweaty, grease-covered machinists grappling with huge sheets of metal is becoming outdated. Machinists these days often work with tools operated by computer numerical control, or CNC. Instead of a machinist maneuvering cranks and gears to the correct positions, CNC tools can establish the correct settings by computer.

This system has obvious advantages in terms of precision, repeatability and reducing worker error. Machinists who work with CNC tools must be in continuous communication with the programmers and in some cases write basic programs themselves when adjustments need to be made.

What they need:
Machinists typically need a high school education with a strong foundation in math, followed by a training period that takes place on the job, through an apprenticeship or at a vocational or technical school.

What they earn:
According to CBSalary.com, machinists nationally earn an average $55,905, with the 25th percentile at $43,238 and the 75th percentile at $69,715.

Job outlook:
Due to stiff foreign competition and advancing technology that allows manufacturing companies to hire fewer workers, employment for machinists is projected to decline by 5 percent between 2008 and 2018, according to the U.S. Bureau of Labor Statistics. But the agency also reports that job prospects will be good for those who do seek machinist jobs. That's because the work requires more training than in the past, and fewer of these skilled workers are choosing to work as machinists. At the same time, new machinists with advanced skills will be needed to fill the places of retiring workers.

The BLS also notes that while the job outlook is good, machinist employment is affected by economic cycles. On this front, some hopeful news: the Obama administration claims that the American manufacturing industry is on the rebound after a tough stint during the recession, and has created 3.7 million new jobs over the last two years.

Last Updated: 04/04/2012 - 6:02 PM

   

 While some industries remain relatively similar throughout most major American cities, others vary significantly from city to city. The transportation industry falls under the latter category. Some cities, such as Los Angeles, are much more spread out than others. Some, such as New York, have a vast number of subways and trains in place. Cities also vary in the cost and availability of parking, which can influence whether or not an individual opts to drive himself to work or take public transportation. All these factors are just a few that can affect a city's transportation industry.

For individuals looking to work in transportation, the earnings potential of each city they're considering is something to most definitely keep in mind. A report that was recently released by the US Census Bureau, with data collected in 2009, gave a vast amount of information regarding the state of the transportation industry for over 850 U.S. metro and micro areas.

Following are the only five cities in the U.S. that have at least 400 different businesses in the transportation industry and also pay an average annual salary of at least $50,000 to their employees:

1) Anchorage, Alaska

Average pay per employee: $66,200
Number of businesses: 418
Reasons why the transportation industry is successful: Anchorage is the business capital of Alaska. The Ted Stevens Anchorage International Airport accounts for many jobs in the city and is responsible for many transcontinental cargo flights. The Alaska Railroad is a popular form of transportation, and the Port of Anchorage is responsible for much of the consumer goods that come into the state of Alaska.

2) Bridgeport-Stamford-Norwalk, Connecticut

Average pay per employee: $55,200
Number of businesses: 464
Reasons why the transportation industry is successful: The Bridgeport-Stamford-Norwalk area is within two hours of six major airports: Westchester County Airport and Tweed-New Haven Regional Airport, which are regional, and LaGuardia Airport, John F. Kennedy International Airport, Newark Liberty International Airport and Bradley International Airport, which are international.

3) Houston, Texas

Average pay per employee: $55,200
Number of businesses: 3,438
Reasons why the transportation industry is successful: The Port of Houston is one of the largest ports in the world. Houston also has a busy rail center with links to three airports, the Port of Houston, local highways and the local trucking industry.

4) New Orleans, Louisiana

Average pay per employee: $51,400
Number of businesses: 1,026
Reasons why the transportation industry is successful: New Orleans is among the most well-known port towns in the United States, as it connects the Mississippi River to the Gulf of Mexico.

5) San Francisco, California

Average pay per employee: $50,300
Number of businesses: 2,531
Reasons why the transportation industry is successful: The Port of San Francisco is one of the main ports on the West Coast, while the San Francisco Municipal Railway is a very popular and efficient provider of public transit.

Last Updated: 04/04/2012 - 6:04 PM

   

!http://art.icbdr.com/sites/all/files/styles/large/public/Feng-Square.jpg|typeof=foaf:Image|alt=|class=media-image|src=http://art.icbdr.com/sites/all/files/styles/large/public/Feng-Square.jpg!Let's face it – job searching is stressful. So if anything can be done to help bring positive energy to the experience, it's worth exploring. That's why the practice of feng shui is so intriguing. While feng shui may seem like something you do when decorating your house, its applications can extend beyond the abode and into your job search.

According to the Encarta World English Dictionary, feng shui is "a Chinese system that studies people's relationships to their environment, especially their home or workspace, in order to achieve maximum harmony with the spiritual forces believed to influence all places."

"Feng shui is about how the space you live and work in affects your mood, energy level and your decisions," says Donna Stellhorn, feng shui expert and author of "2012: Year of the Water Dragon." "By making the appropriate changes to your physical environment, you shift the energy flow and prime your subconscious to recognize success opportunities."

Stellhorn notes that when it comes to the job hunt, it's easy to feel down and defeated by what seem like insurmountable obstacles. "To protect ourselves from these obstacles, we can set up blocks to new opportunities. We may not feel these blocks, only those opportunities seem to stop coming. By making feng shui changes, we stimulate the energy so the opportunities can come again."

So how can job seekers benefit from feng shui? Stellhorn shares the following five tips to help bring balance and positivity to your job search:

1. Avoid horizontal lines on your résumé or cover letter. "Horizontal lines break up the flow of energy, giving the reader a chance to look away – the same way we may close a book when we come to the end of a chapter," Stellhorn says. "Horizontal lines may cause the reader to pause to check email or answer the phone, and once their attention is lost they may not return to finish reading your résumé."

2. Choose paragraphs over lists. Stellhorn says that if you're pursuing a position that requires certain expertise, try using paragraphs instead of just bullet points. "Studies show we have an internal clock that judges the amount of time it takes us to scan information. The longer we linger, the more complex it seems. A paragraph gives the impression of more in-depth knowledge and a stronger skill set." Conversely, Stellhorn says that if you're applying for a position requiring people or sales skills, bullet points work well, because they exude the energy of being more straightforward and easy to understand.

3. Focus your energy on interviewing. After applying for a position, Stellhorn suggests blocking out a few dates and times on your calendar when you're available for interviews. "Make a point of marking them in your calendar, and picture how the company will contact you. By focusing your intent on getting the interview, you call the energy of opportunity to you." And no matter what happens, a little positive thinking never hurt anyone.

4. Choose your interview clothes wisely. When picking an outfit for an interview, Stellhorn recommends choosing clothes based on the position for which you're applying. She suggests wearing darker colors when interviewing for a managementposition, as black and navy indicate a person of power and authority. Lighter colors – grays, tans and creams – are good for a supporting role, because they can indicate a person who is willing to work hard. "If the job involves communication, consider wearing blues; if it involves making quick decisions, then wear red; if it'sfinancial, consider wearing charcoal."

5. Be mindful of your movements. Stellhorn says that during an interview, job seekers should be cognizant of their body language. Men should avoid folding their hands in their lap, because this may send a subconscious message that they're feeling threatened. "Women should avoid playing with their jewelry during the interview. This can be seen as covering up a lie."

While there's no silver bullet when it comes to conducting a successful job search, integrating feng shui may just help you better focus on your future.

Last Updated: 13/04/2012 - 3:37 PM

   

While there are a plethora of different types of engineers, they all have a few things in common: other than typically being really, really smart, they share the practice of applying economic, mathematical, scientific and social knowledge in order to design, build, or maintains things. Often, the things being designed, built and maintained are engines, machines, structures, devices, systems or processes.

Like practically any industry, there are a wide range of salaries handed out to a wide range of positions. Still, the engineering industry as a whole does tend to be quite lucrative to its employees, and there are plenty of different roles that annually approach or even surpass six-figure payouts. Following are five such positions:

1) Aerospace engineer

What they do: Aerospace engineers design, construct and test aircraft, spacecraft, satellites and missiles, according to the Bureau of Labor Statistics (BLS). Some do so for commercial purposes, while others work for the military or other specialty businesses. Some specialize in the development of specific structural components, such as wings, landing gear or operational control systems.

What they earn: The average salary for an aerospace engineer is $98,397, according to CBsalary.com. The 25th and 75th percentiles of salaries fall between $67,410 and $130,446, respectively.

2) Chemical engineer

What they do: Chemical engineers produce chemicals needed to make products such as detergents, medicines, plastics and fuels, according to the American Chemical Society. They can be utilized in many different industries, such as food, environmental and aerospace, just to name a few. Responsibilities can range between research, design, production, sales and management.

What they earn: The average salary for a chemical engineer is $99,133, according to CBsalary.com. The 25th and 75th percentiles of salaries fall between $76,517 and $126,988, respectively.

3) Petroleum engineer

What they do: Petroleum engineers search the world for oil and natural gas reservoirs, according to the BLS. Once a reservoir is discovered, they must analyze the source, determine the best way to extract the materials, and design the equipment and processes to do so.

What they earn: The average salary for a petroleum engineer is $113,587, according to CBsalary.com. The 25th and 75th percentiles of salaries fall between $83,041 and $150,238, respectively.

4) Computer hardware engineer

What they do: Computer hardware engineers design, construct and develop the physical parts of computers and computer systems, according to the BLS. As is the case for many engineers, all materials must be manufactured and installed exactly as planned, as one small mistake could disrupt an entire system.

What they earn: The average salary for a computer hardware engineer is $91,282, according to CBsalary.com. The 25th and 75th percentiles of salaries fall between $65,007 and $114,767, respectively.

5) Nuclear engineer

What they do: Nuclear engineers come up with the processes and tools that are used to gain value from nuclear energy and radiation, according to the American Nuclear Society. Some work on finding medical uses for radioactive materials, while others might design, develop and operate a nuclear power plant.

What they earn: The average salary for a nuclear engineer is $99,131, according to CBsalary.com. The 25th and 75th percentiles of salaries fall between $71,118 and $128,926, respectively.

Last Updated: 17/04/2012 - 5:57 PM

   

Teachers have faced some uncertainty during the last few years of economic recession. Many school districts got a boost from federal stimulus funding, while others were forced to shed jobs due to cash-strapped city and state budgets. And public schools weren't the only ones facing challenges. Many private schools saw their endowments shrink during the lean years.

Now that the economy is on the mend, prospective teachers might be wondering whether the profession offers the kind of stability and growth they're looking for. New numbers out from the U.S. Bureau of Labor Statistics (BLS) show that some teaching jobs are poised for growth.

According to employment projections released in February, education, training and library occupations will add 1.4 million new jobs between 2010 and 2020, for a total growth of about 15.3 percent. (The average growth rate across all occupations is around 14 percent.)

That makes teaching, training and library services the sixth fastest-growing occupational group. Most of the jobs will be in public schools. However, growth will be faster in private schools, all the way from elementary school through the university level, the BLS notes. In addition, three types of teachers -- post-secondary teachers, elementary school teachers and teacher assistants -- made the list of the 30 fastest-growing jobs over the projections decade.

1. Post-secondary teachers
Number of new jobs added: 305,700
Growth rate: 17.4 percent
Median annual salary: $45,690
The BLS is projecting a significant bump in new jobs teaching at the post-secondary level ... as if the field didn't have enough perks (summers off, anyone?). Teachers at four-year universities typically divide their time between teaching, research and administrative duties, depending on how high they rank in the academic food chain. Full professors' schedules may tip more heavily toward research, for example, while graduate assistants may devote more time to teaching or lab work. Teachers at two-year or online schools typically focus more of their time on teaching or practical instruction.

2. Elementary school teachers, except special education
Number of new jobs added: 248,800
Growth rate: 16.8 percent
Median annual salary: $51,660
Special education is also a growing field, but elementary ed boasts a larger number of new jobs added. According to the BLS, the nearly 250,000 new teachers will be needed to accommodate rising population growth (which tends to boost enrollments at the primary and secondary levels).

3. Teacher assistants
Number of new jobs added: 191,100
Growth rate: 14.8 percent
Median annual salary: $23,220
Teacher assistants are in growing demand due in part to the rising numbers of students with special needs or limited English. Laws require schools to provide equal educational opportunities for all students, and classroom teachers often can't divide their attention fairly between their mainstream students and those who need extra instructions. Teacher assistants step into the breach, focusing on high-need kids as well as helping with other duties such as standardized testing preparation. According to the BLS' most recently available Occupational Employment Handbook, about 40 percent of teacher assistants work part time. That coupled with modest pay means that turnover tends to be high.

Last Updated: 17/04/2012 - 6:00 PM

   

I have no idea how to put a picture on the web. I'm also a short story writer. I have an idea for a story about a stubborn child who is the defiant one in his family. He loves to play hooky from school and ends up on the Pittsburgh river bank when a great fish talks to him about his behavior. Talking to the fish all nasty, the fish shows great patience. The fish tells him why education is so important. He has been a witness of time since the early indians and how Pittsburgh has become a great city. The fish would love to trade places with him and brings him artifacts from the bottom of the river. He tells him to take the piece to a dealer, when paid, take the money and give it to his mom to buy food with it. Instead, he keeps it for himself and hides the money. The next day wanting more, he returns to the dock and visits the fish. The fish asks him about the money and did he do an honest thing. The boy lies. He tells the boy the money he hidden under the tree turned to dirt. Seeing fear on his face. The fish assures him everything will be all right and gives him a ring to wear and a few more artifacts to take home. He warns the boy about lying. He cashes the pieces in for the money and gives his mother half the money. Upon returning to the river once again, the fish asks him did he give all the money to his mother. The boy lies again. The boy turns into the fish and the fish turns into an honest boy who looks just like him and makes a grand opportunity to prosper along with all the artifacts he has accumulated.

     Well, I knew a man I worked for who wasn't honest with his customers. He sent them the wrong product and lost his job over it. He couldl have simply told them, "We just don't have it right now, but, I'll order it for you and let you know when it arrives. Selling rubber bands, he stretched the truth too far.

Backyard mechanics are going the way of keypunch operators and typing pools. Computerized drive train technology has long replaced carburetors and today's automotive technicians are as likely to be clicking a mouse or tapping a touch screen as turning a wrench.  

According to the U.S. Bureau of Labor Statistics (BLS), "Automotive service technicians and mechanics must continually adapt to changing technology and repair techniques."

The BLS notes that the responsibilities of automotive service technicians and mechanics "have evolved from simple mechanical repairs to high-level technology-related work. Today, integrated electronic systems and complex computers regulate vehicles and their performance while on the road."

Given the highly sophisticated and fast-changing automotive technology, "Technicians must have an increasingly broad knowledge of how vehicles' complex components work and interact. They also must be able to work with electronic diagnostic equipment and digital manuals and reference materials," says the BLS.

High-tech tools and skills needed.
Today's automotive technician needs high-technology tools to work on the computer equipment that operates most automotive systems, such as braking, transmission, and steering systems. Many luxury vehicles have complex integrated global positioning systems, accident-avoidance systems, and other new features.

The BLS says transmission technicians and rebuilders who work on gear trains, couplings, hydraulic pumps, and other parts of transmissions need "extensive knowledge of computer controls, the ability to diagnose electrical and hydraulic problems, and other specialized skills" to work on these complex components, which employ "some of the most sophisticated technology used in vehicles."

The National Automotive Technicians Education Foundation (NATEF) says that strong math skills are needed to help analyze and solve problems like calculating gear ratios; while a strong science foundation, especially in physics, is necessary to understand force, friction, hydraulics, and electrical circuits.

NATEF also recommends having "strong communications skills to access technical information from shop manuals or computers." These skills are also needed to effectively deal with customers and coworkers. Keyboarding skills and basic office computer and internet skills will help in completing work orders, searching repair and parts databases, and processing receipts.

Formal training and certification are preferred.
The BLS notes that "Employers are increasingly looking for workers who have completed a formal training program in high school or in a postsecondary vocational school or community college."

In addition, the BLS says, "ASE certification has become a standard credential for automotive service technicians." According to the National Institute of Automotive Service Excellence, more than 350,000 automotive professionals nationwide have earned the ASE Blue Seal of Excellence and work in all areas of automotive repair.

ASE Certification is available in eight different areas of automotive service, such as engine repair, electrical systems, brake systems, suspension and steering, and heating and air-conditioning. For certification in each area, technicians must have at least 2 years of experience and pass the examination. For ASE Certification as a Master Automobile Technician, technicians must pass all eight examinations. Certification is also available for medium and heavy duty trucks, school buses, collision repair, and more. 

Last Updated: 17/04/2012 - 6:24 PM

   

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Last Updated: 02/04/2012 - 4:53 PM

   

        All jobs require varying degrees of communication. An information technology position, for example, may involve little external communication throughout the day, but customer-oriented workers may talk with clients from the minute they arrive to the minute they leave. Not everyone is cut out to be -- or wants to be -- "on" all day.

Dianna Booher, author of "Communicate with Confidence" and "Creating Personal Presence: Look, Talk, Think, and Act Like a Leader," says that many top communicators have similar traits that help them succeed. "Some people pride themselves on 'telling it like it is,'" Booher says. "Actually, they don't know the difference in being direct and being tactless, in being neutral and being negative. Good communicators can be direct with tact." Other qualities that Booher says communicators have include: creativity, highly effective listening skills, the ability to bring lackluster concepts to life, a positive attitude and comfort in social situations.

Some communication-related jobs are obvious: writers, radio or TV broadcasters, public relations experts, sales representatives. Here are nine jobs that may not immediately come to mind but that require well-honed communication skills:

1.

Human resources specialists

2.

Social media marketing/public-relations specialists

3.

Teachers (postsecondary)

4.

Registered nurses

5.

Corporate trainers

6.

Customer service agents or managers

7.

Administrative assistants

8.

Meeting planners for associations or corporations

9.

Website developers

Wage data and job descriptions from 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.

Last Updated: 05/04/2012 - 3:46 PM

   

        When an employee resigns, it's common for the employer to counter with another offer in order to persuade the employee to stay. It takes a lot of time and money for a company to find and replace valuable staff, so unless the decision is mutual, the company will want to do what it can to retain the employee. Given today's tough job market, who wouldn't want to be in a situation where two companies want you? Yet the counteroffer can often create more problems than it can solve.

When human-resources professionals and recruiters were asked whether accepting a counteroffer is ever a good idea, most replied with a resounding "no." A few cases were made for taking a counteroffer, but only if done so for the right reasons and in the right way.

"Recognizing all situations are unique and there is no 'one size fits all' answer, the potentially departing employee needs to consider a number of things when faced with this scenario," says Fred R. Cooper, managing partner at Compass HR Consulting.

Why accepting a counteroffer may backfire

You may lose trust.

"By resigning, you've severed the bond of trust with your company," says Judi Perkins, career coach and founder of Find the Perfect Job. "It's like catching your partner cheating. There will always be that bit of doubt. You'll eventually leave the company, but next time it will be on their terms, not yours."

Elene Cafasso, president at executive coaching firm Enerpace Inc., agrees, saying, "You could be seen as a 'short timer' and be passed up for promotions, the best projects, etc. Your current employer may just counter the offer to keep you around long enough to get your replacement identified and trained."

You can burn bridges.

"If the hiring company has released the other candidates and announced your imminent arrival -- that you then renege on -- you just ruined your reputation with a top-rate company in your industry," Perkins says.

Your problem won't necessarily be solved.

It shouldn't take a counteroffer to get what you want.

You accepted the original offer for a reason.

When a counteroffer is worth considering

"Obviously each situation is different, but certainly accepting a counteroffer can be very appropriate, if it addresses the 'itch' that caused you to look at alternatives in the first place," says John Millikin, clinical professor of management at Arizona State University's W.P. Carey School of Business. "People tend to listen to executive search calls when they are unhappy with current assignments, feel blocked on advancement, have issues with their own management, etc. A successful counteroffer needs to address these concerns, as well."

When it comes to burning bridges with the company from which you accepted an offer, Millikin says there is always that chance. "You can, however, mitigate some of that by simply being as transparent with the hiring company as possible. If you were candid about why you might leave, it is easier to tell a convincing story about how your current employer truly addressed the concern."

Addressing the issues head-on

While the answer to whether you should accept a counteroffer isn't black and white, perhaps the best approach is to address the issues you're having at your current company before they get so bad they drive you to leave. If you tell your manager and nothing improves, then you'll never wonder whether things would have gotten better. You can move on to your next opportunity without looking back.

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: 27/03/2012 - 2:57 PM

   

Greg Szymanski, director of human resources at Geonerco Management in Seattle, says that when employers contact references, they're looking to determine if the candidate is the person who presented himself in the interview. "Often what's not said is more important than what is said. And hesitations and dancing in a reference's answers are very telling."

The questions employers are asking

Employment verification: The standard questions a hiring manager will ask are ones related to your employment. The employer will want to verify that you did indeed work with this reference, the dates of your employment and the reference's relationship to you (boss, peer, etc.). Sean Milius, president of the Healthcare Initiative, an affiliate of global recruiting firm MRINetwork, says employers also want to know why you left. "It is very important that their story matches that of the candidate," Milius says. "If the candidate says it was a 'mutual parting,' but the reference says they were let go or laid off, there will be a problem. The candidate should always be truthful when asked why they left, as the potential employer will check out their story."

Workplace performance: After a hiring manager asks the basic questions, she might dig a little deeper into your work performance. Common performance-related questions will cover strengths, areas for improvement, ability to work in a team and biggest accomplishments. Sunil Phatak, director of U.S. recruiting at IT staffing and consulting firm Akraya Inc., says the following questions on both hard and soft skills are also often asked:

• What would you say is his strongest attributes?
• 
  
• How would you describe her interpersonal skills?
• 
  
• What would you say motivated him most?
• 
  
• Would you rehire or recommend her for rehire?
• 
  

Personality and well-roundedness: Szymanski notes that while work-performance questions provide important insight, they don't always give a complete picture of the candidate. "If you want to know what the person is like, you have to ask questions that get at that information in a different way." For instance, an employer may ask, "Would you trust the reference to watch your children if you were away on vacation?" Or, "Would you take the candidate to dinner at a nice restaurant with your parents/spouse/significant other?" "The more personal/nonwork-related questions are often useful, not for what the reference says, but for what the reference doesn't say and/or the manner in which the reference provides an answer or doesn't answer," Szymanski says.

Who the references are matters, too

Sure, a reference's answers hold a lot of weight, but who the reference is can be just as telling to a hiring manager. If the only references you can provide are your mom, your sister and your best friend, it might raise a red flag with the potential employer.

"Most employers would prefer that a job seeker choose a former manager or supervisor as a reference," Phatak says. "This is because managers are usually able to deliver a relatively unbiased opinion and are much less likely to be swayed into giving a positive referral if one isn't truly deserved. A manager is also a good pick for a reference because a positive referral from him will hold more weight than one from a co-worker who is similarly ranked. Job seekers should also select references who worked with them for at least a year, have a good understanding of their abilities and can attest to their positive attributes."

Setting your references up for success

While you likely won't know the exact questions a hiring manager plans to ask your references, you can still prepare them for the call. The first thing you should do is tell your references that they are one. While that may seem obvious, it's not always done, and the last thing you want to do is have your references be blindsided by the hiring manager's call. Even if you've used certain references in the past, don't just assume they'll be available or willing to serve as one again. The best approach? Ask your contacts first before giving their information to the employer.

Phatak says that if you've done a good job of selecting your references, they'll know you and your work style well enough that they won't need any coaching on the answers. He does suggest that you share the basic job description with your references and refresh them on the position you had and contributions you made while working together. "This is especially helpful if a lot of time has passed since you last worked with them. You don't want your references to be caught off-guard and failing to recall what it is you even did on their team."

Szymanski shares this metaphor to summarize the use of references during the hiring process. "Reference checking is one spoke in the wheel of talent acquisition. If you can get as many spokes in the wheel as you can, your hiring will get better. Reference checking is not perfect, but if used in conjunction with other spokes, reference checking can be useful in verifying/confirming what you already know or breaking ties between two or more closely matched candidates."

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.

The survey of more than 3,000 hiring managers and HR professionals nationwide also revealed that 34 percent of HR managers saw an increase in voluntary turnover -- workers leaving companies for other opportunities -- last year. Given these findings, it's no wonder retention is a concern for many organizations today.

Moreover, hiring managers in information technology, financial services, manufacturing and health-care -- fields that rely on highly skilled workers -- expressed the most concern about a potential exodus.

In addition to retention worries, the inability to fill open positions presents another worry for hiring managers: 26 percent say they have open positions for which they cannot find qualified candidates.

Retention, compensation among employers' biggest challenges
When asked to name their biggest staffing challenges this year, survey participants gave the following answers:

• Being able to retain top employees -- 35 percent.
• 
  
• Being able to provide competitive compensation -- 35 percent.
• 
  
• Worker burnout -- 32 percent.
• 
  
• Maintaining productivity levels -- 29 percent.
• 
  
• Being able to provide upward mobility -- 26 percent.
• 
  
• Can't find high-skilled applicants -- 24 percent.
• 
  
• Don't have the budget to recruit -- 13 percent.
• 
  

Beyond salary increases, organizations can offer a broader range of perks and benefits to meet these challenges, says Rosemary Haefner, CareerBuilder's vice president of human resources.

Workers weigh in
More than 7,700 workers nationwide also participated in the survey, offering insights that could help employers meet these challenges. When asked what they consider most when evaluating a potential employer, workers who participated in the survey gave the following answers:

1. 
   
2. Longevity/stability.
3. 
   
4. Good work culture.
5. 
   
6. Career advancement opportunities.
7. 
   
8. Flexible schedules.
9. 
   

Even if companies provide employees with some or all of those perks, they might not be communicating them to current and potential employees as clearly or as frequently as they might think they are. According to a 2011 MetLife study, 55 percent of employees think their communication regarding benefits is either unclear or too infrequent.

Mary Lorenz writes for The Hiring Site, CareerBuilder's community for hiring professionals and other curious-minded individuals to discuss the attraction, engagement and retention of their #1 asset -- their people.

AMC's critically adored series "Mad Men" is back for its fifth season after a long hiatus, and life in 1967 is moving along at fictional advertising agency Sterling Cooper Draper Pryce. The show, which follows the professional and personal lives of the agency's staff, is a snapshot of a very different professional world than the one we live in today. From the fashion that is so old it's now hip again to the pop culture references (such as Kennedy's assassination or the ride of the Rolling Stones), the show can often feel like it's a world apart from ours. That's not even mentioning the way women (both in the workplace and at home) and minorities are treated on the show. At the surface level, let's hope there's not much in common with today's workplace.

But the show isn't just about working at a 1960s marketing agency; it's about characters who do smart and stupid things, just like real people do. We've been watching the characters for 50-plus episodes now and are invested in their fictitious lives. When Pete acts like a brat or Don cheats on his wife, we can't help but scream at the TV and shake our heads. So aside from not smoking indoors or drinking too heavily, here are six lessons we can learn from "Mad Men."

SPOILER WARNING: The following tips refer to events in the show all the way through the current episodes of season five. So if you are behind on your DVR, you might want to bookmark this for later.

Lesson No. 1: Stand up for yourself
On the show: Peggy has to prove repeatedly that she's as good as, if not better than, the men at the company, from asking to get promoted to copywriter to making sure she's not left out of meetings.
At work: You don't get what you don't ask for in the working world. Be polite and respectful, and never act entitled, but don't be afraid to negotiate a higher salary, request a promotion or highlight your achievements. Bosses and higher-ups may not be purposefully ignoring you, they may just be busy. They might need an occasional reminder that you're doing a good job and deserve some recognition. Don't get passed over for promotions or better opportunities just because you're afraid to speak up.

Lesson No. 2: Pick your battles
On the show: Pete Campbell thinks he deserves to be the boss of everyone and everything, and he whines when he doesn't get his way, no matter how important the issue really is.
At work: Yes, you should stand up for yourself, but not every conflict is equal. Pointing out that you increased revenue by 20 percent last year is very different from complaining to your boss that your office doesn't have a good view (which is something Pete has done). The first few times you speak up, colleagues will pay attention. If they realize you can't distinguish between a true injustice and a petty complaint, they'll tune you out completely.

Lesson No. 3: Pick your office romances carefully
On the show: Don Draper married his secretary, Peggy secretly gave birth to Pete's baby, and Roger Sterling had an affair (and secret child) with Joan Harris, the office manager.
At work: No one is saying you shouldn't or can't have an office romance. After all,they're not that uncommon. But love (or at least lust) has led to many awkward situations in the hallways of Sterling Cooper Draper Pryce, and in real life, you don't have the luxury of a commercial break to sort things out. Just think carefully before you go on a date with your cubicle neighbor. You might find love, or you might find yourself singing a sultry French tune in front of the entire office and senior leadership, leading to uncomfortable jokes the morning after. Just be careful.

Lesson No. 4: Don't get too comfortable
On the show: Roger Sterling was once the golden boy who could bring in the big clients, but as the years pass he sees his own protégé, Pete Campbell, surpassing him.
At work: Co-workers aren't the problem, thinking you're indispensible is. Everyone from the interns to the vice presidents of an organization needs to stay motivated and creative. There is always new talent coming in and leaders looking to reward the best ideas. Coasting through your job might be fine now, but it's not the path to security in this competitive job market.

Lesson No. 5: Socialize (within reason)
On the show: Deals are made over cocktails and cigarettes, but if you don't know your limits, you'll end up putting your foot in your whiskey-filled mouth. See Peggy telling her boss she has to leave his party because, unlike some people, she has work to do.
At work: The point of happy hour isn't to get drunk (for most people), it's to get to know your colleagues outside of work. People tend to be a little more relaxed when they're sitting around and chatting at a bar and their real personalities come out. You don't have to become best friends with a co-worker, but building camaraderie can boost your chances of being noticed by people who can help you. Or it could just make you like coming to work a little bit more each day.

Lesson No. 6: Look good
On the show: Because the show is set in the 1960s, before jeans and T-shirts became commonplace, and because it's a TV show where money is no object, all of the characters are dressed like they're going to a photo shoot.
At work: Not everyone can or should wear impeccably tailored suits like Don Draper, but everyone should dress like they care about their appearance. You should never be at work and think, "I hope the boss doesn't notice I'm wearing this." Your clothes should be appropriate for your workplace and should never get you noticed for the wrong reasons.

Last Updated: 19/04/2012 - 5:57 PM

   

Despite the convenience of smart-phone apps, websites and impersonal online services that can help you get information or find things to do, nothing replaces the aid of a live human being -- especially one with a smile on his face and volumes of insider knowledge packed behind it. While a computer screen might inform you of a restaurant's hours of operation and overall user rating, only a concierge can let you know where and when the best tables are available, who really has the tastiest steaks, which places are overhyped and which are underused.

 Hence the eternal importance of any property's ambassador of goodwill, the concierge. Todd W. Williams is a Chicago-based concierge with over seven years' experience. He relies on his unique background in project management, public speaking, the arts, cultural initiatives, hospitality and non-profit organizations to bring a savvy to his role that gives his clients the extra help they need, whether they're new to the city or longtime dwellers looking for a new experience. His social nature has also led him to chair many non-profit committees, such as the Louisiana Special Olympics and the Human Rights Campaign Fund.

Williams took a moment to answer questions for CareerBuilder about his current role as a concierge:

CareerBuilder:

Todd W. Williams: Directions and nearby restaurants would be the most common requests.

CB: As a concierge, does your job afford you any down time?

TWW: My job does afford me down time. As a concierge, we have many networking events, and after-work events which, even though considered work, I consider a fun way to spend down time.

CB: When are your busiest and least busy times of the day, month, or year?

TWW: My busiest times of the year are early spring to mid-December. I would consider Tuesdays, Wednesdays and Thursdays as my least busy times. However, as a concierge, one never really knows how a week, month, or year will transpire.

CB: What is one secret to taking your performance from "good" to "outstanding"?

TWW: I pride myself on making my guests, and the vendors I work with feel like family. I welcome guests and make them feel comfortable enough to seek my help as needed.

CB: Has your job been affected at all by fluctuations in the economy?

TWW: Of course. Most industries have been affected by these unfortunate times. I have to be thankful to be where I am today. I enjoy my profession and my industry.

CB: If you were interested in advancing, what opportunities would lie beyond your current role?

TWW: I consider an opportunity a chance to advance in anything that you do. A management role would be familiar to me and welcomed. I do enjoy managing people and situations. Education is also important to me, if my company required or recommended it.

CB: Any tips for your fellow concierges or for those seeking employment as such?

TWW: My recommendation is to stay as focused and real as possible; people can sense otherwise.

Last Updated: 15/03/2012 - 4:09 AM

   

Two new surveys reveal some of the reasons information technology workers and engineers choose to apply for certain jobs, and offer a demographic snapshot of millions of applicants.

CareerBuilder.com conducted the surveys between January 2009 and September 2011. The first queried 2.7 million job seekers in total, including 45,941 people applying for IT jobs and 64,392 people applying for jobs in engineering.

One question asked about the reasons they applied for a position. Engineering and IT applicants were more likely to look for interesting work in industries they preferred.

For example, 41 percent of IT applicants and 46 percent of engineering applicants ranked "desirability of industry" among their top three reasons, compared to 39 percent among survey respondents generally. "Interesting assignments" ranked in the top three for 30 percent of IT and 34 percent of engineering applicants. That's compared to just 24 percent of the general survey population.

These results aren't especially surprising; IT and engineering are intellectually challenging careers, and many workers got into them for that reason. These careers are also well paid, but money wasn't the primary motivation for the job seekers surveyed (it ranked sixth).

Like applicants in all occupations, a job's location ranked highest among IT workers and engineers: 55 percent of IT applicants, 51 percent of engineering applicants and 51 percent of applicants in all occupations listed it in their top three. Why was location so important? It may stem from a desire to work in or near an industry hub (like Silicon Valley for IT workers) or to have a short commute -- a major factor in quality of life.

The survey also revealed demographic information about the applicant pool.

The biggest difference between the general pool of job applicants and the IT and engineering applicants: gender. The general pool was 48 percent female and 52 percent male. The IT applicants were 21 percent female and 79 percent male, and the engineering applicants were 20 percent female and 80 percent male.

This disparity -- long noted by academics, government agencies and the IT and engineering industries themselves -- likely is not due to employer preference.  That's according to a second survey, conducted during the same period, that quizzed 842,405 people, including 20,684 IT applicants and 28,042 engineering applicants.

This survey compared those who got interviews with those who didn't. In the case of IT and engineering, the two groups were demographically similar. 

Among IT applicants, men dominated the applicant pool. But they got accepted and rejected in roughly equal proportions: 79 percent of those who got interviews were men, and 81 percent of those who didn't get interviews were men.

The results for engineers were similar -- though women actually had a 5 percent edge over their male counterparts. The group that got interviewed was 24 percent female and 76 percent male. The group that didn't get invited was 19 percent female and 81 percent male.

Interestingly, the survey found that women across all occupations were also 5 percent more likely to get interviews. The group that scored interviews was split fifty-fifty between men and women. The group that didn't get interviews was 45 percent female and 55 percent male.

Last Updated: 15/03/2012 - 4:32 AM

   

During the recession, reports began to appear of non-profit organizations cutting staff or even closing their doors as they grappled with dwindling revenue. These sad tales seemed to make sense, given how poorly non-profit funding sources were faring. Government agencies were struggling, especially at the state and local levels, and foundation endowments were shrinking. Many individuals were less able to make charitable donations than ever before.

But the picture is more complex, and non-profits have proved more resilient than many imagined, according to "Holding the Fort: Non-profit Employment During a Decade of Turmoil," a new report from the Center for Civil Society Studies at Johns Hopkins University.

Released in January 2012, the report chronicles non-profit hiring between January 2000 and June 2010. It found that during that period -- which included two recessions -- non-profit employment grew steadily, at an average annual rate of 2.1 percent. That's much better than the for-profit sector, which lost more jobs each year, with an average annual growth rate of minus 0.6 percent.

Even during the toughest stretch of the recent recession -- between 2007 and 2009 -- non-profit hiring stayed surprisingly strong. It grew 2.6 percent during the first year and 1.9 percent during the second year. For-profit hiring plummeted during that period: falling 1.1 percent during the first year and 6 percent during the second year, for a total loss of 7.1 million jobs.

So what was behind the unexpected strength in non-profit hiring? The report's authors argue that government spending, including the major wave of public funds awarded under the American Recovery and Reinvestment Act, favored many of the fields in which non-profits operate.

But to an even greater degree, they contend, non-profits stayed healthy because they tend to work in growing areas such as health care, social services and education (these three fields account for 87 percent of non-profit employment). For-profits, by contrast, include already-struggling sectors like construction and manufacturing that were even harder hit in the downturn.

Of course, for-profits operate in service fields too, and these saw better employment growth than their non-profit counterparts. For example, in education, non-profit employment grew at an average annual rate of 2.6 percent. For-profit employment in the same field grew 4.4 percent. The gap was even broader in social assistance, where non-profits grew 2.2 percent and for-profits grew 5.4 percent.

That disparity was less evident in other health care fields, where non-profits grew 2 percent and for-profits grew 2.8 percent. And non-profits dominated in the arts with 2.7 percent employment growth, whereas for-profit arts hiring grew just 0.1 percent.

It may seem remarkable that for-profit companies gained market share over non-profits in service fields. Social assistance and education don't seem like areas where companies would expect to turn a profit. The report's authors speculate that for-profits can generate capital more quickly, and that they are better positioned to land contracts with state and local governments.

Overall, the report sounds an optimistic note about the past strength of non-profits, even in the toughest economic circumstances. But the outlook going forward may not be as bright. "With public funding under siege and private resources strained, the non-profit job engine has clearly begun to falter," the report's authors conclude. "Whether it will follow the for-profit job engine into reverse remains unclear, but for the first time in a long time the answer to this question is uncertain."

Last Updated: 04/04/2012 - 5:35 PM

   

Remember the 1950s sitcom "Father Knows Best," and the always-reassuring advice doled out by its titular character, Jim Anderson (played by Robert Young)? Anderson sold whole life insurance, a product that in the mid-twentieth century seemed a bedrock of stability and prosperity.

Whole life insurance fell out of favor in recent decades, due in part to an investment scandal in the 1990s, but it's had an unexpected resurgence in the recent recession.
Research and consulting firm LIMRA announced at the end of February that strong sales of whole life insurance drove the life insurance industry to its second straight year of growth in 2011. And that's reportedly meant stronger job prospects for life insurance salespeople. 

According to LIMRA, whole life insurance premium rose 9 percent in 2011 over the prior year -- marking six consecutive years of upward growth. In addition, sales of whole life policies rose 5 percent.

So what is whole life insurance, and why is it looking like such a good deal to consumers in the current economic climate? To understand this recent hot streak, it's helpful to compare whole life insurance with term life insurance (which, though it's still the most common type of life insurance, declined in both premium and number of policies sold in 2011, according to LIMRA). Term life covers a person for a set time frame, usually 20 years, and pays a benefit if the policyholder dies during that period.

Whole life insurance works the same way, except that it lasts for perpetuity instead of a set time period. It also includes an investment component. The idea is to build wealth through stocks, bonds or money-market instruments, which will benefit your loved ones when you die. You can also build cash value through these investments and borrow against it. The risky part, of course, is that your portfolio can lose value (though those losses are often capped).

And besides the investment risks, the fees can be steep, which has led some critics to argue that it's better to invest your money elsewhere. Financial pundit Dave Ramsey is one of the outspoken opponents. On his website, he writes, "Do not invest money in life insurance; the returns are horrible. Your insurance person will show you wonderful projections, but none of these policies perform as projected."

Many investors have shared Ramsey's dim view of whole life's moneymaking potential. But during the recession, when stock values plummeted, whole life policies held up reasonably well. That's led to a bump in whole life insurance sales. Buoyed by these encouraging results, some major insurers have begun signing up new life insurance agents in large numbers, according to a story last year in the Wall Street Journal. (Like health insurance, whole life insurance tends to be complex, so it's not so easy to sell online).

These new agents frequently work as independent contractors responsible for generating their own leads. As in other sales fields, the first few years can be extremely tough, with very low earnings. But based on data provided by LIMRA, the Wall Street Journal story noted that those who manage to stick with the job can eventually pull in substantial salaries.

Last Updated: 04/04/2012 - 5:37 PM

   

The financial crisis has certainly taken its toll on the investment banking industry.  "The crazy deal activity that created the big institutions," as one investment banking insider notes, "is gone forever.  During the second half of last year, it was fairly brutal with few deals and huge layoffs at many of the leading firms.  And many small firms and hedge funds simply closed their doors."
But that doesn't mean that there aren't job opportunities available in the industry.  One observation the industry insider, who wished to remain anonymous, noted was that many investment bankers have found new opportunities on the corporate side, helping private companies manage smaller mergers and acquisitions.  Others have joined private equity firms, wealth advisories or started their own businesses as financial advisors.
Another trend noted by the source was the increase in unpaid internships to students on spring and summer breaks from top colleges.  "Many students are more than willing to invest four to eight weeks in New York at an investment banking firm to gain valuable experience crunching numbers, creating PowerPoint presentations and assembling pitch materials for senior team members.  This is a win-win for the student and the small- to mid-sized firms that offer these internships," notes the industry source.
Since most investment banking firms no longer have the resources to pay for on-staff administrative support, students fill the gap and have the opportunity to analyze data and work on the few deals that are out there. Upon graduation, these students are scooped up by top investment banking firms. Once they have their degree and a few internships under their belt, they can land good-paying jobs as entry-level analysts. 
"The financial crisis and job cuts at the big institutions have also given small, mid-sized and minority-owned firms the opportunity to bring on top talent," noted the industry source.  This had been difficult in years past when the best of the best chose to join the Wall Street giants.
The industry insider also noted that while the U.S. banking industry took some big hits during the financial crisis, Canadian Banks were much more conservative and, due to a different regulatory structure, were not allowed to take as many risks as their U.S. counterparts.  As a result, a number of top Canadian banks have expanded across the border into the U.S., like BMO (Bank of Montreal) Capital Markets and RBC (Royal Bank of Canada).  Other smaller local and regional U.S. firms have expanded nationwide, creating new employment opportunities for seasoned investment banking veterans and recent college graduates.
"The industry is also very welcoming to veterans, providing them opportunities as investment bankers or traders," says the anonymous source.  "Former military personnel are very disciplined and understand the importance of teamwork–two attributes that are important in investment banking."

Word Count:  461

Source: Conversation with S. W., Head of Investment Banking at CL King (who asked to remain anonymous for this article)

Last Updated: 04/04/2012 - 5:56 PM

   

The hospitality industry sometimes gets a bad rap for its difficult jobs with limited pay. But many people thrive in these highly social jobs, and the paychecks aren't always low. That's especially true in major cities with a critical mass of swanky hotels and restaurants -- places where hospitality work is plentiful and comparatively high-paying.

Every aspiring actor knows that New York and Los Angeles have plenty of waitstaff jobs, and it's common knowledge that big tourist destinations tend to have clusters of hotels. To provide a more thorough look at hospitality markets across the country, CareerBuilder examined data from the U.S. Bureau of Labor Statistics (BLS) on several occupations in the hospitality industry.

For each occupation, we listed the five cities with the greatest number of jobs, and also included hourly wage information. Bear in mind that waiters and bartenders who make most of their money in cash tips might not always report all of their income, so their pay may appear artificially low here.

Not surprisingly, New York, Los Angeles and Chicago were hotspots for jobs and pay, but other cities such as Minneapolis, Atlanta and Houston ranked highly too. Jobs in these places can be harder to get (one Los Angeles denizen we know reported that her waitress job search involved sending out professional photos and resumes complete with fine-dining restaurant experience). Knowing a bit about the lay of the land, as far as employment goes, may prove helpful as you embark on your hospitality job search.

1. LODGING MANAGERS

New York metropolitan area

Number employed: 720

Average hourly wage: $37.95

Los Angeles metropolitan area

Number employed: 620

Average hourly wage: $28.80

Chicago metropolitan area

Number employed: 570

Average hourly wage: $27.84

Atlanta metropolitan area

Number employed: 550

Average hourly wage: $27.96
 

Washington, D.C., metropolitan area

Number employed: 520

Average hourly wage: $32.21

2. FOOD SERVICE MANAGERS

Los Angeles metropolitan area

Number employed: 7,420

Average hourly wage: $25.21

New York metropolitan area

Number employed: 5,950

Average hourly wage: $31.94

Chicago metropolitan area

Number employed: 4,580

Average hourly wage: $25.43

Minneapolis-St. Paul metropolitan area

Number employed: 4,180

Average hourly wage: $24.52

Houston metropolitan area

Number employed: 4,010

Average hourly wage: $28.14

3. WAITERS AND WAITRESSES

New York metropolitan area

Number employed: 68,890

Average hourly wage: $13.25
 

Los Angeles metropolitan area

Number employed: 60,510

Average hourly wage: $9.68
 

Houston metropolitan area

Number employed: 44,730

Average hourly wage: $9.13

Chicago metropolitan area

Number employed: 43,270

Average hourly wage: $10.89
 

Atlanta metropolitan area

Number employed: 39,640

Average hourly wage: $9.53
 

4. BARTENDERS

New York metropolitan area

Number employed: 16,090

Average hourly wage: $12.33

Chicago metropolitan area

Number employed: 12,780

Average hourly wage: $10.91

Los Angeles metropolitan area

Number employed: 10,490

Average hourly wage: $10.02

Las Vegas metropolitan area

Number employed: 10,140

Average hourly wage: $13.05

Philadelphia metropolitan area

Number employed: 8,570

Average hourly wage: $11.01

5. CHEFS AND HEAD COOKS

Chicago metropolitan area

Number employed: 3,670

Average hourly wage: $17.95

Washington, D.C. metropolitan area

Number employed: 3,340

Average hourly wage: $21.07

New York metropolitan area

Number employed: 3,120

Average hourly wage: $38.3
 

Los Angeles metropolitan area

Number employed: 3,050

Average hourly wage: $22.78

Las Vegas metropolitan area

Number employed: 2,370

Average hourly wage: $23.57

Last Updated: 04/04/2012 - 6:01 PM

   

The nursing shortage -- long a concern among health care professionals, academics and policymakers -- appears to be over for now, thanks to a surge in nurse employment during the recession. But the shortage is likely to spike again in the near future, as the economy improves and the health care system requires nurses in greater numbers.

That's according to "Registered Nurse Labor Supply and the Recession -- Are We in a Bubble?" a March 21 report in the New England Journal of Medicine. The authors note that job gains were steady in the health care industry overall during the economic downturn, bucking national trends. During the 18-month recession, which officially started in December 2007, the health field added 428,000 jobs, while the national economy lost 7.5 million jobs.

Registered nurses saw especially large job gains. In 2007 and 2008, hospital employment of registered nurses rose by an estimated 243,000 jobs (or full-time equivalents). That's the biggest increase during any two-year period in the last 40 years. "Because of this increase at the beginning of the recession," the authors write, "the decade-long national shortage of RNs appears to have ended."

What was behind the sudden swell in the ranks of RNs? The report credits several factors. Unlike other less essential services, health care doesn't experience falling demand just because the economy is suffering. At the same time, many nurses who had stopped working or cut their hours headed back to the workforce, driven by economic uncertainty. The 70 percent of registered nurses who are married women may have gone back to work or picked up extra hours to stabilize their household economies.

So if you're a nurse who has struggled to find work in recent years, it may have been because many of the positions were filled by experienced nurses hanging onto their jobs during uncertain times. But the report points out that if the economy continues to improve over the next few years, these same nurses will probably quit or scale back their hours.

The report's authors, Douglas O. Staiger, David I. Auerbach and Peter I. Buerhaus, created a workforce model to predict whether nurses are likely to leave the workforce in significant numbers once the economy gets better. They found that the "substantial expansion in the RN workforce is largely a temporary bubble that is likely to deflate during the next several years."

Demand in coming years will also be driven by retirement of baby-boom generation nurses, the aging population and (if it passes court challenges) health care reform, since the number of people seeking health care is likely to grow if the law succeeds in providing health coverage for an estimated 32 million uninsured.

The authors point out that nursing schools have been producing graduates in growing numbers during the last decade, but they still may not meet the demand over the long term. "Employers and workforce policymakers should not be lulled into complacency by the current absence of a nursing shortage," they write. "Instead, they should anticipate that the current positive effect of a weak economy on the RN labor supply is likely to evaporate as the economy improves and that shortages will reemerge."

Last Updated: 04/04/2012 - 6:03 PM

   

!http://art.icbdr.com/sites/all/files/styles/large/public/Feng-Square.jpg|typeof=foaf:Image|alt=|class=media-image|src=http://art.icbdr.com/sites/all/files/styles/large/public/Feng-Square.jpg!Let's face it – job searching is stressful. So if anything can be done to help bring positive energy to the experience, it's worth exploring. That's why the practice of feng shui is so intriguing. While feng shui may seem like something you do when decorating your house, its applications can extend beyond the abode and into your job search.

According to the Encarta World English Dictionary, feng shui is "a Chinese system that studies people's relationships to their environment, especially their home or workspace, in order to achieve maximum harmony with the spiritual forces believed to influence all places."

"Feng shui is about how the space you live and work in affects your mood, energy level and your decisions," says Donna Stellhorn, feng shui expert and author of "2012: Year of the Water Dragon." "By making the appropriate changes to your physical environment, you shift the energy flow and prime your subconscious to recognize success opportunities."

Stellhorn notes that when it comes to the job hunt, it's easy to feel down and defeated by what seem like insurmountable obstacles. "To protect ourselves from these obstacles, we can set up blocks to new opportunities. We may not feel these blocks, only those opportunities seem to stop coming. By making feng shui changes, we stimulate the energy so the opportunities can come again."

So how can job seekers benefit from feng shui? Stellhorn shares the following five tips to help bring balance and positivity to your job search:

1. Avoid horizontal lines on your résumé or cover letter. "Horizontal lines break up the flow of energy, giving the reader a chance to look away – the same way we may close a book when we come to the end of a chapter," Stellhorn says. "Horizontal lines may cause the reader to pause to check email or answer the phone, and once their attention is lost they may not return to finish reading your résumé."

2. Choose paragraphs over lists. Stellhorn says that if you're pursuing a position that requires certain expertise, try using paragraphs instead of just bullet points. "Studies show we have an internal clock that judges the amount of time it takes us to scan information. The longer we linger, the more complex it seems. A paragraph gives the impression of more in-depth knowledge and a stronger skill set." Conversely, Stellhorn says that if you're applying for a position requiring people or sales skills, bullet points work well, because they exude the energy of being more straightforward and easy to understand.

3. Focus your energy on interviewing. After applying for a position, Stellhorn suggests blocking out a few dates and times on your calendar when you're available for interviews. "Make a point of marking them in your calendar, and picture how the company will contact you. By focusing your intent on getting the interview, you call the energy of opportunity to you." And no matter what happens, a little positive thinking never hurt anyone.

4. Choose your interview clothes wisely. When picking an outfit for an interview, Stellhorn recommends choosing clothes based on the position for which you're applying. She suggests wearing darker colors when interviewing for a managementposition, as black and navy indicate a person of power and authority. Lighter colors – grays, tans and creams – are good for a supporting role, because they can indicate a person who is willing to work hard. "If the job involves communication, consider wearing blues; if it involves making quick decisions, then wear red; if it'sfinancial, consider wearing charcoal."

5. Be mindful of your movements. Stellhorn says that during an interview, job seekers should be cognizant of their body language. Men should avoid folding their hands in their lap, because this may send a subconscious message that they're feeling threatened. "Women should avoid playing with their jewelry during the interview. This can be seen as covering up a lie."

While there's no silver bullet when it comes to conducting a successful job search, integrating feng shui may just help you better focus on your future.

Last Updated: 13/04/2012 - 3:37 PM

   

The information technology departments of big organizations function a bit like computers -- different workers fulfill different tasks, just like the components of the machine. For example, you could say that database administrators are like RAM, handling information storage, and engineers and programmers are like the CPU, or central processing unit, performing the essential calculations that allow the operation to function.

To extend this analogy a bit further, chief information officers, or CIOs, are like motherboards, the devices that connect all the computer's various parts and allow them to work with maximum efficiency. That's a critical job in most organizations, so it's no surprise that many CIOs are growing in prominence and influence.

What they do:
CIOs lead computer and technology departments for many types of organizations including corporations, nonprofits and government agencies. As information technology advances by leaps and bounds, it becomes more and more integral to business. As a result, CIOs are increasingly joining top management teams. They are responsible not only for making sure that tech systems are updated and working efficiently, but also for setting a strategy for how organizations can use computers to their best operational or competitive advantage.

A growing number of organizations consider their business aims and their IT strategy inseparable. As evidence of this trend, research and consulting firm Forrester Research is working on a new set of recommendations, "an easy-to-follow guide that has at its heart the understanding that there should be no IT strategy, just business strategy with a technology component," Forrester analyst Nigel Fenwick wrote in a recent blog post.

As top technology leaders, CIOs need broad vision. They also need the analytical and organizational skills to oversee the day-to-day operations of their departments, which likely involve hiring, budget management, financial reporting and ensuring government regulations are followed. And it goes without saying that they must have a thorough understanding of the technology itself, from hardware to software to Internet issues to cyber security.

What they need:
There are many routes to the CIO's office, but most include at least a bachelor's degree and many years of professional experience. Substantial education and training in technology-related subjects is a given, as are leadership and business-management skills. Some organizations promote executives from within, while others mount extensive searches to locate the right candidate.

What they earn:
Though most CIOs don't earn nearly as much as CEOs, who pull in an average $434,170 per year, they still make very decent salaries, according to CBSalary.com. CIOs nationally earn an average $197,641, with the 25th percentile at $133,958 and the 75th percentile at $294,611.

Job outlook:
The U.S. Bureau of Labor Statistics, which releases data on a wide variety of occupations, doesn't track chief information officers as a solo category, instead including them in the larger category of top executives. This group is expected to see little to no change in the number of jobs available between 2008 and 2018, the agency reports. However, as a general rule, execs who work in growing industries will see stronger job prospects.

Last Updated: 04/04/2012 - 6:04 PM

   

Is that a co-worker knocking on your office door, or is it love? Turns out, theres a good chance it could be both.

Dating a colleague may be considered a faux pas at many companies, but thats not stopping workers from doing it anyway. According to a new CareerBuilder survey, interoffice dating is not only common, it has a fairly high success rate. Thirty-eight percent of people surveyed said theyd dated a co-worker at least once during their career and of those, 31 percent eventually went on to marry said co-worker. Still, interoffice dating should be approached cautiously. Whether youre dating someone higher up or a colleague at the same level, office romances are always tricky, says Rosemary Haefner,vice presidentof human resources at CareerBuilder.

First and foremost, it is important to know your companys office dating policy. Remember to stay professional and draw a boundary line between your personal life and the workplace. Want to know how many people date the boss, what industries are most conducive to office romance and where most relationships between co-workers begin? Check out the infographic, below.

Last Updated: 12/04/2012 - 10:27 AM

   

        It's not uncommon for a college student, upon graduation, to think, "What now?" For the lucky ones who have jobs right out of the gate, the working world can be overwhelming, especially when projects are hurled at them at an unrelenting speed, with little to no direction.

Whether you're job-searching post-graduation or you've just started working, you're allowed to ask for help. While you may think it should be obvious to your manager or co-workers that you need direction, they may be so swamped that they don't recognize that you're struggling.

Here are some tips for getting up the courage to say that four-letter word, "Help":

Have humility

Those who ask for help get it

Ask questions intelligently

Another approach is to come to your boss with ideas or suggestions and ask if they are in line with what she is thinking. By positioning your questions in this way, you'll get input on your own ideas instead of asking your boss what to do. She'll appreciate your initiative.

Confide in others

"During your career planning and job searching, there will be lots of decisions you can't make on your own, and situations in which you can't know the right answer without asking someone with more experience. Ask for help when you need it. We all need it sometimes."

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: 27/03/2012 - 2:41 PM

   

Is that a co-worker knocking on your office door, or is it love? Turns out, theres a good chance it could be both.

Dating a colleague may be considered a faux pas at many companies, but thats not stopping workers from doing it anyway. According to a new CareerBuilder survey, interoffice dating is not only common, it has a fairly high success rate. Thirty-eight percent of people surveyed said theyd dated a co-worker at least once during their career and of those, 31 percent eventually went on to marry said co-worker. Still, interoffice dating should be approached cautiously. Whether youre dating someone higher up or a colleague at the same level, office romances are always tricky, says Rosemary Haefner,vice presidentof human resources at CareerBuilder.

First and foremost, it is important to know your companys office dating policy. Remember to stay professional and draw a boundary line between your personal life and the workplace. Want to know how many people date the boss, what industries are most conducive to office romance and where most relationships between co-workers begin? Check out the infographic, below.

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Last Updated: 11/04/2012 - 12:08 PM

   

        In his book, "Stepping Up: How Taking Responsibility Changes Everything," John Izzo, Ph.D., puts the emphasis back on the individual to change their own life, and especially their career.

Have you ever thought, "This job would be so much better if my boss would do ABC," or "If the marketing team would actually help me, I would be able to sell more XYZ"? No matter what the thought, Izzo says that we should ditch the helpless attitude and resolve to do something about it.

According to Izzo's research, many people wait for the perfect plan to materialize before taking action, and the "sit and wait" method is one of our greatest roadblocks to success. Here are ways you can take control of your career destiny:

Create your ideal solution.

Be open to changes, improvements and feedback.

It's possible that as you work to improve one process or series of tasks, you may stumble upon more problems. When this happens, determine what workarounds are possible. Be willing to table those insurmountable issues, but alert the project manager about these so the success of the larger project isn't delayed.

Remember the alternative.

In his book, Izzo says that leadership is not a position. It's up to an individual to choose to take the reins of a project or task and run with it. Izzo gives these three tips for stepping up:

1.

2.

3.

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: 27/03/2012 - 2:54 PM

   

Greg Szymanski, director of human resources at Geonerco Management in Seattle, says that when employers contact references, they're looking to determine if the candidate is the person who presented himself in the interview. "Often what's not said is more important than what is said. And hesitations and dancing in a reference's answers are very telling."

The questions employers are asking

Employment verification: The standard questions a hiring manager will ask are ones related to your employment. The employer will want to verify that you did indeed work with this reference, the dates of your employment and the reference's relationship to you (boss, peer, etc.). Sean Milius, president of the Healthcare Initiative, an affiliate of global recruiting firm MRINetwork, says employers also want to know why you left. "It is very important that their story matches that of the candidate," Milius says. "If the candidate says it was a 'mutual parting,' but the reference says they were let go or laid off, there will be a problem. The candidate should always be truthful when asked why they left, as the potential employer will check out their story."

Workplace performance: After a hiring manager asks the basic questions, she might dig a little deeper into your work performance. Common performance-related questions will cover strengths, areas for improvement, ability to work in a team and biggest accomplishments. Sunil Phatak, director of U.S. recruiting at IT staffing and consulting firm Akraya Inc., says the following questions on both hard and soft skills are also often asked:

• What would you say is his strongest attributes?
• 
  
• How would you describe her interpersonal skills?
• 
  
• What would you say motivated him most?
• 
  
• Would you rehire or recommend her for rehire?
• 
  

Personality and well-roundedness: Szymanski notes that while work-performance questions provide important insight, they don't always give a complete picture of the candidate. "If you want to know what the person is like, you have to ask questions that get at that information in a different way." For instance, an employer may ask, "Would you trust the reference to watch your children if you were away on vacation?" Or, "Would you take the candidate to dinner at a nice restaurant with your parents/spouse/significant other?" "The more personal/nonwork-related questions are often useful, not for what the reference says, but for what the reference doesn't say and/or the manner in which the reference provides an answer or doesn't answer," Szymanski says.

Who the references are matters, too

Sure, a reference's answers hold a lot of weight, but who the reference is can be just as telling to a hiring manager. If the only references you can provide are your mom, your sister and your best friend, it might raise a red flag with the potential employer.

"Most employers would prefer that a job seeker choose a former manager or supervisor as a reference," Phatak says. "This is because managers are usually able to deliver a relatively unbiased opinion and are much less likely to be swayed into giving a positive referral if one isn't truly deserved. A manager is also a good pick for a reference because a positive referral from him will hold more weight than one from a co-worker who is similarly ranked. Job seekers should also select references who worked with them for at least a year, have a good understanding of their abilities and can attest to their positive attributes."

Setting your references up for success

While you likely won't know the exact questions a hiring manager plans to ask your references, you can still prepare them for the call. The first thing you should do is tell your references that they are one. While that may seem obvious, it's not always done, and the last thing you want to do is have your references be blindsided by the hiring manager's call. Even if you've used certain references in the past, don't just assume they'll be available or willing to serve as one again. The best approach? Ask your contacts first before giving their information to the employer.

Phatak says that if you've done a good job of selecting your references, they'll know you and your work style well enough that they won't need any coaching on the answers. He does suggest that you share the basic job description with your references and refresh them on the position you had and contributions you made while working together. "This is especially helpful if a lot of time has passed since you last worked with them. You don't want your references to be caught off-guard and failing to recall what it is you even did on their team."

Szymanski shares this metaphor to summarize the use of references during the hiring process. "Reference checking is one spoke in the wheel of talent acquisition. If you can get as many spokes in the wheel as you can, your hiring will get better. Reference checking is not perfect, but if used in conjunction with other spokes, reference checking can be useful in verifying/confirming what you already know or breaking ties between two or more closely matched candidates."

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.

The survey of more than 3,000 hiring managers and HR professionals nationwide also revealed that 34 percent of HR managers saw an increase in voluntary turnover -- workers leaving companies for other opportunities -- last year. Given these findings, it's no wonder retention is a concern for many organizations today.

Moreover, hiring managers in information technology, financial services, manufacturing and health-care -- fields that rely on highly skilled workers -- expressed the most concern about a potential exodus.

In addition to retention worries, the inability to fill open positions presents another worry for hiring managers: 26 percent say they have open positions for which they cannot find qualified candidates.

Retention, compensation among employers' biggest challenges
When asked to name their biggest staffing challenges this year, survey participants gave the following answers:

• Being able to retain top employees -- 35 percent.
• 
  
• Being able to provide competitive compensation -- 35 percent.
• 
  
• Worker burnout -- 32 percent.
• 
  
• Maintaining productivity levels -- 29 percent.
• 
  
• Being able to provide upward mobility -- 26 percent.
• 
  
• Can't find high-skilled applicants -- 24 percent.
• 
  
• Don't have the budget to recruit -- 13 percent.
• 
  

Beyond salary increases, organizations can offer a broader range of perks and benefits to meet these challenges, says Rosemary Haefner, CareerBuilder's vice president of human resources.

Workers weigh in
More than 7,700 workers nationwide also participated in the survey, offering insights that could help employers meet these challenges. When asked what they consider most when evaluating a potential employer, workers who participated in the survey gave the following answers:

1. 
   
2. Longevity/stability.
3. 
   
4. Good work culture.
5. 
   
6. Career advancement opportunities.
7. 
   
8. Flexible schedules.
9. 
   

Even if companies provide employees with some or all of those perks, they might not be communicating them to current and potential employees as clearly or as frequently as they might think they are. According to a 2011 MetLife study, 55 percent of employees think their communication regarding benefits is either unclear or too infrequent.

Mary Lorenz writes for The Hiring Site, CareerBuilder's community for hiring professionals and other curious-minded individuals to discuss the attraction, engagement and retention of their #1 asset -- their people.

Air traffic controllers perform a vital service, keeping aircraft on course, making sure they move safely in and out of airports, and preventing crashes and collisions.

What they do:

Air traffic controllers work in many different capacities to monitor aircraft from takeoff to landing.

Terminal controllers oversee all aircraft traveling through an airport's airspace, working from control towers or terminal radar approach control (TRACON) facilities. Terminal controllers come in two major varieties:

·         Tower local controllers set landing sequences and clear aircraft for departure, based on visual observations.

·         Terminal radar controllers perform similar duties using radar.

Several other types of controllers check flight plans submitted by pilots, guide aircraft as they taxi to the runway and assist with takeoff when visibility is poor -- to name a few of their functions. 

When aircraft are airborne, they become the responsibility of the en route controllers. They work in one of the nation's 20 air route traffic control centers, guiding aircraft along their flight paths and making sure they don't collide in midair. Radar associate controllers help aircraft to transition seamlessly from one segment of airspace to another. When aircraft get within 50 miles of an airport, terminal radar arrival controllers help the pilot safely enter its airspace.

Other air traffic controllers have broader responsibilities. At the Federal Aviation Administration's Air Traffic Control Command Center in Virginia, they oversee the entire air traffic system. And at 17 flight service stations in Alaska, controllers called flight service specialists assist pilots with weather and safety information, as well as performing other duties. 

What they need:

It goes without saying that air traffic controllers need to be focused, alert and able to manage considerable stress. They also need to be well trained. There are three main pathways to becoming an air traffic controller with the FAA: having prior experience with the military or the U.S. Department of Defense, completing four years of college and additional required work experience, or taking part in the FAA's Air Traffic-Collegiate Training Initiative.

Those who meet these criteria can take the FAA's eight-hour pre-employment test. If they pass, they move on to the FAA Academy in Oklahoma City, where they complete a 12-week training course. After that they must complete an on-the-job training period that typically lasts between two and four years. During that time, they must complete certification requirements for the area in which they work.

Other requirements include ongoing drug testing and physical and job-performance exams. Those who hope to enter the profession without prior experience must be 30 years old or younger.

What they earn:

The stress may be intense, but the paychecks are correspondingly high. According to CBSalary.com, the national average salary for an air traffic controller is $139,314, with the 25th percentile at $76,763 and the 75th percentile at $182,163.

Job outlook:

The U.S. Bureau of Labor Statistics projects that employment of air traffic controllers will grow about as fast as average: 13 percent between 2008 and 2018. The nation's skies will get busier, but new satellite-based technology is emerging that will allow greater productivity from fewer workers.

Last Updated: 15/03/2012 - 3:44 AM

   

Retail is one industry that many pass through on their way to other careers, but others make their long-term pursuit. The flexible hours, exciting environment and physically active work appeal to lots of people, especially those who enjoy interacting with a wide clientele.

In today's economy, jobs in every field are a bit more competitive than they once were. So what are some tips to being the best you can at your job and ensuring not only that you stay working, but even get promoted? We asked experienced retail veteran Andy Mosure. Mosure has, over the past ten years, worked for photography studios, big-box home-goods stores and boutique electronics/lifestyle shops in the Indianapolis, Ind., area. He has worked his way up the retail food chain, from sales associate all the way to store manager, and shares with CareerBuilder his opinions on being successful in the industry.

CareerBuilder: How do you stay motivated in retail over the long haul?

Andy Mosure: There are two main opportunities for me in retail that I find satisfying to achieve:  personal growth and customer experience. I am very passionate about developing my own career within a company. I also take personal satisfaction in knowing that I've helped someone solve a problem, whether it be with a product or a service.

CB: When a customer comes to you and seems not to know what he wants, how do you help him?

AM: The first part of learning about a customer's needs is to really set that customer at ease and build a trust and relationship with him. Once you've developed rapport, it becomes a natural part of the conversation when you start suggesting items.

CB: Is fostering teamwork in a large-store environment different from doing so in a smaller one?

AM: Absolutely. In a large-store environment, there is a certain structure which splits the entire staff into different areas of responsibility. In this environment, it's difficult to fully understand a coworker's responsibility, so you're less likely to lend a hand when needed. This split in teams also creates more opportunity for miscommunication to occur. When you observe a smaller environment, you find that most of the staff will cover several areas of responsibility. You'll notice a stronger sense of teamwork and better lines of communication. 

CB: What advice do you have for people who have coworkers they might not personally get along with?

AM: While working for the portrait studio, I had one specific family that I worked with that still sticks in mind today. At first, the mother (and her son) wasn't very fond of me, but as she noticed that I took the time to build a connection with her son, she was quite amazed with her experience. Later on in my career, she made an appointment and spent 2 hours driving, just to come visit me in another city.

CB: Any other personal tips for success in retail for those interested in making a career of it?

AM: First, positivity is the best attitude to adopt from the start. You may have negative energy in your face from time to time, but keeping an upbeat attitude is key. Secondly, learning to empathize with a customer will get you very far. Make sure you're taking care of who really pays your paycheck! Lastly, be willing to roll up your sleeves and do what it takes to get the job done. You can't ask anyone to do anything that you aren't willing to do for yourself.

Last Updated: 15/03/2012 - 3:47 AM

   

Despite the convenience of smart-phone apps, websites and impersonal online services that can help you get information or find things to do, nothing replaces the aid of a live human being -- especially one with a smile on his face and volumes of insider knowledge packed behind it. While a computer screen might inform you of a restaurant's hours of operation and overall user rating, only a concierge can let you know where and when the best tables are available, who really has the tastiest steaks, which places are overhyped and which are underused.

 Hence the eternal importance of any property's ambassador of goodwill, the concierge. Todd W. Williams is a Chicago-based concierge with over seven years' experience. He relies on his unique background in project management, public speaking, the arts, cultural initiatives, hospitality and non-profit organizations to bring a savvy to his role that gives his clients the extra help they need, whether they're new to the city or longtime dwellers looking for a new experience. His social nature has also led him to chair many non-profit committees, such as the Louisiana Special Olympics and the Human Rights Campaign Fund.

Williams took a moment to answer questions for CareerBuilder about his current role as a concierge:

CareerBuilder:

Todd W. Williams: Directions and nearby restaurants would be the most common requests.

CB: As a concierge, does your job afford you any down time?

TWW: My job does afford me down time. As a concierge, we have many networking events, and after-work events which, even though considered work, I consider a fun way to spend down time.

CB: When are your busiest and least busy times of the day, month, or year?

TWW: My busiest times of the year are early spring to mid-December. I would consider Tuesdays, Wednesdays and Thursdays as my least busy times. However, as a concierge, one never really knows how a week, month, or year will transpire.

CB: What is one secret to taking your performance from "good" to "outstanding"?

TWW: I pride myself on making my guests, and the vendors I work with feel like family. I welcome guests and make them feel comfortable enough to seek my help as needed.

CB: Has your job been affected at all by fluctuations in the economy?

TWW: Of course. Most industries have been affected by these unfortunate times. I have to be thankful to be where I am today. I enjoy my profession and my industry.

CB: If you were interested in advancing, what opportunities would lie beyond your current role?

TWW: I consider an opportunity a chance to advance in anything that you do. A management role would be familiar to me and welcomed. I do enjoy managing people and situations. Education is also important to me, if my company required or recommended it.

CB: Any tips for your fellow concierges or for those seeking employment as such?

TWW: My recommendation is to stay as focused and real as possible; people can sense otherwise.

Last Updated: 15/03/2012 - 4:09 AM

   

The rising demand for health care services -- especially for the elderly -- opened a window of opportunity for Norma Maldonado. The 32-year-old resident of New Bedford, Mass., didn't anticipate a career as a certified nurse's assistant, or CNA, but she's glad she took the plunge. "I told myself years ago I would never do something like this," she says. "And look at me now." She explains how she made the leap in an interview with CareerBuilder. 

CareerBuilder:

Having some time off was kind of nice, because I'd just had my son. But I'm not a home person. I have to work. That's just me. And then every time I looked in the paper for a job it was always CNAs, HHAs home health aides. Also, as part of my unemployment benefits through the state I could get paid training to become a CNA.

CB:

NM: It was seven weeks ... and it was scary laughs. But I was willing to learn. I'm ambitious like that.

CB:

NM: I had to be more of a people person. I had to answer questions; I had to read out loud ... it opened me up a lot.

CB:

NM: My brother's girlfriend was a CNA at an agency in Marion a nearby town in Massachusetts. She got me an interview, I went in, and I was hired on the spot. That was three years ago. I worked for the agency for a while, but then it closed. Now I work directly for a family, an arrangement called "private pay."

CB: Tell us about your current job. What's a typical day like for you?

NM: I'm part of a team of people that works in shifts to take care of a 92-year-old woman in her home. I work nights and mornings. Nights are a little slower. I come in, talk to the worker who's there, talk to the client's family if they happen to be there, and I always check the book. That's where we write down any notes about the client's health, medication changes, things like that. Then I go into the client's room and stay there throughout the night. If she's thirsty I get her water, and if she needs to go to the bathroom I help her. In the morning I write my notes in the book, talk to the next worker coming in, and I'm done.

My morning shifts start and end the same way, with a look at the book and a conversation with my co-workers and the family. Then I go check on the patient, who is usually sleeping. Then I clean the kitchen. I've got to keep busy! I get her breakfast ready with the things she likes, prep her medications and set the table. I go in her room and make sure she's OK to get up. She has breakfast and then heads back to bed for another one to two hours. After that I help her get up, take a shower, get dressed and all perfumed up. Then she listens to music or reads a book in the living room while I get her lunch prepped.

CB:

NM: During our training, they told us not to get too attached to the client. I'm so attached to the clients I take care of. It's hard for me when they get sick, or they pass away.

CB:

NM: I really like going to work. This job, this house, this family ... it's very easygoing. That's my reward! I'm working and I like my job.

Last Updated: 15/03/2012 - 4:26 AM

   

 During the recession, reports began to appear of non-profit organizations cutting staff or even closing their doors as they grappled with dwindling revenue. These sad tales seemed to make sense, given how poorly non-profit funding sources were faring. Government agencies were struggling, especially at the state and local levels, and foundation endowments were shrinking. Many individuals were less able to make charitable donations than ever before.

But the picture is more complex, and non-profits have proved more resilient than many imagined, according to "Holding the Fort: Non-profit Employment During a Decade of Turmoil," a new report from the Center for Civil Society Studies at Johns Hopkins University.

Released in January 2012, the report chronicles non-profit hiring between January 2000 and June 2010. It found that during that period -- which included two recessions -- non-profit employment grew steadily, at an average annual rate of 2.1 percent. That's much better than the for-profit sector, which lost more jobs each year, with an average annual growth rate of minus 0.6 percent.

Even during the toughest stretch of the recent recession -- between 2007 and 2009 -- non-profit hiring stayed surprisingly strong. It grew 2.6 percent during the first year and 1.9 percent during the second year. For-profit hiring plummeted during that period: falling 1.1 percent during the first year and 6 percent during the second year, for a total loss of 7.1 million jobs.

So what was behind the unexpected strength in non-profit hiring? The report's authors argue that government spending, including the major wave of public funds awarded under the American Recovery and Reinvestment Act, favored many of the fields in which non-profits operate.

But to an even greater degree, they contend, non-profits stayed healthy because they tend to work in growing areas such as health care, social services and education (these three fields account for 87 percent of non-profit employment). For-profits, by contrast, include already-struggling sectors like construction and manufacturing that were even harder hit in the downturn.

Of course, for-profits operate in service fields too, and these saw better employment growth than their non-profit counterparts. For example, in education, non-profit employment grew at an average annual rate of 2.6 percent. For-profit employment in the same field grew 4.4 percent. The gap was even broader in social assistance, where non-profits grew 2.2 percent and for-profits grew 5.4 percent.

That disparity was less evident in other health care fields, where non-profits grew 2 percent and for-profits grew 2.8 percent. And non-profits dominated in the arts with 2.7 percent employment growth, whereas for-profit arts hiring grew just 0.1 percent.

It may seem remarkable that for-profit companies gained market share over non-profits in service fields. Social assistance and education don't seem like areas where companies would expect to turn a profit. The report's authors speculate that for-profits can generate capital more quickly, and that they are better positioned to land contracts with state and local governments.

Overall, the report sounds an optimistic note about the past strength of non-profits, even in the toughest economic circumstances. But the outlook going forward may not be as bright. "With public funding under siege and private resources strained, the non-profit job engine has clearly begun to falter," the report's authors conclude. "Whether it will follow the for-profit job engine into reverse remains unclear, but for the first time in a long time the answer to this question is uncertain."

Last Updated: 04/04/2012 - 5:35 PM

   

Remember the 1950s sitcom "Father Knows Best," and the always-reassuring advice doled out by its titular character, Jim Anderson (played by Robert Young)? Anderson sold whole life insurance, a product that in the mid-twentieth century seemed a bedrock of stability and prosperity.

Whole life insurance fell out of favor in recent decades, due in part to an investment scandal in the 1990s, but it's had an unexpected resurgence in the recent recession.
Research and consulting firm LIMRA announced at the end of February that strong sales of whole life insurance drove the life insurance industry to its second straight year of growth in 2011. And that's reportedly meant stronger job prospects for life insurance salespeople. 

According to LIMRA, whole life insurance premium rose 9 percent in 2011 over the prior year -- marking six consecutive years of upward growth. In addition, sales of whole life policies rose 5 percent.

So what is whole life insurance, and why is it looking like such a good deal to consumers in the current economic climate? To understand this recent hot streak, it's helpful to compare whole life insurance with term life insurance (which, though it's still the most common type of life insurance, declined in both premium and number of policies sold in 2011, according to LIMRA). Term life covers a person for a set time frame, usually 20 years, and pays a benefit if the policyholder dies during that period.

Whole life insurance works the same way, except that it lasts for perpetuity instead of a set time period. It also includes an investment component. The idea is to build wealth through stocks, bonds or money-market instruments, which will benefit your loved ones when you die. You can also build cash value through these investments and borrow against it. The risky part, of course, is that your portfolio can lose value (though those losses are often capped).

And besides the investment risks, the fees can be steep, which has led some critics to argue that it's better to invest your money elsewhere. Financial pundit Dave Ramsey is one of the outspoken opponents. On his website, he writes, "Do not invest money in life insurance; the returns are horrible. Your insurance person will show you wonderful projections, but none of these policies perform as projected."

Many investors have shared Ramsey's dim view of whole life's moneymaking potential. But during the recession, when stock values plummeted, whole life policies held up reasonably well. That's led to a bump in whole life insurance sales. Buoyed by these encouraging results, some major insurers have begun signing up new life insurance agents in large numbers, according to a story last year in the Wall Street Journal. (Like health insurance, whole life insurance tends to be complex, so it's not so easy to sell online).

These new agents frequently work as independent contractors responsible for generating their own leads. As in other sales fields, the first few years can be extremely tough, with very low earnings. But based on data provided by LIMRA, the Wall Street Journal story noted that those who manage to stick with the job can eventually pull in substantial salaries.

Last Updated: 04/04/2012 - 5:37 PM

   

The financial crisis has certainly taken its toll on the investment banking industry.  "The crazy deal activity that created the big institutions," as one investment banking insider notes, "is gone forever.  During the second half of last year, it was fairly brutal with few deals and huge layoffs at many of the leading firms.  And many small firms and hedge funds simply closed their doors."
But that doesn't mean that there aren't job opportunities available in the industry.  One observation the industry insider, who wished to remain anonymous, noted was that many investment bankers have found new opportunities on the corporate side, helping private companies manage smaller mergers and acquisitions.  Others have joined private equity firms, wealth advisories or started their own businesses as financial advisors.
Another trend noted by the source was the increase in unpaid internships to students on spring and summer breaks from top colleges.  "Many students are more than willing to invest four to eight weeks in New York at an investment banking firm to gain valuable experience crunching numbers, creating PowerPoint presentations and assembling pitch materials for senior team members.  This is a win-win for the student and the small- to mid-sized firms that offer these internships," notes the industry source.
Since most investment banking firms no longer have the resources to pay for on-staff administrative support, students fill the gap and have the opportunity to analyze data and work on the few deals that are out there. Upon graduation, these students are scooped up by top investment banking firms. Once they have their degree and a few internships under their belt, they can land good-paying jobs as entry-level analysts. 
"The financial crisis and job cuts at the big institutions have also given small, mid-sized and minority-owned firms the opportunity to bring on top talent," noted the industry source.  This had been difficult in years past when the best of the best chose to join the Wall Street giants.
The industry insider also noted that while the U.S. banking industry took some big hits during the financial crisis, Canadian Banks were much more conservative and, due to a different regulatory structure, were not allowed to take as many risks as their U.S. counterparts.  As a result, a number of top Canadian banks have expanded across the border into the U.S., like BMO (Bank of Montreal) Capital Markets and RBC (Royal Bank of Canada).  Other smaller local and regional U.S. firms have expanded nationwide, creating new employment opportunities for seasoned investment banking veterans and recent college graduates.
"The industry is also very welcoming to veterans, providing them opportunities as investment bankers or traders," says the anonymous source.  "Former military personnel are very disciplined and understand the importance of teamwork–two attributes that are important in investment banking."

Word Count:  461

Source: Conversation with S. W., Head of Investment Banking at CL King (who asked to remain anonymous for this article)

Last Updated: 04/04/2012 - 5:56 PM

   

The hospitality industry sometimes gets a bad rap for its difficult jobs with limited pay. But many people thrive in these highly social jobs, and the paychecks aren't always low. That's especially true in major cities with a critical mass of swanky hotels and restaurants -- places where hospitality work is plentiful and comparatively high-paying.

Every aspiring actor knows that New York and Los Angeles have plenty of waitstaff jobs, and it's common knowledge that big tourist destinations tend to have clusters of hotels. To provide a more thorough look at hospitality markets across the country, CareerBuilder examined data from the U.S. Bureau of Labor Statistics (BLS) on several occupations in the hospitality industry.

For each occupation, we listed the five cities with the greatest number of jobs, and also included hourly wage information. Bear in mind that waiters and bartenders who make most of their money in cash tips might not always report all of their income, so their pay may appear artificially low here.

Not surprisingly, New York, Los Angeles and Chicago were hotspots for jobs and pay, but other cities such as Minneapolis, Atlanta and Houston ranked highly too. Jobs in these places can be harder to get (one Los Angeles denizen we know reported that her waitress job search involved sending out professional photos and resumes complete with fine-dining restaurant experience). Knowing a bit about the lay of the land, as far as employment goes, may prove helpful as you embark on your hospitality job search.

1. LODGING MANAGERS

New York metropolitan area

Number employed: 720

Average hourly wage: $37.95

Los Angeles metropolitan area

Number employed: 620

Average hourly wage: $28.80

Chicago metropolitan area

Number employed: 570

Average hourly wage: $27.84

Atlanta metropolitan area

Number employed: 550

Average hourly wage: $27.96
 

Washington, D.C., metropolitan area

Number employed: 520

Average hourly wage: $32.21

2. FOOD SERVICE MANAGERS

Los Angeles metropolitan area

Number employed: 7,420

Average hourly wage: $25.21

New York metropolitan area

Number employed: 5,950

Average hourly wage: $31.94

Chicago metropolitan area

Number employed: 4,580

Average hourly wage: $25.43

Minneapolis-St. Paul metropolitan area

Number employed: 4,180

Average hourly wage: $24.52

Houston metropolitan area

Number employed: 4,010

Average hourly wage: $28.14

3. WAITERS AND WAITRESSES

New York metropolitan area

Number employed: 68,890

Average hourly wage: $13.25
 

Los Angeles metropolitan area

Number employed: 60,510

Average hourly wage: $9.68
 

Houston metropolitan area

Number employed: 44,730

Average hourly wage: $9.13

Chicago metropolitan area

Number employed: 43,270

Average hourly wage: $10.89
 

Atlanta metropolitan area

Number employed: 39,640

Average hourly wage: $9.53
 

4. BARTENDERS

New York metropolitan area

Number employed: 16,090

Average hourly wage: $12.33

Chicago metropolitan area

Number employed: 12,780

Average hourly wage: $10.91

Los Angeles metropolitan area

Number employed: 10,490

Average hourly wage: $10.02

Las Vegas metropolitan area

Number employed: 10,140

Average hourly wage: $13.05

Philadelphia metropolitan area

Number employed: 8,570

Average hourly wage: $11.01

5. CHEFS AND HEAD COOKS

Chicago metropolitan area

Number employed: 3,670

Average hourly wage: $17.95

Washington, D.C. metropolitan area

Number employed: 3,340

Average hourly wage: $21.07

New York metropolitan area

Number employed: 3,120

Average hourly wage: $38.3
 

Los Angeles metropolitan area