The temptation to shop online while at work gets much stronger at this time of year. Despite the known risks, many of us do it on the sly anyway -- like using a cell phone while driving.
In fact, 1 in 5 workers (21%) said they will shop online for holiday gifts this year while working. The statistic comes from a new survey, conducted by financial staffing firm Accountemps, that was released a week before Cyber Monday -- typically the biggest day of the year for online shopping.
After Cyber Monday last year, 41% percent of Yahoo! HotJobs users said in an online poll that they had made a personal online purchase while on the job.
Shopping at work may violate workplace policy for many employers, but the rule is often hard to enforce. And it's so easy to pop over to a retailer's site and knock off a few stocker stuffers from your list, right?
Max Messmer, chairman of Accountemps and author of "Job Hunting for Dummies," has some good words of caution:
"While some companies look the other way when employees browse retail sites in moderation, online shopping is frequently against company policy. Workers need to familiarize themselves with their firm’s rules on acceptable Internet use during business hours and follow these guidelines throughout the year."
Here's a good one from Charlie Graham, CEO of Shop It To Me: "Arrive at work early on Cyber Monday to do quick sales checks. Then, shop on your lunch hour, during breaks, or at the end of the work day."
And here's another, courtesy of yours truly: "Ask yourself, 'Is the discount I'll get right now on this scarf worth getting fired?'"
Metaphors abound in descriptions of social media sites today. They are "exploding," the "next big thing," the "new media revolution." Here's another that will be familiar to anybody who watches football: They're the center of a big pileup.
Everybody -- including job seekers, recruiters, marketers -- is jumping on them, trying to get a piece of the action in the midst of a chaotic jumble. Sometimes you scoop up a new job lead or connect to a promising candidate. Or you come up empty-handed and a little bruised.
Some recent bits of data to consider:
51% of online U.S. adults utilize social networking sites (Forrester Research survey)
36% of job seekers have used at least one social networking site to help find a job (Yahoo! HotJobs poll)
80% of companies use or are planning to use social networking sites to fill vacant positions (Jobvite survey)
Hiring pros recently shared their insights about social networking sites as part of the Yahoo! HotJobs Recruiter Roundtable. It's no surprise that they differ in their usage of the sites and in their opinions about effectiveness.
"It is important to remember that all of these technologies simply enhance the job search; they will never replace the face-to-face connections that are critical to a successful search," says John Challenger, CEO of outplacement firm Challenger, Gray & Christmas.
Why stay on the sidelines? With careful execution, you can position yourself to get more rewards than bruises from piling on.
Challenger's firm offers these tips that job seekers can use on social networking sites:
Advertise your job loss. Telling "followers" that you are looking for a job can be not only therapeutic, but also incredibly useful to finding a new position. Hundreds of recruiters are on Twitter and have no problem following your tweets.
Build your brand. Start a blog discussing industry trends as you see them. Include discussions about your work, and tweet about your blog -- as well as other industry developments.
Join groups. LinkedIn, Facebook, and Yahoo! Groups allow users to create and join professional groups. This is a great way to build contacts and communicate with others in your field.
Your interpersonal skills can make or break your chances of getting a job offer -- even in such a technical field as finance.
The point was made very clear recently in a survey by finance staffing firm Accountemps. More than 1,400 CFOs were asked: "If two candidates for an accounting or finance position had similar skills, which one the following additional qualifications would you find most valuable?" Topping the list was "personality or people skills" with 31% of the votes.
People skills trumped "software/technology skills," "industry-specific experience," and "certification or advanced degree."
I wouldn't be surprised if results were similar for most other functions in any given company.
"Job seekers who show they possess not just the right technical skills but also the right personality enjoy greater marketability among prospective employers," says Susan Afan, a district president with Robert Half International, the parent company of Accountemps.
"Cultural fit often is a key criterion for hiring managers, who want to bring in staff who will work well with their current team."
It's not enough to be a technology whiz or have the most enviable degree -- especially in today's tight job market. That may seem obvious now, but it wasn't the case five years ago, according to the Accountemps survey. People skills ranked near the bottom when CFOs were asked the same question in 2004.
So if you're relatively new to job searching, these tips may be especially important:
1. Make sure your resumes and cover letters are error-free. "These documents typically are the first chance for the employer to form an impression about you and your interpersonal skills, so make sure these materials are carefully written, project the image you hope, and don’t contain mistakes," says Afan.
2. Aim to build rapport with hiring managers. Afan adds, "Be yourself, and let your personality shine. Also pay attention to your body language. Offer a firm handshake, look the interviewer in the eye when you speak and practice good posture."
3. Be respectful to everyone you meet in the interview process. "It’s common for hiring managers to ask their administrative assistants for their impression of applicants, for example, so don’t think you only need to impress the potential boss."
4. After the interview, send a thank-you note to those you met. "This will highlight your professional courtesy and enthusiasm for the position," Afan says.
The hints above are also great reminders for everyone. The impression that lasts is a personal one, not a flash of technical knowhow.
I've heard some recruiters say they usually scan a resume in seconds. That boast could challenge job seekers to stand out as much as possible, but it also feeds the impression among candidates that their resumes end up in a black hole.
But that dominant view -- "you have to capture a recruiter's attention within seconds or else" -- ignores others who might assess your resume.
For example, an executive acting as the hiring manager will spend much more reading time -- an average of 6 minutes -- with each resume. That statistic emerged in a recent survey of senior executives by staffing firm OfficeTeam.
Granted, most of those managers have a smaller stack to read through than the recruiters who narrow down the pool first with their screenings.
Other cases, however, may not involve humans at all. The first screening could be done by a software program that looks for keywords among your skills and experiences that match the job description.
Know Your Audience
"Job seekers need to keep in mind three audiences when crafting their resumes: keyword-scanning software, recruiters, and hiring managers," says Robert Hosking, executive director of OfficeTeam. "The first two will be looking for keywords and requirements that match the job listing. But the last group will be looking carefully for applicants' key accomplishments in previous roles."
He adds that managers are taking more time to avoid costly hiring mistakes in this tight economy, and to reduce the number or hours needed for in-person interviews.
Getting Their Attention
Hosking recommends these simple tips for writing your resume to stand out:
Get off to a good start. Be specific and concise when describing past accomplishments and highlight these achievements up front. This allows an employer to clearly recognize how you can impact the company's bottom line.
Tailor the content. Customize your resume so it speaks directly to a potential employer's needs -- mirror the language and keywords found in the job description.
Keep it simple. Refrain from using complicated language, graphics or distracting fonts that can make the resume difficult to read.
He also suggests asking a friend or family member to do a "two-minute test" on your resume. Have them read the resume in two minutes and summarize for you the key points. Also have someone else proofread your resume for typos and errors.
More Resume Resources
You can find many other useful tips in these articles:
A majority of job seekers this year have changed something about their physical appearance in order to impress employers, according to an online poll.
The respondents in the Yahoo! HotJobs poll made changes in several areas:
Clothing style: 11% Lost weight: 13% Hair style and/or color: 12% Face (Makeup, teeth whitening, Botox): 4% Two or more of the above: 19% Nothing: 41%
Some might consider these appearance-changers to be shallow or insecure, but maybe they recognize that "don't judge a book by its cover" isn't in the playbook of most hiring managers.
In fact, changing aspects of your appearance can be a very smart move. Experts say that most hiring decisions are made within 10 minutes, so the first impression is everything.
If you look too old or too young for the job -- and you think it might be a distraction for your interviewer -- try some inexpensive changes to your hairstyle or wardrobe so that it will be easier to focus on your achievements in the interview.
As executive image consultant Anna Soo Wildermuth says in her book "Change One Thing": "Your change doesn't have to be dramatic. It might mean sacrificing something you love, but it is guaranteed to make a difference in your life."
Some folks will always go too far, but the lines are blurry. I may think men in their 40s paying big bucks for Botox and liposuction is too extreme, but tomorrow some newly hired, newly svelte CFO might call it his wisest investment this year (as he laughs in my face).
If you've been job-hunting for months with no results, maybe changing one aspect of your appearance could help your confidence, if not your career path.
If you're aiming to please a hiring manager in your job search (and who isn't?), then format your resume chronologically.
In a recent Accountemps survey, 75% of hiring managers prefer a chronological resume that lists the most recent work experience first. The respondents preferred this type of resume to one that is organized by job function and skills, according to the financial staffing firm.
The firm also reported that the managers' responses were little changed from 10 years ago when the question was asked.
"Chronological resumes allow job seekers to present their career progression to prospective employers in a straightforward, easy-to-follow way," says Max Messmer, chairman of Accountemps and author of "Job Hunting for Dummies."
"Functional resumes, which emphasize skill sets rather than jobs held, are popular among professionals in career transition or who have had lengthy gaps in employment, but they are not the favorite of employers," he adds. "It is often better to address a career challenge directly than try to write around it."
Using the chronological model for your resume solves a major question about format, but there is still room for creativity and variation. Style questions you'll need to answer include: Bullet points or paragraphs? Open with an objective statement or "summary of qualifications," or neither?
Whichever style elements you choose, you'll want to heed these reminders from Accountemps about common resume hurdles:
1. Employment gaps. Offer a brief explanation of employment gaps in your cover letter. In this economic environment, hiring managers understand people could be out of work through no fault of their own.
2. Limited work history. Bolster your work experience through internships, part-time work or temporary assignments obtained through a reputable staffing firm. Don’t forget to include relevant volunteer activities in the work experience section of your resume.
3. Appearing overqualified. Provide a summary of pertinent skills and strengths at the top of your resume, in addition to a chronological listing of your work experience. Emphasize and quantify how you’ve contributed to bottom-line success in previous jobs and how that experience would apply to a prospective employer’s needs.
For more, check out the great tips in these resume-related articles:
More than half of job seekers report being asked an illegal question during a job interview.
That eye-opener comes from a Yahoo! HotJobs online poll, in which 62% of respondents reported being on the receiving end of a question about a verboten topic, such as one's religion or marital status. Almost a third (32%) had not been asked such a question, and 7% said they didn't know.
The numbers surprised me and several of my colleagues, so it's worth reviewing what's permissible and not. Interviewers are not allowed to ask about:
Your age
Your race or ethnic background
Gender or sex
Marital status
Country of national origin or birthplace
Whether you have children (or plan to)
If you find yourself being asked a question you believe may be illegal, you can handle it in a variety of ways.
You can answer the question. This option may work if you're not offended by the question and you really want the job.
You can tactfully point out that the question is illegal. Your interviewer may not even know that he or she has crossed a line. However, you also run the risk of putting your interviewer on the defensive, which won't work in your favor.
You can side-step the question and bridge to something relevant. Respond with something like: "I'm sorry, but I don't think that is pertinent to the job we're discussing, but I can tell you about [insert segue topic here]."
Avoid letting loose with indignation -- unless you really don't want the job and want to make an unpleasant scene.
On the lighter side, check out one of the funniest depictions of an interview with illegal questions: it's in the first episode of the "Mary Tyler Moore Show." (You can fast-forward to minute 6 to get the interview scene.) What a classic!
New grads entering the job market have come to expect that during touch economic times -- like the present -- they may have to settle for a lower salary to get a job. But that flexibility may result in income damage that could take nearly 20 years to overcome, according to new research.
A Depressing Discovery
By equating salaries for new hires to the unemployment rate, a Yale professor calculates that students who graduate during a downturn earn 6-8% less in their first year for each percentage-point increase in the unemployment rate.
That means a 1982 graduate entering the job market when unemployment stood at 10.8% earned, on average, 23% less than a 1981 grad who entered the job market when the jobless rate was 7.5%, according to the blog Daily Finance.
The research, conducted by Lisa Kahn, assistant professor of economics at the Yale School of Management, suggests that the disadvantage may take years to overcome. For example, new hires during a recession may be more reluctant to look for another job, which could bring a salary bump.
"Over 17 years after college those groups have a $100,000 difference in earnings," Kahn said.
What about the Class of 2009?
The National Association of Colleges and Employers (NACE) just released a list of the top jobs (with salaries) for the Class of 2009. The big news was the emergence of teaching in the top spot.
The top five positions and starting salaries are: teaching ($35,496), management trainee ($41,353), financial/treasury analysis ($52,043), consulting ($56,472), sales ($41,577).
2009 marked the first time in several years that the public sector landed the top spot. And public sector jobs generally pay less than those in the private sector, as NACE's executive director Marilyn Mackes said.
No surprise: the NACE press release also noted that the average starting salary for new college graduates fell this year. The average starting salary offer for a 2009 bachelor's degree recipient is $48,633. That comes in at 1.2% less than the $49,224 average offer extended to members of the Class of 2008.
A Broader Perspective
Does this mean new grads are financially screwed for the next decade compared to their peers who are a year older? Maybe -- if you consider Kahn's research in a vacuum. But plenty of other factors play into the mix of anyone's career and salary trajectories.
The Yale salary-comparison research offers a valuable piece of data, but -- like the national unemployment rate -- it's not an absolute for every worker.
Kahn herself offers a great piece of advice in the Daily Finance interview: "Don't accept the status quo."
For more helpful resources on this salary issue, see these articles:
The basis for the article was a survey by Accountemps, in which 150 senior executives identified the problem words and phrases (e.g. "leverage," "circle back"). But here's 10 more they missed, according to Yahoo! HotJobs readers:
Stakeholder
Heads up
Mission critical
Bandwidth
Touch base
In the loop
Low-hanging fruit
Moving forward
At the end of the day
On the same page
The disdain for so many of the buzzwords runs deep, and I'm surprised by the large number of offending terms. My favorite comment: "How is it that "touch base" didn't make the cut? That's an insipid office phrase that's been going around for years." (Great word -- "insipid"!)
The sad thing is that I use so many of these phrases, particularly in work settings. (Except "low-hanging fruit," which has always distracted me. Maybe because it's so descriptive?) And now I get self-conscious every time I use one of these, so I'm updating my vocabulary when possible.
But it's important to remember the perspective that Liz Bywater provided while I was researching the article:
"There's nothing inherently wrong with having a set of terms, a common lexicon, by which people in a given field or industry can easily communicate. This is essentially what business buzzwords are -- a set of terms that are readily understood in the corporate environment. When used properly and in context, these buzzwords serve as a sort of linguistic shorthand. When overused or misused, however, buzzwords can overshadow or even distort the overall communication. Using too many buzzwords can lessen an individual's credibility as an independent, intelligent, creative thinker. At worst, it can make him look like a wishy-washy wannabe."
I can't resist: At the end of the day, it is what it is. But keeping everyone on the same page is always a value-add.
One of the interesting things about this recession has been the modest rise in job satisfaction: People have been happy just to have a job, for the most part.
But that sentiment may be shifting as the economic tide starts to turn, according to a new survey by Adecco.
Workers' dissatisfaction with their employers gravitates toward three areas: compensation, retention efforts, and career growth.
66% are not satisfied with their current compensation
78% are not satisfied with the company's overall retention efforts
76% are not satisfied with career growth opportunities at the company
I would have thought that more than two-thirds of workers would report dismay over their compensation. After all, 2009 was the Year of the Salary Freeze.
I'm a little surprised by the overall job dissatisfaction reported in the Adecco survey. The findings contrast a similar survey by Yahoo! HotJobs at the end of 2008 (see article), in which 38% of workers said they were "very satisfied" with their jobs, a bump from 28% percent in 2007. Also, a study by SHRM in June 2009 found that 40% were "very satisfied" with their jobs.
"What workers are telling us is that even during a recession, just having a job does not equate to job satisfaction," said Bernadette Kenny, chief career officer, Adecco Group North America.
True enough; hiring is still happening. But even though some economists say we're closer to an economic recovery, it seems too early to tell -- at least from the job-market perspective. It's still VERY competitive out there for job seekers.
If you're not yet ready to jump from a job you're not crazy about, here are some resources that might help:
