Forget Fulfillment Young People Want Financial Stability

After the Great Recession, most 18 to 24 year olds say security beats passion.


The top aspiration for students was, at 31 percent, to become financially stable in the next ten years. Financial stability was a top-three pick for 69 percent of the respondents. Following that was the desire to land a dream job, which was the top interest for 28 percent of respondents overall, with 32 percent of Gen-Z'ers and 24 percent of Millennials expressing that interest.

In getting a first job, 36 percent put career growth as their top priority, compared to fulfilling work and stability, at 19 percent each. Only 6 percent though getting the highest salary was most important, even though 73 percent expected to make up to $55,000 a year on a first job.

"A trend we're seeing emerge is that students --particularly the older ones-- who felt or witnessed the impact of the recession are more likely to prioritize career growth and stability in their job search," said Joyce Russell, president, Adecco Staffing, USA, in a press release.

Getting those jobs may be tough, however, as 42 percent will spend 5 hours or more on social media during spring break and 64 percent expect to spend the same amount of time streaming video. Only 16 percent plan to put 5 hours or more into a job search during that time. Thirty-one percent rely on online job boards while 29 percent depend on the school's career center.

The Millennial and Gen-Z respondents differed when it came to the cost of school. Twenty-one percent of Gen-Z students ranked the cost of college as their greatest worry. Only 13 percent of Millennials felt the same.

7 'Empire' Lessons on Family Business Succession

When handing over the keys, father Lucious Lyon doesn't know best


No. 1: Be Clear on What You Want

"One of the big questions an entreprenur has to ask is what is the goal of this company," Edmond says. "Is it designed to pass on to multiple generations or is it designed to create wealth for the family." Maybe your family members are not best suited to become the heads of the company, but would be better served as stakeholders.

No. 2: Don't Decide Alone

When determining who'll run the company after you, have some candid conversations with your company's lawyer and accountant as well as your family members. "When the head of the family makes the decision alone, it could destroy the person and the family," says Edmond.

In Empire, Lucious Lyon's solo strategy spun out into a competition triggering murder and mayhem, secrets from the past, mental illness and the scorn of his ex-wife, Cookie, who'd been bilked out of her share of millions.

No. 3: Understand the Realities of Succession

In a recent report from the Family Business Institute, 88 percent of family business owners said they believed their family would control their business in five years. Yet, according to the report only about 30 percent of family-owned businesses survive into the second generation.

One reason: like Lucious Lyon, they don't have a solid business succession plan in place. According to the 2014-2015 Family Business Survey from PWC, a global business consultancy, nearly two thirds of family-owned businesses have some kind of succession plan, but only 20 percent of them actually have a documented plan.

No. 4: Teach Them the Ropes

A key to a successful succession plan is making it gradual and organic, not sudden and haphazard. "When it comes to family members, give them a chance to work in the business, but don't let them start at the top," Edmond says. "Let them work as summer interns or work their way up."

That will help you see which ones, if any, have the potential to take over when you step down.

"I tell entrepreneurs not to hire a family member that they aren't prepared to fire and I tell family members: don't take a job in the family business that you are not prepared to quit," Edmond says.

No. 5: Train Your Successor to Lead

In Empire, the patriarch spends so much time fueling family dysfunction, he leaves no time for training a successor to run the business. This SCORE report on succession planning recommends developing a specific training program for your future successor.

It's important to train this person in the depth and breadth of all aspects of the business, even if he or she has worked in the company.

No. 6: Set a Timeline

Put a timeline on the decisions of succession and on turning over the leadership of your company, says Edmond. Otherwise, you could find yourself in a pickle.

Mitchell Kaneff, author of Taking Over: Insider Tips from a Third-Generation CEO, says that after he and his father (founder of Arkay Packaging) ran into business-transition problems in 1997 - especially around the timing of turning over the leadership - he ended up "firing" his dad, who'd stayed on longer than their agreement.

The father and son discussions about how to run the company had turned into shouting matches, Kaneff recalls. "It was a hard thing, but we worked through it and our relationship is stronger than ever," he says.

According to PWC's report on family businesses, 40 percent of business owners find it difficult to relinquish the decisionmaking and leadership, even after the handoff choice has been made. PWC experts call this the "Sticky Baton Syndrome."

No. 7: Always Have a Plan B

Even the best-laid succession plans can change quickly, says Edmond, so it's wise to have a backup scenario.

He sites the case of Universal Life Insurance's A. Maceo Walker who had been grooming his daughter, Patricia, to be his successor when he retired in 1983. But "when she died in 1985, Walker had no backup plan," says Edmond. At age 75, Walker came out of retirement. Ultimately, the company - without a Walker at the helm - merged with another insurer in 2000.

13 Ways Successful People Think Differently

Master the art of "productive thinking"


They understand that thinking is a discipline.
If you want to be better at it, you've got to work at it, says Maxwell. Consider scheduling time to think. For example, LinkedIn CEO Jeff Weiner schedules 30- to 90-minute blocks of "nothing" into his calendar for personal time, coaching, and reflection, and Panera Bread CEO Ron Shaich sits down at the end of every year to reflect on past progress and write down initiatives for the future.

They figure out where to focus their energy.
Maxwell recommends using the 80/20 rule. Devote 80% of your energy to the most important 20% of your activities. Remember that you can't be everywhere, know everyone, and do everything. And avoid multitasking, which can cost you 40% efficiency.

They expose themselves to different ideas and types of people.
They're also selective about spending most of their time with people who challenge them, he writes.

They don't just have an idea; they follow through with it.
"Ideas have a short shelf life," says Maxwell. "You must act on them before the expiration date."

They understand that thoughts need time to develop.
Remember the last time you had a brilliant idea at 2 a.m., but it sounded sort of ridiculous when you woke up the next morning?

Thoughts need to be "shaped until they have substance" and need to stand the test of "clarity and questioning," he says. Don't just settle on the first thing that comes to mind.

They collaborate with other smart people.
Thinking with others yields higher returns, Maxwell writes. It's like giving yourself a shortcut. That's why brainstorming sessions can be so effective.

They reject popular thinking (which often means not thinking at all).
Too many people act, hoping that others have thought things through first, he says.

To reject popular thinking you must be OK with feeling uncomfortable. As Malcolm Gladwell has argued, some of the most successful entrepreneurs, including IKEA founder Ingvar Kamprad, have disagreeable personalities, meaning they aren't concerned whether other people think they're nuts.

They plan ahead, while leaving room for spontaneity.
When you're strategic, you reduce your margin of error. Simply having vague ideas of where you are and what you want to accomplish will get you nowhere.

Maxwell's keys to being strategic:

1. Break the issue down.
2. Ask why the problem needs to be solved.
3. Identify the key issues.
4. Review your resources.
5. Put the right people in place.

Henry Ford once said, "Nothing is particularly hard if you divide it into smaller parts."

They don't just think differently; they do different things.
Try new routes to work. Meet new people. Read books you might even consider boring. The key is exposure to new ideas and ways of life, he says.

They value other people's ideas as much as their own.
You can't think you're always right. Successful people know to give other concepts a chance. Apple founder Steve Jobs, for instance, started his career with a stubborn insistence that his way was best, write Brent Schlender and Rick Tetzeli in "Becoming Steve Jobs." In later years, Jobs became "confident enough to listen to his team as well as his own thoughts and to acknowledge the nature of the world around him."

They have an agenda.
For example, Facebook COO Sheryl Sandberg brings a notebook to every meeting and crosses agenda items off one by one, ripping pages out as they are addressed.

Further, Maxwell notes that smart thinkers plan out more than just their days; they take time to plan out their weeks, months, and long-term goals - and then they follow through.

They don't just react; they reflect.
Reflective thinking gives you perspective and confidence in your decision-making skills.

If you're not reflecting, it's holding you back more than you think. As Socrates said, "An unexamined life is not worth living."

They don't indulge in negative self-talk.
Successful people don't see limitations; they see possibilities. They think in terms of "I will" and "I can."

Former baseball star Sam Ewing once said that "nothing is so embarrassing as watching someone do something that you said could not be done."

Think before you post Your online presence can cost you a job

According to a new CareerBuilder survey, 43 percent of employers use social networking sites to research job candidates, up from 39 percent last year.

By Rosemary Haefner, vice president of human resources at CareerBuilder

A decade ago, job searching was still a fairly neat, straightforward process. A job seeker applied for a position and was asked in for an interview, references were checked, and an offer was extended. The proliferation of social media over the past several years has added a layer of complexity to the hiring process, creating more virtual hoops for job seekers to jump through before hearing, “you’re hired.”
Besides the websites specifically geared toward professional networking, most people use social networks for personal reasons – connecting with friends and family, sharing photos, and gathering and disseminating interesting information. However, while job seekers may view their postings as personal, any public profile is fair game for employers, who increasingly use these sites to gauge whether a candidate will be the right fit for their organization.

In fact, according to a new CareerBuilder survey, 43 percent of employers use social networking sites to research job candidates, up from 39 percent last year and 36 percent in 2012. Based on the survey, this trend shows no sign of slowing: 12 percent of employers don’t currently research candidates on social media but plan to start.

The employers who are already searching sites aren’t impressed with what they’re finding, which has potentially serious implications for job seekers. Fifty-one percent of employers who research job candidates on social media say they’ve found content that led them to not hire the candidate, up from 43 percent last year and 34 percent in 2012.

What employers don’t want to find
What makes these sites so appealing – the freedom to speak one’s mind in an open forum and instantaneously share photos and information – is also what can end up costing you a job. Photos from your friend’s bachelor party may appear innocent enough to share, or that off-color joke may seem too funny not to post, but those types of actions can come back to haunt you. Forty-six percent of employers say they’ll pass on candidates who posted provocative or inappropriate photographs or information, and 41 percent will reject job seekers who posted information about drinking or using drugs.
Other social media discoveries that have turned off employers include job seekers who bad-mouthed a previous company or fellow employee (36 percent); had poor communication skills (32 percent); made discriminatory comments related to race, gender and religion (28 percent); and lied about their qualifications (25 percent).

How to get your online presence in professional shape

While especially important for active job seekers, all working professionals should keep the following tips in mind for ensuring their social activity is employer-friendly:
  • Pump up your privacy settings: Most social networking sites allow users to customize their privacy settings so they can control who sees what. For instance, you may be able to set up your profile so that only your “friends” or “followers” can see what you post. You may also be able to restrict others from posting information to your profile, as well as monitor posts you’ve been tagged in so nothing goes up without your approval. The good news is many job seekers are already taking such measures to avoid over-sharing with potential employers. Nearly half of workers surveyed only share posts with friends and family, 41 percent have their profile set to private and 18 percent keep separate professional and personal profiles.
  • Think beyond social networking sites: While cleaning up your profiles is important, your online footprint may extend beyond those sites, and everything you do on the Web is searchable. Forty-five percent of employers use search engines such as Google to research potential job candidates. If you don’t know what’s floating in cyberspace that might get you into trouble with potential employers, do some digging to see what social media “dirt” comes up when you search your name.
  • Use your social presence for good: Being active on social media can actually work in your favor if what employers find piques their interest. One third of employers who research candidates on social networking sites say they’ve found content that made them more likely to hire a candidate, while 23 percent say such content directly led to them hiring the candidate. In fact, employers say they’ve hired someone based on their social networking presence for reasons including: they got a good feel for the job candidate’s personality (46 percent), the job seeker’s site conveyed a professional image (43 percent), and the candidate received awards and accolades (31 percent).
So, use your social media presence as an opportunity to showcase what makes you unique, well-rounded and the type of worker an employer would want to hire.
Rosemary Haefner is the vice president of human resources at CareerBuilder. She is an expert in recruitment trends and tactics, job seeker behavior, workplace issues, employee attitudes and HR initiatives.

18 High-Paying Non-Desk Jobs

You don't have to sacrifice your paycheck along with your cubicle


Where the high-paying non-desk jobs are
While 90 percent of the 20 highest paying non-desk jobs are in health care and most require a doctoral or professional degree, many of the fast-growing non-desk jobs don't require a four-year degree and several provide a career path that leads to the middle class.

"The U.S. workforce has gradually shifted to office-based work due to the rise of the professional services economy and productivity gains associated with information technology," says Rosemary Haefner, chief human resources officer at CareerBuilder. "But some of the healthiest areas of job growth year-after-year are in middle-skill occupations that don't require workers to sit in front of computer monitors and phones for 40-hours a week."

Some of the best paying non-desk jobs, no four-year degree required
The analysis found that there are 170 non-desk jobs that pay $15 per hour or more on average, don't require a four-year degree for a typical entry-level position, and have grown 6 percent from 2010-2014.

Here are the top-paying non-desk occupations in various categories.

Median hourly earnings 2010-2014 job growth
Health care occupations
1. Dental hygienist $34.19 9%
2. Diagnostic medical sonographer $31.93 15%
3. Occupational therapy assistant $26.57 14%
Construction and extraction occupations
4. Elevator installer and repairer $37.81 6%
5. Boilermaker $27.74 6%
6. Rotary drill operator, oil and gas $24.79 47%
Installation and maintenance occupations
7. Electrical power-line installer and repairer $30.85 7%
8. Avionics technician* $26.92 6%
9. Signal and track switch repairer $26.75 11%
Architecture and engineering occupations
10. Mechanical engineering technician $25.19 10%
11. Industrial engineering technician $25.01 6%
12. Electro-mechanical technician $24.68 8%
Green energy occupations
13. Wind turbine service technician $23.79 21%
14. Solar photovoltaic installer $19.04 22%
Miscellaneous non-desk occupations
15. Locksmith $18.25 10%
16. Massage therapist $17.27 17%
17. Travel guide $16.26 7%
18. Fitness trainer and aerobics instructor $15.88 8%

How To Know It's Time To Go: When To Leave A Job

Can you afford to quit?

The Surprising Best And Worst Jobs Of 2015

When you count stress, control, and money, it's not always the prestigious jobs that come out on top.


Here are the top ten, starting at the best:
  • Actuary, $94,209
  • Audiologist, $71,133
  • Mathematician, $102,182
  • Statistician, $79,191
  • Biomedical Engineer, $89,165
  • Data Scientist, $124,149
  • Dental Hygienist, $71,102
  • Software Engineer, $93,113
  • Occupational Therapist, $77,114
  • Computer Systems Analyst, $81,150
"At the highest level, STEM jobs have fared the best in recent years," publisher Tony Lee told AOL Jobs. A shortage of qualified people to hire gives potential workers far more leverage in negotiations, and pushes companies to sweeten the pot by raising salary levels, allowing remote work, and in some cases reducing hours. "They'll do what they need to do to attract the best and brightest in the field," he said.

In addition to STEM jobs are those in healthcare. For example, while actuaries, who calculate the likelihood that insurance companies will have to pay out on policies, are at the top of the heap, audiologists, who test hearing, are in second place. "The projections are a third of all audiologists will be retiring in the next few years," Lee said. But there will be plenty of work, as baby boomers increasingly age and many experience hearing problems. "You're working in a private practice. You're setting your own schedule," he said of the occupation. And there's a high satisfaction level of helping people every day.

Notice that dental hygienists are in the top ten but dentists are not. "Their salary is actually pretty reasonable for the job," Lee said. "They work a set schedule and walk out the door. They don't have to think about anything else." Dentists, on the other hand, must market their businesses, deal with insurance and billing, and often are on call. "It's a much higher stress job," he added. "The dental hygienist comes, cleans, leaves."

Then there is the other end of the spectrum with the worst jobs, with the absolutely bottom of the list at the end.
  • Mail Carrier, $41,068
  • Firefighter, $45,264
  • Taxi Driver, $23,118
  • Corrections Officer, $39,163
  • Photojournalist, $29,267
  • Broadcaster, $55,380
  • Cook, $42,208
  • Enlisted Military Personnel, $28,840
  • Lumberjack, $34,110
  • Newspaper Reporter, $36,267
Newspaper reporter is the worst job in the nation at the moment for a number of reasons. "It's not just the fact that the career is shrinking," Lee said. "It's not just that the salary has fallen every year. It's also that newspaper reporters are expected to be much more than they ever used to be. You're required to be on social media, do video, and with the resources being cut back at most newspapers, you're required to work more hours." In short, it's a demanding job that you're less likely to be able to keep and you'll make less doing than in many other occupations. "It's very high stress, very high pressure, very little autonomy."

Similarly, photojournalist is an occupation with a murky future and potential danger. Broadcasters, related to photojournalism and reporting, have seen big cutbacks. "Streaming makes it far more difficult to enter," Lee said. "So many people do it for nothing [and stream online]."

Some of the other jobs are at the bottom because of danger. Lumberjacks are the most likely to die on the job of any occupation and they're out in all weather. According to Lee, taxi driver is the career most likely to be the victim of a crime.

19 Interview Mistakes Young People Make That Cost Them Good Jobs

Wearing that Ramones t-shirt might not have been the best idea


19. Having bad breath.

Everyone suffers from dry mouth at the office.

Tip: Chew a piece of gum and then remove it five minutes before the interview.

18. Not telling a good story about your life.

A job interview is a very small window of time in which we try to get to know you. Who are you, what are you good at, and what do you want to do with your life? We want a quick, clear history of your life and career so far. At Business Insider storytelling is literally what we do, but at any company communications are key. If you cannot communicate who you are quickly, you're not getting the job.

Tip: Write it down beforehand and rehearse with a friend.

17. Being overly sarcastic or negative.

We do not expect you to be a cheerleader. But if we hire you, we're going to be spending a lot of time together, so we don't want you killing the buzz.

Tip: Just be nice. Smile.

16. Being arrogant.

Sure, we're interested in hiring you. But that doesn't mean you're a rock star, and our company won't collapse without you.

Tip: Just because you got the interview doesn't mean you got the job. You still have to sell us.

15. Not knowing anything about the field you're interviewing for.

If you're interviewing for a job that requires you to stay abreast of the technology industry, obviously we're going to ask you what you think is so interesting about tech. So if your answer is ...

"Er ... "

Then we're going to be less than impressed.

Tip: Prepare! Literally write some speaking points on a notepad before you arrive at the interview. It will help you in case you freeze.

14. Sending email attachments.

We hate downloading email attachments because of the malware risk they pose. If you only use text and links in your application email, we can see your stuff on our phones as well as on our laptops.

Tip: Your CV or resume is best displayed as a LinkedIn URL. Examples of your work are most easily seen if they come as links within the email.

13. Wearing a Ramones T-shirt to a job interview.

We get it. You're young and cool. And we love The Ramones, too.

Tip: Make us feel as if you're a safe bet by wearing a shirt and tie (men) or go conservative but stylish (women). One candidate impressed us by wearing a shirt and tie to a Google Hangout video interview.

12. Letting your cat escape out of a window during a live video chat.

We often use Skype and Google Hangout. A video interview may feel casual, but you need to prepare: In the background, we can see the dishes piled in your sink or the laundry hanging off your bedroom door.

One candidate interrupted her conversation with us when her cat jumped out of an open window. (We hired this person anyway.)

Tip: Take a screengrab of what your laptop can see so you can tidy your room before the interview starts.

11. Trying to negotiate your salary in the first meeting.

We get that you're trying to make sure you aren't wasting anyone's time. But asking salary questions early marks you as a rookie.

Tip: Remember that this is a process. The further you get through the process, the more it shows we want to hire you, and the stronger your negotiating position eventually becomes.

10. Using a photo of your dog or kids - or a bad picture of yourself - on your Twitter, LinkedIn, and Google+ accounts.

If you're using those personal email accounts to apply for jobs, then we also see Mr. Snuffaluffagus the adorable terrier when you send us your CV/resume.

Tip: Send test messages to a friend who will let you see how all your email/social accounts appear to others, and sanitize accordingly.

9. Forgetting to follow up via email.

When we reject a good candidate it's usually because we never received an email follow-up. We want to recruit people who really want to work here, and a simple "thank you" note checks a big box for us.

Tip: This needn't be a big production. Just a single sentence offering to answer any further questions is all it takes.

8. Putting career "objectives" at the top of your resume.

Young candidates pad their CVs with fluffy, clichéd career goal statements.

Do not do this!

Tip: We want to see only a simple list of your education and work experiences, and maybe a list of other useful skills at the bottom.

7. Trying to impress us with your off-the-wall creativity.

We're looking for people who seem reliable and trustworthy. We're not looking for weirdos who want to blow our minds. One job application began, "I am a chameleon ..." It went downhill from there.

Tip: We want to be able to trust you. So behave and communicate in a way that feels reliable and trustworthy.

6. Sending us a video resume.

We need resumes to be sent easily via email to other HR staff, and we may want to print them out so we can compare candidates side by side. Off-format CVs are useless for this.

Tip: Your best bet? LinkedIn.

5. Failing to provide a link to your LinkedIn profile.

We can't emphasize this enough: When you have to compare hundreds of CVs, LinkedIn is really useful because it makes all candidates' resumes look the same - and that makes it easier for us to figure out who is relevant and who isn't.

Tip: A LinkedIn URL in an email is a lot easier for us to deal with than a Word or PDF attachment.

4. Eating a sandwich during our meeting.

If you're discussing a potential job with an employer over "coffee," don't break out one of Starbucks' "Sure As Eggs Is Eggs" sandwiches; it's distracting.

Tip: Drink coffee or tea or water or nothing, if offered.

3. Being "low-energy."

Demonstrating the correct level of "energy" during a job interview is a tough call: You want to demonstrate that you're a low-drama person but not a monosyllabic introvert; you're happy to be here, but we don't want you bouncing off the walls like a crazy person.

Tip: If we can see you're excited at the idea of working for us, we're more likely to get excited about the idea of giving you a job.

2. Men forgetting to shave.

Beards and mustaches are fashionable on men right now, and many guys brought them along on their job interviews. But what looks good at a 19th century bare-knuckle boxing match is sometimes not so great when you're up close and personal with a prospective employer.

Tip: If you're rocking facial hair, make sure it is impeccably groomed.

1. Making your CV three pages long when you have no experience.

Don't worry about your CV not looking full enough - that's OK. We don't have a lot of time to figure out what your job history is.

How To Write The Perfect Email Subject Line For Job Hunting

The first point of contact of your first point of contact



Example: Human Resources Assistant Application

Place the most important words at the beginning. A whopping 50% of emails are now read on mobile phones, says Dmitri Leonov, a VP at email management service SaneBox. Since you don't know how much of the subject line hiring managers would be able to see from their smartphones, it's important to put the most important information at the beginning of the subject line. Otherwise, compelling details could get cut off.

Example: Marketing Manager with 8 Years of Experience

Be clear and specific. Recruiters spend just six seconds reviewing a resume, says Augustine, so they likely spend even less time scanning a job seeker's email. The subject line should communicate exactly who you are and what you're looking for without a recruiter needing to open the email. Don't use a vague subject line like "resume for opening," and instead specify which opening you're applying for.

Example: John Smith Following Up on Sales Position

Use logical keywords for search and filtering. Hiring managers typically have filters and folders set up to manage their email and probably won't focus on your message when they first see it, says Leonov. That's why it's important to include keywords like "job application" or "job candidate" that will make the email searchable later.

Example: Job Application: John Smith for Social Media Manager

Include the position and your name. For a standard job application, Augustine says the most important information to include in the email subject line is the job title and your name, as well as the job's ID if it has one. Anything less will require the hiring manager to spend time opening the email and trying to decode it.

Example: Data Scientist, No. 123456 – John Smith Application

List your designations to show that you're qualified. The subject line should be a place to distinguish yourself and immediately catch a recruiter's eye. Augustine recommends including any acronyms you have that are pertinent to the job. For example, you might add MBA, CPA, or Ph.D. after your name, depending on its relevancy to the position.

Example: Marketing Director – John Smith, MBA

If someone referred you, be sure to use their name. If you've been referred by a mutual acquaintance, do not save that for the body of the email, says Augustine. Put it in the subject line to grab the hiring manager's attention right away. Moreover, she suggests beginning the subject line with the person's full name.

Example: Referred by Jane Brown for Technical Writer position

Don't use ALL CAPS. Using all caps may get someone's attention, but in the wrong way. It's the digital equivalent of yelling, and your job is to make the email as easy as possible for a recruiter to read rather than giving them anxiety, says Leonov. Instead, use dashes or colons to separate thoughts, and avoid caps and special characters like exclamation points.

Here's Why Tuesday is the Best Day to Apply for a Job

New research analyzes data from over 270,000 job postings


SmartRecruiters

So, why is Tuesday the best day to apply?

Candidates who apply for a job when it first opens will have a "greater chance of getting noticed and getting in on the first wave of interviews," the SmartRecruiters report says. The longer a job posting has been open, the more competition applicants will face.

This can be true for not only the day candidates apply - but also the time of day.

According to the data from SmartRecruiters, 11 a.m. is the most popular time for companies to post new job listings during the week. The majority of candidates apply for jobs around 2 p.m. - so, if you want to be ahead of the curve, you may want to look for new postings in the late morning.
SmartRecruiters

Of course you want to take some time with the application, and you'll need to tailor your résumé and cover letter to the job you're applying for. But once you've got those things ready to go, you'll want to apply as quickly as possible. This shows you're truly interested and motivated to get the job.

Here are the most popular times of day for job seekers to submit their applications:
SmartRecruiters

How to Work 80 Hours a Week And Still Have a Life

The executive mantra: "Work hard, play harder."


Get a better job, more pay during April-June job search





April through June, here's the information that can affect your job search or salary offers.
The second quarter of 2015 is here, and if you're planning on taking a step to earn more money or find a new job between April and June, there are opportunities to take advantage of and trends to be aware of that can help move your goals forward.

Here are the six things you should know about hiring and pay for April – June.

1. More employers are hiring
The slowly-but-surely recession-recovery pace we've endured is continuing to yield good news. In the second quarter, 32 percent of employers plan to hire full-time, permanent employees, up from 26 percent last year.
2. Employers are still resizing their workforce
While an improved job market is good news for both hiring managers and job candidates, the second quarter is leaving some employers reassessing their needs and the people required to complete those roles: 8 percent expect to downsize staff, on par with last year; 55 percent anticipate no change while 5 percent are undecided.
3. Small-business hiring is upWhen smaller businesses are able afford hiring more employees, it's a sure sign that the economy has stabilized and even improved. This quarter's forecast echoes that sentiment, as 23 percent of companies with 50 or fewer employees expect to add full-time, permanent staff over the next three months, up from 18 percent last year.
4. Some industries are outperforming the national rate of hiring
2015 is putting a focus on upgrading our internal structure with industries that are crucial to everyday life, like transportation and health care. Industries expected to match or exceed the national average for adding full-time, permanent headcount in the second quarter are:
  • Information technology - 49 percent
  • Transportation - 44 percent
  • Financial services – 40 percent
  • Health care (50 or more employees) – 32 percent



5. Pay is getting more competitiveThe study also shows wages may get an upgrade as companies grow more competitive for skilled talent in the face of shrinking labor pools. Twenty-four percent of employers expect to increase salaries at least 5 percent in the second quarter compared to the same period last year; 44 percent anticipate there will be an increase of 4 percent or less while 1 percent expect a decrease and 4 percent are undecided.
6. Employers willing to wait for right job candidate
As the job market continues to grow more competitive and salary offers grow with the demand of skilled workers, employers are willing to wait for the right job candidate to get the most for their money. Forty-three percent of employers have job vacancies that stay open for 12 weeks or longer. This can affect your job search if you're the answer to their long-vacant position, and gives you more bargaining power during salary negotiations. But be careful—it also means that they're going to expect that you're able to handle the workload that will come with it.
"The brisk hiring anticipated for the second quarter comes against the backdrop of stronger sales, new product development and market expansion among companies of all sizes," says Matt Ferguson, CEO of CareerBuilder and co-author of The Talent Equation. "Small businesses have been playing a larger part in the solid stretch of job growth the U.S. has experienced over several months. When you pair that with the fact that hiring has increased in a variety of industries and regional areas, it bodes well for workers seeking new and better-paying employment prospects."

How to answer 5 tough interview questions








Here are some of the questions job seekers most dread, and tips on how to handle them.
We all have interview questions we secretly pray a prospective employer won't ask us. Whether you find them vague and confusing, or you think they are uncomfortable topics, or you simply aren't sure how to approach answering them, for some reason these questions always trip you up and jeopardize your chances of getting hired.
But with proper preparation, a little practice and the right approach, you can master even the most daunting questions from across the table.

Here are some of the questions job seekers most dread, and tips on how to handle them.

1. Tell me a little bit about yourself
This question is asked in nearly every first-round interview, yet many job seekers still struggle with it. Given the question's open-ended and broad-scope phrasing, plus the fact that it's often the very first "official" interview question, its not surprising interviewees stress over finding the "right" answer. The key is preparation and brevity.
"Don't waste time talking through your entire resume down to every detail, as they already have that information in their hand. Avoid personal and irrelevant information as well," says Jennifer Lee Magas, vice president, Magas Media Consultants. "Instead, provide your elevator speech – a concise 30-second overview of who you are, what you have done—jobs, internships, volunteer opportunities, sports, leadership roles—and how this can help a future employer."
2. Why should we hire you?
This common question often trips up candidates because it's blunt and to the point. Once again, this question requires a bit of preparation—in particular, a clear understanding of the job description, requirements and expectations.
"People don't do well with this one because they don't review the job qualifications ahead of time. The interviewer wants to know what you will do specifically for this position, not general statements about yourself," Magas says. "Organize your thoughts using the PAR acronym, or Problem, Action, Results. Quickly illustrate your worth by outlining a problem you dealt with at work, what specific action you took to solve that problem, and how your solution ultimately benefited the organization in terms of saved money or time."
3. Why are you leaving your current company?
Past actions are a good indicator of future ones, so discussing your current employer during a job interview can be tricky. The best way to approach this is to not dwell on the negatives.
"Absolutely 100 percent stay positive when asked why you are leaving your current company. It should be about opportunity [and] growth," says Ricardo Estevez, director of Career Services at The Art Institute of Washington. "Make sure the job you're applying for is moving forward. If you are changing careers, you can express how passionate you are about the new field into which you are transitioning."
"You should never bash a previous supervisor, or employer in general," agrees David Bakke, career expert at Money Crashers. "You could say something like your old boss was a stickler for details, but that it ultimately made you a better employee."
4. What are your salary expectations?
Discussing money is something of a taboo in our culture, so it's understandable that so many job seekers struggle when the question of salary comes up in the interview. It also happens to be one of the most crucial—raises, bonuses and even future job offers are usually based on your salary.
"Usually you know what your value on the market is, or at least a range. You also know how much you need to live comfortably and pay your bills," says Heather Neisen, HR manager at TechnologyAdvice. "Ultimately, this question is best answered with 'Here's what I'm aiming for in my search and why—I now have my master's, I now have the experience, etc.' Just like every part of the interview, you and the employer are looking for a fit. Don't waste their time or your time. State what your salary range is and if they can't be flexible, you have the ability to end the process."
5. How many ridges are there around the edge of a quarter?
Or, if you were shrunk down to the size of a pencil and put in a blender, how would you get out? What about, how many traffic lights are in Manhattan?
Sometimes interview questions are just plain weird. If you're faced with a question that seems both unrelated to the job and more like a brainteaser or riddle than an interview question, don't panic. In many cases the interviewer is less interested in what your answer is than in how you answer.
"Companies like Google are famous for asking very unusual interview questions, so don't be surprised if it starts happening more and more with smaller firms as well," says Tim Backes, career adviser, resume expert and hiring manager at Resume Genius. "They are looking for someone who will give an answer and not just stumble over their words and repeat the question a dozen times as well as someone who shows both a clear train of thought, no matter if it's based solely in logic or it's creative. They also want to see confidence, but not arrogance. No matter what you do, remember to keep your composure and answer any unusual question to the best of your ability."

How to Help an Out-of-Work Friend

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