Billionaire Donald Trump 'may run for US presidency'

Author: http://bbc.in/a9DN39 

Job Vacancy - In an interview with ABC News, the billionaire Republican said he could "easily" spend more than $200m (£126m) of his own money on his campaign. - Lowongan Kerja

Job Indonesia - "It could be fun because I'd like to see some positive things happen for the country," he said.

He added that he would happily take on former Alaska Governor Sarah Palin, who many believe will join the race.

Mr Trump, who stars in the American version of TV show The Apprentice, said he believed that "everybody's ripping America off".

The 64-year-old real estate mogul singled out China, saying that the country was "getting away with murder" by manipulating its currency.

He said he believed the US was being used as a "whipping post".
"The respect for this country is just not there," he said.

'Led by fools'
 
"I have many people from China that I do business with, they laugh at us. They feel we're fools. And almost being led by fools. And they can't believe what they're getting away with."

In the interview with ABC's George Stephanopoulos, he added that he would probably make his decision by June.

He was asked about the possibility of challenging Mrs Palin, who ran for vice-president in 2008, for the Republican ticket.

"I would take her on. I like her, but I'd take her on," he said.

Mrs Palin has not formally declared that she will stand, but many commentators have said they believe she will.

How Can I Motivate My Team to Produce More?

By Colin Dovey

Job Vacancy Indonesia, Employee, Vacancy 

There are two widely divergent schools of thought when it comes to comes to how work teams and the individuals in the team can be optimally motivated to give it their best shot, not just once or twice, but all the time, and consistently:

The contention that motivation must come from within

Here, we are regularly told that no manager on earth motivate his staff from above and get them to perform at an optimum level - they maintain that all motivation must ultimately come from within.

Output and performance is directly related to financial and tangible rewards

There is a strong culture in primarily sales-focused companies to reward their front-line sales executives by way of monetary incentives which can be directly related to their measured against their sales performance in the field.

Regrettably, these dollar-based incentives are usually made on an individual basis, with the star performer most often coming off best. On the face of it, one could assume that there is little inherently wrong with this approach. But what happens in practice belies this, as it often deteriorates into an every man for himself situation, and even a dog eat dog scenario.

The unintended consequences are often yet further disharmony and division permeating, first the sales staff bickering over whose territory is whose and this then trickles on to the support staff who can be justifiably peeved that they deserve a proportional slice of the cheesecake.

Beyond doubt is that every one likes to be at the receiving end of some form of recognition, especially extra cash. From a managerial perspective, it always makes good business sense to bolster a desired performance level with an appropriate reward. Across a wide spectrum of business models it is accepted that rewards play an important part in job performance, motivation and productivity.

The royal road to recognition of employee achievement, properly handled, can make your workplace a haven for high productivity, if you take the trouble to follow some simple guidelines which have been shown to work at the coal face.

The formula must be: Performance = Reward

• The company incentive scheme can only be effective and have real meaning if employees can easily draw a parallel between what lands up in their back pocket related to actual job performance.
• The criteria used for the assessment of rewards must always be totally transparent, and also easy to understand at every level. Length of service should not be a factor in an incentive-based reward scheme.The reward or bonus should be directly related to the financial benefit - the bottom line of the company

Ensure balance and congruence in the scheme by resorting to company-wide consultation

• Establish a forum of innovatively minded managers, and then rope in past, and good performers to oversee incentive plans. Make sure the forum does not get bogged down, by ensuring that you periodically introduce new blood into the team.
• Bottom line: Scheme benefits must reach every segment of the organisation, and a t every level across the board. You cannot afford to exclude anybody from top executives to the excavator operator. Ignore him at your peril, as he will dig the hole you fall into! Avoid paying strictly time-related benefits, such as the traditional end-of-year bonus. This type of incentive loses its impact when employees just expect it to be paid, irrespective of their level of performance.
• Adopt a two-pronged payment approach by rewarding both individual and team performance. This will serve to ensure that you get a good team spirit, and then stellar individual performance.
• Encourage managers to acknowledge staff and team performance in writing, and to document accomplishments in a specific way.
• Insist on input from top managers to ensure that their participation will encourage their enthusiasm for any performance output.

Identify any rewards that your staff will prize

• The saying goes, somewhat mischievously perhaps that everybody has their price. The fact is though, any incentive scheme must provide rewards that are valued by members of your staff. Some credible research has shown that they are generally in the following bracket, in order of importance:
• 
  
• A good income, and the opportunity to advance within the organisation
• Being paid on merit, emanating from inherent and acquired skills
• The opportunity to work in a creative and challenging environment with concomitant financial rewards and incentives.
• Being able to participate in meaningful decision-making, which encourages loyalty to the objectives of the organisation.
• Attractive fringe benefits, including paid medical aid, pension and share options

Extra-curricular incentives

There are many creative ways of rewarding staff when related to excellence, which can further accelerate their performance, such as:

• Tickets to sought-after sporting events, and,
• Shares and access to the company gym
• Wall plaques and certificates
• A weekend in the company seaside cottage.
• A visit to a Wine farm, including samples to take home
• Team conferences at a game ranch.
• Overseas research trip
• An upmarket restaurant dinner.

You will discover that this sort of variety is appreciated by most staff (you always get the cynics) if it is awarded judiciously for due performance. Not just handed out like sweets.

Act quickly, don't ever dilly-dally

When performance results are made available (and make sure it is done without delay) respond with rewards as soon as possible. People will respond accordingly

Don't be shy about making it all public

Find a way to make a big deal out of excellent performance - but always keep it real: Artificial functions are always a major put-off. Sincerity will win the day in the form of a brief presentation during the day - not waiting for when people need to get home in the traffic, and to their families. Be flexible - it will pay YOU huge dividends.

10 Most and Least Expensive Cities for Commutes

by Bridget Quigg, PayScale.com


If you're looking for work in a new town, you're considering salary versus cost of living. But are you missing any other key factors?

For example, most folks know that the bright lights and big city excitement of living in an urban hot spot, like Washington, D.C. or L.A., means paying more for housing, food, and a night out on the town. Higher salaries in these areas are meant to make up the difference.

You also likely know that different jobs pay better in certain locations, like a well-paid software developer in San Jose, California, versus a lower-paid one in Chicago.

But sometimes higher salaries in certain towns don't quite pay off when you factor in one more thing: commute time.

Time Is Money

"Most people don't consider commuting fun. It's part of work time," says Al Lee, director of quantitative analysis at PayScale.com, a salary information site based in Seattle. PayScale recently conducted a study of median commute times across the United States and figured out which city's commutes can take the biggest cut out of your earnings.

Lee and his team based their calculations on "how much you are really making an hour, when you account for the hours you spend commuting, not just the eight hours a day you spend on the job."

What did they find? Depending on the city, average round-trip commute times vary from one-half to three hours a day -- making the true workday at least a full hour longer in some spots. This means that a person may take a full 10% pay cut per hour just because of the commute. Ouch!

Not Only a Big-City Issue

Which places are the worst? Big cities, you may suppose, but that's not always the case. PayScale found that certain suburban getaways whip up nasty commutes times since many have congested roadways or lack efficient public transportation.

For example, Lee explains, "Everyone expects a job on Wall Street means an hour commute each way, since only a Rockefeller could afford to live nearby. What is surprising is that typical workers in suburban locations, like Waltham, Massachusetts, and Falls Church, Virginia, actually have commutes nearly as long as workers in urban cores like Manhattan, Boston, and Chicago."

So, which cities really are the most and least expensive to commute to? Take a look below to see what a person earning $60,000 a year, or $28.85 per hour*, is really earning when their typical commute time is factored in:


Most Expensive Commutes

(City/Effective Hourly Wage/Effective Pay Cut per Hour)

1. Manhattan, NY - $24.66 - 14.5%
2. Jersey City, NJ - $24.92 - 13.6%
3. Waltham, MA - $25.05 - 13.2%
4. Chicago, IL - $25.05 - 13.2%
5. Bethesda, MD - $25.07 - 13.1%
6. Washington, DC - $25.07 - 13.1%
7. Falls Church, VA - $25.11 - 13%
8. Cambridge, MA - $25.12 - 13%
9. Boston, MA - $25.15 - 12.8%
10. McLean, VA - $25.19 - 12.7%


Least Expensive Commutes

(City/Effective Hourly Wage/Effective Pay Cut per Hour)

1. Amarillo, TX - $27.05 - 6.2%
2. Fargo, ND - $27.04 - 6.3%
3. Lubbock, TX - $27.01 - 6.4%
4. Eugene, OR - $26.99 - 6.4%
5. Sioux Falls, SD - $26.90 - 6.8%
6. Midland, TX - $26.88 - 6.8%
7. Lincoln, NE - $26.87 - 6.9%
8. Cedar Rapids, IA - $26.86 - 6.9%
9. Santa Cruz, CA - $26.85 - 6.9%
10. Binghamton, NY - $26.84 - 7%

* 2080 hours/year = 8 hours/day x 5 days/week x 52 weeks/year (assuming vacation is paid)

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12 Money-Making Certifications to Boost Your Career

by Michelle Goodman, PayScale.com


Laid off and looking to flee the floundering industry that sent you packing?

Not to worry: Minimum wage work is not your only option.

Whether you're in dire need of a new career, trying to earn more at your current gig or you're returning to work after a prolonged hiatus at home with the kids, a certificate program from a community college or vocational school is the swiftest way to pump up your earning potential.

"Many people refer to community college as the new master's degree," says Laurence Shatkin, author of "150 Best Recession-Proof Jobs," among other books for job hunters. "It's a way to repurpose yourself."

As a bonus, countless certificate programs train you for cubicle-free jobs -- good news for weary office workers who'd like a change of scenery.

Certificate programs vary in length, averaging six months to a year, with evening, weekend, and online classes frequently available. Costs range from several hundred to several thousand dollars (happily, financial aid is sometimes offered for those who qualify).

So which certificates will land you the most job opportunities and the biggest income boost? Here is our list:

1. Court reporter. Can you type like the wind? According to the U.S. Bureau of Labor Statistics, court reporters remain in high demand -- by both the justice system and the television industry, which hires these workers to create closed-captioning text. Average salary: $39,781 a year.

2. Auto insurance appraiser. Appraisers have the best of both worlds: Many split their time between the office and the field, traveling to homes and auto shops to write up repair estimates for crumpled cars. While most work for insurance companies, some are self-employed. Average salary: $50,165 a year.

3. Auto or motorcycle mechanic. Are you happiest when wielding a wrench? "Mechanic jobs are particularly good in a recession because people are trading in their cars less," Shatkin says. In other words, there's no shortage of clunkers in need of repair. Average salary: $41,233 a year.

4. Massage therapist. If you think the economy is keeping people from getting a massage, you're wrong. The American Massage Therapy Association found that 36 percent of Americans got a massage to relieve stress in 2008, and the Bureau of Labor Statistics expects these jobs to increase by 20 percent before 2016. Average salary: $35,349 a year.

5. Security and fire alarm system installer. Do you live to tinker with electronic devices? Then installing, maintaining, and repairing residential and commercial alarm systems might be the ideal career for you. Most installation work requires driving to various job sites each day. Average salary: $42,763 a year.

6. Emergency medical technician. Why sit at a desk all day when you could be out there saving lives? Despite the recession, people will continue to "crash their cars and have heart attacks in the middle of the night," reminds Shatkin. EMT certification requirements vary by state. Average salary: $30,530 a year.

7. Aerobics or fitness instructor. If you're already a workout fiend, why not get paid for pumpin' it up? Job openings for exercise instructors are expected to increase by 25 percent over the next decade, Shatkin says, with most located at health clubs and fitness centers. Average salary: $37,113 a year.

8. Medical transcriptionist. With health care the fastest-growing job sector, there's plenty of work for those who can decipher and type up the audio recordings doctors make about their patients. While a majority of transcriptionists work in a hospital or doctor's office, many telecommute from home. Average salary: $31,286 a year.

9. Cosmetologist. Are you the person everyone calls for beauty advice? Then why not go pro? Cosmetologists are trained to cut, style, and chemically treat hair, as well as to treat skin and nails. Bonus: Schedules are flexible, and self-employment is common. Average salary: $27,112 a year.

10. Spoken language interpreter. Maybe you grew up speaking two languages or picked one up while traveling abroad. If so, hospitals, courtrooms, and social service agencies need your help. According to the Bureau of Labor Statistics, one in five interpreters works for themselves, and many work part time. Plus, oftentimes, only a one-day exam is needed to be certified. Average salary: $44,175 a year.

11. Sign language interpreter. If you enjoy working with others in multiple settings -- from live performances and business conferences to schools and social service agencies -- translating the spoken word for the deaf could be the job for you. Average salary: $36,278 a year.

12. Embalmer. Preparing the dead for their final resting place isn't for everyone. But for those with a strong constitution, there's job security in the funeral business -- people won't stop dying simply because the economy's taken a turn for the worse. Average salary: $38,482 a year.

Source: All salary data is from PayScale.com. The salaries listed are median, annual salaries for full-time workers with 5-8 years of experience and include any bonuses, commissions or profit sharing.

Michelle Goodman is author of "The Anti 9-to-5 Guide: Practical Career Advice for Women Who Think Outside the Cube" and "My So-Called Freelance Life: How to Survive and Thrive as a Creative Professional for Hire."

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A Factor for Your Next Job: Organizational Democracy?

by Caroline M.L. Potter, Yahoo! HotJobs


Are you as disenchanted with your employer as you are with the economy? Tired of working for top-heavy companies with antiquated management principles and an inability to anticipate and respond to a crisis? Consider searching for a job with an employer who embraces democracy in the workplace.

Traci Fenton, founder of WorldBlu Inc., a leadership and business design studio, describes organizational democracy as "freedom within a business framework." She says, "We are in an age of participation and cooperation and influence that we've never seen before. This requires a new, democratic style of business."

Qualities to Look For

While not every company embraces identical values with regard to organizational democracy, Fenton advises professionals to look for several of the following characteristics:

1. Leadership happens at every level of the organization, not just at the top.
2. Employees are paid for the value they bring to the organization, not their job titles.
3. Everyone knows to whom and for what they're accountable.
4. Transparency isn't considered scary.
5. Formality and polices are avoided in favor of informality and principles.
6. Humor and having fun is actually encouraged.
7. Change = life, not death.
8. Incentives aren't used to motivate employees -- meaningful work is.
9. Failure is seen as a right-of-passage to success.
10. Thinking differently and challenging assumptions is encouraged.

Questions to Ask

When interviewing with a company, ask plenty of questions about the organizational philosophies being practiced. Fenton, who is based in Austin, Texas, says, "Inquire about democracy. Ask, 'Will I have a voice here? Will I have a vote? Will I have a say as to who is on my team? Does accountability go both ways?'"

Look for answers that will indicate a decentralization of power and a culture of transparency in which you'll have a voice. Have a discussion about the company's purpose and vision to make certain it is compatible with yours. Believing that the best indicator of a democratic workplace is when a company practices open-book management, she recommends, "You should be able to look at real-time financial information about your organization's performance anytime you want."

Getting Hired

Before you begin targeting companies, Fenton urges job seekers to do a bit of homework. "The most important place to start is with purpose. Ask yourself, 'What is my purpose for my life and how can I express that professionally?' Then write down what you want to express at work every day. Use your conclusions as a homing device to begin searching for an employer with similar values."

Putting in the time to identify what matters most to you will pay off: "More enlightened individuals who have a clear sense of purpose and values will get in the door to democratic organizations."

Additional Benefits

Few companies are entirely bulletproof in a recession, but, says Fenton, "If a company is being democratic. There aren't any surprises. And if there's that feeling that you're all in it together, you'll figure it out together. You'll innovate and everyone will help come up with ideas for survival." Conversely, at many organizations, employees can't see what is coming and, thus, cannot prepare -- or contribute.

For a list of standout companies who practice organizational democracy, visit www.worldblu.com.

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Top 20 Employers for Entry-Level Jobs

List Cites Best Workplaces for Recent College Grads
by Tasha Naatz, Experience.com


You've just returned to school from your beloved hometown and much-needed winter break. What's the one thing you won't miss hearing -- how about, "So, what do you plan on doing after graduation?"

For hundreds of thousands of students, the start of this final term before graduation means that the crunch is on and the search for potential jobs has begun. But, have no fear, Experience.com and Yahoo! HotJobs have done the research for you, and compiled our list of the Top 20 Best Places to Work for Recent College Grads.

Getting the Real Story

From literally A (Accenture) to Z (ZS Associates), we narrowed down employers ranging in industries such as, insurance, hospitality, and consulting.

With Gen Y'ers more determined and focused than ever to acquire the job of their dreams, employers are taking steps to make their workplaces Gen Y-friendly. Our survey has put the spotlight on those employers who have made the extra effort, and who have been the most successful at it.

At the tail end of 2008, we contacted corporate recruiters and top employers to respond to our survey. From there, we narrowed the pool down, and then conducted interviews with the employer finalists and their actual recent college grad hires within the company, to get the real stories.

What The Employees Like

Here are some examples:

Jose Caban, who works for Electronic Arts (EA), has an Xbox 360 and three Playstation 3's at his desk, and loves the meeting room that has a ball-pit (yes, think Chuck E. Cheese). "Our job is to make games that are fun to play, and making said games is both fun and challenging."

Target's Tara Pacheco began her career path at the company with two internships while she was still in school. "From day one at Target, work-life balance development is strived for, in order to retain talent."

Nikolay Yakovlev, at Accenture, was truly intrigued by the original and interesting perks/programs that his current company had to offer, besides the standard benefits. "Accenture recognizes that personal success drives company success."

Sodexo's Will Leader also started his career at the company as an intern. "At Sodexo, we are given the freedom to work with the tools that we are given."

Julia Watson, who works for Sherwin-Williams, didn't originally intend to make a full-time career at her Top 20 Employer. "Every position at Sherwin-Williams is valued. The company looks up to Gen Y as the future."

Qualcomm's Nathan Pletcher was hired full time for his current position shortly after graduation in 2008. "Qualcomm is not just another technology company. They really distinguish themselves by being a good corporate citizen in terms of the environment, and by serving the community."

The 20 selected employers (view the list) represent a range of impressive perks that college grads can hope to find in their first jobs -- ranging from generous salaries to workplace flexibility, from enviable benefits to serious growth opportunities.

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Gray-Collar Professions That Pay Well

Transitional, Stepping-Stone Jobs for a Rocky Economy
by Woodrow Aames, FindtheRightSchool.com


Typically underpaid and struggling in today's economy, many blue-collar workers are returning to college to train for a new career. If you're one of them, you may find a four-year college degree out of reach -- for now. But you can take online classes while you keep your day job and prepare for "gray-collar" jobs, career roles that fit a neat category between desk jobs and manual labor. Or, if you already have an associate degree, you can complete your bachelor's and boost your earnings potential.

While transitional, gray-collar jobs may not make you rich, they can provide better earnings and job stability in a rocky economy. And they can be stepping stones to more profitable careers in business, technology, or healthcare. Here are six gray collar professions, the training you'll need, and what they pay.

Police Officer
Although their uniforms may have a blue collar, America's police officers use computers, learn extensive civil and criminal codes, and can hardly be classified as grunt workers. Federal, state, and local police agencies will be hiring, and recruiters look first toward graduates of criminal justice associate degree programs. The U.S. Bureau of Labor Statistics (BLS) predicts an overall increase in the hiring of officers by 11 percent between 2006 and 2016, when openings at local police departments will be "excellent for qualified individuals." Annual earnings for police officers in 2007 topped $75,000.

Auto Technician
If you've been a wrench spinner in your garage after working hours, consider taking formal post-secondary automotive technician training offered by technical colleges and trade schools to turn pro. Once considered blue-collar workers, auto mechanics now need to master computer software and diagnostic gear. Online programs provide intensive classroom instruction, coupled with on-site practice that leads to a professional certificate or associate degree. You may want to add a National Institute for Automotive Service Excellence (ASE) certification. The BLS forecasts a 14 percent increase in jobs between 2006 and 2016. Top wages for auto technicians in 2007 were $57,650.

Home Care Aides
Home care and health aides are predicted to be the single-largest growing career group through 2016, with an astonishing 50 percent rise in jobs predicted by the BLS. You'll be needed to serve our aging population in extended care facilities, private homes, and convalescent hospitals. Online associate degree programs provide the perfect training curriculum. Median annual wages for home care aides are low -- averaging $20,010 in 2007 -- but if you're looking at a dead-end blue collar job or unemployment, you can grab your gray collar and enjoy job stability.

Computer Support Specialists
Among all careers where professionals require an associate degree, computer support specialists lead the BLS list in pay and stability. Almost every office that houses white-collar workers, or factory that employs blue-collar labor, relies upon a computer network and the gray-collar specialists that provide support. The BLS predicts a 13 percent growth in new jobs for support specialists, and some receive wages that top $80,000. Not bad for having a two-year degree. If you want to rise into a white-collar IT role, you can always head back to school for a bachelor's or master's degree.

Veterinary Technician
Situated midway on the career ladder between white-collar veterinarians and blue-collar stall attendants or pet groomers, you'll find the veterinary technician. Veterinary techs are gray-collar workers who assist in health care for livestock, farm animals, and private pets. You can prepare for the role by completing an associate's degree or a four-year veterinary technology degree. Career training now can be a great investment. The BLS predicts that jobs for techs will grow by 41 percent between 2006 and 2016. Top earnings ranged between $34,090 and $40,550 in 2007.

Sales Supervisor
Retail workers, long considered blue-collar employees, have begun to wear gray-collar designations as they learn company marketing techniques and how to use computerized registers and inventory control equipment. Certainly, rising to a sales supervisor role will land you in gray-collar land. Consider taking online courses in retail, sales, marketing, or management to bolster your credentials and grow your earning power. Companies, the BLS says, are going to be looking for sales support and supervision among employees who have retail experience as well as training in bookkeeping, employee management, and related computer applications. The top 10 percent of first-line sales supervisors earned more than $60,000 a year in 2007.

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Where the Jobs Are

by Elysha Rom-Povolo, HealthJobsStartHere.com


With the economy in the dumps, job security is more important than ever. And that means choosing a field where you can be sure your skills will be in demand for years to come.

Health care is one of the fastest growing industries in the nation. According to the U.S. Bureau of Labor Statistics (BLS), over the next eight years health care job openings are expected to grow twice as fast as those in all other sectors of the economy combined.

In fact, seven of the top twenty fastest-growing careers are in health care. Here's where the opportunities are (with data from BLS):

1. Home care aide
Expected job growth: 53%

There are minimal requirements to become a home care aide -- and it's one of the most in-demand jobs in the country. Home care aides care for people who are disabled in their own homes. Besides assisting with laundry, meals and household tasks, home health aides may also advise patients and their families on nutrition, cleanliness, and other household activities. If you're looking for a health job that doesn't require special training, this is a great place to start. Typical salaries range from $17,895 to $23,481 a year.

2. Medical assistants
Expected job growth: 36%

Medical assistants help with essential administrative and clinical tasks that keep hospitals and clinics running smoothly. They update medical records, fill out insurance forms, handle billing and bookkeeping, and take patients' vital signs. Medical assistants make between $24,317 and $36,987 a year and can be trained on the job or through a short certification program.

3. Physical therapists and physical therapist assistants
Expected job growth: 33%

Physical therapists help people recover from injuries and prevent permanent physical disabilities. While becoming a physical therapist requires a master's degree, you can get certified as a physical therapist assistant in just two years and begin earning $44,762 to $61,139 a year right away.

4. Pharmacy technicians
Expected job growth: 32%

Pharmacy technicians help pharmacists provide medication to patients by preparing prescriptions, maintaining patient records, organizing insurance claim forms and stocking inventory of medications. Pharmacy technicians enter the field through on the job training, and typically make $30,085 to $40,285 a year.

5. Dental hygienists
Expected job growth: 31%

Dental hygienists clean teeth, look for oral disease and provide preventative care. Since they often work with the dentist during treatment, dental hygienists also have to be familiar with various instruments including ultrasonics, X-ray machines, and syringes. Dental hygienists must complete a two-year certification program before entering the field and they earn between $60,654 and $93,475.

6. Physician Assistants
Expected job growth: 30%

Physician assistants perform tasks typically performed by a doctor. They take medical histories, examine and treat patients, order and interpret laboratory tests and X-rays, make diagnoses and prescribe medications. They also treat minor injuries and may supervise technicians and assistants. This job requires a master's degree and brings a salary of $70,390 to $98,751.

7. Occupational Therapists
Expected job growth: 29%

Occupational therapists help people with mental or physical disabilities develop or recover the skills they need for work and daily living. Occupational therapists are required to earn a master's degree and make a salary of $64,402 to $88,664. However, if you are looking to get into the field more quickly and still make some money, consider getting a two-year certification as an occupational therapist assistant and making $43,337 to $59,404.

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Go Into Business for Yourself, Not the Tax Man

by Richard Barrington, VendorSeek.com


With unemployment rising, some people find their best option is to go into business for themselves. Thanks to today's technology and business practices, this has never been easier, and could represent a great opportunity. However, when you set up a modern, cutting-edge business, you need to take one old-time concern into account: taxes.

The corporate structure you choose when you set up a business can affect your personal and tax liability. Therefore, before you go into business, it is a good idea to have a conversation with a corporate tax specialist about some of the key issues that can affect which corporate structure is right for your business.

Setting up Shop

When it comes to setting up a new business, you may have everything you need at your fingertips. Anyone with business experience has had a chance to learn some of the keys to running a successful operation, and may also have an insight or two about what to do differently. Web design specialists and e-commerce solutions providers can set you up with a place of business on the Internet much more cheaply and easily than it would cost to rent office space. Credit card processing contractors can expedite the handling of receivables for you, and equipment leasing can lower the barrier to give you the physical tools your operation needs.

It's all so straightforward that it might be tempting to keep it simple and operate as a sole proprietorship. However, there are good reasons to consider a more formal corporate structure. Which kind of formal structure? That depends on the following issues:

1. Liability. Perhaps the foremost reason for setting up a formal corporate structure is to shield yourself from personal liability. If you don't feel your business practices could incur any liability, by all means operate as a sole proprietorship. In most cases though, you may find it better to have a separate corporate entity take on the liability for business operations.

2. Corporate procedures. While setting up a corporation can reduce your personal liability, it only works if you respect that corporation as a separate entity. You have to be willing to follow formal corporate procedures, and not simply treat the business as an extension of your personal affairs.

3. Property and equipment leasing opportunities. While you need to respect the separation between yourself and the corporate entity, that doesn't mean there can't be any dealings between the two. You may have the opportunity to lease property or equipment to the business, or even charge for services like Web design. The idea is to shift tax responsibility between you and the corporation according to which is more favorable. However, any such dealings have to be on terms that would make sense for an arm's length transaction.

4. Personal tax vs. corporate tax. The idea of shifting tax responsibility is based on one of the most fundamental benefits of a corporate structure. There are often differences between personal and corporate tax rates and accounting procedures. For example, corporate tax rates are often lower than personal tax rates. However, the commonly-used C-corporation structure can expose earnings to double taxation -- once at the corporate level and then again when earnings are distributed to shareholders.

5. Company growth rate. Structures such as limited liability companies and S-corporations are able to avoid double taxation by passing the tax liability directly through to the owners of the company. However, a fast-growing company that anticipates needing capital in the future may want to retain earnings for that purpose. In that case, a C-corporation structure may be better, because the tax rate on earnings is likely to be lower at the corporate level, and if earnings aren't distributed immediately, double-taxation can be avoided or postponed.

6. Company size. Regarding the S-corporation vs. C-corporation issue, size may be the deciding factor because S-corporations are limited to 75 shareholders.

7. Benefit plans. An important tax advantage of incorporation is the treatment of health and retirement benefits. Compared to an individual, a corporation may be able to deduct health insurance more readily and defer taxes on a larger amount of retirement savings.

8. State income tax. State taxes can vary for different corporate structures, so this is a location-specific factor you need to take into consideration.

Making the Choice

As the above issues suggest, the right choice of corporate structure for tax and other purposes is very much a function of conditions specific to your business. That's why there is no pat answer to the question of what is the "best" corporate structure, but knowing what the relevant issues are can help you find the best answer for your specific situation.

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10 Ways to Make Job-Hunting Your Full-Time Job

by Margaret Steen, for Yahoo! HotJobs


If you have been laid off, your new occupation is looking for work.

"It is a full-time job, probably the hardest one you'll every have," says Leslie G. Griffen, an HR consultant, career coach, and principal of The Griffen Group.

But once you have browsed the job ads and sent emails to your former colleagues, what do you do with the remaining seven hours of the day?

The answer "is going to really change depending on the person and their style," says Marianne Adoradio, a Silicon Valley recruiter and career counselor.

Experts offer this tips for filling your days -- and accelerating your job search:

1. Read industry magazines. You'll keep up on new developments in your field, and many contain job listings as well.

2. Create a list of companies where you'd like to work. Use your connections to make contact with people who work at them. You don't need to ask them directly for a job; just call them to "talk about what it's like to work there," Griffen says.

3. Branch out. Consider whether a hobby could lead to a new career, for example, or whether you should learn a new skill.

4. Contact recruiters and temporary agencies. Recruiters work for employers, not for job-hunters. Still, it's good for them to know your skills in case you're a good match for a job they're filling.

5. Keep in touch with friends, acquaintances and, colleagues. And don't stop after your initial contact.

"Jobs are obtained by staying in touch with people who will hear of opportunities over a six-month period of time," says Bill Gregory, a career counselor at Bastyr University in Seattle, who runs Healthy Careering workshops.

On the other hand, you don't want to become a pest. Remember one of the keys to effective networking: Don't make contact only to ask for help. Try to include something useful -- a link to an interesting article, perhaps, or an offer to help the reader in the future -- when you follow up.

6. Polish your online presence. Are you on LinkedIn? Facebook? Electronic networking can be helpful -- though be careful about putting party photos on a site you're using for job-hunting.

7. Join a group -- or several. Many job-hunters find meeting with other unemployed workers helpful for emotional and practical support. Attending professional association meetings can be even more beneficial, since you'll meet people who are working in your field.

"I'm big on going to group events where not everybody is unemployed," Adoradio said.

8. Take a class. You'll meet new people and learn new skills that you can talk about in your job interviews.

9. Volunteer. Even if it's not job-related, it can help keep your spirits up and lead to new connections. From a job-search perspective, though, it's even better if you can connect your volunteer work to your profession. Perhaps a nonprofit could use your technical skills. If you know friends who have their own businesses, Adoradio suggests offering to help them with work in your field.

10. Break out of your routine. Go to movies, art galleries, or concerts. Explore the outdoors. Doing something new can help you get inspired and perhaps even think about new job possibilities.

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Answering One of the Trickiest Interview Questions

by Kip Parent, Keirsey.com


"Tell me about yourself."

This seems like such an innocuous question, but many novice job candidates have a hard time giving an answer. Even experienced interviewees can sound like canned ads for the jobs they are interviewing for. Employers ask such open-ended questions so they can see how candidates will present their skills, abilities, and ambitions.

Four Common Errors

First, here are common pitfalls to avoid:

1. "True Confessions": Focus on positives. For example, if you're going to talk about why you are interested in this position, convey your enthusiasm for the new opportunities -- not that you are looking to get away from your current boss. Keep your interviewer's view of you in a positive light.

2. "Home and Personal Life": You are here to convey your skills as an employee. Disclosing personal information, such as how many children you have, won't get the right message across.

3. "The Commercial": Some people have read interviewing books or been trained by career counselors. They may give a 30-second commercial which shows their skills being tailored to the job needs. These often sound too canned and may be too limiting in showing the candidate's abilities.

4. "I'll Tell You Exactly What You Want to Hear": Remember that the interview process is one of finding a mutual fit. You'll avoid later problems by selling your true strengths and traits, not those you think the interviewer is looking for.

What Interviewers Want

Now that you know how not to answer the question, here is guidance on how to ace it.

The interviewer is looking to see how your skills and personality will fit into and help their organization. So a good starting place is to understand yourself and your personal strengths, and then be ready to tailor these traits as part of your answer. You can try the Keirsey Temperament Sorter (free online at www.keirsey.com) or the Myers Briggs Type Indicator to help understand your personal style.

Review your assessment and highlight areas that demonstrate skills you enjoy using. Write down verbs that show you in action and nouns that show qualities that you exhibit. Next, write down three adjectives that describe you. Then, think of a time when you solved a problem. Employers like to hire people who show initiative. Then organize these items into a 30-second "commercial."

Four Sample Answers

Here are four examples of each of four basic personality types using this information when talking with various interviewers:

Gina, an aspiring accountant, wanted to emphasize her organizational abilities, dedication, and timeliness. She answered, "Last summer I worked as an intern for XYZ Accounting. I was known for being thorough and accurate in my work. We were in a big rush to make a deadline and I noticed that one page was missing from the master I was copying. I let my boss know. We found it, and were able to get the pages in order and the report printed in time for his meeting. I'm sure that my attention to detail and to high-quality work will be an advantage for your company."

Brian was interviewing for a customer service position, and emphasized his versatility, fast response time, and energetic problem-solving abilities. He answered in this manner. "I've spent 10 years in customer service. People want solutions, and they want them quickly. I'm known as a guy who gets things done. One of our dealers had a customer interested in a luxury used sports car that needed a particular part. He'd had no luck through his usual channels and asked me for help. I made a few calls and the part was on its way to him from across the country in two hours. The sale went through. I'm really energized by solving problems for people."

Interviewing for a Manager of Employee Relations position in a large company, Inez emphasized her ability to work in teams and to coach others to success. Her answer: "This department requires knowledge of legal liability and requirements for businesses. Both employees and managers are uncomfortable with employee relations issues. Education of all parties given with a large dose of tact is necessary to keep problems to a minimum. In my last position we were able to forestall a potential lawsuit. One thing I particularly pride myself on was being able to solve issues of employee/supervisor mismatch. Helping them understand their roles, responsibilities, differences in strengths and weaknesses solved many problems. At times it was necessary to reassign the employee to a different manager so they could continue to be of value to the company. I'd like to bring my knowledge to serve this company."

Tony was applying for the Manager of Information Systems. He emphasized his ability to analyze systems and strategic issues and to create innovative and pragmatic solutions. He answered, "In general, people who are attracted to IT are self-educating problem solvers. But the rate of change and pressure on the staff can be so high that people get burned out. One of the innovations that I used at my last company was giving spot awards to individuals who volunteered to show new techniques to colleagues. Many people in IT concentrate on their own projects and don't pass information along and the spot awards have encouraged a more communicative environment. I'm now looking for a new challenge in a larger sized company and believe I would be a good fit for your needs."

In each case, the person answering the question gave a true picture of how he or she solved problems and brought value in their last situation. None portrayed themselves in a phony style. Each of them received a job offer.

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How To Find a Good Boss

by Marilyn Haight
hotjobs.yahoo.com


Whether you get hired for a new job, promoted, or reassigned to a new position, you will most likely have a new boss. Each time that happens, you must develop a new professional relationship with the person you rely on for direction, development, and future advancement. You need to quickly determine if this new boss is a good match for you and your career goals. But how can you tell? Try these five questions.

1. Does your boss showcase your work? If you're not sure, you could ask him, "What leadership opportunities will I have in my job?" If he says something like, "There's only one leader here -- me," you may have what I call a "Suppressor Boss." A boss who replies, "We're all leaders here; you'll be in charge of projects that need your expertise," will have no problem appreciating your role and contribution.

2. Does your boss solve problems? Try asking, "How should I escalate problems to you when I think you need to get involved?" If she insists you must solve your issue alone, then she could be a "Confounder Boss" who ignores problems, which makes them worse. A good boss might say, "Give me detailed examples; I'll determine the cause and work with managers at my level to correct the issues."

3. Does your boss let you complete your work? When in doubt, try asking him or her when you can start handling tasks from start to finish. If the answer is, "I'm a hands-on manager; we do everything as a team," you've got trouble. This is a "Player Boss" who does parts of your job he likes and leaves problems for you. If you hear, "Tell me when you think you're ready; I'll give you guidelines and be available only when you need me," you'll know your boss trusts your skills.

4. Does your boss listen to your suggestions? If not, tell her that when she cuts you off you wonder if she values your opinion. A reply like, "I have the final word," could mean she's a "Manipulator Boss." A good boss will say something like, "I'm sorry, I wasn't aware I was doing that. Please bring it to my attention next time it happens." A good boss always listens attentively.

5. Does your boss treat you and your co-workers equally? If you notice preferential treatment among your co-workers, try asking your boss, "What measurements will you use to evaluate my job performance?" If he says, "Every case is different; I use my judgment," he could be a "Dumbfounder Boss" who uses the wrong measures to evaluate job performance. A better answer, like, "Your work will be evaluated according to the documented standards we've already agreed upon," will signal your boss's fairness.

Listening skills, problem-solving, a sense of fairness, and an ability to trust are just some of the hallmarks of a good boss. A good employee will learn to spot and appreciate those attributes, and then move toward building a mutually successful relationship.

Marilyn Haight is the author of "Who's Afraid of the Big, Bad Boss? 13 Types and How to Survive Them" (available in the United States and soon to be released in China and Korea). Visit her Web site at bigbadboss.com for more workplace advice.

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Is Your Group Really a Team?

What You Need to Know to Be a Team Leader
by Gary S. Topchik


Teams are all the rage in the workplace today, and every organization I know speaks of the importance of teams. But just because a group of people work together does not necessarily make them a team. There are essential elements that identify teams, and nurturing them will help you become a good team leader.

Beyond the Buzz Word

Let's begin with a definition of what a team really is. Teams are groups of individuals who accomplish designated objectives by working interdependently, communicating effectively, and making decisions that impact their day to day work. So the first question to ask your self is, "How close does my team come to this definition?" If it doesn't measure up to the definition, then you are not really leading a team. You are probably managing a work group.

There is absolutely nothing wrong with a work group. A work group can achieve great results with your close supervision. The idea, however, in today's changing organization and our competitive global marketplace, is to develop teams that can work autonomously without your close direction and support.

In a team, members share decision-making and often build consensus, with two-way communication between manager and members. There are joint work assignments and accountability on both the individual and team levels.

In a work group, the manager is the decision-maker, and there is a one-way, top-down pattern of communication. Each member has individual work assignments, and each person is held accountable and appraised by the manager.

Three Measures: Team or Work Group?

Whether you operate as a work group or a team depends on three factors.

* The skill and motivational level of members. Skilled and motivated employees need to be able to make decisions on their own and communicate upwardly when they need to. This is a model for working as a team.
* The nature of the work. Some work situations do not call for members to make decisions together, nor is there a need for much two way communication among team members and their manager. But if there is a need for both, you have a team.
* The manager's belief that individuals can work autonomously and interdependently. This attitude is essential for today's workplace. When managers do not hold this belief, they will favor the work group over the team.

Five Keys to Team Spirit
In order to get a group of individuals to function as a team, five keys need to be present. Missing one of these keys can prevent a team from achieving full health.

* Clearly defined goals, roles, and responsibilities. Every team member needs to know what he or she is supposed to accomplish and how it fits in with what other team members do.
* Open and honest communication among all team members. Team members cannot hold back on any comments that will help the team grow and prosper.
* A supportive and knowledgeable team manager/leader. The team leader has to have the technical knowledge of what the team is doing, as well as be able to motivate and inspire the team.
* Decision-making authority for daily work. Members must be allowed to make decisions that impact their work products and services. When we give people ownership over what they are doing, they perform much better.
* Rewards and recognition for accomplishing goals. Without rewards and recognition, teams will not sustain high levels of performance. Members need ongoing reminders that their efforts are valued and appreciated.

Your Next Step
At your next team meeting, talk about these five keys of team spirit and ask your team to rate themselves on each one. Their answers will let you know if they see themselves as a work group or a team, and where their strengths and weaknesses are. It will make for a great discussion.

Gary S. Topchik is the managing partner of SilverStar Enterprises, a team building and leadership development consulting firm. Gary is the author of five books including his soon to be published, "The First-Time Manager's Guide to Team Building."

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The Four Most Common Networking Mistakes

by Caroline Levchuck
hotjobs.yahoo.com


Take a tip from Miss Manners: Etiquette is important.

And perhaps nowhere more so than at networking events.

You may already know that networking events are one of the best ways to find job leads and expand your Rolodex. But attending events is only half the battle. You also need to know how to behave at them.

If you talk too much, say too little or arrive unprepared, you can ruin your chances to leave with a job lead.

This Ain't No Party

Remember why you're here.

The purpose of a networking event is to help you advance professionally. It's a social event -- but a professional one. Think of it as a conference social or a business dinner.

The cardinal rule of networking events: Never get drunk. We all remember what happened to Melanie Griffith in "Working Girl."

You want the people you meet to remember you as capable, competent and polished -- not as the guy or gal who was wearing a lampshade on their head at the end of the evening.

Dress appropriately. Err on the side of conservative and choose an outfit you could wear to a job interview. Your attire should say, "I'm a professional," not "I'm a party girl (or boy)."

After all, you're not at a party.

Do Your Homework

Don't arrive at a networking event without a plan of attack.

First, find out which person or organization is sponsoring the event. Next, see if there will be speakers, presenters or any special guests in attendance. Last, make a list of people you expect to be there and want to meet.

Do a little research on each of them. A little knowledge goes a long way. If you know something about the people you approach, it's much easier to start a conversation -- and keep it going.

Pitch In

Don't forget to prepare your elevator pitch.

You'll need it to introduce yourself to people at a networking event.

An elevator pitch is brief -- brief enough to share during an elevator ride. In your pitch, give a three-minute summary of who you are, your experience and abilities.

Practice your pitch before the networking event so that it'll sound natural. Be confident, but not pushy. Remember, a networking event isn't a formal interview. And don't forget to smile.

Quality, Not Quantity

Focus on the quality, not quantity, of your connections at networking events. You'll get better results by making a few good connections than by handing out dozens of business cards indiscriminately.

And first impressions matter, so mind your manners.

Always stay focused on the person you are talking to and maintain eye contact. Don't scan the room trying to decide whom you'll talk to next.

Also, show interest in the people you meet. You can make a great impression by asking a few thoughtful questions. Above all, be genuine and sincere.

A strong professional network is based on relationships, and it takes time to build a relationship.

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The Right People Can Help You Find Your Calling

by Caroline Levchuck
hotjobs.yahoo.com


Finding the job you want isn't always easy. And, when you don't know what job you want, it can seem impossible.

What's a job seeker to do? You can spend hours doing research, along with some serious soul searching. But you may still come up blank.

There are people who can help. Some are pros; some you already know. But either way, they can assist you in answering the age-old question of what to do with your life.

Career Counselors

Career counselors can help you shape your career path, including find a job. They rely upon a host of resources, such as personality tests, expert knowledge and experience. If you're really confused, a good career counselor can help you explore many different career options.

There are career counselors for every stage of your career and every budget. School-based counselors offer career advice to students free of charge. Independent career counselors or consultants will often require you to pay an advance fee for a set number of sessions. Others won't limit the number of sessions and will work with you until you land a job.

The best way to find a skilled, dependable career counselor is by word of mouth. Ask people you trust for referrals. You can also screen a counselor through the Better Business Bureau before signing up at http://www.bbb.org.

Personal Coaches

Personal coaches can be very helpful to job seekers.

Coaches focus on helping people identify their values, dreams and goals. But, a word of warning: If you're looking for advice, career coaching might not be for you. A good coach won't tell you what he thinks you should be doing because he believes that, deep down, you already know. Simply put, coaches work to uncover existing knowledge -- and to eliminate self-doubt.

If you know someone who has visited a personal coach, ask for a referral. You can also consult the International Coaching Federation (http://www.coachfederation.org) for trained and certified coaches in your area. To help you find the right coach before making a commitment, most coaches will even offer a free, 30-minute phone session.

Mentors

People frequently find mentors in their workplaces to guide and nurture them in their present position and up the corporate ladder.

But, even if you don't have a job, you can still have a mentor.

Many colleges and alumni associations offer mentoring programs. You can also join a local business or professional association and inquire about a mentor program. Even if there isn't one, you may still find someone to mentor you informally.

Another idea is to find someone who works in a field that interests you. Set up an informational interview. If the two of you click, ask if you can e-mail or phone them from time to time with questions. If you're lucky, it may be the start of a mentoring relationship.

Friends and Family

Everyone you know probably has an opinion about what you should be doing in your career. Most times, we don't care to hear these opinions.

But, if you're stuck, it might not hurt to solicit opinions from friends and family members as to what career they think you should pursue. Likely, they know you well enough to know your strengths, weaknesses, likes and dislikes. They're probably also familiar enough with your past to know what you should avoid.

Ask direct and earnest questions, such as, "What do you think my strengths are?" and "Have you ever imagined me in a certain career?"
Your friends and family may dream bigger than you would ever dare.

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Why Structured Networking Works

by Caroline Levchuck
hotjobs.yahoo.com


Networking is a key part of a successful job search. It's also a hard skill to master. So job seekers often wonder "Where do I start?"

Structured networking groups may be the answer. With the help of facilitators, employed peers and career coaches, these organizations offer opportunities for members to connect and share job leads.

Plus, they help members learn to network skillfully and confidently.

A Little Structure Goes a Long Way

Networking requires that you step outside your comfort zone -- and act confidently there.

The appeal of structured networking groups is just that, structure. Meeting new people and building relationships are easier in a formal program.

Structured networking groups teach networking techniques in a safe, non-threatening forum. After you've practiced and honed your skills, you're then able to network without fear or anxiety.

The Elevator Pitch and Other Techniques

The format of structured networking events varies. Usually a structured networking group offers both informal gatherings as well as programs run by career coaches or facilitators.

One common program teaches job seekers to create an "elevator pitch." An elevator pitch is a short summary of your background and skills. It should be concise, confident and brief enough that you could share it with someone during an elevator ride.

As new members develop their pitches, coaches and more seasoned members of the group will give feedback and offer suggestions.

Structured networking groups also usually offer lectures and sessions to provide support. And members are expected to help one another by sharing contacts whenever possible.

1-2-3 Contacts?

The goal of structured networking is to gain useful professional contacts. However, don't expect to attend a few events and go home with an address book full of job leads.

New members must be patient.

Organizations stress that strong relationships form over time. Each individual has to earn the respect and trust of the other members before asking them for contacts or referrals.

The Price You'll Pay

Many structured networking organizations charge membership fees or fees to attend specific events. Some groups offer discounts to individuals depending on their financial situation.

Groups are usually categorized by profession, income or geography. You'll have to do some research to find the group that's right for you.

If you feel uncomfortable about paying for a group's services, trust your instincts. Before you pay to join a group or attend events, check the Better Business Bureau: http://www.bbb.org

If you don't want to pay to join an organization, or can't afford to, consider starting your own networking group.

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How to Change Careers Part 3: Making the Change

by Caroline Levchuck
hotjobs.yahoo.com


So you've identified the new career that's right for you. Now you need to start making the switch.

In the third part of our series on changing careers, Richard Bolles, the author of "What Color Is Your Parachute? 2003: A Practical Manual for Job-Hunters and Career-Changers," offers strategies for starting a career change.

Bolles advises talking to at least five people who are successful in the field you want to pursue.

"There are four simple questions you need to ask [these people]," said Bolles in an interview with Yahoo! HotJobs.

Once you've gotten answers to these questions, you're on your way.

The Best of Times

When talking to someone in your desired industry, the first question a career changer should ask is "What do you like best about your job?", advised Bolles.

This question serves two purposes.

First, you learn about the rewards and advantages of the job.

Second, you have an opportunity to become familiar with the industry vocabulary. People will speak enthusiastically about their job's rewards, and you can pick up essential jargon by listening.

The information you collect here becomes especially helpful for future job interviews.

"If you've [spoken to] enough people, you start to speak the language they speak. When you go for an interview for a job, you speak as an insider instead of an outsider," said Bolles.

The Worst of Times

The second question that a career changer should ask someone in their target industry is "What do you like least about your job?," advised Bolles.

"You can find out where the land mines are hidden," said Bolles.

This question helps you identify the job's challenges and anticipate potential pitfalls. It will also help you maintain realistic expectations. For example, you might discover that a job involves more administrative work than you'd like, or that it requires more travel than you're willing to do.

"That's where the revelations come from," said Bolles.

Getting Out of the Gate

The third question that a career changer should ask someone in their desired industry is "How did you get into this [field]?," recommended Bolles.

"That's where the fascinating stories lie," said Bolles.

These stories give you essential insight into the career-change process.

"[They] are useful because they can give you new ideas on how to break into a field, as well as give you encouragement that it IS possible," said Bolles.

You might mistakenly believe that you need a degree or special knowledge to be successful in your chosen field. But you can learn that there are many different ways to get started, said Bolles.

Referrals

The fourth question that a career changer should ask someone in their target industry is "Can you suggest any other people I can talk to in the field?," advised Bolles.

"Most likely they do know people [in the industry]," said Bolles.

Bolles recommended that you ask the person if they will call the referral in advance for you.

"[An advance call] often kicks open a door that might be shut. It's [the referral's] friend who's called for you, instead of a stranger. That's how you get in the door," said Bolles.

If your referrer won't or can't make the initial contact, ask if you can mention their name when contacting the referral.

Always try to get the names of at least two referrals for informational interviews. And always send a thank-you note to everyone who was kind enough to meet with you.

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Documenting Your Job Search

by Caroline Levchuck
hotjobs.yahoo.com


An integral part of any successful job search is keeping track of the details. How often are you sending out resumes? How much time do you spend networking? Have you followed up on every lead? Which contacts have you called? Can you even remember how many jobs you've applied to?

Documenting your job search offers an opportunity to stay organized, analyze your search skills, spot search patterns and, most importantly, stop repeating the same mistakes. And the best part is you can start right now.

Why Do It?

Intense job hunting can feel chaotic at times. You're sending out tons of resumes, making lots of contacts, attending networking events and going out on interviews. Then, the phone rings and you have no idea who's on the other end of the line.

Diligently documenting your search gives you a quick reference guide you can use to refresh your memory when you need it most. Instead of stammering, you can instantly refer to your documents, project a professional demeanor and increase your likelihood of getting a job.

The 411

Your documentation should be comprehensive and clean. Keep a list of contacts with detailed information about each individual and the dates you connected with them.

Also, keep a list of the companies to which you've sent resumes, the names of any recruiters you've spoken with at the company and notes on your conversations. It is also helpful to clip or print the corresponding help-wanted listing as well.

After an interview or networking event, go home and write down your thoughts. Pinpoint positive and negative aspects. Where did you falter? Where did you shine? When and how did you follow-up? What was the outcome? These questions and their answers are key in analyzing your search.

Just Do It

Don't worry too much about the format with which you document your search; just do whatever works for you. You'll be more likely to keep doing it if the method melds with your personal style.

Some people prefer to keep a handwritten journal, three-ring binder or planner while others are more inclined to use the computer.

What matters most is that the information helps you be better prepared when opportunity knocks. Or calls.

What You Learn

Once you've been documenting your search for a few weeks, review your notes. They should reveal emerging trends and patterns from week to week.

Ask yourself: What's working? What isn't? When were you most productive? Where could you change your strategy? What other types of search methods could you implement and which ones should be shelved for a while?

By analyzing your search, you can easily identify where there's room for improvement. Your documentation is also evidence of how hard you've been working to find a job.

Job Info , Jobs Sources , Career Opportunity

Films to Fuel Your Job Search

by Caroline Levchuck
hotjobs.yahoo.com


Whatever your situation, there's a movie that fits. From landing your first job to changing careers to surviving the office from "9 to 5," it's all been captured on film.

Welcome to the Jungle

Going from the classroom to the boardroom can be a shock to your system.

Check out these flicks for advice and inspiration on how to make a minor league job your launching pad to the majors.

"How to Succeed in Business Without Really Trying" (1967)
You may want to pick up a self-help book after watching this classic film. J. Pierpont Finch (Robert Morse) makes a meteoric rise from window-washer to vice president of the Worldwide Wicket Company thanks to unscrupulous advice in a how-to book. Word to the wise: Don't believe everything you read.

"Reality Bites" (1993)
Budding filmmaker Lelaina (Winona Ryder) and her three Gen X friends find that college didn't necessarily prepare them for the perils of corporate America. A must-view when you're scared of selling out or surrounded by slackers.

"Secret of My Success" (1987)
There's always room at the top, particularly when you invent a position there for yourself. Hey, it worked for Brantley Foster (Michael J. Fox). He goes from mailroom clerk to whiz kid executive, thanks to a vivid imagination, some quick changes and lots of close calls.

"Wall Street" (1987)
If you think greed is good, visit Wall Street. Bud Fox (Charlie Sheen), burgeoning big-time broker, aims high and lands the biggest client of his life. But hapless Fox lets his lust for money compromise his values, relationship with his family and stature as a law-abiding citizen. Let it be a lesson.

Changing Channels

Changing careers can seem like risky business. Dispel your hesitations and find inspiration in these big-screen switches.

"Daddy Day Care" (2003)
If you've ever dreamed of opening a home-based business, you need to see this movie. Laid-off executive Charlie Hinton (Eddie Murphy) opens a home day-care facility and at first it seems that father knows anything but best. But with some hard work, Hinton and his buddies manage to make being a kid fun again.

"Mr. Smith Goes to Washington" (1939)
Average Joe Jefferson Smith (James Stewart) relishes his new job as a Washington senator. But the former scout leader soon learns he's merely a patsy and political pawn. Refusing to compromise his integrity, Smith uses his new career to change politics for the better.

"Patch Adams" (1998)
Hunter "Patch" Adams (Robin Williams) goes from psychiatric patient to M.D. in this fact-based film about self-discovery and determination. It's not all fun and games as Adams tries to infuse humor into patient care, but he ultimately proves his point that laughter really is the best medicine.

"Private Benjamin" (1980)
Judy Benjamin (Goldie Hawn) is trying to be all she can be. But for this "spoiled little rich girl", the Army isn't all she thought it would be. Against all odds, Benjamin finds she relishes fatigues over furs and discovers that the only man in her life is Uncle Sam.

The Daily Grind

Sometimes the biggest stumbling block in your career is simply surviving your current job. Take some survival tips -- and a few chuckles -- from the plights of these office workers.

"9 to 5" (1980)
Never underestimate the power of three: Doralee (Dolly Parton), Judy (Jane Fonda) and Violet (Lily Tomlin), coworkers who toil under the watchful eye of the evil Frank Hart (Dabney Coleman). After seeing how this trio teams up to turn life around at Consolidated, just imagine how you could change your company's culture.

"Clerks" (1994)
This cult classic tracks a day in the life of Dante (Brian O'Halloran) and Randal (Jeff Anderson), two convenience and video store clerks going nowhere fast. If you're having an "I'm not even supposed to BE here" day, this flick will help you deal.

"Clockwatchers" (1998)
You have to know when it's time to stop watching the clock and start acting. Temps Iris (Toni Collette), Margaret (Parker Posey), Paula (Lisa Kudrow) and Jane (Alanna Ubach) band together to fight inhumane treatment from managementin this dark comedy. Welcome to the world of "temporary insanity."

"Office Space" (1999)
Hasn't everyone wondered what would happen if they just stopped showing up for work? When Peter Gibbons (Ron Livingston) does, he not only continues to get paid, he also gets a promotion -- proving it really is a mad, mad, mad, mad corporate world.

Making It Big Time

Are you ready to reach for the stars?

Don't wait for divine career intervention or inspiration. Just do it.

After all, it worked for the characters in these "dreamy" flicks.

"All the President's Men" (1976)
"Washington Post" reporters Bob Woodward (Robert Redford) and Carl Bernstein (Dustin Hoffman) know they've got a big story in Watergate. Unfortunately, they're the only ones who seem to know it. This story of dogged determination can help you stay the course when times get tough.

"Flashdance" (1983)
If you're ready to "take your passion and make it happen," this film will help you get in touch with your inner "maniac." A welder-by-day/dancer-by-night with big dreams, Alex (Jennifer Beals) can show you what a feeling it is to fight your fears.

"Jerry Maguire" (1996)
When you've walked away from a sure thing armed with only your principles, it helps to have what sports agent Jerry Maguire (Tom Cruise) had: Relentless drive and someone who believed in him. And we're not talking about Rod Tidwell (Cuba Gooding Jr.).

"Working Girl" (1988)
Whether your stumbling block to success is big hair or a bad local accent, Tess McGill (Melanie Griffith) shows the tenacity it takes to answer when opportunity knocks. Sure, she gets knocked around. But in the end, she gets a corner office on Wall Street -- and Harrison Ford.

Job Info , Jobs Sources , Career Opportunity

Get the Facts on a Potential Employer

by Caroline Levchuck
hotjobs.yahoo.com


Salary and benefits are only a small part of the big picture when considering a job offer.

You need to think about much more than just compensation. You should learn about a company's culture, financial position and reputation so you can make an informed decision.

With a little research and the right questions, doing your due diligence can be easy.

The Invisible Office

A company's culture can be hard to pin down. It's essentially the way people in a company work -- and work together. Company culture often dictates how people interact with one another, what type of hours they work and their attire.

To get a sense of company culture during your interview, pay attention to workers' demeanor and dress. Ask questions such as "How are decisions made?" and "Does the company emphasize working in teams or individually?"

You can also ask about the company's values. And don't forget to inquire of your interviewers how they would describe the company and what their experiences working there have been like.

Last, visit the company's Web site for a description of its culture or a mission statement that reflects its "personality."

Getting There, Being There

Never underestimate how much your commute and your workspace can affect your happiness when considering a potential employer.

Your commute is a key part of your workday, so you want to know what to expect. Make a trial run of your commute, and do it during rush hour.

Also, during your interview, take note of the building, its surrounding area and your potential workspace. Is the company in a large campus or a small building? Will you be working in a cubicle, an office or an open room? Does the company have a cafeteria, or can you easily go out to get lunch? All of these factors will contribute to your job satisfaction.

Built to Last?

A company's financial future is a crucial factor in your decision to accept a job offer. You need to know that a company is stable and that its odds for longevity are good.

You can find out about a company's financial position on Yahoo! Finance. There you can read a company profile, see the latest company news, review recent financial reports and track the stock (of public companies).

If you're considering a job at a public company, you should also review its most recent annual report.

Word on the Street

Your employer's reputation can affect not only how you feel about your job, but also your job security and future career prospects.

Do some research on a prospective employer's reputation. Find out how well regarded it is within its industry. You can also look into whether it has a code of ethics and, if so, what the code says.

You may also want to research its corporate philanthropy, political connections, company-sponsored foundations and environmental impact.

Ask yourself "Will being associated with this company help my future career prospects?" and "Will I be proud to work there?"

If the answer is yes, then this employer may be the one for you.


Job Info , Jobs Sources , Career Opportunity