© Written By Jimmy Sweeney
Author of the brand new, Amazing Resume Creator

Many job seekers ask if they should include volunteer work as part of their job resumes when seeking new employment. It’s a question worth looking at. Some employers are only interested in seeing the nuts-and-bolts details that show the what and where of your employment history.

Others want to see what you do in your spare time. They’re not referring here to a round of golf on Saturday morning but rather what you do for the community as a volunteer. Perhaps you donate a few hours each week to a homeless shelter for men or you’re part of a literacy program for immigrants or you provide meals for the elderly.

List your previous employment first—over the last ten or so years.

EMPLOYMENT HISTORY:

2000-2007 Assistant Sales Director, Acme Manufacturing, Inc. Austin, TX

2007-2008 American University, Earned an M.A. in Sales and Marketing

Then create a spot on your resume for whatever volunteer work you’ve done or are now doing. Example:

VOLUNTEER WORK:

2000-2004 Led nature hikes for local Boys’ Club. Organized annual barbecue to raise funds for the organization.

2004-2008 Assistant director of annual Thank You Picnic For Seniors. Here the community acknowledges our elderly for their contributions of time, wisdom, and volunteer hours to our citizens.

When you are called for an interview and further questions arise about your resume you’ll be free to talk more fully about your volunteer work. You can show the hiring manager how community service on the part of employees adds to the company’s credibility with residents, and is also a form of unpaid publicity for the organization’s products and services.

When it comes to your resume, show the full spectrum of your experience—from work to volunteer service. Hiring managers will more likely consider you for the position they want to fill because you’ve been honest, forthright, and generous. Who wouldn’t want to hire such a person?

Jimmy Sweeney is the president of CareerJimmy and author of the brand new, “Amazing Resume Creator.” Jimmy is also the author of several career related books and writes a monthly article titled, “Job Search Secrets.”

Visit our friends at Amazing Resume Creator for your “instant” resume today. In just 10 minutes flat you will have an amazing resume guaranteed to land you more hot job interviews next week.

Add THIS to Your Resume and Stand Out! is a post from: Free Career Advice

By Michael Lee

When writing your resume, one of the first things you have to consider is your career objective. I’ve been there before and I know how challenging it can be to come up with something note-worthy. In this case, it doesn’t hurt to look for outstanding career objective examples for resumes you can base on.

You might wonder why your resume needs to have an attractive career objective. How does a sentence or two affect the long list of achievements in your resume?

Well, for starters, the career objective is usually the first line your potential employers will see once they scan your resume. From that one line, they would most likely recognize which candidates have creativity and spunk; and which candidates are simply just like the rest.

Unless you want your resume to be stuck with the rest of the commoners stash, you’d better take these career objective examples for resumes a little more seriously.

Example # 1: To use my graphic design skills in creating attention-grabbing graphics that sell.

Most career objective examples for resumes start out with “to” rather than “I.” In a way, this makes your career objective less about yourself, and more about the job and company you’re applying for.

Remember, your potential employer is always asking “What’s in it for me?” So you better come up with benefits that speak directly to their mind and emotion.

If you’re a fresh graduate, using “to” to begin your sentence is a safe choice.

Example # 2: Feature editor offering four years of experience in magazine story line-ups and special reports.

This second career objective example is mostly used by those have been there and done that. They now have the experience and the gall to state their position and what they specialize in.

If you’re a reputable person or authority while attending college, and would like to use this particular objective form, you need only to replace “Feature editor” with something like “Former Writers Club President” or “Cum Laude Graduate.” Then show them how they could benefit from your academic know-how and experience.

Example # 3: Seeking an entry-level position in pharmaceutical management to utilize my communication skills and Degree in Pharmacy.

This last example shows how important it is to be specific about what you want and what you can offer.

However, you can’t be overly specific, for it might only give your potential employers the impression that your skills are limited to a particular set or limited to operating specific programs only.

Knowing which of the various career objective examples for resumes to base your own ideas on, helps you stand out from the rest of the applicants. It gives others the impression that you know exactly what job you want and how your skills come into the picture.

“The Ultimate Way Of Preparing For A Job Interview! Now You Can Easily Impress Any Job Interviewer And Persuade Him to Eagerly Hire You On the Spot!”

Career Objective Examples for Resumes: How To Instantly Grab Any Employer’s Attention is a post from: Free Career Advice

London First and FreshMinds Talent launch Leading London, a unique diversity initiative aimed at promoting the interests of students at under-represented in the UK’s capital. [PR.com - March 19, 2009]

London First and FreshMinds Talent Launch Diversity Initiative (PR.com) is a post from: Free Career Advice

Editor’s note: In an effort to shed more light on the struggling economy and the difficult task of finding work, the Daily News will be running a series of first-person accounts of everyday people trying to find employment. The Daily News will also be offering tips for finding jobs from some of the area’s job placement experts.

TO FIND A JOB: Business communication expert offers resume advice (Naples Daily News) is a post from: Free Career Advice

Thanks to Laura Smith-Proulx for a reminder that resume databases may still require job seekers to convert their resumes to plain text to apply for positions. These are the steps that Laura suggests to convert from Microsoft Word to ASCII text form: 1 – First, ensure that you have saved your new resume document in Microsoft Word format in at least TWO places on your hard drive. HINT: For backup purposes, you may also want to email it to a friend or family member in case your hard drive

How to convert your resume to a text only file is a post from: Free Career Advice

NORTHBOROUGH, Mass.—-Pongo Resume™, the premier full-service online resume-building resource that provides a suite of tools to help job seekers market and manage their career, today announced the expansion of its suite of job search tools with the launch of Interview Tips, a multi-media Web 2.0 training program designed to give job seekers the skills and confidence to ace their job interviews …

Pongo Resume Expands Suite of Job Search Tools; Adds New Multi-Media Web 2.0 Interview Tips Application (Business Wire via Yahoo! Finance) is a post from: Free Career Advice

London First and recruitment consultancy FreshMinds Talent have launched a new scheme designed to introduce a diverse range of star students from London’s universities to leading graduate employers.

London First and FreshMinds Talent launch diversity initiative (Consultant News) is a post from: Free Career Advice

Just when you thought the job market couldn’t get worse, there is more news about company pink slips, hiring freezes, and benefit slashes. If you are one of the thousands tasked to find a job in these dire economic times, all is not lost. Hopefully, you can move more quickly from the unemployment line to a job offer once you get past these six common myths about job-hunting during a recession.

Myth 1: No one is hiring.
Layoffs are coming in every direction, but some employers — even those laying off workers — are still hiring. Companies often eliminate full-time employees with budget-busting benefits only to replace them with contractors or consultants to save costs. Additionally, “green” jobs, and health care jobs are among those still actively populating want ads. And, the pay is respectable. For instance, Payscale.com shows the median annual salary of an environmental engineer with 3-5 years experience is $60,672.

Myth 2: The Internet is the best place to find jobs.
The Internet is an efficient way to survey jobs among many companies, but personal interaction is still key to job search success. Truth is, employers are bombarded with thousands of resumes from the Internet — especially in a recession. Therefore, the chance that your new boss will choose your resume out of a pile of prospects is slimmer than ever. Instead, focus on finding a position, apply for it, and then do some research and connect personally with a hiring manager in the company to follow-up. Social networking sites, such as LinkedIn, also offer a great way to connect with targeted employees on your company dream list. These connections are golden because they can give you insider info about unpublished positions and help you sail past HR “blockers.” Personal recommendations go much farther in landing a job than random resumes.

Myth 3: Searching companies in hiring freezes is a waste of time.
Like many situations in life, hiring freezes are not absolute. Savvy networking, the right face-to-face meeting, and the ability to sell skills critical to the prospective company can be the perfect formula for lighting a fire under an employer in a hiring freeze. Behind closed doors, hiring managers are told to make exceptions for spectacular candidates that can show them the money, especially in a recession when every dollar counts.

Myth 4: Expect a salary cut.
In hard times, companies value astute problem-solvers more than ever. While employers may trim the fat elsewhere, there is always room in the budget for top-tier talent. However, during a competitive job market, there is a bigger burden to prove you are worth a higher salary, says John Challenger, CEO of Challenger, Gray & Christmas. Ultimately, companies want their talent investments to pay off — and stick around. “If an employer goes to the expense, time, and effort to find a qualified candidate, it wants the person to stay, ” Challenger adds. The last thing an employer wants is for a prized candidate to temporarily accept a lower salary than her previous salary and say “hasta la vista” once the job market recovers.

Myth 5: Companies are not interested in hiring people over age 55.
There are several reasons Challenger, Gray & Christmas disputes the adage that older employees are unemployable. In a struggling economy, employers value seasoned workers’ shorter learning curves (aka: less money invested in employee training) and their ability to do the work of several younger, less-seasoned workers. Separately, like a fine wine, experienced employees who are surgeons, accountants, attorneys, engineers, and IT professionals get better with time. Clients gravitate to more experienced employees in these professions. This adds up to more cha-ching for employers.

Myth 6: Experience and advanced degrees guarantee a job.
While experience and education have their plusses, they aren’t guarantees to landing a job. In a deep recession, experienced and degreed people come a dime a dozen. “It is very important to sell your world experience, your concrete accomplishments, and expertise; things that make an impact on the company rather than just your knowledge,” Challenger says. Research what skills the employer values most in order to tailor your sales pitch accordingly, Challenger adds. And, because the market is so tight, though you are experienced, someone with more experience is likely applying for the same job. Take time to create your brand image and sell, sell, sell!

6 Myths About Job-Hunting in a Recession is a post from: Free Career Advice

How marketable are you? Are you using a sound career strategy to keep fit for today’s fluctuating marketplace?

Whether you’re looking for work or wanting to hold on to the job you have, maintaining your marketability for the long term requires that you continually invest in yourself. You are the product you’re selling, but you must be proactive to remain competitive. Here are five ingredients for a winning strategy: work that serves your goals, lifelong learning, staying current with your skills and industry knowledge, networking, and maintaining balance.

Use this checklist to test your marketability. If you find any areas wanting, use your answers to create an action plan to improve them.

1. My current employment serves my goals.
Measure your current or prospective situation against short- and long-term goals. Aside from financial reward, do you gain in these ways:

• Do my responsibilities sync with my strongest capabilities?
• Am I developing relevant skills and meeting the right people?
• Is there room to grow? Or is this a good stepping stone?

Tip: Maximize your experience by looking for opportunities to increase your value within your company.

2. My education, certification, and training are current.
Lifelong learning is the key to staying marketable. Prepare for varied options.

• Do I need a degree or certification to keep up with my present employment, get promoted, or land a new job?
• Do I regularly attend professional association meetings, workshops, seminars, and continuing education classes?

Tip: To find programs, start with local educational institutions. Explore CareerOneStop, a site rich in resources for job seekers.

3. My skills and industry knowledge are up to date.
Staying current is a prerequisite for ongoing employment. Could you qualify for an equivalent position with a competitor — or do you readily qualify for the upgrade you seek? If not, what do you need to do?

• Am I technically proficient in the latest software?
• Do I know my industry’s trends and major players?
• Do I read trade publications and industry blogs? Join discussion groups?

Tip: Check current requirements by reading employer posts on job boards (Yahoo! HotJobs) and company sites.

4. My networking and communication activities are constant.
Strategic networking helps cultivate mutually beneficial business relationships. Word-of-mouth is the most powerful tool to gain opportunities and referrals.

• Do I routinely develop new contacts, nurture existing ones?
• Do I meet in person with people most important to me rather than relying on email threads?
• Do I make weekly connections through online groups and social networking (Yahoo! Groups, LinkedIn)?

Tip: Networking is about quality, not quantity. It’s about being a helpful resource, a relationship builder.

5. My life and work are in balance.
Long-term marketability relies on a healthy balance between life and work — emotionally, physically, intellectually, financially, and spiritually.

• Do I follow sound self-care practices?
• Do I give equal attention to relationships and work?

Tip: Difficult to do, but maintaining balance and perspective are key to surviving and thriving.

How did you do? Is there room for improvement? Follow up with an action plan targeting areas you find wanting. Set short- and long-term goals with specific tasks and a timeline to get you there. Managing your career proactively will keep you marketable: Your livelihood depends on it.

Copyright 2009 Marty Silberstein, owner of Night Owl Companion Publishing, resources that help with “the stuff that keeps you up at night,” including finding your right work, how to do a strategic job search, and how to re-enter the workplace.

Article source: http://ca.hotjobs.yahoo.com/career-articles-5_ways_to_test_your_marketability-785

5 Ways to Test Your Marketability is a post from: Free Career Advice

In the current unstable job environment, with daily announcements of layoffs even by historically stable companies, it is more important than ever that you have a positive relationship with your boss and others in the organization who will be making the decision of who goes and who stays. It may seem unfair, but many times the decision comes down to who is felt to be the better “team player,” or simply who is better liked.

So, here is a key to putting yourself in the best possible position when and if it comes to that point. I call it the “Secret of 4,” which I learned personally through the school of hard-won experience but later discovered it explained by Dr. David Keirsey, author of the bestselling books “Please Understand Me” and “Please Understand Me II.”

According to Dr. Keirsey, a renowned psychologist who has spent 60 years observing people and organizations, there are 4 basic temperaments that categorize people (think Harry Potter and the Hogwarts Sorting Hat):

- Guardians are practical and down-to-earth, believe in following the rules and cooperating with others. They believe in the long run that loyalty, discipline, and teamwork get the job done right. They take pride in being dependable and trustworthy, and expect their subordinates to meet their commitments while respecting the value of their rank and experience. They do not “rock the boat,” and “questioning authority” is insubordination. Questioning their orders or breaking the rules, even in private — but especially in public — is likely to land you on the bottom of the “must keep” list.

- Artisans are highly pragmatic and value outcomes more than a strict abiding by the rules. They tend to have high energy and great adaptability, and usually prefer being active to sitting still. They enjoy the adrenaline high that comes with “pulling off a miracle at the last minute,” and are expert at calculated risk-taking. They are frustrated by employees who resist or are fearful of doing things differently — exactly the opposite of the “follow the rules” dictum of the Guardian boss.

- Idealists see the workplace as an arena for interdependent labor. They value harmony on their team and with other departments. They enjoy helping employees learn new skills and value those that continually “grow in their jobs.” Of the 4 types of bosses, they are the most likely to develop personal relationships with their employees. They are highly averse to, and dislike those they see as fostering, conflict. Creating personal friction, anywhere in the organization, is a ticket to the bottom of the list with these bosses.

- Rationals value competence above all — both in themselves and in employees who report to them. They value original and innovative ideas, and are often oblivious to “rank” or “experience.” They expect employees to be accurate in what they say and are not overly concerned with conflict or ruffling feathers . They become frustrated by employees who are unable to work independently, show initiative, or seem to be incompetent. Not having data to back decisions when challenged, or not challenging that status quo if you do have the data, will make you the least valuable person to retain with this type of boss.

So, in order to create the best possible relationship with your boss before that potential day of reckoning, you will have a decided advantage if you can determine his or her temperament (and his or her boss’s) and modify your behavior accordingly.

As you can see from the descriptions above, the same behavior that makes you indispensible with one type can easily make you most dispensable with the others. In the current environment of employee layoffs, every edge you give yourself increases the likelihood that you will be one of those who stick around.

Article source: http://ca.hotjobs.yahoo.com/career-articles-key_traits_to_look_for_in_your_boss-787

Key Traits to Look for in Your Boss is a post from: Free Career Advice