In the January 29th issue of The Week magazine (which I highly recommend for busy people) there was an article that caught my attention about flattery and why it works.  Quoting from a Scientific American piece, flattery works because it feeds into the "above-average effect,” the view the few held by most people that they are above average [...][Read Entry]

Now that you should have received all your W-2, 1099, and other tax forms in the mail, it's time to start thinking about preparing your tax return. If you spent time job searching last year, you may be able to deduct some of your job search expenses.

If you were unemployed last year, the first $2,400 of your unemployment isn't taxed by the federal government. However it does need to be reported on your tax return, and the balance is taxable.  Unemployment may also be subject to state income tax.

If you looked for a job in the same line of work you're currently in, many of your expenses like phone calls, the costs of preparing and copying your resume, and career counseling are deductible. These job search tax deduction tips will help you make sure that you get all the tax benefits you're entitled to.

For tax help and advice, be sure to visit About.com's Tax Planning site. Guide William Perez has lots of excellent (and timely) information on taxes.

Job Search Tax Deductions originally appeared on About.com Job Searching on Tuesday, February 2nd, 2010 at 06:00:35.

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Let's face it... Twitter is here to stay for some time. It's a hot technology that grows with new users by the day. And now, it's becoming a unique place to identify job leads. That's right...JOB LEADS. One of our approved career experts, Teena Rose, just published an e-book entitled, "How to ...[Read Entry]

*** From my weekly newsletter at TheLadders.com ***

Thanks so much to everybody who enjoyed my Beatles-themed newsletter last week! I read all your emails, and the memories, trivia and thoughtful comments on the Fab Four were really just a joy to receive in my inbox...

Now, let's face the facts. The modern job hunt doesn't make a lot of sense.

If you're a waiter or bartender, you can find a new job on Craigslist this weekend. But if you're a professional, the rule of thumb is six to eight months. In other words, the more experienced, talented and educated you are, the longer the job hunt has you sitting on the sidelines, biding your time.

I don't know who designed the system that way, but there it is.

Luckily, our Editor-in-Chief, Matthew Rothenberg, has been busy over the past year or two putting together knowledgeable advice packages with excellent advice on finding your next great job. I've included links to all 49 of them below.

You'll find great insights on age discrimination, handling the Web and social networks, what happens to your resume when you click "send", negotiating your offer, handling a declining industry and much, much more.

So, while I don't expect you to read all 49 of them (that would be more than 300 pages!), let me make a recommendation:

Pick the five that are most relevant to you, print them out, and read just one each day this week. You can do it on the treadmill, the train or as you're flying around this big old country of ours. It won't take much time, but it's a great way to get smarter about your job hunt...

Our 49 best advice packages (click on the link to download)

1. Is It Your Age or Your Salary?
2. Job-Search Basics
3. How to Work with Executive Recruiters
4. Clean Up Your Web Trail
5. Resume, Meet Technology; Making Your Resume Format Machine-Friendly
6. To Tell the Truth: Resume Rules
7. Your Job Application's Journey
8. Beating Interview Stage Fright
9. Interviewing Anywhere, Any Time
10. When Background Checks Make for Tough Interview Questions
11. 'How Old Are You?': Readers Tell Job Interview Tales
12. Leveraging Offer for a Raise
13. Psychology of the Job Search
14. Resume Insecurity
15. Two Layoffs, One Family: When A Household is Out of Work
16. After the Meltdown: Is Your Network a Trap?
17. Change Your Industry; Change Your Luck
18. Can You Facebook Your Way to a New Job?
19. Lose the 'Frump Factor,' Win the Job
20. Dress to Network - Every Encounter Counts
21. Keeping Cool on the Job Hunt
22. Why Men Have Stronger Networks Than Women
23. Taxes and Unemployment Checklist
24. Credit Checklist
25. Personality Tests on the Job Search
26. How Verbs Make Your Resume Sizzle
27. Green-Collar Jobs: Myth or Reality?
28. Is Your Industry in Decline? Make a Move or Make it Work
29. Job Fairs Reach the Senior Ranks
30. An Aging Workforce: New Opportunities for Older Execs
31. Your Job Search and Your Family: Striking a Balance
32. Apply-Interview-Negotiate. Repeat.
33. Getting the Job When You're Overqualified
34. Twitter, LinkedIn, YouTube: Which Tools to Use
35. An Image Makeover - A New Shot at Success
36. Volunteering Opportunities Pay Off
37. Finding a Job in a New City
38. Tuning Your Resume to the Right Keywords
39. Getting Your Cover Letter Noticed
40. Ask to Succeed
41. Self-Employed to Employed
42. No Rest Between Jobs
43. Military Transition
44. Hired by the Holidays
45. Employers Tune Up Sales Force, Tap Growing Talent Pool
46. Job One for Marketers: Market Yourself
47. Tracking Finance Jobs in a Bear Market
48. Tech Down, Not Out
49. Operations Jobs Pick Up Steam

OK, Readers, hope these are helpful!

Have a great week on the hunt...

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Do you have a bad job, first job, or how you found a job story to share? We have received lots of interesting worst job stories - ranging from second wives to mind readers and plain old bad jobs that are high stress and low pay.  

First job stories run the gamut, too - from paper boys to princesses and just about everything in between.  They are fun to read, and we'd be thrilled to add your stories to the lists.

The unemployment stories are truly heartbreaking, but I think it's critically important for everyone to understand how difficult it is to be out of work, out of money, and running out of options.

Photos are a welcome addition to your story.  Just a word of warning though - if you're still working at your bad job, don't include your last name or a photo.   You don't want to lose your job because of what you posted online, regardless of how bad it is.

First Jobs
What was your first job? How did you get your first job? What did you love (or hate) about it? What did you learn from the experience?
Share Your First Job Story

How I Found a Job
Finding a new job isn't easy, especially in a difficult economy. Share your job search success story and what you learned during your job search.
Share Your Job Search Story

Worst Jobs
Have you had a really bad job? Share your worst job story and let us know what made it a bad job, what you learned, and how other people can avoid a bad job situation. If you'd like to include a photo, upload one to go along with your story.
Share Your Worst Job Story

Unemployment Stories
Unemployed? Share your unemployment story and tell us about the job you lost and what it's like being unemployed. Your story will help others deal with being out of work, and all the issues that go along with being unemployed.
Share Your Unemployment Story

_{Image Copyright Alexander Hafemann}

Bad Job? New Job? First Job? No Job? Share Your Story originally appeared on About.com Job Searching on Friday, January 29th, 2010 at 14:08:01.

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Time for a guessing game. We're playing "Who am I?” Here are the hints: I get nearly free health care and pay only a pittance (relatively) for great child care. My cost for education is small. Since I work on average, 35 hours a week, I have time for my family and recreation, which includes free [...][Read Entry]

My friend Jacob Share just posted 117 job and recruitment ads.  Hilarious.  There are ten or so here, but please, jump over to his site to browse through them all.  It will brighten your day.[Read Entry]

Severance pay is money that an employer might want to provide for an employee who is leaving their employ. Normal circumstances that can warrant severance pay include layoffs, job elimination, and mutual agreement to part ways, for whatever reason. There are reasons why you might want to pay severance. These include helping your former employee land on his or her feet with an economic cushion to help bridge the gap to their next employment

In paying severance, you treat the former employee with respect as a human being. You position yourself as an employer of choice which is visible to the employees who remain. You gain a reputation as a fair, employee-oriented employer with the people you may want to recruit. And, while I have no handy evidence to support this, I believe that when you help people and treat them with respect, they are less likely to sue your organization.

More Resources About Layoffs and Downsizing

• How to Cope When Coworkers Lose Their Job.
• Downsizing With Dignity.
• Survivors Can Soar After Downsizing.
• Downsizing Survivors: Motivating the Employees Who Remain After Layoffs.

All Topics | Most Popular | Newsletter | HR Forum

Why Severance Makes Sense originally appeared on About.com Human Resources on Friday, January 22nd, 2010 at 09:31:07.

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By CAREEREALISM-Approved Expert, Melissa Martin CBC radio broadcasted a segment in late November regarding harassment and bullying in the workplace. Host Anna Maria Tremonti interviewed individuals and revealed some details about a recent study in the US: According to the Workplace Institute in Washington, 13% of Amercians are being bullied; 24% have ...[Read Entry]

The following post is courtesy of the Recruiting Blogswap: From: Laura Vezer is an IT recruiter and creator of the blog, IT Matters Canada! The blog contains resources and advice for IT Professionals looking for work in Canada. Recently, the...[Read Entry]

Making decisions can be difficult. Over the last couple of weeks, I've talked with several women who were in the process of making a decision â"€ some small (should I select the "Northern Air” or the "Mediterranean Sky”? color blue to paint my living room?), others larger (should I take a new job which [...][Read Entry]

When you resign from your job, it's important to resign gracefully and professionally. Give adequate notice to your employer, write a formal resignation letter, and be prepared to move on prior to submitting your resignation. 

Why do manners matter?  Even if you hate your job, hate your boss and can't wait to start that new job, even if you are about to be fired, it's important to be tactful and not burn any bridges.  That way, you can hopefully leave with a good reference and start a new job with no leftover hard feelings on your part - or on the part of your previous employer.

Try, if at all possible, not to send an email message saying you're quitting, because it's tacky, but if it's unavoidable here's how to resign by email and a sample resignation email message.

Here's more on how to resign from a job and a resignation checklist to review so you can cover all the bases - compensation due, your last paycheck, benefits, pension plans, and possible references - before you head out the door.

Related: I Quit! How to Resign

_{Image Copyright Copyright 3DStock}

How to Resign From a Job originally appeared on About.com Job Searching on Monday, January 18th, 2010 at 06:00:15.

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Are family responsibilities a good reason to change your career? Senator Christopher Dodd (D-Conn.) may not think so. In announcing his retirement from the U.S. Senate recently, he said, "Now, there's nothing more pathetic, in my view, than a politician who announces they're only leaving public life to spend more time with their family. " Would he have substituted the occupations lawyer, accountant or traveling salesman for politician, or was he merely referring to those in the public eye who make excuses for getting out of it?

Hopefully he was referring to people who use family responsibilities as an excuse for getting out of the limelight and not really saying that those of us who seek more family-friendly careers are pathetic. A life change, including the addition of children to one's family, in my opinion is a good reason to consider a career change: "When you chose your career your life may have been different than it is today. For example you may have been single then and now you have a family. The crazy schedule or the frequent travel that is typical of your career may not suit your new lifestyle. You should look for an occupation that is more family friendly." That is just one of several reasons for making a career change. Find out what the others are: Six Reasons to Make a Career Change.

More About Career Change:

• Quiz: Should You Make a Career Change?
• How to Make a Successful Career Change

What's Wrong With Leaving a Career to Spend More Time With Your Family? originally appeared on About.com Career Planning on Saturday, January 16th, 2010 at 17:03:35.

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By CAREEREALISM-Approved Expert, Mary Sevinsky Are you considering asking for a raise, but are fearful about the outcome? It may be time to ask for a raise if it has been a year or more since you received a raise, or you have done exceptionally good work in the past 6 months. ...[Read Entry]

If you host job fairs but no companies come and only staffing firms who may or may not hire what does that do to the candidate pool?

I attended 3 job fairs in Milwaukee last year. Each of them had really no corporations hiring. There were presenters, candidates, and recruiters from staffing firms but no corporations. 6 months after I spoke to several attendees who were candidates and all of them were disappointed because they saw  no new opportunities.

To them it seemed like nothing more than a networking event with a bunch of other unemployed people.

There are two thing easily taken from this.

1. The candidate pool becomes disheartened and looses interest in attending future events.

2. The group hosting the event must show the value to the candidate in the networking with everyone who is there. Meet the recruiters, meet the other unemployed individuals. Create relationships and keep in contact.

When the new friend who was unemployed gets a job, maybe you will be on their list of other new hires.

When that recruiter gets a new opening you may be the one who could get that call for a new position.

 

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(This post comes to you from iCIMS iBlog and was written by Marketing Communications Coordinator, Kaitlin Walsh.)

Out with the old and in with the new! 2010 promises to be a game-changing year for the talent management industry. As the economy and employment rates show signs of rejuvenation, recruiters are once again faced with the challenge of targeting and attracting top talent. To prepare for the forecasted increase in hiring (with, thanks to mandated layoffs, a bare bones recruitment staff), successful recruiting organizations have placed greater emphasis on passive candidate recruiting strategies. While HR technology and social media networks have made identifying passive candidates easier than ever, many recruiters still find it difficult to engage these candidates over extended periods of time.

Chances are these candidates receive an introductory email pitching the benefits of working at your organization, but does communication end there? How does your organization ensure that your employment brand remains fresh in the minds of these passive candidates over prolonged recruitment cycles? Maintaining a robust pipeline of engaged candidates is not an easy task.

For an increasing number of organizations, Candidate Relationship Management (CRM) now plays a central role in their recruiting strategies. CRM is the practice of building, and more importantly maintaining, meaningful relationships with candidates to keep them engaged throughout an extended recruitment process. An effective CRM program involves ongoing communication with both passive and active candidates and strategic marketing communications targeted at certain demographics in a candidate pool. Effective CRM programs use a variety of mediums to engage their pipeline, including: branded electronic postcards, promotional offerings, company newsletters, etc.

Once this robust pipeline of engaged candidates is in place, it is important for recruiters to take advantage of it; a well-managed and well-utilized candidate pipeline has been shown to significantly lower overall recruiting costs. To maximize their CRM program, a growing number of recruiters are leveraging CRM software technology to streamline their processes and ensure consistence. While it is sometimes necessary to implement a separate CRM technology, many organizations have access to enhanced CRM capabilities directly within their core Talent Acquisition System.

In conjunction with ERE, iCIMS is sponsoring the following webinar: "Leveraging Your Current Talent Acquisition System as a Candidate Relationship Management Tool". Isn't it time your organization maximized your HR Technology Investment?

This webinar will concentrate on the following:

• The importance of Candidate Relationship Management 
• OFCCP compliance concerns and solutions for federal contractors 
• Leveraging your system's electronic correspondence capabilities 
• Using hot lists, candidate folders and search agents in your system
• Social Networking opportunities 
• Task and campaign management

This webinar is being offered free of charge on January 20th from 2:00 - 3:00 pm ET. Register Here.

Let us know how you are incorporating CRM into your talent management strategies!

 

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Job board owners are to embrace these key online sources of hires as per recent report published by  Crowe Horwath: SEO / SEM / aggregators (11%) and social media (4%). Major job boards accounted for 22%. Source.

JobMount vision for niche job board challenges & opportunities:

1. Job posting to aggregators

Despite high bounce rate, aggregators deliver substantial number of applications. As per research data Indeed alone accounted for 5% of hires at cost of $1,600 per hire in comparison with $8,500 per hire cost of major job boards. XML feeds for aggregators are to be easily configurable so wider range of aggregators can be utilized (incl. free ones): Oodle, Juju, Trovit, GoogleBase, etc.

Hints:
- employer branded landing pages improve application ratio / reduce bounce rate.
- selective posting: advertise either specific job types or priority employers' openings.


2. Application quality gap to fill

Both major job boards and aggregators produced a number of unclaimed applications in comparison with social media & referrals:

Source % of applications % of hires Major job boards 51,89% 22,22% SEO/SEM/Aggregators 22,72% 11,11% Social media 2,46% 3.7% Referrals 4,88% 35,19%

Niche boards are to provide higher numbers of relevant applications via following means:

Social media integration / referrals
Simplified single sign on using popular social network user credentials, professional profile data sharing and tapping into personal job seeker network: LinkedIn API and Facebook Connect integration. Categorized job posting to Twitter & Facebook channels (not generic spamming).

Personalized SEO
Niche boards have higher chances to comply to new personalized Google search rules via professional SEO and customized content delivery. Estimate potential search engine traffic your job board can generate. 

Custom applications processing
Niche boards can offer tailored (industry specific) applications processing and screening.


3. Effortless job posting for clients

Job aggregation
More of the job board clients would now have Indeed or other aggregators' XML feeds configured. These job feeds can be aggregated by your job board effortlessly as part of your service.

Job wrapping
Job spider would collect jobs direct from a client website or ATS listing.

Bulk posting interfaces
Clients with no job listings available online (career center, ATS interface, XML) can bulk post via XML interface or simply email job listing for CSV upload.


4. Upgrade service offering & pricing models

Job board owners might consider updating service offering to include Pay Per Performance (pay per application /  response), free job posting / job wrapping, branded mini site options for employers, premium job seeker subscriptions for viewing unique openings.

5. Partnerships

I.e. integrate Jobg8: publish jobs sourced from Jobg8 network & obtain Pay For Performance revenues, have your clients advertise jobs on other network websites.

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Blue-collar job losses contrast with growth in health services, professions By Allison Linn - Senior writer msnbc.com View Original Article There's a major hurdle to the U.S. economy's recovery: The mismatch between the skills held by the millions of people who are losing jobs and the expertise needed for the few jobs that are being created. The nation lost [...][Read Entry]

A few weeks ago I put out a request: what would you want to see from job boards in 2010? Quite a few of you responded - so here are your comments and ideas:

1. Better crafted job posts: This is in fact something that a job board can't produce, as it's the responsibility of the employer. Such a small thing - and yet most employers and recruiters still fail to post engaging, succinct, and informative job ads. Let's put it this way - if you don't write a great job ad, someone else will...and they'll get the candidates you wanted!

2. Better pricing: The consensus seems to be that old-style ‘monster' pricing is on the way out - to make the way for what? Not sure, but I'm betting we'll continue to see changes in how employers pay for job board services.

3. Stop the job boards already!: As one person said, "Can everyone and their mother stop trying to create a "niche" job board? Oy." Well, you can ask - but I suspect people will keep creating as long as there's a demand.

4. Fewer duplicate jobs: A side effect of job aggregators and lots of recruiters, duplicate job postings seem unlikely to disappear.

5. No spam job postings: As discussed last week, ‘fake' job postings - and ads for multi-level-marketing, work-at-home, and other ‘opportunities' - make both job seekers AND employers unhappy.

6. Move beyond the job post / resume paradigm: For some, the advent of social media will kill the traditional job board model. For others, job boards just need to get better at what they do.

So what are your thoughts? What would you like to see from job boards in the coming year?

 

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While we are still in the first few weeks of the new year I through it would be good to look at come of the things you should focus on during 2010 to. In no particular order here is my list of 10 things to do in 2010: Have an HR/Talent Management/Recruiting application blueprint The IT environment in [...][Read Entry]