To Find a Job, Go Where the Recruiters Are

Recruiters are going to new places--make sure you’re there, too.

by Mike O’Brien, Climber.com

You've updated your resume, posted it on five different job boards, and committed to scouring the Internet and responding to relevant listings within 24 hours. You've done what it takes, right?

Actually, you've barely gotten started. CareerXRoads' recently released ninth annual Source of Hire Study shows that the job-search process has changed dramatically over the past few years. Today's job seekers must be quick and flexible to succeed. Keep these things in mind:

Expect the job market to expand in 2010.
Although growth will vary by sector, the trend for reductions in new hires appears to be at an end, with 48% of the HR professionals surveyed by CareerXRoads indicating that they would be making more new hires in 2010 than in 2009. So if you're serious about making 2010 the year you find your ideal position, create a balanced job-search strategy now.

Your online profile matters more than ever.
Recruiters haven't quite figured out how to use social media, but expect to see more social media initiatives getting funded as the economy improves in 2010. What does your online profile say about you? Career-management sites that provide you with a professional home on the Web can allow you to share not only your skills and expertise, but also your specific interests and what you're looking for in a new company. Far more effective than a Facebook or LinkedIn page, these career profiles announce your commitment to your long-term professional success, and they give prospective recruiters everything they need to know about you and your career aspirations.

Job boards are only one way to achieve long-term success--and it's best to stick with the ones you know best.
Today's job seeker has access to literally dozens of job sites, from mass-access boards to subscription-based services. Of these, the major boards remain by far the most popular among recruiters. The sample group of recruiters polled by CareerXRoads indicated that hires attributed to job boards represented 13.2% of external hires in 2009, so it's important to also look to recruiting methods that result in more specifically qualified job candidates.

It's not just about knowledge--it's also about people.
Climber.com is a career-management site that works not only with job seekers but also with company recruiters and headhunting firms who are constantly on the lookout for referrals. The CareerXRoads study verifies that this is a growing trend. Among its polled sample, referrals made up 26.7% of all external hires in 2009--by far the largest source of hires, as well the most efficient, with the yield for referrals resulting in one hire for every 15 referrals. Networking, both in-person and online, will help you build strong contacts that can result in one of these coveted referrals.

Nervous about networking? You shouldn't be. Effective networking isn't about selling yourself. Rather, it's about building relationships in which you provide assistance as frequently as you receive it. If you approach your networking effort as a way to help others, you'll find it much easier to reach out.

Mike O'Brien is an innovative entrepreneur dedicated to helping others create breakthrough success, and is the founder and CEO of Climber.com, one of the nation's leading online career-management sites. For more information about how it can help you find your perfect career, visit Climber.com or connect with Mike on LinkedIn.

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Barbie's Job History

As America’s favorite model-astronaut-pilot-doctor prepares to switch careers again, we take a brief look at her resume.

by Maria Hanson, LiveCareer

We all know that Barbie is far from average. Medical experts say that a real woman with her body proportions (including her size-three feet) would find it very difficult to walk, much less hold down a demanding job.

Fortunately, at 50 years old, Barbie the doll has no trouble standing up to whatever job she chooses. And with 126 of them on her resume--including 10 in recession-snarled 2009 alone--Barbie is not just a fashion icon. She's an employment anomaly.

This year, for the first time, toymaker Mattel invited the public to choose Barbie's new careers. And on February 12, Mattel announced the winners: computer engineer and news anchor. As Barbara Millicent Roberts (her full name), originally from Willows, Wisconsin, prepared for success in these new fields, we took a look at her curriculum vitae and evaluated her on-the-job experience and some past salaries.

Superstar Salaries
Barbie has surely made good money through the years, as a fashion model (1959-present), an astronaut (1965), a pop singer (1986), a WNBA basketball player (2000), and an American Idol winner (2005). But one of Barbie's highest-paying non-celebrity professions was surgeon (1973). In 2010, surgeons can expect to earn a median annual salary of $326,113 (salary information provided by LiveCareer's 2010 Salary Report).

Minimum Wages
Barbie has had plenty of satisfying but low-paying jobs as well. Some of the lowest include babysitter (1963), $20,731; soda-fountain waitress (1998), $20,750; student teacher (1965), $25,271; and candy-store cashier (2002), $26,868. Good thing the Dream House doesn't have a mortgage.

Barbie Heals
This beloved cultural icon has a passion for healthcare: she has been a doctor nine times. A whopping five of her MD stints have been as a pediatrician of some sort. In 1994, Mattel called her a pediatrician. In the new millennium, she has been called a children's doctor (2001), a baby doctor (2005, 2006), and a newborn-baby doctor (2009).

Careers in Overdrive
Barbie seems to thrive on competition--she went through a three-year car-racing phase. First she was a NASCAR driver (1998, 1999). Then she switched gears and became a Formula 1 driver (2001). Amazingly, she never got helmet hair.

A Model Executive
Throughout the years, Barbie has made the most of her business acumen and entrepreneurial spirit as a business executive (1960, 1978, 1985, 1999).

A Dog's Best Friend
In 2009, Barbie's love of animals led her to four dog-oriented occupations: dog trainer/competitor, dog washer, dog park sitter (whatever that is), and pet vet.

President Barbie
You may not have realized that Barbie has been a candidate for the top office of the United States in every presidential election year since 2000--presumably as a write-in candidate. In 2008, when she went up against Obama and McCain, this very active woman was also a soccer coach, a swim instructor, a TV chef, and a zoo doctor. She also made time to attend space camp.

Private Barbie
In the 1990's, the patriotic Barbie served in the U.S. military, holding jobs such as Air Force jet pilot (1990) and Navy officer (1991).

Barbie's Future
Now Barbie is ready to put her tech savvy to work, as a computer engineer. The digital diva sports a fitted T-shirt with a binary code design, along with pink geek glasses and accessories. In this job, Barbie can expect to earn a median salary of $85,726--which she might use to start paying off the educational loans she's sure to have accrued throughout the years.

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Tech Etiquette for the Office

How to avoid bad tech manners in the workplace

by Doug White, Robert Half International

When used in the wrong place or at the wrong time, a smartphone can make an employee look anything but intelligent. Despite helping some workers boost their productivity, constant connectivity comes with a cost, according to a recent survey by Robert Half International (RHI). In that survey, 51% of chief information officers (CIOs) interviewed said they've seen increased instances of poor etiquette resulting from more-frequent use of mobile devices in the workplace. Following are some common technology abusers and tips on avoiding becoming one of them:

The misguided multitasker
As you've likely noticed, many otherwise well-mannered professionals lose all sense of courtesy when holding an electronic gadget. Misguided multitaskers make efficiency a higher priority than respect, by sending a flurry of electronic messages during meetings. Unfortunately, the only message they send to other participants is "I'm distracted and disinterested."

It's best to turn off your mobile device when heading into a meeting. But if you're dealing with a pressing issue and expect to receive a critical email, give the facilitator a heads-up at the outset. And consider stepping out of the room before you start thumb-typing.

The email addict
Email has brought innumerable benefits to the business world. But it also can have big drawbacks, especially when it becomes a person's default mode of communication.

Email addicts believe they're saving time by relying entirely on electronic means for getting their thoughts across, but egregious overuse of the medium is inefficient and ineffective. In many cases, a phone call or brief one-on-one conversation is the more expedient and appropriate way to resolve an issue. When you need urgent assistance, are delivering bad news, or think a message could be misconstrued without the help of tone and body language, avoid e-mail.

The nonstop social networker
Do you know what your company's policy is regarding social media usage? Many organizations have started cracking down in this area. In another recent RHI survey, 54% of participating CIOs said their firms do not allow employees to visit social networking sites for any reason while at work; an additional 19 percent of respondents said it's acceptable only if it's related to business. Nonstop social networkers put not only their reputations in jeopardy by tweeting all day, but also their jobs.

The nonstop social networker also invites awkwardness by attempting to "friend" everyone in the office, despite the fact that many people don't want to connect with colleagues in this way. RHI found that 41 percent of managers, for instance, are uncomfortable getting Facebook friend requests from colleagues. If you want to connect with coworkers online, consider a forum like LinkedIn that is geared to professional relationships.

Be present
Finally, be mindful of the subtle signals you send with your gadgets. Listening to music may spur creativity, but constantly wearing headphones is like hanging a "do not disturb" sign from your ear. Remember that perception is reality. In a team-oriented environment, it pays to be--and look--engaged and accessible.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 360 offices worldwide. For more information about our professional services, please visit roberthalf.com. For additional career advice, follow us on Twitter.

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Top 5 Money-Making Green Jobs

by Mary Fineday, FindtheRightSchool.com

You love the environment. Why not work for it? Many green-collar jobs not only help the planet's health but also bring in healthy salaries.

Take a look at these well-paid careers in a variety of green industries. Jobs like these will make you proud to go to work and happy to open your paycheck.

Green Job #1: Conservation Scientist
Put your environmental expertise to work behind the scenes as a conservation scientist. These specialized scientists study natural resources and work with governments or businesses to help shrink their carbon footprints. Whether you're restoring a damaged ecosystem or helping to ensure that future grazing land is clean, you'll have a real impact on the world around you.

• Mean Annual Wages: $60,170
• Career Training: A bachelor's degree in environmental science, rangeland management, natural-resource management, or agricultural science is recommended for entry-level jobs.

Green Job #2: Green Product Marketing Manager
Not all green careers are about getting your hands dirty. For this specialized marketing career, you'll spend most, if not all, of your time in an office. Marketing managers take charge of how a product is sold to consumers. Working with advertising and promotions managers, green product marketing managers work to determine how to make any given green product indispensable in our homes. The career tends to require rising through the ranks of a marketing firm and obtaining an advanced degree.

• Mean Annual Wages: $118,160
• Career Training: A bachelor's degree in marketing or business administration, combined with an MBA with an emphasis on marketing, is recommended for the job. If you want to focus your career on green products, a major or minor in environmental science (or a related field) can be a plus.

Green Job #3: Environmental Engineer
Use an engineering degree to repair environmental damage and prevent future problems. Environmental engineers work with governmental organizations and private companies, developing systems, policies, and machinery that help companies and organizations run cleaner.

• Mean Annual Wages: $77,970
• Career Training: A bachelor's degree in environmental engineering is required for even entry-level green jobs in engineering.

Green Job #4: Solar-Panel Installer
Stand on the front lines of the renewable-energy movement as a solar-panel installer. You'll need to understand the latest photovoltaic technology in order to properly address clients' questions. This career, which the U.S. Labor Department classifies in the category of heating, air conditioning, and refrigeration mechanics and installers, requires an eye for detail and an aptitude for technical knowledge.

• Mean Annual Wages: $42,240
• Career Training: An associate's degree or certificate is becoming the preferred minimum educational requirement for solar-panel installers.

Green Job #5: Green Interior Designer
Your vision for a beautiful, sustainable home can become a reality in your clients' floor plans when you work as a green interior designer. Using eco-friendly design principles, green designers work with local resources, seek out sustainable furniture and fixtures, and generally work to make their clients happy in a sustainable home.

• Mean Annual Wages: $51,020
• Career Training: An associate's or bachelor's degree in interior design is typically recommended for interior designers. Additionally, some states license interior designers, meaning a licensing exam would be necessary.

Earn Your Green-Collar Job
While no career training can guarantee a green job, the training you'll receive within the recommended degree programs above is generally preferred or required by hiring managers. Learn how you can turn your interest in conservation into a challenging career with real rewards.

Mary Fineday is a freelance writer from Austin, Texas.

Source: Mean salary figures were reported in 2008 by the U.S. Bureau of Labor Statistics.

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Networking on the Job

Put your contacts to work after you're hired.

by Mike O'Brien, Climber.com

Most savvy job seekers realize the power of leveraging both online and in-person networks to find a new position. But once you've landed your dream job, your network can transform into an even more valuable tool for helping you get ahead in your career.

Here's what to keep in mind:

1. Maintain--and expand--your core network.
Whatever network you established to help you find employment, keep it thriving. Whether you've joined a community via a career-management site, created a LinkedIn group of like-minded professionals, or joined a local organization, chances are good that many of these contacts will also go on to successful careers in a wide variety of professions. By staying in touch with these contacts and letting them know about your career development, you'll remain top-of-mind for future leads.

But don't stop there. Successful networking is all about growth. According to LinkedIn's statistics, a new member joins its community every second--and it boasts membership by executives at all Fortune 500 companies. So don't be shy about tapping your current connections to make new connections--for example, asking to join the online groups of your in-person contacts.

2. It's not just about networking online.
While online networking is constantly gaining ground, nothing beats a personal connection. According to a recent Forrester Research Media & Marketing Online Survey, more than 83 percent of North American consumers surveyed trusted a personal recommendation on a product or service over any other source of information--be it a review, information on a website, or online consumer opinions. People are hungry for information, leads, and opportunities, but only if they come from a trusted connection. That connection is you.

To make the most of your in-person networking, realize that you have to give before you should expect to receive. In the same way that a thank you for a referral can go a long way toward getting your next referral, proactively assisting your network's members with business opportunities, job leads, or relevant industry information will help strengthen your relationships.

3. Be smart with your networking decisions.
If you choose to expand your business networking online, however, there's reason to be cautious. According to a 2009 Deloitte & Touche study, 74 percent of employees surveyed admitted that it's all too easy to damage a company's reputation via social networking sites. Don't think companies aren't noticing. In the same study, 58 percent of executives agreed that reputational risk and social networking should be a boardroom issue--and 30 percent of them admitted to informally monitoring employees' social networking sites. Still, properly handled, your social networking efforts can help your company succeed. Only 30 percent of the companies surveyed by Deloitte & Touche reported using social networking as part of a business or operational strategy, but fully 55 percent of executives said they don't have an official social networking plan at all. Recruiters at career-management sites say showing demonstrable expertise with social networking is becoming a key asset for job seekers--and they expect that trend to continue.

There's a saying in sales that you're only as good as your network--and in today's highly connected business environment, maintaining and expanding a high-value network is a powerful recipe for success.

Mike O'Brien is an innovative entrepreneur dedicated to helping others create breakthrough success, and is the founder and CEO of Climber.com, one of the nation's leading online career-management sites. For more information about how to find your perfect career, visit www.Climber.com, or connect with Mike on LinkedIn.

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Negotiating Pay in a Recovering Economy

by Sara Eckel, PayScale.com

Congratulations! You've received a job offer during one of the worst recessions of our lifetime. Now there's just the sticky matter of pay. Although the economy is technically in recovery, employers are still very pessimistic about the overall outlook. A study conducted by the accounting and consulting firm Deloitte found that 60 percent of executives surveyed believe that business conditions are the same as or worse than they were last year; as a result, the majority report that they are freezing salaries.

That makes negotiating compensation as a new hire especially tricky. And while now is not the time to demand sky-high fees or fancy benefits packages, experts say you can get a fair salary. It just takes tact, finesse, and a few simple strategies:

1. Know Your Worth
A first step is to research salary ranges for your position, industry, and city. Check sites like online salary database PayScale.com, and query your business contacts for the inside scoop. This will enable you to keep your composure if the hiring manager suggests that your expectations are unrealistic. However, Ali Chambers, vice president of ClearRock, a Boston-based outplacement firm, warns against directly citing the data, since that could seem confrontational.

2. Navigate the "Pre-Negotiate"
In the ideal world, salary discussions don't begin until after the job is offered--and the prospective employee has some leverage. Unfortunately, these days many employers are "pre-negotiating" compensation--requesting salary requirements during the first screening interview. In these situations, it's best to get the hiring manager to throw out the first number, says Chambers, since that figure could always go up (whereas your number can only go down). But if that's not possible, give a salary range rather than a hard number. For example: "Depending on the scope of the position, my requirements are between $70,000 and $80,000." This will prevent you from being eliminated immediately, but will also give you leeway to up the figure after details of the position--such as the amount of travel or the number of direct reports--are revealed.

3. Leverage Your Health Insurance
With healthcare costs rising, many businesses are struggling to maintain their insurance benefits. If you're married and are on a spouse's plan, offer to forgo your prospective employer's health insurance in exchange for a higher salary. While larger companies may not be able to do this, many smaller employers will eagerly accept this deal. After all, it saves the company money and enables you to swap something you don't need for cash. "This could easily be worth several thousand dollars," says Silver Spring, Md., career coach Cheryl Palmer.

4. Get on a Review Fast Track
If your prospective bosses won't budge on their figure, request a six-month salary review that will be based on a measurable objective--like increased sales or higher productivity. This will give you an opportunity to bump up that figure after the economy has (hopefully) thawed--and you've had time to prove your worth. "Negotiations begin right after you receive a job offer and occur in many conversations all year," says Elaine Varelas, managing partner at Keystone Associates, a Boston-based consulting firm. "That's why a review request should be your first priority in the negotiation process."

5. Negotiate Non-Monetary Benefits
Money isn't everything. And some perks may actually be more valuable to you--for instance, an extra week of vacation time, a flexible schedule, the ability to work from home a day or two a week. When companies are cash-strapped, they are often happy to cut these deals because they don't involve actual dollar amounts, says Chambers. But she notes that such benefits must fit into the office culture--the president of a small Internet start-up may be happy to let you bring your dog to work; the senior partner of a large corporate law firm probably won't.

6. Just Ask
Many employers use the economy as an excuse to low-ball, but the majority are willing to go higher than their first offer, says Colorado-based executive coach Debra Benton. So if you aren't thrilled by the initial figure, ask if there is some flexibility. If they ask why you want to know, corporate trainer Laura C. Browne suggests that you simply explain after considering the job requirements and what you bring to the position, you were hoping to make a bit more. "Then stop talking," she says. "See what happens. Sometimes, there is flexibility, and this can get you a little more money."

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How Long Should Your Resume Be?

Expert advice and 5 tips for determining the right length

by Glassdoor

Over the past couple of months, Glassdoor.com career expert Jeff Hunter has surveyed a group of recruiters and HR managers in order to provide job seekers with insight into the hiring process. His list of ten questions inspired interesting responses, including varied answers regarding resumes and resume length. It's clear that there isn't a straight answer to the age-old question "How long should my resume be?"

Here are some of the responses from top recruiters and HR executives:

"1-2 pages for a junior candidate, 3-4 pages for a senior candidate."--Glenn Kwarcinski, senior technical recruiter in the Wireless Technologies Division of Apple

"One page, but I don't ding people for more than that."--Craig Campbell, director of talent acquisition at Dolby Laboratories

"2 pages . . . that's it. But I believe a true recruiter's job is to set interviews, not submit resumes."--Sean Rehder, recruiter

"There is [no single correct answer.] But remember that the longer you go, the greater the chance of boring the reader."--Jeff Hunter, Glassdoor.com career expert

And here are five tips to consider as you update your resume and debate the length it should be:

1. Make sure your resume clearly and succinctly communicates your achievements. Avoid resume "filler"--vague language that doesn't precisely explain a skill or an accomplishment. According to Rusty Rueff, Glassdoor career and workplace expert, you should try to tie each thing in your work history to a measurable result you achieved.

2. Evaluate whether an achievement is best highlighted in your resume, in an interview, or perhaps in your cover letter. Rueff says, "The resume is an outline, or a storyboard of you. It tells a story of continued achievement and growth. Storyboards hit the high points; the interview is when you can introduce dialogue, drama, the overcoming of barriers, and so on."

3. Consider whether a long-ago job best supports your qualification for a job you're after today. For example, a valuable experience waiting tables at one of the busiest restaurants in your town may have taught you how to multitask, but does that job readily speak to why you would make a great software engineer at Oracle?

4. Look at the format of your resume with fresh eyes and consider whether a brief paragraph or five to seven bullets would more easily express what you managed to do in your last few jobs. Rueff explains, "Consider your audience. For example, if you're applying for a job that will require a lot of writing, consider developing a two- or three-sentence paragraph for each job that gives a hint of your writing skills. However, if you're in a technical field, brief bullets may best showcase your experience. The bottom line is that whether you bullet-point your achievements or offer more color in a paragraph format, everything should be tied to a result and tell a mini-story within the bigger career story of you."

5. Avoid cliffhangers or one-liners that extend your resume to a second or third page. Often that last hanger line will either be ignored or simply have the potential employer asking, "Why didn't they clean that up?!'

And last but not least, if you're concerned about resume length even after running through each of these considerations, do not shrink the font size to something barely readable. Recruiters, hiring managers, and others who can help get you a job want to actually read your resume, so don't make doing so difficult. While there is no rule of thumb when it comes to the overall length, one to two pages is still the average. For your resume, ask yourself whether it's direct, informative, insightful, and appropriate to your skills and experience. No problem, right?!

For more information and tips to help you craft, update, and manage your resume, visit Glassdoor.com.

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The da Vinci Cover Letter

A document written by a Renaissance genius holds the key to job-search success

by Maria Hanson, LiveCareer

Leonardo da Vinci was the ultimate Renaissance man--a genius by anyone's standards. The Italian polymath excelled as a painter, a sculptor, an inventor, an engineer, an architect, a musician, a scientist, a mathematician, a botanist, an anatomist, and a geologist. He created what is arguably the most famous painting in the world, the Mona Lisa, as well as the first known design for a helicopter.

But Leonardo di ser Piero da Vinci had another, hidden talent--the man knew exactly what to say in a cover letter and resume.

In 1482, the 30-year-old da Vinci, hungry for work, wrote to Ludovico il Moro, the Duke of Milan. And that letter has valuable lessons for today's job seekers. (You can take a look at da Vinci's letter here--a full translation appears at the bottom of this article.) Stephen Viscusi, the author of "Bulletproof Your Job" and the CEO of Bulletproof Your Resume, provided his expert analysis of da Vinci's letter and revealed what we can learn from this great thinker.

Q: First of all, is this document a cover letter or a resume?

Viscusi: Actually, it's both. And it's perfect. He includes the personalized element of a cover letter with elements of a resume. More people today should consider morphing their cover letters and resumes. Employers today get so many resumes that they hardly have time to read them.

Q: What do you think of the letter overall?

Viscusi: Leonardo da Vinci was clearly a creative genius even with this kind of task, because he understood what not enough people today do--that bosses or companies want to sense your loyalty, your ability to make them look good, and your ability to protect them. The one major theme seen throughout da Vinci's cover letter is that he has the boss's back. Credentials and qualifications are not as important.

Q: Most of the letter describes all the ways he can help the duke in times of war. He barely even mentions his artistic talents. Here's a typical paragraph:

"I will make covered chariots, safe and unattackable, which, entering among the enemy with their artillery, there is no body of men so great but they would break them. And behind these, infantry could follow quite unhurt and without any hindrance."

What's the deal?

Viscusi: The deal is that da Vinci knew the Duke was in the market for a military genius, not an artistic genius, at that time. He played to his audience--not necessarily to his strengths. It's exactly what today's job seekers need to do. Be what someone is looking for, and then become the person you said you were.

Q: How would this paragraph translate in today's job hunt?

"I have a sort of extremely light and strong bridges, adapted to be most easily carried, and with them you may pursue, and at any time flee from the enemy; and others, secure and indestructible by fire and battle, easy and convenient to lift and place. Also methods of burning and destroying those of the enemy."

Viscusi: If da Vinci were a modern software designer, it would read something like this: "I know how to design software better than other people. It will sell. I am a low-maintenance employee. I am good at multitasking and I take direction well. And I know how to knock out the competition."

Q: The letter apparently worked. The Duke hired da Vinci. Are you surprised?

SV: Not at all: da Vinci told him exactly what he needed to hear, and then most certainly followed through. I'm sure the Duke was very happy with his hire.

Stephen Viscusi is the author of "Bulletproof Your Job" and the CEO of Bulletproof Your Resume.

Full Translation:

Most Illustrious Lord, Having now sufficiently considered the specimens of all those who proclaim themselves skilled contrivers of instruments of war, and that the invention and operation of the said instruments are nothing different from those in common use: I shall endeavor, without prejudice to any one else, to explain myself to your Excellency, showing your Lordship my secret, and then offering them to your best pleasure and approbation to work with effect at opportune moments on all those things which, in part, shall be briefly noted below.

1. I have a sort of extremely light and strong bridges, adapted to be most easily carried, and with them you may pursue, and at any time flee from the enemy; and others, secure and indestructible by fire and battle, easy and convenient to lift and place. Also methods of burning and destroying those of the enemy.

2. I know how, when a place is besieged, to take the water out of the trenches, and make endless variety of bridges, and covered ways and ladders, and other machines pertaining to such expeditions.

3. If, by reason of the height of the banks, or the strength of the place and its position, it is impossible, when besieging a place, to avail oneself of the plan of bombardment, I have methods for destroying every rock or other fortress, even if it were founded on a rock, etc.

4. Again, I have kinds of mortars; most convenient and easy to carry; and with these I can fling small stones almost resembling a storm; and with the smoke of these cause great terror to the enemy, to his great detriment and confusion.

5. And if the fight should be at sea I have kinds of many machines most efficient for offense and defense; and vessels which will resist the attack of the largest guns and powder and fumes.

6. I have means by secret and tortuous mines and ways, made without noise, to reach a designated spot, even if it were needed to pass under a trench or a river.

7. I will make covered chariots, safe and unattackable, which, entering among the enemy with their artillery, there is no body of men so great but they would break them. And behind these, infantry could follow quite unhurt and without any hindrance.

8. In case of need I will make big guns, mortars, and light ordnance of fine and useful forms, out of the common type.

9. Where the operation of bombardment might fail, I would contrive catapults, mangonels, trabocchi, and other machines of marvellous efficacy and not in common use. And in short, according to the variety of cases, I can contrive various and endless means of offense and defense.

10. In times of peace I believe I can give perfect satisfaction and to the equal of any other in architecture and the composition of buildings public and private; and in guiding water from one place to another.

11. I can carry out sculpture in marble, bronze, or clay, and also I can do in painting whatever may be done, as well as any other, be he who he may.

Again, the bronze horse may be taken in hand, which is to be to the immortal glory and eternal honor of the prince your father of happy memory, and of the illustrious house of Sforza.

And if any of the above-named things seem to anyone to be impossible or not feasible, I am most ready to make the experiment in your park, or in whatever place may please your Excellency--to whom I comment myself with the utmost humility, etc.

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How to Have That Impossible Conversation at Work

Don't put it off--but don't let it backfire either.

by Susan Adams, Forbes.com

A manager can't figure out how to tell her colleague to stop staring at her chest when they talk. An employee is afraid to ask her supervisor not to yell at her in meetings. A boss can't figure out how to let his assistant know that he gets complaints from clients about her attitude.

Situations like these plague workers and managers everywhere. They are what drove Donna Flagg, a human resources consultant, to write her new book, "Surviving Dreaded Conversations: Talk Through Any Difficult Situation at Work." Flagg's main message: Stop procrastinating. "If we allow ourselves to be verbally constipated by a belief that speaking the truth is bad," she writes, "then bad is what we will indeed get." It doesn't have to be that way, she insists.

Flagg, who has master's degrees in both organizational development and business education, says that forging ahead and tackling difficult conversations is especially important nowadays. In a robust economy, workers made miserable by a colleague's or boss's behavior can move on to greener pastures. But few have that choice in this era of 9.7% unemployment.

Though Flagg's advice is all sound--get to the point but don't rush, don't issue blame, take responsibility for starting the conversation--she does wield a blunt instrument. "The idea of this book is that there's nothing to prepare for," she says. "It's just about getting out there and saying what you have to say." Many consultants focus on negotiating toward a specific outcome, but Flagg stresses how important it is simply to start that dreaded conversation. As they say at Nike, just do it.

Take the manager with the colleague who stares at her chest. No matter how uncomfortable she may feel about initiating a dialogue, Flagg says, she'll be much better off if she forges ahead. "Being truthful is not being mean," advises Flagg. The manager should strive for what Flagg calls the "clean, clear, lucid truth." Say to the colleague, simply, "I've noticed that when you speak to me, you don't look me in the eye; you look at my chest. That makes me uncomfortable." One of Flagg's favorite phrases, because it's relatively gentle: "I'm not loving that." In fact, she knew a manager who recently had that very wandering-eyes conversation with an employee. "He was embarrassed, and he said he was sorry," she says. The behavior stopped.

However, many work conflicts are thornier, involving crossed signals, muddy emotions, and clashing personalities. For a more sophisticated approach, the decade-old "Difficult Conversations: How to Discuss What Matters Most" is a helpful guide. Written by three members of the Harvard Negotiation Project, a 27-year-old program at Harvard Law School, it advocates careful preparation rather than plunging ahead.

Its authors break the typical hard conversation into three elements: facts, feelings, and identity. The facts, raised in the discussion of what has happened, are almost always complicated and subject to multiple interpretations. Feelings make everything highly charged. And identity--the matter of whether a particular conflict makes one or both parties feel incompetent or unlovable--further stirs the pot.

The authors recommend that you "shift to a learning stance." Put your own ideas about facts and feelings aside, and explore the other person's story. Move from certainty to curiosity. Most of us usually assume we know the other person's intentions. It's better to put what we think we know on hold and gather information. Like Flagg, the authors advise leaving blame out of the equation. Work at understanding the other person's motivations rather than judging him or her.

It's also important to look closely at your own feelings and motivations and be clear about your intentions before you start the difficult conversation. Take responsibility up front for your contribution to the conflict. Come to terms with your own point of view. Acknowledge that though you have a legitimate view, it's limited.

By way of illustration, the authors recall a scene from the movie "Annie Hall": "We never have sex," complains the Woody Allen character. "We're constantly having sex," says his girlfriend, played by Diane Keaton. "How often do you have sex?" asks their therapist. "Three times a week," they reply in unison.

How does all this advice work in practice? Back to the manager and the employee with the errant eye. Sheila Heen, one of the authors of "Difficult Conversations," emphasizes that the manager should do her best "to separate intention from effect." In other words, don't assume the employee is even conscious that he's staring at the manager's body, or that he has bad intentions. The manager should start the conversation by saying, "I don't know if you're aware of what you're doing, and maybe I'm wrong, but it feels like you're staring at my chest, and that makes me uncomfortable."

Heen agrees with Flagg that it pays to initiate a difficult conversation, rather than postponing it and hoping the conflict will go away on its own. That almost never happens.

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The Best Jobs for Telecommuting

Top fields for flextime and flexplace work environments

by By Sara Eckel, PayScale.com

Whether you're trying to navigate kids' school schedules or avoid soul-crushing rush-hour traffic, finding a flextime job or a job that allows telecommuting can substantially improve your quality of life. And now that technology has made work more portable than ever--allowing us to work from home, a neighborhood coffee shop, or even a distant city--many industries are allowing employees to take advantage of these advances.

Ellen Ernst Kossek, a professor at Michigan State University's School of Human Resources and Labor Relations, says the jobs that are most adaptable to flexible work arrangements are results-oriented--jobs in which your output is easy to measure, no matter where you are. Writers, graphic designers, and salespeople fit into this category. Here are eight others:

1. Technology Worker (Information Technology Manager: $24 per hour)
Managers at software and information technology companies tend to be more amenable to telecommuting. "They understand the resources, and they tend to attract people who are unhappy in more-regimented environments," says Laurence Shatkin, the author of "The 200 Best Jobs for Renewing America." But this portability has its downsides: "The same thing that makes it possible to do work from home also makes it possible for someone from India or China to do that same job, and many high-growth tech careers are going offshore," he says.

2. Environmental Engineer (Environmental Engineer: $25 per hour)
As businesses, municipalities, and residences increasingly go green, environmental engineering has become a fast-growing field. And like engineering in general, it's quite flexible. "It involves a lot of site visits. However, a lot of the work, like analyzing the data, can be done from home. So it offers flexibility without much worry that your job will be off-shored," says Shatkin.

3. Nurse (Registered Nurse: $29 per hour)
Because nurses are in high demand, they have more power to control their time than people in many other professions. For example, many hospitals set up databases where nurses can set their schedules and swap shifts--without having to go through a supervisor. "You can put in the shift you want and match it up with other people who want different hours," says Ellen Galinski, president and cofounder of the Work Family Institute. This system is now being used in many commercial businesses, such as banks and stores.

4. Medical Billing and Coding Specialist (Medical Biller: $15 per hour)
As our healthcare system becomes increasingly complex, Shatkin says many hospitals and medical offices are outsourcing their billing to outside agencies, and those employees frequently work from home full-time.

5. Corporate Trainer (Employee Trainer: $20 per hour)
When a company gets a new computer system or managers decide that employees need training in soft skills--communication, presentation, and so on--they often hire outside consultants to come in and train employees. These trainers are hired by agencies that send them to offices across the country. "They have a lot of flexibility because they are needed one week and not the other week. And as workplaces become technological, there will be a greater need for trainers like that," says Shatkin.

6. Personal Financial Advisor (Personal Financial Advisor: $18 per hour)
With so many baby boomers approaching retirement age, Shatkin says that financial planning is a growing field. Certified advisors work for themselves, and thus have the freedom to take as much or as little work as they like. "This is growing very fast," says Shatkin. The downside is that meetings tend to take place during the evening, after clients have left work.

7. Transcriber (Medical Transcriber: $15 per hour)
From court transcripts to medical records to closed captions, there is plenty of set-your-own-hours work for speedy typists. Shatkin says closed captioning is a particularly hot field. "When you're watching CNN live, someone has to be pecking away as it happens. This skill is in demand, and the work happens at all times of the day and night. In fact, many people who prepare for court reporting never even set foot in a courtroom. It's the same skill," he says.

8. Social Media Manager (Social Media Manager: $19 per hour)
Are you a whiz at Twitter and Facebook? Many companies and public-relations agencies hire experts who can promote and manage brands from their iPhones. Annemarie Dooling, a social media manager for a digital advertising agency, loves the flexibility of her job. "I'm able to be completely mobile because of the nature of my job," she says. "I often work from a laptop on the way to a conference or meeting. I even check messages in bed on my iPhone."

For tips on making your current job more flexible and telecommute-friendly, see "5 Tips for Successful Telecommuting."

Source: Salary data from PayScale.com. The salaries listed are hourly rates for workers with five to eight years of experience.

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Find a Mentor to Improve Your Career Outlook

by Sara Eckel, PayScale.com

Want an inside track to a successful career? Skill and hard work are important, yes--but one of the most valuable career assets any professional can have is a mentor: a more-experienced person in your field who guides you and helps you develop. "People who have mentors are more satisfied in their careers, get promoted more rapidly, and even make more money than those who don't," says Ellen Ensher, management professor at the Loyola Marymount College of Business Administration.

Many companies, professional organizations, and alumni associations have formal mentoring programs for their employees or members, and it's smart to take advantage of them. But with determination and a little finesse, you can also find a mentor on your own.

1. Develop your network.
Find a wide field of possible candidates by telling everyone you know that you're looking for a mentor. Then make a list of your "dream team"--industry leaders, bosses, people you admire, and so on. "Not everyone can have the CEO of NBC as their mentor, but often high-level executives will connect former proteges with people seeking mentors," says Enscher, who is a coauthor, with Susan Murphy, of "Power Mentoring: How Successful Mentors and Proteges Make the Most Out of Their Relationships."

2. Start small.
You can often find great mentors right in your office--but don't corner them in the break room and pop the question. "It's sort of like asking, 'Do you want to marry me?' and you haven't had a first date," says Ensher. Instead, start by asking one or two smart, specific questions when the opportunity arises. For example, if a senior VP gives a killer presentation on emerging markets, you might ask where she found her data, or if she could recommend any helpful web sites for you to check out.

3. Check your target mentor's resume.
Before talking to potential mentors, arm yourself with some background information. Check out their LinkedIn profiles. Read articles they've written or have been quoted in. Learn about the initiatives they've spear-headed. "You can find out everything about everyone in about three minutes now on the web," says Shelia Wellington, clinical professor of management and organizations at New York University's Stern School of Business, and the author of "Be Your Own Mentor." You don't want to spit back an executive's entire biography at the water cooler, but saying something like "I liked what you had to say about strategy in the newsletter this month" is a perfect ice-breaker.

4. Make a move.
If the executive is receptive to your questions and other small overtures, request a very short meeting--ten to fifteen minutes. "Start to ask little things about how the organization works, or ask for some feedback," says Wellington. The focus should be on how you can improve your skills and serve your employer more effectively--not how the executive can get you a promotion. And be sure to pay for the coffee!

5. Take his or her advice.
Enscher says mentors will often pose a series of implicit or explicit tests to potential proteges--telling them to read a certain book or join a particular trade organization, say. "Sometimes the relationship never gets off the ground because the potential protege doesn't follow through," she says. "So if mentor recommends "Outliers," go read it--and then tell her that you did." You'll show that you value the mentor's advice, and you'll have a perfect excuse to get back in touch.

6. Give back to your mentor.
Mentoring is a two-way street. The mentor is offering you his or her time and expertise and will expect something in return--no matter how young or inexperienced you are. Enscher says you shouldn't think that your relative youth means you have nothing to offer. Can you bring your mentor up-to-date on social networking sites like Facebook and Twitter? Did you find a magazine article your mentor might find useful? Can you offer a fresh perspective on a project? Your offering doesn't have to be huge; it just needs to show that you appreciate the assistance you're receiving.

7. Watch the clock.
When you find a mentor or two, remember that giving you career guidance is not their job. Try to find ways to make the sessions as convenient as possible for them. Ensher says that she counsels her protege while walking her dog on the beach. "I spend an hour giving her coaching and advice," she says. "I also get my cardio in and my dog walked."

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New Rules for the Baby Boomer Job Search

For people looking for work after 50, it's time for a better strategy.

by Mike O'Brien, Climber.com

If you're over the age of fifty and find yourself looking for work, chances are good that you already know the job-search basics--how to update your resume, how to dress for an interview, and how to present yourself and your experience effectively. But a successful employment search can be so much more for a highly skilled, experienced professional. Here are some advanced Baby Boomer job-search tips that'll help you take control.

1. Decide what you (really) want.
If you've received a severance package, use the time it affords to truly consider what you want to do next. Don't just blindly go after the same type of job you just left unless it still holds excitement for you. Do your research, take assessments on career-management sites or with your outplacement service, and identify what your ideal employment opportunity would be. Even if you feel you need to take a new position right away, go into the job search with a goal of finding a position that you'll love--not one that will simply allow you to survive.

2. Embrace networking--including social networking.
Jobs in today's economy are often found through networks--like the networks that you've probably spent the better part of 20 years creating. Beyond your personal contacts, however, take advantage of online networking tools like LinkedIn and even Twitter. According to the 2008/2009 Accenture US Consumer Technology Survey, Boomers increased their uptake of popular consumer technology applications at an average of 50 percent in 2008, nearly 20 times faster than Generation Y. Further, a late-2009 Deloitte & Touche study indicated that 46 percent of boomers maintained a social networking site in 2009-compared to just 31 percent in 2008. And don't be shy about sharing your networking experience during your interview. People who connect well--whether through interpersonal or online networking--are desirable in nearly any position.

3. Be the solution to the "brain drain."
As nearly 78 million Baby Boomers begin to consider retirement, an unprecedented "brain drain" will strike many American business segments, particularly sectors with a higher concentrations of older employees, such as retail, utilities, manufacturing, and healthcare. If you're actively seeking a career position--not just a job to tide you over for the next few years--you could provide a dramatic benefit to your new employer. By being willing to share your experience, expertise, and understanding of your industry, you're not just a new hire--you're an instant mentor to their entire employee base.

4. Explore nontraditional options.
As you consider where you're going, don't define yourself by where you've been. According to a recent study by the Bridgespan Group, nonprofit organizations will need to attract and develop some 640,000 new senior managers over the next decade--the equivalent of 2.4 times the number currently employed. These are not volunteer positions; they're well-paid critical roles. Explore nontraditional job sectors online or through a dedicated career-management site to make sure you're exploring all of your options.

Mike O'Brien is an innovative entrepreneur dedicated to helping others create breakthrough success, and is the founder and CEO of Climber.com, one of the nation's leading online career-management sites. For more information about how to find your perfect career, visit www.Climber.com, or connect with Mike on LinkedIn.

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9 Tips for Getting a Promotion

How to move up the career ladder

by Maria Hanson, LiveCareer

Have you been stagnating at work for months--or even years? You're not alone. According to Randstad's 2009 World of Work survey, 83 percent of workers said they feel fortunate just to have a job. And more than half fear for their economic well-being. Survival is the primary goal. Getting a promotion and career advancement are low priorities these days.

"Many people are forgetting about exploring new opportunities within their organization because of this challenging environment," says Eileen Habelow, Randstad's senior vice president of organizational development.

But it doesn't have to be this way. With the right tools, you can get ahead, even in the current climate. Here are some insider tips for moving up the ladder:

1. Have a plan. "The people who get the best jobs have been planning their strategy for one year or more," says Jay Jessup, the author of the personal-branding book "Fame 101." He cites Oprah Winfrey as a perfect example: "She planned her success every step of the way, and is still thinking ahead five years," he says.

2. Ask for what you want. "If you want a promotion, you need to clearly ask for it. If you don't ask, you won't get it," says Laura Browne, the author of "Why Can't You Communicate Like Me? How Smart Women Get Results at Work." "No one is just going to hand you a promotion."

3. Develop yourself into your next role. Long before you even ask for a promotion, observe the kind of job you want, figure out what it takes to do the job well, and work toward that, advises Sandra Naiman, the author of "The High Achiever's Secret Codebook: The Unwritten Rules for Success at Work." "When appropriate, take on the tasks of the job you're aiming for. But be careful not to step on any professional toes," she says.

4. Bring out your inner Tigger. "The woods are full of Eeyores," says Dan Bowling, former senior vice president of human resources at Coca-Cola Enterprises. "Bosses don't want these negative types. They want Tiggers--the energetic, can-do people who tackle the problem with a smile. Those are the ones who get ahead."

5. Show your face. Telecommuting is not a good idea when you're hoping for a promotion. Neither is communicating mostly by email with bosses and coworkers. "It's all about 'face time,'" says John McKee, CEO of BusinessSuccessCoach.net. "Communicating in person whenever possible is imperative for success seekers."

6. Remember the bottom line. "In any organization, the people who make the money are the ones who stay employed," says career coach Joan Schramm. "Document your efforts toward this goal and your rate of success, and make sure your boss is aware of them."

7. Replace yourself. "Being 'irreplaceable' can hold you back," says HR professional Jodi R. R. Smith, who teaches a seminar called Promote Yourself. "There are times when managers do not promote great employees due to the time, hassle, and stress of having to train a replacement. If you can, train a potential replacement so this won't be an issue."

8. Dress the part. "Dress for the job you want, not the job you have," advises image consultant Heather Alan, of Trel Style Consulting. "And remember that dark colors are perceived as more authoritative. Even those looking for promotions in the creative field should strive to wear deeper colors."

9. Make your boss look good. "Find out what your boss's boss expects of him, and do what you can to help your boss shine," advises David Wright, the author of "Get a Job! Your Guide to Making Successful Career Moves." "If you help your boss look good to his boss, you look good to your boss."

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Intern Your Way into a New Job

Internships aren't just for college students anymore.

by Robert DiGiacomo, for Yahoo HotJobs!

When you hear the word "intern," you likely think of an eager college student tasked with making copies or fetching coffees. But you might want to think again. At any age, and especially when jobs are scarce, an internship can be an effective way to add new skills in your specialty, gain experience in a completely different field, or simply build up contacts.

Whether you're just starting out or trying to reinvent yourself, the key is to have a plan for how the internship will help advance your career goals. This way, you're less likely to end up being a glorified gofer.

"Interns too often take a passive approach--they should have a clear vision of what a successful internship looks like to them," says Dave Cofer, internship consultant for the Columbus, Ohio, Chamber of Commerce.

Here are four more tips for making the most of an internship.

An internship by any other name
Some of the best untapped opportunities are with employers in burgeoning fields that don't have formal internship programs, according to Steve Langerud, director of career development at DePauw University.

He says, "You want to work with people who are on the leading edge of a field and are so busy they don't have time to think about internships."

To get your foot in the door with such a company, make a pitch that emphasizes your skill set and what you'd like to accomplish within a certain time frame.

"You have to be able to tell them what you want, and not what it's called," says Langerud.

Should you get paid?
If your budget won't allow for an unpaid internship, see if a stipend to cover travel and other expenses is available. Do a Web search to look for grants or other funding in your field.

(For-profit companies that offer unpaid internship programs must meet various criteria--for instance, that an unpaid intern not supplant the role of a salaried worker--to comply with federal labor laws and regulations in many states. Students should check with their college career centers if they have concerns about working without pay.)

For people who are in the workforce, volunteering services as an intern can be a form of "try-buy," according to Sally Haver, senior vice president of business development for The Ayers Group/Career Partners International, a unit of Kelly Services, Inc.

"The prospective [employer] gets a sample of what the person can do, and the person gains insight, knowledge, and skills in the new environment," Haver says.

Never assume, always ask
Once you land an internship, remember to ask the right questions--and don't make assumptions about your role.

"Ask for tasks that have not specifically been assigned, ask for periodic feedback, and ask if you can shadow someone who seems like a potential mentor," Haver says.

Get off the couch
If you're out of a job, an internship might not do more than pay your basic bills, but it will widen your circle of contacts and boost your morale.

"Mindset is such a key factor to how you perform in interviews," Cofer says. "Being out there doing something and interacting with people will keep you productive and motivated, and can serve as a springboard to eventual full-time employment."

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5 Career Myths Busted

Career expert Tony Beshara reveals the truth behind some widely believed but false notions

by Maria Hanson, LiveCareer

Power-hitting recruiter (and frequent guest of Dr. Phil's TV show) Tony Beshara is the myth-buster of the career world. Give him a popular career myth, and if it doesn't hold up to the test of his 36 years in the career business, he'll emphatically smash it to pieces.

"I bust career myths because folks are misled by them," says Beshara, president of Babich & Associates and the author of "The Job Search Solution" and "Acing the Interview." "They read what somebody wrote who found a career once, they think it's true, they 'apply it,' and they are very disappointed."

Here are five popular career myths that Beshara was all too happy to bust:

Myth #1: I can't get a job without experience.

Busted: "Oh, stop it! We all start somewhere. The key is to start somewhere," says Beshara. "It may not be where you think you deserve after spending all that money and time on an education, but if you have to start sweeping floors, start there. More doors are opened from the inside than from the outside." Last year, employers filled 51 percent of vacancies from within, according to a large study by CareerXroads (a recruiting consulting and strategy firm). That's a lot higher than in previous years--so now's the time to get your foot in the door.

Myth #2: All that most workers care about is their salary.

Busted: "If that were true, we'd all rob banks," says Beshara. Sure money is important, but workers usually care about more than just money. According to the 2009 employee job-satisfaction survey by the Society for Human Resource Management, employees identified job security as the most important contributor to their job satisfaction. Benefits were in second place, with salary coming in at number three.

Myth #3: It's too late to change careers.

Busted: "If you have the energy and the attitude, it's never too late," Beshara says. According to an AARP Public Policy Report, 27 percent of older workers who change jobs actually switch occupations. That's a lot of career changing--a.k.a. "recareering."

Myth #4: Multitasking is the most efficient way to work.

Busted: "Multitasking is the poorest way to work," Beshara says. Studies show that performing two mental tasks at the same time significantly decreases brainpower for either task and makes them take longer than they would if done separately. Chronic multitasking can even lead do short-term memory loss, according to research by neuroscientists.

Myth #5: Without close supervision, most workers will try to get away with whatever they can.

Busted: "That went out with the 1950s, at least on the professional level," Beshara says. "There may be a few workers who need to be 'pushed' by someone else to get a job done. But most workers do their best without any coercion." In fact, worker performance may suffer from supervision that's too close. Many studies, including a recent one by the National Contract Management Association, support the idea that micromanagement actually discourages workers. Micromanaging has been found to negatively impact supervisor-employee communication, productivity, problem-solving, and goal attainment.

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8 Easy Ways to Boost Your Salary

by Mary Fineday, FindtheRightSchool.com

Work smarter, not harder. Take simple steps that will help you supersize your paycheck, get more respect at work, and develop a career that truly suits you.

From career training to communication tips, check out our list of ways to boost your paycheck.

Specialize. Are you feeling like you're spread too thin over too many tasks? Become an expert at a few major responsibilities in order to make yourself indispensable in the office. A brief online course can help. For example, if your boss relies on PowerPoint presentations, learn more about the software package and help with the weekly presentation duties.

Diversify. On the flip side, a narrow range of skills could work against you in an office where only a few people perform the majority of the tasks. Think about where you can diversify your skills to offer more value to the team. For example, your front-office clerical skills could be combined with medical assistant training to help prepare you to work in a small doctor's office. The U.S. Bureau of Labor Statistics (BLS) reports a median yearly wage of $28,300 for medical assistants, with the top 25 percent earning $33,050.

Train yourself. Think about where you want your career to be in five or ten years. If people at work are always asking you for help with their computers, why not make it official? An associate's degree in IT can help move you into an official role as your company's computer-support specialist. Your employer should be pleased to find that you took the initiative to educate yourself. Computer-support specialists earn a median annual wage of $43,450, while the top 25 percent earn $55,990.

Train others. Prove your value in the workplace by offering to lead training sessions for new hires. Expressing the desire to train others proves your interest in the company, as well as your willingness to take a leadership position and a position of responsibility. Business classes in human resource management and communications can give you the knowledge you need to help new hires begin their careers at your company.

Manage. Interested in climbing up the corporate ladder? Do your part to make your way into a management position. If you have little or no previous management experience, a degree in business administration such as an MBA can help give you the management tools you need to operate confidently at a management level. Then you can combine your work experience with education and rise above your competition. According to the BLS, workers with a master's degree earn an average of almost $200 a week more than those with a bachelor's degree only.

Get certified. Computer certification in technologies such as Cisco, Microsoft, and Linux have value in jobs ranging from help-desk support to high-level project management. Combined with your degree in computer science, finance, or a related field, the certification process gives you a chance to prove your knowledge, keep your technical skills current, and show off your commitment to your job. Network and computer-systems administrators are expected to remain current on new technologies. They earned a yearly median wage of $66,310 in 2008, with the top 25 percent earning $84,110.

Ask. Perhaps the easiest salary-boosting tactic is also one of the most overlooked: asking for what you want. Otherwise, your boss may not know that you're thinking of advancing your career. Set up a meeting and ask what you can do to earn more. Present some ideas and learn more about your strengths and weaknesses as an employee. From there, you should have a clearer picture of how to improve; what's more, your boss will realize you want to.

Move on. Sometimes, a simple salary boost can't be found. If you find yourself stuck in a go-nowhere job, think about using education and training to make the move to a position that is more in line with your ambition and ability.

Of course, none of the tips above can guarantee a higher salary. However, it's a good idea to take some time out of every year to consider where you stand on the office payroll. With a move as simple as a little career training, you can boost your paycheck and earn what you deserve.

Mary Fineday is a freelance writer in Austin, Texas.

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Is Your Network Helping or Hurting Your Career?

5 ways to use a network to your advantage

by Larry Buhl, for Yahoo! HotJobs

Most professionals are aware of the value of networking for career advancement. Appropriate networking can lead to opportunities that are hard to acquire on your own. But there is such a thing as bad networking--and that can do some serious damage.

Career experts point to several common networking pitfalls and how to overcome them:

Problem: Homogeneity If you're interacting only with people who do exactly what you do or who work at the same company--or who are all out of work--they are less likely to help you reach the next rung. If you're all looking for jobs, you may spend your time griping rather than sharing information. And if they see you as competition, they may even actively work against you.

Solution: Expand your circle "You should be looking for diversity on all levels within your network," says Barbara Safani, president of Career Solvers. "Take a look at who's in your network in terms of job titles, age differences, geography, and even ethnicity. Start leveraging the people you know well in your circle, and find out who else they know who may be different from you."

Problem: Desperation Many professionals start networking when they're out of a job. This leads to the (often accurate) perception that you want one thing and aren't likely to offer anything in return. Your contact may help you out, but it may be the only time. Worse, you may acquire a reputation as a taker and not a giver. "If you start your network with an open hand, it's too late," says Heather Hamilton, staffing manager at Microsoft.

Solution: Reach out before you need something Start today. Join a professional organization and keep going back. Develop relationships with people you'd like to know, but don't ask them for a favor right away. Instead, consider why they may want to know you.

Problem: Quantity over quality You share business cards everywhere you go. You have hundreds of "friends" on social media sites. That's great, but it won't take you far unless you actively cultivate at least some of those relationships.

Solution: Get personal "It's important to offer information to people in your network and show them you know something about them," Hamilton says. With social media, it isn't that hard to learn what a person does, what they like to do, and what their interests are. From there, pick out those who can help you, who can reach people who can help you, or who share your interests--and offer them something first.

"If you think the people you want to know don't need anything from you, remember there is more than one way to offer help," Safani says. "You could let a contact know you have industry information, or information or help in one of their hobbies."

Problem: Scattershot networking If you don't know what you want from your network, your contacts won't know how to help you.

Solution: Establish clear objectives "It's important to do the pre-work of networking," says John M. O'Connor, president of Career Pro, Inc. "What do you want to get out of your network? How do you want to be perceived by others? What do you have to offer others? Answer those questions first; then take a disciplined approach and make a plan for reaching out."

Problem: Dead-end contacts If a new job is your goal and you're building relationships only with people who don't know many people, or who are introverted, or who are generally unhelpful (not returning your calls is a sign), then your network isn't working for you.

Solution: Create targets Susan Whitcomb, president of Career Coach Academy, recommends identifying people in companies you want to work for, or people who know people at those companies.

"Your top rung of targets should be people who have relationships with hiring managers and knowledge of the company you want," Whitcomb says. "Next best are those who have knowledge but no relationships at the company. Next are those with relationships but no knowledge. At the lower rung are people who don't know the company and don't know anyone there--they may be good to know personally, but don't expect them to help your career."

There are many kinds of networking--for professional goals, for personal growth, or for fun. But career experts emphasize that, on the career side, networks take much care and feeding. "Networking can be like static electricity--wasted energy--or it can channeled for power," O'Connor says. "If you do it right, it should be like handing someone a cord and letting them plug it in."

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Are You Doing It Wrong? How to Make Networking Really Work.

by Lydia Dishman, PayScale.com

Networking. Does the very thought of getting out there, shaking hands, and schmoozing give you butterflies? You are not alone. But networking, either informally or at an organized event, is something that everyone should actively do--no matter how old they are or where they're at in their career.

"You always love a job until you don't--or until it no longer loves you--so continuing to build and strengthen your network even when you're employed will help you maximize your options if and when it's time to move on," says career expert Liz Lynch.

As founder of The Center for Networking Excellence and the author of "Smart Networking," Lynch knows a strong network can help you get industry information quickly and find opportunities to grow your business. But a recent Yahoo! HotJobs poll found that networking or an in-person referral is the most effective way to find a job today, too: over 20 percent of surveyed workers and job seekers say they've stepped up in-person networking activities in the past year.

Too often, poor preparation or lack of follow-up make networking ineffective. Fortunately, there are some simple things to do before, during, and after networking to ensure that you make a lasting impression.

Polish your image
You just never know when you'll run into a potential client or employer, so it's important to be ready to network at any time. That means keeping business cards handy and up-to-date with a mobile number and links to a professional website and/or a LinkedIn profile.

Prep your elevator pitch
Lynch says it's necessary to be able to answer the question "What do you do?" with a response that rolls off your tongue without being too long or full of jargon and buzzwords. "If you're currently unemployed, you want to answer confidently and in a way that focuses on what you're looking for instead of what you've been through," adds Lynch.

Rachel Weingarten, a marketing and brand strategist, says this is especially important if you've spent years repeating the same thing and ignoring how your skills may have evolved. An easy way to do this is paying attention to how people you admire in your industry are describing themselves. "Don't copy them, but use it as inspiration to create your own short, snappy self description," advises Weingarten.

Target your efforts
To make a real impact with networking, hone in on events and opportunities targeted to your industry. Freelance journalist Gina Roberts-Grey suggests joining a professional organization. "Members often introduce each other to colleagues and share contact information," says Roberts-Grey, adding that networking is also a main function of industry conferences. "Attendees expect to be approached in elevators, hallways, and even bathrooms."

Toot your horn (but pay attention, too)
Once you're talking, Roberts-Grey says, "Don't be afraid to brag a little. If you don't tell the world what you're doing, chances are no one else will." Lynch says that you should also listen and try to find ways to be of help. "Find out if they would be open to meeting with you so you can learn more about their company. Don't push your resume. Focus first on building the relationship," she adds.

Follow up
Roberts-Grey recommends sending an e-mail or follow-up note as soon as possible after the meeting. Weingarten says, "It's polite and professional and works toward cementing more of a relationship with the person you just met," and she suggests including specific details of the conversation.

You should also do your homework by researching growth sectors and average salaries in your industry so you'll be ready to negotiate if you have the opportunity. Says Roberts-Grey, "Don't be afraid to show that you're ready, willing, and able to work with them."

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