Florida Executive Search United States

Author: Melani Ward

Looking for a job has to be one of the most humbling and often exhausting experiences we go through. It is estimated that the average person goes through 5 career changes in a lifetime - not just a job change, but a career change. In addition, the average job search for a professional or manager is three to six months. That is a lot of transition and a lot of time trying to perfect the job search process. So, I have complied what I have learned are the 5 keys to finding the right job for you. Note that this

is a comprehensive program and that addressing only one key is likely to land you either in front of your TV indefinitely or firmly planted in your office chair staring out the window as life slowly passes you by.

Key #1 - Discover your Life Purpose.

Yes, this does sound like a tall order but this is your job we are talking about. Don’t you want to spend your days doing something you love and doing something that fits with who you are? As a career coach, I find that the most fulfilling aspect of my job is coaching people to unite who they are with what they do. When these two forces come together, the results can be astounding. Many people go to work each day wishing they were doing something else, feeling unfulfilled, and feeling as though they are not reaching the level of success they are capable of. All of those feelings can be traced back to the idea of life purpose and the importance of finding a way to fulfill it through your work. The clearer people are about their life purpose, the more likely they are to experience success and fulfillment in their lives.

So the question becomes, how does one discover their life purpose? There are many books and programs that can guide you in the process but for a short exercise Marcia Bench, founder and director of Career Coach Institute, offers 10 clues to discovering your life purpose.

1. What do you love to do, whether in your spare time or at a work?

2. What parts of your present job or life activities do you thoroughly enjoy?

3. What do you naturally do well?

4. What are your ten greatest successes to date (in your eyes)?

5. Is there a cause about which you feel passionate?

6. What are the 10 most important lessons you have learned in your life?

7. Are there some issues or perceived problems that have occurred over and over again for you?

8. What do you daydream about doing?

9. Imagine you are writing your epitaph. What things do you want to be remembered for at the end of your life?

10. What would you do if you knew you could not fail?

The clues take time to answer and though they may not tell you exactly what you should do in your next job, if you are true to yourself in answering them, it is very likely that you will discover one or two themes emerging and the exercise will provide you with a bit of insight before you take your next career step. This exercise continues on from where many interest inventories leave off. Interest inventories, forced choice assessments where you choose between 2-4 job functions or situational desires, give you possible job options to fit your type. They are decent starting points; but, they often miss one critical factor. What is it you like to do? You may be really good at organizing and you may have a lot of experience doing something but you may absolutely hate it. Doing an exercise such as answering the questions above will give you a much more holistic perspective and it will allow you to get in touch with who you really are and where your passion lies.

Author: Firoj Khan

There are numerous reasons for employment history verification being important, not the least being false information provided by applicants in their resumes. Employers are morally and legally obliged to safeguard their existing employees from inconvenience and harm, that may be caused due to employment of unsuitable candidates. Therefore the process of employment verification should be designed to identify falsehoods.

Dates of employment, positions held and job responsibilities are some information that are commonly misrepresented. In some cases, applicants even go to the extent of adding fictitious employers. But why do applicants feel the necessity to fabricate their resumes? A typical reason is to hide dismissal for inappropriate behavior, violence at workplace or theft. Sometimes applicants falsify information with an intention to hide periods of unemployment which may be caused due to reason such as imprisonment. Also, applicants exaggerate their employment description if the job offer requires a certain level of managerial experience or seniority. There are sundry reasons which may compel applicants to furnish rigged information.

Applicants often claim that the job change is deliberate and triggered by change in address or for career advancements. These claims are made to hide incorrect information provided in their resumes. In view of this, a thorough employment verification is mandated. It is done with the sole purpose of detecting fraudulent claims and prevent negligent hiring decisions.

An effective employment history verification is vital to ensure that the employer is not held guilty for negligent hiring, in the event of hired employee causing harm to current employees or anyone else in the workplace. Such an occurrence would demonstrate that effective employee screening was not conducted because employment screening would have helped in foreseeing problems. This insight would have helped in eliminating the troublemakers. The employer could be held liable for damages and such financial implications are known to ruin companies and entrepreneurs.

The standards for employment history verification is set by the Fair Credit Reporting Act (FCRA). Employment screening reports are deemed as a consumer reports and prepared by consumer reporting agency (CRA) – a business that prepares such reports for other businesses. Employers are legally obliged to get written consent from applicants before procuring a screening report for employment purposes. If an employer decides against employing you on the basis of the report, then they must give you a pre-adverse action disclosure. The disclosure would be accompanied by a copy of the report and a copy of your rights. This would be followed by a notice stating their decision, the name of the consumer reporting agency and information pertaining to your right to dispute the report. It is imperative that the employers are aware of these guidelines to ensure full compliance.

By Heather Eagar

A sample job acceptance letter should be kept on the computer of job seekers to be customized for a new situation and used when it is needed. A job seeker should also know how to use it, and when to use it. With that in mind, a sample letter follows.

Date

Name of Hiring Manager

Company

Address

City

Zip

Dear Hiring Manager’s name,

It is with great enthusiasm that I accept your offer for employment with Xyz Company. I look forward to a long and mutually profitable relationship, and will do my best to live up to the faith that you have shown in me through your decision to invite me to become a part of the team here at Xyz.

I’m excited about the prospect of contributing to the great success the company has had and look forward to this opportunity. You will recall that my experience includes sales, marketing and business management. I’m sure my skills will translate well to the excellent environment at Xyz.

Again, I thank you for your time, for the confidence you’ve placed in me, and for this wonderful opportunity to join the team.

Sincerely,

John Doe

You’ll notice that this sample letter is short and to the point. It thanks the person who did the hiring without being sloppy or overly sentimental. It also congratulates the hiring manager on making a wise decision and choosing the right person, but in a way that is matter of fact, and does not seem like bragging.

It is always a good idea to keep your acceptance letter based on factual, short, precise, and a bit formal. You are in the early stages of the work relationship you are forming at this new company, and want to put your best foot forward. This letter will help you do that. You’ll probably be excited and nervous after being accepted for the new position, and writing a sample letter before you are hired will allow you to do your writing with a clear mind, undistracted by concerns about what you will wear that day, or anything that came up in the conversation. Using a letter like this is an example of doing your homework and being a smart job seeker. In fact, you should also keep a sample cover letter, sample follow up letter, and a sample thank you letter for after the interview in your documents folder of your computer, ready to customize as the need arises.

Smart job seekers do everything they can to present themselves in the best possible light. That extra effort is what makes the difference between a low paying job with little satisfaction and a well paying start at a new career.

The resume is a skillfully designed summary that provides information about your education, work experience and other qualifications that are pertinent to prospective employers. Your resume should not be an all inclusive biography, but should select and highlight your background and achievements in such a way that it will generate job interviews. Although a quality resume will not guarantee the work of your dreams, it will dramatically increase the odds that you will be considered.
The resume is your:

• Calling card

• Door opener

• Statement of competencies

In business terms, the resume is a marketing brochure featuring you as the product. Just like any other marketing literature, it must clarify to the buyer the “features and functions” you are offering and the benefits you provide.
What Kind of Resume Do I Need?

The two primary styles of resume are the chronological and functional. In addition, we will be looking at customizing your resume under certain circumstances.
The chart below illustrates the differences between the two styles of resume. Examples of each type are included in the Index of Resources.

CHRONOLOGICAL

• Most widely used and accepted Emphasizes employment history

• Lists positions in reverse chronological order with no gaps in time

• Highlights position titles, company, skills, responsibilities, accomplishments

• Effective when seeking position or skill use in same or similar field

• Demonstrates stability and track record of accomplishments

FUNCTIONAL

• Emphasizes skills and knowledge, current or past, in or out of your career

• De-emphasizes chronology, minimizes gaps in time

• Focuses on business functions, range of accomplishments

• Effective when changing careers or for those with a diverse work history

• Demonstrates skills relevant to your work objective

There will be times when you will be unable to reach your contact. Although voice mail systems are being used more and more within companies, many times an assistant or receptionist will be your first point of contact. The role of an assistant or receptionist is:

• Protect the manager by screening unwanted calls.
• Save time and energy.
• Prevent unnecessary work interruptions.

Here are two techniques that have high success rates:

1. Call early or late (or during coffee breaks) when the assistant might not be there (and the contact will).

2. Take steps to build a cooperative, friendly relationship with the screener.
Build a Cooperative Relationship with the receptionist or assistant
When a receptionist or assistant shields the person you are trying to reach, take these steps to build a relationship with him or her.

• Introduce yourself, say your name clearly and spell it, if necessary.

• Use the name of your referral and tell the screener that your referral suggested you talk to the contact.

• Ask the assistant or receptionist for his or her name and use the name each time you call.

• Treat the assistant or receptionist with dignity and respect, without being evasive or condescending; this person is your “helper”.

• If you cannot establish contact with your target after several attempts, ask the assistant when would be the best time for you to try the call again.

• Avoid leaving a message. You are better able to maintain control of the situation by calling at another time.

• Each time you call, maintain a friendly tone. By now the receptionist or assistant may be your new best friend.

• If possible, try to arrange an appointment directly through the assistant.

• Always remember to thank the assistant for his or her help.

• VISIT WWW.FLORIDAEXECUTIVESEARCH.COM

It does not matter whether your company calls it a “mass layoff”, “reductions-in-force”, “position elimination”, “downsizing”, “outsourcing”, “restructuring”, or some other euphemism for having your employment terminated with only two hours notice. You are informed that ‘today will be your last day of work and pack up your personal belongings in your office’. Yes, this is a stressful time and a sad chapter of your life, but having your employment terminated by your company could be the best for you and your career. The good news is that you are not alone as millions of people leave jobs for other ones every year.

The bad news is that millions of Americans who are offered a severance package, a retirement package, or a buyout offer from companies leave dollars, benefits, and many other incentives on the table as they walk out a company’s doors. Most people don’t realize they can negotiate for extended pay, more benefits and other terms of their employment departure. Employees also are too quick to sign the release agreements and leave their companies, focusing primarily on the severance pay and overlooking key areas of their packages.

Severance Pay Mistake #1

“There is no law which requires a severance pay”. True, but then why do all companies pay a severance?

There is no law which states that severance pay must be provided, but all companies provide severance pay because the alternative is far more cost effective. Keep reading…

Severance Pay Mistake #2

“I’m an at-will employee so I cannot get severance pay”.

At-will employment simply means that you are employed for an unstated duration, not a fixed period of time. It means you can leave at any time, and, your employer can terminate your employment at anytime, but a termination must be for legal reasons and a layoff must be performed legally! Being in an at-will employment state, or having an at-will employment contract, does not mean you cannot obtain severance-pay and a great severance package because you have leverage…

Severance Pay Mistake #3

“I have no leverage to get severance pay and I don’t want to ‘burn bridges’ with my company”.

Whether you were fired for poor performance, laid off, outsourced, or you have resigned, your employing company is fearful of negative publicity, complaints from former employees to board members, the possibility of being sued and the disruptive time and expense of litigation, and anyone speaking ill of the company. Companies want you to go away quietly and stop any possible controversy. All companies expect to negotiate severance packages in exchange for a Separation and Release Agreement, so you will be leaving not only on ‘good terms’, but also on your own terms!

Severance Pay Mistake #4

“My company is bankrupt or is being acquired, so no severance pay”.

Most severance packages are provided when companies have no money, file bankruptcy, or simply cut costs through layoffs. In fact, severance packages provided during these unfortunate events are usually more generous.

Severance Pay Mistake #5

“My severance package is not negotiable and must be signed right away”.

Human Resources and your boss will push you to take the check they’ve already cut and sign a release agreement right away. Don’t do it as no employment situation is ‘take it or leave it’. Tell them you need to think this situation over. They will not, and cannot, withdraw the severance offer-even if you ask for more! In fact, there are federal laws which require them to give you three weeks or up to 60 days to consider the agreement-more than enough time to negotiate a better severance package.

Severance Pay Mistake #6

“I can negotiate a severance package by myself”.

People who do this always underestimate their own value, what their company has in the past provided to others, and, what their company will provide for them in a severance package. In addition, they leave out compensation, benefits and legal protections which can be negotiated and should be included in all severance packages.

Severance Pay Mistake #7

“I can review and understand the legal language within the Separation and Release of Claims Agreement my company wants me to sign in exchange for my severance package.”

All Separation and Release Agreements state that you should consult with an attorney and have the attorney review the release of rights prior to signing it. This is for your protection, as you may not understand or even see the hidden restrictive covenants within the separation/release agreement and within your original employment agreement. An experienced Employment Attorney with a Human Resources background is best qualified to review a separation/release agreement, not your family or business contracts attorney.

Severance Pay Mistake #8

“I will hire an attorney to represent me”.

Severance pay packages are created and implemented by your friendly Human Resources Department. But, if you hire an attorney to represent you to negotiate a severance deal, your friendly HR Department MUST, and will, turn you and your attorney over to its corporate Legal Department and its attorneys. You will have a tough time negotiating a severance as corporate attorneys always take a tough stance against opposing attorneys. Your matter will be legally escalated into a battle of attorneys. And, it’s another story if you launch a lawsuit. The best severance deals come from HR departments.

To avoid these mistakes, you need both legal AND human resources experts on your side to assist you in getting the best severance package!
Get what you’re worth,
Get what you’ve earned,
Get what you’re legally entitled to receive,
Get Career Protection-Your advantage in employment negotiations.

Author: Laura SmithProulx

Today’s job hunter faces an increasingly confusing myriad of choices about how to find that next opportunity, from where to search for job openings, to how to create an effective resume or even where to use it. However, there’s one mainstay of the job market that can pay off in huge dividends for both employers and job seekers: using a recruiter.

While most professionals are aware that recruiters work to fill openings from their client companies, few fully understand exactly how the process works.

Professionals who want to use recruiters as part of their job search strategy should understand a few key points, according to Audrey Spencer of ACBS Resource Management, Inc. A recruiter who specializes in locating candidates suitable for overseas positions, Spencer notes that one of the biggest point of confusion centers around the recruiter’s loyalty to the client company over that of the candidate.

“People often think a recruiter is working for them, and will say ‘That recruiter didn’t do anything for me.’ That’s when I ask - what did YOU pay the recruiter?” Spencer says. A core fact of the relationship, she notes, is that the recruiter is directly fulfilling the needs of the client company-which is also the organization that pays the recruiter’s fees.

For this reason, she says, you will find some recruiters may not respond unless a resume is a good fit for the job orders on that recruiter’s desk. Her recommendation? Remember that you are your own headhunter and should always put down as much information about your skills as possible. Have a friend or spouse read your resume to see if they can then describe your achievements in detail. If not, it’s time to revise it.

In addition, she notes, recruiters often look for very specific skills per client request. As an example, Spencer points to her client’s strict requirements for junior-level accountants who are finishing CPA certifications, willing to make a two-year commitment for placement in Bermuda, and meet immigration requirements, with an added plus for those with Sarbanes-Oxley experience.

Spencer offered five additional tips on recruiter interaction for job seekers, including:

1 - Remember professional courtesy. When you work with a recruiter, be responsive, returning phone calls in a timely manner, even if it’s only to state that you’re not interested in the position.

Spencer says that you may run across situations where the same recruiter will have a plum job that fits your qualifications in a matter of months-and they will remember your professionalism when it comes to approaching you again. “Recruiters have very long memories,” she says.

In addition, staying in touch over time, perhaps sending a brief communication every few months, can let the recruiter know that you are still in the game while maintaining your network. Don’t forget to ask the recruiter if you can pass along his or her name to other qualified candidates.

2 - Know the difference between retained search and contingency recruiting. Retained search arrangements are established so that the recruiter can work exclusively on that search for the client, where a contingency recruiter is not exclusive to a search, and the client can be working with more than one recruiter. Contingency recruiters, she says, tend to have a higher volume of job orders as well.

Retained recruiters make an estimate of the fee, and bill for a portion of the fee to initiate the engagement from the client. Typically, Spencer says, companies that are looking for very senior-level executives will use retained search consultants or recruiters.

Remember, too, that when it comes to fees for either contingency or retained searches, neither recruiters nor consultants will accept fees from individuals that are looking for jobs.

3 - Target your resume to the job opening. A general resume, she says, doesn’t tell the recruiter enough about you for them to see a match between your background and the client company’s needs.

“If a recruiter asks you to add some information to your resume, listen well,” Spencer says, clarifying that there are often years of perspective behind this advice, and recruiters tend to know what employers are looking for.

4 - Remember that what you say online can travel-and fast. Be careful how your opinions are presented, both online and off. Spencer says she has seen blog postings where currently employed professionals ask how to find a contact inside another company.

Don’t assume your employer isn’t reading what you post, she cautions, and be aware of who might be reading the blog, as it is open to many people. She notes that recruiters, in particular, tend to keep in touch with each other and compare notes frequently.

5 - Not all recruiters have access to all jobs. “Just because a company in your area has a job opening doesn’t mean that all recruiters are working with them,” Spencer says. Clients often have a preference for recruiters that they may have worked with in the past.

Author: Charles Moldenhauer

The more you know about the job search marketplace the smarter you will be in writing your resume and building a successful job campaign. Take this quick quiz for a better understanding of the job search process, the marketplace and what you need to do to be competitive.

Resume - Job Hunt IQ Quiz

1. The average tenure for a professional
manager (in years) is:

3 5 7 10

2. The corporate resource manager (HR) gets

how many resumes per day per job listing?

10 20 40 50

3. The best places for posting your resume

are the largest sites.

True or False?

4. Never do a one page resume because longer

is better.

True or False?

5. Include your career details so you attract interest

and get invited to move to the next round of

evaluations or interviews. True or False?

6. Focus only on your resume as it is the most

powerful marketing tool and perhaps the only

tool you will need in your job search program.

True or False?

7. In the experience section of your resume

list accomplishments and results in addition to

listing your duties and responsibilities.

True or False?

8. In an interview it is more important to focus

on what the company can provide you rather than

what you can do for the company.

True or False?

9. If you have a personal website you do not need

a hard copy of your resume as you can send everyone

directly to your site.

True or False?

10. Internet groups may be growing but they are not

helpful for job searching, so put all your time into the resume

and bio.
True or False?

Calculate your score using the guide below. Keep in mind that not only has the job market changed in terms of opportunities, but also the role of the resume, bio, cover letter and Internet presence.

This brief quiz is just the start. You are ready to begin planning a strategy only after you have a complete understanding of the current market. Then after you have a strategy, you are in a position to start developing your marketing weapons.

The author, Charles Moldenhauer, Executive Job Coach, coaches managers, professionals and executives to find the right job sooner. For more helpful tips go to his website: http://www.executivejobcoach

Ask the author, Charles Moldenhauer, via email at:executivejobcoach@gmail.com

Score 1 point for each correct answer.
1. 3 (2.9 years according to U.S. Bureau of Labor Statistics);

2. 50 per job per day;

3. False. (Several small sites are more specialized and should give you better results);

4. False (Professional resumes usually are 2 to 3 pages);

5. True (Include enough details so you get invited to interview);

6. False. (The broadcast letter may be more powerful as are the other marketing components which should be used to match the situation.);

7. True (You must include accomplishments and results);

8. False. (Focus on what you can do for them);

9. False. (You need both and always arrive with a printed resume and never assume someone will open your electronic version,);

10. False. (If they focus on your interests and job activity in your area they can be very helpful so explore them)

Author: Natalie Aranda

With hundreds of students graduating from college each and every year, it is important to keep yourself up to date with skills that are needed in the workplace. Fortunately, no matter what industry you are in, career training can put you on a path to success. With thousands of opportunities online and offline, training and development is the way to go.

For most people, successful career development training begins when you’re in college. These training and development courses are designed to help students recognize their potential and give them an extra push into the employment world. Since many students are confused with what jobs are the right fit for them, these courses could provide an insight. Generally, career training programs breakdown the skills needed to climb the professional ladder. For instance, if you were a student and wanted to become a computer programmer, a course would specify the mindset needed to succeed in such a market. Usually this would also include basic tutorials on programs, and time management training. Time management training will help you organize every aspect of your professional life. For instance, most programs teach you the essentials of keeping lists and writing every part of your schedule down. After all, if you don’t learn time management, you will never get very far in life. These are tools you can not only use in the work place, but also in your personal life.

If you are out of school and are currently working within the industry, it is still important to become involved in career training. Many companies now hire training and development professionals who will teach employees the newest programs and skills needed in their specific market. It is important to stay ahead, especially when you are competing for the top spot with other companies. For those who do not have the luxury of learning career training through their means of employment, online programs offer career training courses. Fortunately, these courses are all legit and result in certification. Although these alternatives may be expensive, they will get you to a higher position in the long run.

No matter what type of career training you are looking for, each program will teach you the ingredients needed to succeed. Besides time management training, instructors will show you how to apply information you have learned in the classroom. For most students, it is difficult to take what you have learned and use it in the real world. Fortunately, this is all possible, and professionals will easily guide you into using such skills. As a result, you will not only be more prepared for working with professionals, but you will gain more confidence as you succeed.

Author: Ivan A Cuxeva

Employment training is a fundamental process which allows employees to develop and master the skills necessary to fulfill their job’s requirements. This fact remains true in several professional fields, from accounting to environmental sciences oriented tasks. Labor Compliance Programs and contracts which are outsourced to certified third party LCPs are also required to follow employee training procedures.

The following guide describes all the steps required for contractors to perform during the employment training program.

The employment training process follows a flowchart which begins with the orientation which discloses all the procedures and requirements the job entitles. The next steps involves the application, the review of such document. This document is then reviewed by application review units which according to the data provided will determine contracting eligibility.

After determining eligibility these preliminary applications are assigned to an Employment Training Regional Office, then an analyst schedules a visit to the contractor’s site. The same analyst then visits the site and provides the contractor the application for funding and technical assistance if required.

After these procedures are completed the applicant must submit the application for funding to the appropriate office. If the program analyst determines that the application is good enough to be financed or funded then the ‘agreement paperwork’ is developed and approved at a meeting allowing the funded training to begin.

Under a labor compliance program these steps need to be done prior to construction. As described above, a pre-construction conference must be held before contractors and subcontractors start working on the project and accepting bids. A district representative must address and in most cases answer questions about procedures, wage determinations, general requirements, apprenticeship requirements, record keeping, form discussion and filling, etc.

In such pre-construction meeting, information about paying training fees and giving proper notice to use registered apprentices should also be addressed. Currently there are labor codes which provide instructions about employing apprentices, etc. These conferences are required to keep a record about the federal and state labor laws discussed in form of a checklist.