What is the best way to search for a job which involves travel?

Im currently an accountant for a large company and most days consist of balancing not falling asleep and updating spreadsheets/databases. I would like to move into a financial analyst role that would involve some travel, as I feel this would add an interesting dimension to my career. The problem Im having is with the major job search websites, non of which seem to offer much info regarding travel involved with the postings. Does anyone have any ideas where I can find this information, or even a specific company to look into? Anything helps!

How long after a job interview should I wait before I give up?

I had a fantastic job interview two weeks ago today. After the interview, the hiring manager said he would send me some information for our final interview. At that point, I told him I wouldn’t be available until the 26th of May (tomorrow). He said "okay" and walked away.

I haven’t heard anything from them at all. I called the recruiter who works at the company and left her a voicemail asking for the hiring manager’s contact information so I could send him a "thank you" letter. She did not return my call, so I emailed her about five days ago. Nothing.

I’m starting to think I didn’t get the job. Should I just move on, or should I wait? The interview was OUTSTANDING, so I felt really really good about this opportunity.

Thanks!

Where can I find a decent free resume writing program?

I am in dire need of a free resume writing program that will allow me to use several different types of styles and formats. Can you help me?

Are resume writing services worth the $$$? How do you know which ones are actually good companies?

I’m trying to reformat my resume in hopes to find a different job. The one I have right now sort of just looks like a laundry list of everything I’ve done. I’m wondering if it’s worth to invest money into a resume writing service, and if so, which one to choose. There’s so many out there on the internet and they talk about how some companies use the same templates over and over while others custom write. They also differ between using online questionaires and actual phone interviews to obtain information about you. In the end, is it just better to write it myself? I’m not confident I could get it to come out as well as a professional.

Five Quick Steps to Becoming a Bartender

While it may seem too easy, the key to finding a bartender job is to focus your search and redouble your efforts. Getting a bartending job has often been shrouded in mystery but it really can be achieved in just 5 easy steps. Follow this outline and you will get a bartending job in no time.
You should focus your job search to places where you would hang out even if you didn’t work there. This will insure that your personality is a match to the establishment and provide some good motivation during your search. Working in a place where you would like to hang out is a great thing and will make you a better bartender.
You will need to write resume for your bartending job search. And not just any resume. The resume should be written exclusively for your bartending job search. Irrelevant details like a mastery of powerpoint presentation will do you no good here. Include only skills that a relevant to bartending. Skills like customer service, money management, conflict resolution and sales are essential to being a good bartender. A good bartending resume will include all of these skills even if you weren’t bartending when you got them.
You should always write a cover letter to go with your resume, even for just a bartending job. Many candidates will not go this extra mile so you separate yourself from the crowd simply by having a cover letter. This letter should be good of course, but the mere act of having one will gain you recognition. A good cover letter should show the reader how you handled a tough situation or how you grew at one of your previous jobs. Be as specific as possible, tell a story if you want to. Its alright to put your personality on display a little bit in your cover letter. Have fun with it and tell a good story. An engaged reader is a hiring reader.
A laborious but completely necessary step is pounding the pavement. You will need to contact the managers of the places on your target list and probably show up at these places in order to do so. Restaurant and bar managers are very busy people. Employees, customers and vendors are all battling for their time. It would be wise to show up during the bar’s slow hours. For a typical restaurant or bar this would be between 2pm and 5pm. The afternoons are usually a slow time where a manager will be able to speak to you.
If you are going to get a bartending job you are going to need to master a bartending job interview. Job interviews are enough to make anyone’s palms a little sweaty and a bartending job interview is no different. You have to fight through that nervousness and put your personality on display. Service jobs are about having a great attitude and personable personality, everything can be taught. Without going out on the limb a little bit you will not get a bartending job.
I hope these tips have illuminated the bartending job search process for you. It really isn’t nearly as difficult or mysterious as bartenders make it out to be. If you develop a plan, show initiative and persistence, and maintain a positive attitude you will easily get a bartending job. I wish you luck o your search. Happy Hunting.

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Funny job interview – part 1 of 3

How you shouldn’t act in a job interview, right here. During my work at NBC back in 1980, we had a pilot going for a conflation of job interviews presented in a documentary-style format; the documentary was sent around to prep schools and colleges to aid students in preparing to integrate into the workplace. Naturally, the NBC got some hilariously painful interviews sent back to them which didn’t…

Ramp Up Your Career Plan . . . Target Your Next Boss!

No. Your career plan doesn’t include putting a hit on the person you may report to. But you can seriously ramp up your job search speed and get significantly better results by avoiding the old-fashioned methods and learning the exciting strategy of “targeting.”

The targeting strategy is done in two phases:

1. Identify organizations that match up with your personal employment interests and preference parameters:

geographical location preferences
company size
product or service preferences
business style or corporate culture
community and lifestyle considerations

2. Single out the appropriate hiring decision-maker within each organization of interest. You do this by

research corporate literature
online information through Google
business journals and directories
Who’s Who listings
company’s website
community, non-profit and specialized websites

The purpose of this important research is to identify the names of specific decision-makers that you could be reporting to. The reason for this is that these are the folks who will be making a hiring decision about you . . . not Human Resources or Personnel managers.

You want to find the best way to approach that person directly. You may do that by making a personal phone call, or writing a letter or email directly to that person. Do not ask for a job, but indicate your interest in the company because of some very specific contributions you can make based on your research. Indicate that a resume will follow and that you would like to follow up to see if a face-to-face meeting (not an interview) would be appropriate.

Perhaps the most powerful way to access the target is through people who might know him/her. For example, there are people in the community who are available to introduce you, e.g. religious leaders, neighbors, service and social club members, bankers, merchants, charitable and non-profit organizations, trade associations, etc. Getting a personal introduction from someone who knows your target is golden.

The best news of all is that there’s a proven job search system which can walk you through the process step-by-step and turn you into a winner is as little as 14 days!

Article Source: http://www.articlesauce.com

Paul Megan writes for EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Grab our stunning FREE REPORT: “How To Find A Job In As Little As 14 Days!” Click on RSS for instant info! www.fastest-job-search.com

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Career Change – Are you afraid to move in this economy?

The buzz right now is that everyone is holding on to their current jobs with a death grip due to the grim economy. The overarching belief is that there are no jobs out there and for the ones that do exist, there are too many people applying. Let’s say some of that is true. What is also true is that there are job openings. People move, get promoted or something continues to pull people out of their jobs every day. There are jobs. Maybe not as many and maybe the competition for the ones that come available are stiff BUT there are jobs that need to be filled. One thing is also true; you won’t get any of them if you don’t try.

If you have arrived at a point where you think it is time to make your next strategic career move, you should not let the state of the economy stop you. Don’t create barriers where there are none. The challenge will be greater than in previous years but if you’re prepared for those challenges, go for it.

Let’s look at what some of these challenges might be:

Job Posting Site’ You hear stories of 200 people applying for one job at a local nursery for a nursery stock tender. In this environment, you can count on stiff competition for any posted job. The key here is “posted job”. While it is one way to find out what openings exist, you and millions are looking at that same posting. Looking for a job this way is the lowest priority in a job search because it is the way millions of others are searching and applying. It is hard to land a new position this way due to the volume of other applicants and it is hard to stand out in a big crowd. It can be done and you should pursue it, you just need to calibrate your expectations appropriately.

Recruiters- You also need some insight into the life of a recruiter. They receive thousands of resumes each day. They will often use their computer software to sort out all kinds of criteria to help narrow down the huge pile that has come in. This is a buyer’s market also. They don’t need to talk to you, give informational interviews or much of anything they used to do a few years ago. Right now, they want to process the paper as quickly as possible, narrow it down to a few that look hot and screen them. With tight budgets, geographic consideration is also a big selection criterion. They may not want to fly applicants or relocate new hires, so be aware that geography is now playing a role in how an applicant is being screened.

The perfect match – Because the use of resume’ handling software has become so prevalent these days, there is such a thing as the perfect match. If a hiring manager has determined 9 key skills and experience, the software will prioritize the resume’s that have the highest number of matches. With a large volume, it is now possible to have resume’s selected that hit 100% of the criteria, thus leaving out perfectly good candidates who are “close”.

This is starting to sound like an increasingly impossible set of barriers. This environment is challenging for sure but not impossible if your plan takes these things into account. Let’s look at the key actions a person can take.

Make use of your contact and network – More than 80% of all job openings never make it to any kind of posting. Only the seriously hard to fill positions go out publicly for the most part. That means you must find those positions through the use of “who you know”. This has been and continues to be the number one way to find an ideal spot. It’s good because to some degree, it’s prescreened for you. Your network will be reluctant to send you into a snakepit workplace. They would have to face you later and simply don’t want to feel guilty. Also, they will refer when they feel confident with both sides, you and the other being a good fit. Don’t feel bad if some people you know simply don’t refer, they probably are the same ones that don’t fix up their friends with blind dates. Some people just don’t want to do it. BUT, some do!

Expand your network – if a career move is on the horizon, it’s time to cast the net a bit broader. Figure out some groups you can hook up with that will be rich in potential job contacts. Look in Meetup on the internet, tons of great groups. Also, look into social networking like LinkedIn, Twitter and Facebook, easy and convenient.

Look in unique places- on an airplane, coffee shops or church.

Plan your resume’ – It is no longer possible to have just one all purpose resume’. Because of resume’ search software, you must create resume’s rich in key words. So if there is a few different related positions, create a different one for each position.

Set your expectations – Once you make a decision to move, it is a bit like stopping a freight train. You want to move right now. In this environment, you need to be a marathon runner. You need to pace yourself and set your expectations appropriately that this will take a while. You need to plan for a few dips and bumps which means you need to push through them and keep your eye on the goal.

Don’t let the economic environment stop you from pursuing your dream job. There are millions of jobs and people are hiring every day. Your job is to understand the hiring situation, put your plan together and start working on it, today.

Copyright (c) 2009 Dorothy Tannahill Moran

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How to Apply for a Job Online

In an increasingly online marketplace, applying for jobs often means sending your resume and cover letter electronically. Some companies have online application forms right on their Websites. Here, you can choose the job you wish to apply for, plug your work experience, skills, and education into online fields, then submit this information with a single click of a button.

Online application forms differ from another and will require different information. For example, some companies ask that you “copy-and-paste” your resume and cover letter into two fields. Others ask that applicants fill in multiple fields such as “work experience,” “education,” etc. Still others ask that you do both-submit your resume and cover letter, and fill in fields that require the same employment-related information.

Whatever type of online application form a company might have, be sure that all your information is posted in one field or another. Don’t be afraid to repeat information, especially if the form requests a resume and a separate breakdown of your work history. Your information will be automatically uploaded into an online database, where hiring managers will likely scout for keywords. The more times your keywords come up, the better.

While some companies-especially large ones have online application forms, many others simply ask candidates to e-mail their application materials to the appropriate person or to a general employment address like “hiringmanager@anycompany.com.” Here, caution is warranted. Be sure to send your resume and cover letter exactly as the hiring manager requests. Some employers prefer that the resume and cover letter be attached as separate documents (usually in a Text Only format or as Microsoft Word documents). Other employers want the cover letter to be in the body of an e-mail, but the resume to be attached separately. Still others prefer that both the resume and the cover letter be pasted into the body of an e-mail. For the latter, be sure that your documents are easy to read. Resumes, which have a rather complicated format, often look messy when they are transplanted into the body of an e-mail. Says recruiter Beth Camp: “If you e-mail a resume, it has to look as good as a written resume. I would advise sending a resume both as an attachment and in the body of your e-mail.” This is a good way to sidestep a possible formatting fiasco. Another way is to send your resume and cover letter electronically, then to send hard copies as well.

Some jobseekers opt to purchase domain names and to create their own Websites for the purpose of putting their resumes (and other application materials) online. The advantage of formatting your resume using HTML and making it a static Web page is that anyone can see your resume in its proper format simply by visiting your Website. Thus, instead of mailing or e-mailing your resume every time you want someone to see it, you can simply give the interested parties the right web address and they can find it for themselves. An added bonus of having your resume on a Web page is that you may attract the interest of recruiters and employers whom you hadn’t even considered. To make downloading your resume easier, you may want to include on your Website copies of your resume in PDF (portable document format) and Microsoft Word files.

Unfortunately, there are downsides to putting your resume on a Website. One downside is that your information becomes accessible to everyone, even unwanted visitors. For this reason, you should never disclose your home address, social security number, or any other personal information. Another downside is that not all hiring managers will go out of their way to visit your Website. Even if your resume is only a click away, many hiring managers would nevertheless prefer that you mail or e-mail it.

In terms of how you send your application materials, it would be unwise to go against the explicit wishes of an employer. For example, don’t send an attachment when copy-and-pasting is requested. Some companies shun attachments because they fear getting a virus, or because they don’t have compatible software, or because they simply don’t want to be bothered with the extra step of opening a document.

When assembling your application materials and putting them into an e-mail, don’t fill in the “to” field until you are finished. It’s all too easy to accidentally send a half-finished e-mail to a company, thus eliminating your chances of making a decent first impression, and most likely, of getting an interview. If you were asked to copy-and-paste your resume and cover letter, be sure to scan the final outcome at least once for formatting problems, then to use a spell checker a final time.

If you are attaching your documents, be absolutely sure you are attaching the right versions (i.e., the company-tailored and updated versions) to the employer. Also, be sure that they are labeled in a professional way. One jobseeker laments his decision to save different versions of his resume under headings like “Resume for Strategic Sourcing Jobs.” Says the jobseeker: “I was applying for three different types of positions. But I didn’t want every prospective employer to know that. By labeling my outgoing resumes the way I did, I pretty much broadcasted the fact that I didn’t have a clear career direction.” Probably the best strategy for saving your resume is to do so under your name only (example: Simone Piette resume) or under your name and the name of the company (example: Greenfield resume from Simone Piette). Be sure to say in your e-mail what you have attached, and also, what software you’ve used. For example, you might say in the body of your e-mail: “Please see my attached resume in Microsoft Word version 2002.”

Before a hiring manager even opens your e-mail, she should know exactly who you are and which job you are applying for. In the “Subject” line, write your name, the position name (and job number, if listed), and the contents of your application (example, “Simone Piette resume and cover letter for Executive Assistant Position”).

If you’ve been referred to a position by another person, be sure to “cc” (carbon copy) or “bcc” (blind carbon copy) your reference when you apply. That is, add that person’s e-mail to the “cc” or “bcc” field, which will enable that person to receive an exact copy of the e-mail you’re sending to the hiring manager. The reason you want to “cc” or “bcc” your referrer is because you want to keep him in the loop. After all, if someone has offered to help you, he should know what stage you’re at in the application process. (Note: Some e-mail programs don’t offer “cc” or “bcc” fields, in which case you’ll want to e-mail your reference separately.)

Finally, be sure to save a copy of your outgoing e-mail in your “Sent Mail” folder, just in case the e-mail doesn’t go through and you need to send it again.

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Different Generations Boost Quality Executive Coaching!

You want your organization to function as a team. Executive coaching can help. Senior employees’ understanding of generational differences among members of the team can significantly upgrade productivity and motivation.

Different age groups within your operation can bring different benefits and skills to the table. Managing those distinctions can make a huge difference. Tapping the natural, inherent qualities and capabilities of each age group can turn executive coaching into powerful addition to your overall management objectives.

So what are these natural age groups and what makes them tick?

Among your workforce there are typically four groups:

1. Veterans–61 years old and up. To them work comes first. They’re dedicated and can be counted on to follow the rules.

2. Baby Boomers–42 to 60 years old. They’re optimistic. They tend to be political at work. But they value teamwork.

3. Generation X–24 to 42 years old. Work is just a job to this generation. They’re self-reliant and seek immediate feedback.

4. Generation Y–6 to 23 years old. They’re highly multi-tasking. They’ll have multiple careers and are globally oriented.

Put them all in the same room together and you have an amazing stew of talent and perspective which must be harnessed and encouraged in any intelligent executive coaching program.

Cindy Krischer, in Knight Ridder Newspapers, tells about the value of understanding each generation and the contribution it can make. She reports that Alicia Bain, vice president of information systems for Visa International in Miami, says that managers must understand what motivates each generation.

For example, Blain practices informal reverse mentoring as part of an executive coaching effort and taps her GenY workers when she wants to improve on how she finds and book venues for group events. “They always have a faster, better way of getting the information,” she says.

Astute executive coaching utilizing generational differences is just one of the alternative career advancement that a job-seeker can bring to the table that will capture the attention and interest of a decision-maker.

Hiring decision-makers are not interested in what you used to do for someone else. They want you to come forward with a proposal for addressing their needs and the needs of their organization. The extra time you spend researching those needs and preparing for a face-to-face meeting far outweigh whatever time you think you need to spend on your resume.

Executive coaching using generational distinctions will get you noticed. Just like the many other innovative non-traditional career advancement strategies!

Article Source: http://www.articlesauce.com

Paul Megan writes for EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Grab our stunning FREE REPORT: “How To Find A Job In As Little As 14 Days!” Click on RSS for instant info! www.fastest-job-search.com

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