Government Jobs: Extra Effort Can Pay Off

by Caroline Levchuck, Yahoo! HotJobs


Do you want an employer with an established reputation? Are good benefits and an even better retirement plan important to you? Do you want to make a difference? Consider a career with Uncle Sam!

The federal government is on a hiring spree and will be for the foreseeable future. Tim McManus, vice president for education and outreach at the Partnership for Public Service, agrees. "There's a huge need to get high-quality, top talent working for the federal government," he says.

There are thousands of different jobs at more than 100 different agencies. McManus points out, "There are 193,000 mission-critical jobs that need to be filled in the next two years, but that isn't the full spectrum of jobs available." And because the majority of government jobs are located all across the United States, it's likely that there are opportunities in a city or town near you.

A lot of job seekers overlook the federal government as a viable employer. Some think it's too complicated to find a government job for which they're qualified -- when, in fact, looking for a government job requires just a bit of extra effort.

1. Find your calling.

McManus says, "One of the biggest obstacles for most people is that they simply don't understand the scope of jobs that are available with the U.S. government. The unique thing about the federal government is that the skills needs are so diverse."

So whether you're an accountant or a new graduate with a history degree, there's likely an opportunity for you. Remember as you begin researching openings that the U.S. government uses a set list of job titles that may not always mirror those in the private sector. Research job titles and descriptions at www.opm.gov/fedclass/text/hdbktoc.htm to determine the positions for which you're best suited.

2. Tailor your resume.

You may need to tweak your resume a bit when applying for a government position. Uncle Sam needs lots of details -- your social security number, the job code for which you're applying, dates and addresses for each of your employers and educational institutions, and more. Oftentimes, a federal agency may have a resume-building program you can use to apply. If not, make sure your resume is rich with details so that your credentials can be easily confirmed.

3. Follow instructions.

Federal job listings follow stringent requirements in terms of where they're listed, how to apply, who is eligible, and by what date applications must be received. You must adhere to the listing's instructions. If you don't, you will not be considered for the position, no matter how qualified you may be.

4. Follow up.

"Navigating the system is the next step," says McManus. "There may be some additional things that are required for federal employment [as compared with private-sector job searches]," he points out.

If you've applied to a government agency through the agency's online portal, you may well be able to check the status of your application online. If this isn't the case, wait a month or so after the closing date and make certain your materials have been received and that your application is complete.

5. Wait.

As with any job search, waiting is involved when pursuing work with a federal agency. Depending on the resources available, it may take weeks or even months for human resources workers to review all the applications and narrow a smaller pool of people to interview.

McManus advises federal job applicants, "You have to stay with it. If you look at the end result, the time and effort is worth it -- especially for people who want to make a difference. Working for the federal government is how they can make the biggest difference."

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Five Steps to a Successful Phone Interview

by Joe Turner, for Yahoo! HotJobs


If your resume did its job and sold you for the position you want, the next step is usually a phone interview with the employer. This phone screen usually takes place with a company recruiter or HR staffer to prequalify you for an opening. Since your attitude and answers can either move you to the next round or signal "game over," you want to be ready before you get that call.

Here are the five required action steps to take during your phone screen to help move you forward to that all-important, face-to-face interview:

1. Brand yourself.

You're not the only candidate being called. A lackluster performance will get you quickly scratched. If you can differentiate yourself from the beginning, you'll rise well above your competitors. One of the surest ways to accomplish this is to develop a personal branding statement of your own. Also called a Unique Selling Proposition, this is a short sentence that describes who you are, your biggest strength, and the major benefit that you offer your next employer.

A personal branding statement (or USP) might be: "I'm a seasoned Project Manager whose strengths in identifying and solving problems have saved my employers over $10 million while completing over $35 million in projects during the past nine years."

A branding statement like this makes you memorable because it's focused and it offers a benefit (saving $10M). If you develop a branding statement, or USP, that clearly can identify who you are and what you can bring to an employer, you've caught their interest and separated yourself from the pack.

2. Show enthusiasm.

A positive attitude can go a long way in your marketing efforts. This is your opportunity to shine on the phone, so take full advantage. This is especially important if the call came at an "inopportune moment" and you feel caught off guard. If this is the case, remember, you're not the only candidate they're talking with. When the call comes, congratulate yourself, knowing that you were one of the few who did make the initial cut. Now it's time to put on your "game face"; join the conversation with pure enthusiasm and demonstrate the conviction that you are a top candidate for this job.

3. Listen and answer carefully.

One of the major complaints from employers and recruiters about candidates is that too often the candidate doesn't answer the question being asked. Since you're on the phone, this is especially critical because you don't have the advantage of visual cues such as eye contact or body language. Listen carefully to the question being asked and answer that question only. Don't ramble or try to anticipate the next question, or you may talk your way out of the next step -- a possible job interview.

4. Flatter them.

It pays to do some research on any company you apply to. After all, the question, "Why are you interested in us?", is going to come up. Therefore, it makes good sense to have your ducks in line before the call and to be ready to mention why this company impresses you. Don't be bashful. Mention the product line, their superior management, their unique marketing approach, etc. Make sure you have something positive to say about them.

5. Close.

At the end of the phone interview, if you would like to proceed and talk further with this company, take the initiative and ask what a good time might be for scheduling a face-to-face interview. If you feel uncomfortable asking that, then ask this simple question: "What's our next step?" This should eliminate any confusion and set the stage for your follow-up date, should you not hear back before then.

As a recruiter, Joe Turner has spent the past 15 years finding and placing top candidates in some of the best jobs of their careers. He makes it easy for anyone to find and land the job they really want all on their own in the shortest time possible. Discover more insider job search secrets by visiting his site.

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Are You Management Material?

by Adam Piore, Portfolio.com


Career content provided by Portfolio.com: To answer that question, companies are relying more and more on psychological assessments to help them identify tomorrow's chief executives.

What if the board of Sunbeam could have gazed into the psyche of "Chainsaw Al" Dunlap before they hired him? Could they have predicted that he would alienate his entire senior management and drive the company into the ground? Was WorldCom's Bernie Ebbers destined for disaster? Could anyone have suspected that Enron's Kenneth Lay and his staff would enrich themselves while leaving their employees destitute?

Absolutely, say psychological testers like Robert Hogan, former chair of the psychology department at University of Tulsa and co-editor of "Personality Psychology in the Workplace," a book often referred to as the bible of the assessment industry. Hogan believes that Dunlap, Ebbers, and Lay were handicapped by what industrial psychologists call derailers -- fatal flaws in their personalities such as narcissism, rigidity, and aggression that are sure to wreak managerial havoc.

Lookout for Fatal Flaws

Hogan makes a living from finding such personality flaws. His firm, Hogan Assessment Systems, has sold his assessment tools to most of the companies in the Fortune 500, including Dell, PepsiCo, Bank of America, and Cisco. Since 1989, says Hogan, his business has grown at an annual rate of 30 to 40 percent.

With a spate of corporate scandals, as well as top executives' being pressured to reduce management turnover, corporate America is rethinking how it approaches hiring, training, and promoting its leaders, beginning with its C.E.O's. In recent years, a vast industry has sprung up in support of that effort, offering everything from psychological profiles to real-world simulations aimed at weeding out managers who choke under pressure. Though there is no accurate measure of the industry's size, according to some estimates there are currently as many as 2,500 such organizations of varying degrees of legitimacy, up from just a handful a little more than a decade ago.

Of course, performance, intelligence, and personality profiling isn't exactly new. Roughly 3,000 years ago, China gave civil service candidates intelligence tests. During World War II, the U.S. Office of Strategic Services, which later morphed into the Central Intelligence Agency, subjected its agents to psychological screening. It wasn't until the early 1990s, though, that psychologists finally reached a consensus on the traits that constitute personality. They termed them the Big Five: self-esteem, social potency (leadership), charm, integrity, and creativity (imagination).

New Assessment Techniques

Once these qualities were named, an entire industry grew up around creating the tools for assessing them. The scandals at Enron and WorldCom -- along with a growing overall awareness that management turnover is costly and increasingly common -- prompted more and more firms to take advantage of the new techniques. The repertoire among so-called talent management companies ranges from Hogan's "dark side" test to what's generally known as the 360, in which superiors, subordinates, and peers fill out anonymous questionnaires about a given manager. Costlier alternatives include elaborate "assessment centers," where potential leaders actually run a simulated office for a day, receiving distracting emails, phone calls, subordinate complaints, and real-time crises.

Then there is Myers-Briggs, perhaps the best known psychological test, and Development Dimensions International (DDI), a business assessment firm whose clients include Citibank, Microsoft, and Phillip Morris. One of the largest companies in the field, DDI has seen its value soar over the past five years. Doug Reynolds, vice president of assessment technology for DDI, estimates their management assessment sector's revenue to be $80 million last year. "We now have assessment centers around the world, and each center can test 10 to 15 executives at a time," Reynolds says. "There's been a tipping point where [companies] are understanding that they should use actual data to make decisions about people. If you rely only on your gut, you make a classic mistake."
Of course, screening can't predict all potential problems. One of DDI's clients, JetBlue, is still reeling from a recent series of public relations disasters when storms caused thousands of passengers to be stranded in airports or trapped on planes that were unable to take off for hours at a time. David Neeleman, JetBlue's founder and C.E.O. since 1998, stepped down recently. He will remain chairman, though, and denies the move is related to recent company problems.

Even so, JetBlue continues to tout its friendly workforce and to use the latest assessment techniques to help preserve it. When interviewing for management positions, JetBlue uses DDI's behavioral diagnostic questions to evaluate whether candidates will exhibit and promote the five qualities essential to the corporate culture -- "safety, caring, integrity, fun, and passion," according to Vincent Stabile, JetBlue's senior vice president of people. "We want to know whether or not those five values come naturally to that individual," says Stabile. "We're looking to see that an individual has the skills and experience for the job and can fit into our culture in a good way."

Bring in the Coaches

But JetBlue isn't just focusing on hiring and promotion. Like a growing number of other companies, it also uses personality assessments to develop the best and the brightest. Two years ago, the organization began using the Myers-Briggs test in its leadership training course, combined with a 360: Following the exam, managers sit down with coaches and put together development plans to work on their weaknesses. "There's much more of a focus on individual performance and psychology, on understanding how you can help them to become better leaders. People are understanding that it can have a tremendous impact," says Stabile.

Dell also uses diagnostics in their training. They give future leaders the 360 exam and then evaluate them on 20 to 25 competencies ranging from financial and business acumen to dealing with ambiguity, says Amy King, a company spokeswoman. "Then we identify opportunities to help them develop the skills and experience to get them on the right track," she says.

Had Dunlap, Ebbers, and Lay been subjected to such an exhaustive examination, corporate America might be a very different place. Then again, without them, the psychological testing industry may never have grown into the healthy business it is today.

Portfolio.com. Copyright 2007 Conde Nast Inc. All rights reserved. Use of this site constitutes acceptance of our User Agreement and Privacy Policy.

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Ins and Outs of Landing a Government Job

by Robert DiGiacomo, for Yahoo! HotJobs


Finding out about government jobs may seem tricky to the uninitiated.

As with the private sector, the best place to look is online. For most federal jobs, you can research open positions and download applications through the government's official site, USA Jobs; career sites like Yahoo! HotJobs; or specialty sites like Federal Jobs Net.

However, the process requires more effort than simply emailing a resume. Applicants for federal, as well as many state and local positions, must follow a specific set of procedures, which could include taking a qualifying exam and/or completing a detailed questionnaire, according to Dennis V. Damp, a retired federal worker and the operator of Federal Jobs Net.

Below are tips on how best to navigate the red tape to apply for a public sector job.

Less Testing Required

Where most federal positions used to require a civil service exam, the opposite is now true, according to Damp, who this fall will publish the 10th edition of "The Book of U.S. Government Jobs."

Only 20 percent of jobs -- notably the Postal Service, Border Patrol, FBI and Foreign Service -- require an exam, while the remaining 80 percent use a questionnaire to screen applicants, Damp says.

Keywords Are Key

When applying for a position, don't make the mistake of cutting and pasting job descriptions from your private-sector resume.

Because each applicant is ranked -- and only the top scoring individuals are invited to interview -- you'll want to maximize your score by using similar keywords from the government job description to explain your experience.

"The application may be rejected if you don't submit all of the details required," Damp says.

Experience Counts

The government won't automatically discount an applicant who lacks a degree in a specific field, if he or she has work experience that matches a requirement in the job description, Damp says. "For example, there are many ways to get qualifications for engineering, other than having a formal four- or five-year degree."

Right in Your Backyard

Government jobs aren't just in Washington, state capitals, or big cities. Satellite and regional offices are situated in smaller locales around the country.

"I was hired into the federal sector in a town of 3,600 in the middle of Pennsylvania," Damp says. "You have to look in your own backyard."

Political Appointee vs. Professional Hire

While certain positions are reserved for people with campaign or other political connections, most government jobs go to those with relevant experience or qualifications, according to both Damp and Daniel Lauber, author of "The Government Job Finder" and operator of the web site, jobfindersonline.com.

If you're concerned about whether patronage is a factor for a particular job, Lauber suggests two criteria: Is the job posted for less than 30 days? Does the department head lack expertise in the field? If the answer to one or both questions is yes, you may want to reconsider whether it's the right professional opportunity.

"There's no consistency from state to state," Lauber says. "You do everything you can to find out if government is being run professionally or not."

The Personal Touch

Even though the government hiring process is largely rooted in the virtual world, there's still a place for the real-world informational interview.

"I'm a proponent of doing informational interviews, to get familiar with different agencies and to explore opportunities in your area," Damp says.

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How to Interview After Being Self-Employed

by Joe Turner, for Yahoo! HotJobs


Are you self-employed and attempting to re-enter the workforce as a W-2 employee?

It's not unusual to "leave the nest" of a salaried job and become an independent contractor or grow a new business/career as a self-employed sole-proprietor. But economics, personal needs, or lifestyle changes can force a re-evaluation of that self-employment choice.

If that has happened to you, you'll face this potentially difficult question during an interview: "Why do you want a job after being self-employed?"

Here is how you can address this question.

Stress the Positives

Focus on how you can help benefit your next employer, not on what the job can give you.? We all act out of self-interest, and there's nothing wrong with that. Just be careful to include several clear benefits the employer will gain from your special experience.

You know you will be asked why you want to return to salaried employment. Instead of focusing on what self-employment may NOT have provided you, focus instead on what you've GAINED from the experience. Remember, this is a unique experience that you bring to the table. It sets you apart from most of your competitors. It's how you answer this question that either will create doubt in the mind of the interviewer or instill confidence.

Give Specific Examples

While self-employed, perhaps you had to work more efficiently to complete a project. Maybe you had several crises, and had to rise to the occasion and find creative ways to overcome them. It's probable that you also had to educate yourself in some new specific business areas, which gave you a new perspective about your work. Or, maybe you learned how to achieve more results with fewer resources.

When you do some analyzing, you'll no doubt come up with a list of several positive experiences that you gained during your self-employment. Turn these into employer benefits using them in your favor.

A Case Study

Let's say you've been self-employed as a real estate manager and did some investing on the side for the past several years. You're now in your mid-40s and can no longer make an adequate living doing this on your own. You're also looking for a chance to move into larger real estate management projects so you're now looking for a salaried position.

What to Do?

There's no reason you should describe the negative aspects of your situation. Rather be proactive and describe the many ways you've grown from your self-employment experience. List several examples. Perhaps you've become an expert in real estate tenant/landlord law. Maybe you've acquired additional skills in negotiating vendor contracts with a high return on investment. There are probably a number of other areas where you've done well. Take the time now to develop a list of the knowledge, skills and abilities that you've acquired in self-employment.

Take the Initiative, Talk Bottom Line

Employers are looking for employees who can help them make money or save money. As a self-employed person, no doubt you've learned how to make more money with fewer resources. You, more than most, understand the bigger picture of a profit and loss statement. Perhaps because your salaried competitors get a regular paycheck, they don't often grasp this major economic fact.

You have the opportunity to use your self-employment to your fullest advantage by selling each of your experiences as a valuable benefit that can help your employer strengthen his bottom line. Provide several achievements from your self-employment and attach a dollar value to them if possible.

Now, indicate you're ready to take the next step to bring your special assets as an entrepreneur to your next employer.

As a recruiter, Joe Turner has spent the past 15 years finding and placing top candidates in some of the best jobs of their careers. Known on the Internet as "The Job Search Guy", Joe has also authored 'how-to' books on interviewing and job search. He's been interviewed on several radio talk shows. Discover more insider job search secrets by visiting his site.

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Holiday Jobs: Gifts for Getting Ahead

by Margaret Steen, for Yahoo! HotJobs


Whether you're looking for extra cash or career-enhancing skills, a part-time job during the holidays may be just what you need.

A Bountiful Season?

Last year, employers added more than 700,000 retail jobs in the last three months of the year. This year, experts predict the number will likely be smaller -- but employers will still be looking for hundreds of thousands of workers.

"It's really still a job seeker's market for retail," said John Challenger, CEO of global outplacement firm Challenger, Gray & Christmas. He noted that nationwide unemployment is relatively low. However, recent reports do suggest employers are pulling back on hiring. This, combined with high gas prices and the problems in the mortgage industry, makes Challenger predict fewer seasonal jobs this year than last.

Strategies for Success

If you want to land one of these seasonal jobs, Challenger and other experts offer these tips:

* Look beyond retail. Most holiday jobs are with retail stores, selling gifts. But caterers get increased business for holiday parties, and engineering and law firms have to cover workers' vacations. UPS hires tens of thousands of seasonal workers to deliver millions of packages daily from Thanksgiving to Christmas. These workers do everything from processing packages to driving trucks, said Heather Robinson, a spokesperson for UPS.

For students home for the holidays, taking a temporary office job could be "an opportunity to get their foot in the door and give them a taste of corporate America," said Deborah DeCamp, regional director for Manpower Professional in Chicago.

* Start early. Large companies may start taking applications for seasonal work as early as September, with many interviewing and selecting candidates in October, Challenger said. Smaller companies may hold off a little longer. For UPS, hiring picks up in October and early November, Robinson said.

* Do your research. Retailers want to hire people who know their merchandise and are enthusiastic about it. So it makes sense to start your job search with stores where you shop. "If you're a good customer, make sure you tell them that," Challenger said.

Reading about local companies and industries can help you pinpoint other places to look for holiday work, as well. If you read that a company is growing, you can call and ask if they need any extra help.

* Take it personally. The Internet is a great way to find out who's hiring and in many cases to submit a resume. But personal contact with a hiring manager may be what seals the deal.

"What makes you stand out?" DeCamp said. A phone call after you've submitted your resume is one good idea: "showing some tenacity, a little bit of proactive attention toward that job."

* Look to the future. Most holiday jobs end after the holidays. But some can last longer -- and they can also be a valuable introduction to a company that may hire you for an ongoing job sometime in the future. Robinson said about one-quarter of UPS' seasonal workers end up being hired into permanent jobs. So when you choose where to work for the holidays -- and while you're on the job -- think about your future prospects as well as the present.

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Get Ahead by Greening Your Company

by Larry Buhl, for Yahoo! HotJobs


Green is not only mainstream, it's now considered a good business strategy, as companies large and small are pursuing sustainability and eco-friendly policies in a big way.

Whether or not "green" is among your job duties, you can boost your own career prospects by making the company look environmentally friendly and lightening its environmental footprint.

Ways to Effect Change

Experts point out four ways you can affect change on the job:

1. Take your green habits to work. At home, you may turn off lights when you leave a room, recycle religiously, and eschew Styrofoam, but does your behavior change in the office?

"Setting a good example is a first step toward encouraging eco-friendly policies at work," said Linda Sorrento of the U.S. Green Building Council.

2. Do the homework. Companies may want to do the right thing, but they're daunted by the amount of effort they think is required.

"If you can do the legwork for them -- and present a compelling case -- they're more likely to adopt changes," said Jennifer Hattam, green living editor for Sierra Magazine.

3. Quantify the benefits. "Because many of green policies have a direct cost benefit, share your ideas the person who's responsible for cutting costs," said Monique Tilford of the Center for the New American Dream.

4. Turn your job green. If you're in IT, you might be able to buy more efficient computers.

"If you're in purchasing, ask suppliers about the environmental impact of their products," said Gwen Ruta, director of corporate partnerships at Environmental Defense. "Just asking the questions makes a big difference."

Build Consensus at Work

Unless you're a department head or CEO, you probably can't affect big changes without getting buy-in, so the types of policies you want to implement will determine your approach:

• Talk to the office manager about changing printer paper to a brand with more recycled content and replacing printers with duplexers.
• See if your facilities manager will switch to CFLs (compact fluorescent lights) or put lights on a timer.
• Convince your IT department to set computers to go to sleep mode automatically.
• Notify HR about bike parking, carpooling, or telecommuting.
• Tell your department head about posting materials online (where they're easier to update as well) versus print copies.
• Ask the meeting planner whether they could buy reusable dishes and silverware.
• If your suggestions are implemented, tell the company's press or PR department; they'll be glad to position the company as eco-friendly.

If your ideas get a lukewarm reception, see if it's OK to circulate environmental tips to coworkers, or start an informal employee group. "Working with employees to brainstorm changes is an effective way to promote sustainability and also to find solutions for 'sick office syndrome,'" said Sorrento.

Experts agree that saving your company money and greening its reputation will put you in a good light. It can also build your initiative, creativity, and negotiation experience, among other skills.

Hattam adds that, since green business is a growth industry, "having some eco-action on your resume will make you a more attractive job candidate in the future."

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Is Your Job Putting on the Pounds?

by Robert DiGiacomo, for Yahoo HotJobs!


While your job can't be blamed directly for your putting on the pounds, the potent combination of too much work stress, too little sleep, and not enough physical activity can lead to weight gain.

The best offense against work-related flab, experts say, is the often-repeated mantra of exercising regularly and eating right. Start by understanding why you're at risk of gaining weight on the job, so you can take steps to avoid it.

The Stress Connection

Too much stress causes your body to produce more of a hormone called cortisol, which not only triggers your appetite but cues your body to store fat cells and produce less testosterone, which results in less muscle mass, according to Shawn M. Talbott, a nutritional biochemist, author and consultant.

"It's just as important to get the stress under control as the exercise and diet," says Talbott, author of "The Cortisol Connection -- Why Stress Makes You Fat and Ruins Your Health." He adds, "If people do each of those three, they get a lot better results than if they have one of the three."

A Practical Diet

The size of your hand can serve as a practical guide to how much you should eat, according to Talbott.

For each 500-calorie meal, your fist represents the desired amount of carbs and your palm is the amount of protein, while your hand opened up is the portion of fruits and veggies and the circle you make with the OK sign between thumb and forefinger is how much added fat you should take in.

"It's a way to count calories without counting calories," Talbott says.

Smart Snacks

Stay away from the vending machines by bringing to work your own healthy snacks, such as nuts, popcorn, or granola bars, in pre-portioned packages, according to Marisa Moore, a registered dietitian and spokesperson for the American Dietetic Association.

"The key is not to bring the entire box or package," Moore says. "If you bring the entire box, you're tempted to eat more than one."

Maximum Exercise, Minimum Time

For his busy corporate clients who find it hard to squeeze in a workout, Talbott recommends a three-times-a-week program of 28 minutes of interval training, combining intensive activities with cool-down periods.

"If time is the big issue, [this is] the shortest amount of time we can have someone exercise and see results," he says.

Healthy Riding

If you have a long commute, you can avoid having the car become a filling station by having breakfast before you leave for work, and a light snack prior to returning home.

"Everything looks good when you're hungry," Moore says. "You don't want to stop by a fast-food restaurant on the way to work or home, because you'll fill up with 1,200 calories before you know it."

Employer Assistance

Several companies, including General Mills, Florida Power and Light, and Pitney Bowes, are helping employees stay fit, says LuAnn Heinen, director of the Institute on the Costs and Health Effects of Obesity at the National Business Group on Health. Efforts include encouraging employee fitness, including adding walking paths to corporate campuses, making sure lunch meetings include salads and low-fat items, and giving discounts on salads and healthy items at the company cafeteria.

"These are employers who are consciously improving the environment to make it a downhill slide to stay healthy," Heinen says. "It's really about supporting the people who already have tried to be healthier."

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