Your Background Check Is Now with Facebook

The next time you apply for a job, don't be surprised if social-media is used as a background or reference check.  Many U.S. companies and recruiters are now looking at your Facebook, Twitter, Flickr and other accounts and blogss -- even YouTube --to paint a clearer picture of who you are. 

• It is not the party photos
• What you should do?
• Almost all employers do some form of background screening because they have to avoid negligent hiring.; 
• For the entire article, go to:  http://tinyurl.com/3w2tozr

August 2011 Employment Statistics

For the latest on-going trends in employment statistics, go the Bureau of Labor Statistics at: http://www.bls.gov/news.release/empsit.t15.htm.

For viewing the unemployment statistics in your locality, go to the map link below and click on your state, county or city: http://kuzmich.com/employment/UnemploymentMap.htm

Resume Resources

The following are resource pages for consideration by job seekers needing guidance with Resumes. These concise one page .pdf‘s may be displayed on screen, printed or sent as e-mail attachments.

1. Getting started: Link


2. What goes in: Link


3. Key questions: Link


4. Marketing skills: Link


5. Quantify accomplishments: Link


6. Good words: Link


7. Utilize keywords: Link


8. Executive level resume: Link


9. How long should it be: Link


10. What about a cover letter: Link


11. Make it a perfect fit: Link


12. What happens next: Link


13. Apply twice?: Link

Resume template: TBD
Cover letter template: TBD

See Mark's success with the Church Professional Placement Program.

More info and a 1:51 minute video produced by the church click here.

How to Market Your Skills in Your Job Search

By Curt Rosengren US News and World Report-Money Posted: April 21, 2011
http://money.usnews.com/money/blogs/outside-voices-careers/2011/04/21/how-to-market-your-skills-in-your-job-search

You’ve seen skills checklists that ask you to tick off every skill that sounds like you. When it comes to telling your story to a prospective employer, it’s still one-dimensional. There’s nothing to back it up.

If you want to talk about your skills in a compelling way, you have to go deeper than that. One way to do this is to forget the checklist and take a longer and more fruitful approach to identifying your skills.

Remember potential employers aren’t interested in your skills; they’re interested in how those skills can meet their needs. The following will help make your story more compelling by letting you demonstrate that.

Reverse engineer to find your skills

In a nutshell, you’re going to identify your skills through reverse engineering. You will look at three things:

1. Your big picture responsibilities

2. The tasks you had to perform to fulfill those responsibilities

3. The skills you needed to successfully perform those tasks

Start by making a list of the big picture responsibilities you had in your last job; for example, marketing planning, or coordinating teams, or fundraising. Once you have your big picture list, take each of those and start to reverse engineer them. Ask, “What tasks did I perform in order to fulfill that responsibility?” If the responsibility was marketing planning, maybe you say, “I researched the market, identified the opportunities and needs, and created a budget.”
After you identify the tasks, the next question is, “What skills did each of those tasks require?” Researching the market might have taken an ability to identify the relevant information, to find the information, and to compile and organize the information. Depending on the answers, you may find that you need to go down more than just three levels to get to the detailed skills. For example, if the task of finding the relevant information was actually broken up into finding the information online, in the media, and from people with subject matter expertise, those might be three very different tasks requiring different skill sets.

It’s the same with the individual skills you identify. Sometimes they will yield even more detailed insights if you dig a little deeper. For example, if you look at the skill of being able to compile and organize relevant information and ask, “What makes that such a strong skill?” you might realize that it boils down to your analytical ability, your ability to see connections between disparate pieces of information, and your ability to distill volumes of information into its essence.
Why reverse engineer? ou’re thinking. “This is work; wouldn’t it be as effective with a list?”

I’m absolutely sure. Why? Because now not only do you have a list of skills (which is likely to be more comprehensive than if you had simply tried to come up with a list off the top of your head), you also have a deep picture of how each of those skills relate to the big picture. More importantly, you have a direct picture of how each of those skills contributed to the benefit you created (and making it easier to demonstrate benefits to a future employer).
Remember you’re not selling your skills, you’re selling how your skills can benefit the organization. With a clear picture of how your skills have contributed to organizations in the past, you can convey their benefit your prospective employer.

It’s all about being able to tell your story, clearly, concisely and convincingly. In this case, the story is about the skills you have, how they have applied in the past, and how you can apply them to benefit a new organization.

Create Skill Story Snapshots
To make it easy to be clear, concise and convincing, take each skill and create a snapshot using the following elements:

1. Skill: State the skill with an example of how you have used that skill.

2. Result: Give an example of the result of using that skill.

3. Benefit: Explain the benefit when you put that skill to use.

By creating these snapshots, you have stories ready to tell about what makes you a great candidate. When you deeply understand what you have to offer and how it has been put to positive use in the past, you no longer have to grapple with words to convey what you bring to the table. You have the snapshots already prepared. And by having a better perspective on what you offer and how it applies to the big picture, it’s easier to recognize and express how those skills can be applied in the new situation.

Tips on Salary Negotiations

Here are some tips on salary negotiations that should help you with your final interview.

1. Salary Negotiation: Negotiating Compensation
Have you been offered a new job? If so, what's the best way to conduct salary negotations? Here's how to research and negotiate a salary and compensation ...jobsearch.about.com/od/salaryinformation/.../salarynegotiat.htm - Cached - Similar

2. Salary Negotiations - Salary Negotiating Tips From Jack Chapman
Veteran career and salary coach Jack Chapman coaches job search, job hunting, salary negotiations, raise negotiations, compensation calculation, ...www.salarynegotiations.com/ - Cached - Similar

3. The New Salary Negotiation - Salary.com - Talent Management ...
The new salary negotiation techniques emphasize agreement, not conflict, and use objective market data instead of intuition for salary negotiations.www.salary.com/Articles/ArticleDetail.asp?part=par172 - Cached

4. Negotiation Clinic - Salary.com - Talent Management, Compensation ...
Everything in your job offer is negotiable. Start developing your ...www.salary.com/Articles/ArticleDetail.asp?part=par186 - Cached
Show more results from salary.com

5. Salary Negotiation - 32 Job Pay Tips Negotiation Experts
Read this in-depth article to discover how you should be negotiating to be rewarded with the salary you deserve. Annual reviews and job offer interviews ...www.negotiations.com/articles/geeks-earning-more/ - Cached - Similar

6. Salary Negotiation and Job Offer Tools and Resources
A collection of the best salary negotiation resources -- so you have all the tools necessary to negotiate the top job offer you desire and deserve.www.quintcareers.com/salary_negotiation.html - Cached - Similar

7. Mishandling Salary Negotiations
Sep 24, 2007 ... Mishandling Salary Negotiations - Get Career Advice from the experts at CareerBuilder.com.www.careerbuilder.com/.../CB-537-Getting-Hired-Mishandling-Salary-Negotiations/ - Cached - Similar

8. PayScale - Salary Negotiations After Interview, Negotiating Job ...
Expert articles on tips for negotiating salary, salary negotiations after interview and negotiating job offer salaries. Free salary report.www.payscale.com/resources_neg_tips - Cached - Similar
9. JobStar Salary Guide -- Salary Negotiation Tips, Tactics & Strategies

Public library guide to negotiating salaries, asking for a raise & finding comparable wages and salaries for your job.jobstar.org/tools/salary/negostrt.php - Cached - Similar
10. 7 Tips That Can Help Your Salary Negotiation — Personal Dividends ...
Jun 24, 2010 ... Salary negotiations are tricky things. Here are 7 tips you can use to negotiate salary on your next job offer.personaldividends.com/money/miranda/tips-salary-negotiation - Cached

More tips:

Search www.careerbuilder.com and www.dice.com for salary negotiations under advanced search and Denver, Colorado

Go to Google Search and search for your career job title and the under advanced search, put in salary negotiations.

www.indeed.com offers accurate salaries for specific zip icodes across the country. And gives you some bargaining power to acknowledge if their salary offer is low, average or high. And they can't afford to go any higher, the next point below might "make" your day.

If you hit a stalemate on salary negotiations, inquire about standard job review schedule for raises. If it is 12 months, suggest that they restructure it for 6 months based on your performance. This is a win-win situation for both the company and you. You perform well and get your raise sooner than later. And it doesn't cost the company any money upfront.

Hope these tips are helpful.

Members

Members Orientation to www.ldsjobs.org with step-by-instructions that can help you develop a professional looking Profile.

Who Are America’s Jobless?

By the numbers: Long waits, harsh impact of being jobless

As printed in USA Today on January 24, 2011 Complete article posted at:
http://www.usatoday.com/news/washington/2011-01-25-1Ajobless25_CV_N.htm?csp=24

USA Today and Gallup interviewed Americans who are unemployed – those who aren’t working and either are looking for a job or plan to look – and those who are underemployed. This survey explored how they are managing who has been hardest-hit and what they believe is ahead. Most of those surveyed have lost any optimism they will find a job soon or end up with work they really want to do. Survey accuracy is +-4% about presenting the realities of those people either unemployed or underemployed in 2011.

One striking finding: the impact joblessness has not only on household finances, but also on almost every other aspect of life.

Long term unemployment has become so entrenched that, starting next month, reports from the Bureau of Labor Statistics will raise from two years to five years the upper limit on how long some have been listed as unemployed and actively looking for a job.

Revealing Statistics

1. 81% are actively looking for a job
2. 62% haven’t received unemployment benefits
3. 60% predict they will have to settle for a job they don’t really want
4. 49% predict they won’t find a job in the next four weeks
5. 40% mange to pay bills with difficulty
6. 25% most recently worked in the service industry
7. 23% have moved to less expensive housing
8. 21% have sought medical help for stress or other major health problems
9. 16% have been looking for more than a year
10. 16% have applied for more than 50 jobs

Four Groups of Long-Term Unemployed

1. The short-timers. Call them the carefee. The most optimistic and half are under 30.
2. The long-timers. They have been out of work the longest, more than six months. This is oldest group, nearly one-third are 40 or older. And the best educated. One fourth have college degrees.
3. The downbeat. The most pessimistic. Just 6% say they expect to land a job with the next four weeks. Predominantly female, many with children at home.
4. The hardest-hit. Their personal finances are in trouble. Not a single person in this group is keeping up with household bills. They are the east educated. Two-thirds have no more than a high school diploma.