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4 Keys to a Better Employment Search

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application-1915345_640Having trouble locating the job you want? If the answer is yes, you are not alone.

For millions, the thought of finding the ideal employment opportunity can be frustrating.

As an example, if desperate to pay your bills, you are more than likely going to take the first position out there. In doing so, you may find yourself stuck in a job that is both stressful and frustrating. You could also end up in a situation where boredom sets in. As that happens, you could find it impacting your job performance.

If your employment search is coming up empty, what options are on the table moving forward?

Know Where the Work is

For starters, your job search may be teetering on the edge because you’re looking in all the wrong places.

For instance, are you following the right employment and job market info in your search? If not, you are less likely to locate the ideal job situation.

Keep in mind there are countless online and offline services out there to educate you on where the jobs are. With that information in-hand, you are in a better position to nab the job you want.

With that in mind, take these four keys to heart:

  1. Attitude

First, a positive attitude is a necessity when search for new employment.

If you go into the process with a lackluster attitude, the results tend not to go your way. Be sure to stay positive throughout the experience. Yes, there are going to oftentimes be some down points, but keep your ultimate goal in mind.

You also want to show off that positive attitude when going on interviews (see more below). If a prospective employer sees you are not all that interested in the position, it more times than not will show.

  1. Personality

Everyone has their share of bad days from time to time.

With that in mind, it is crucial that your real personality shines through when you interview for a job. Go into each interview with excitement and a desire to show the interviewer that you want to work for them.

Unfortunately, too many people show up at interviews with less than stellar actions. From little interest to having not researched the company (see more below), they fall flat.

Always remember that you should never burn bridges on an interview.

Even if you do not get the position, thank your interviewer for taking time out of their schedule to meet with you.

You might very well discover that a future position with the company can come your way. This is because of a solid interview you had the first time around, yet did not get the position.

  1. Research

While you are not taking a quiz in high school, a job interview is a test or sorts. As a result, you need to have done your homework on the company and what it does.

As an example, how silly would you look if you went into an interview and did not understand the following?

  • What the company does
  • What are the duties of the person they will hire for the job opening?
  • How long the company has been around

Always be sure to read up on any company you’re going to interview with.

By being knowledgeable about the company and the opening, you improve your odds.

  1. Determination

There is a good chance you’re not always going to get the job you want the first time around. With that in mind, will you stay determined to keep shooting for your goal?

With countless job seekers, you have to remember that there are only so many positions one can fill. With that being the case, you’re not guaranteed anything.

For instance, what if you want a job with a certain company and you interview, yet they hire someone else? Do you write that business off moving forward?

Remember, there is always the chance the person they hired won’t work out or will go elsewhere sooner than later. By staying engaged with that company, you could end up working there.

Ways to go about this include:

  • Following their job boards
  • Dropping the H.R. person an occasional email to see if they still have your resume on file
  • Improving your work skills so you are an even better option the next time around when they have an opening

The employment search can be a challenge.

That said are you up to the task?

Photo credit: Pixabay

About the Author: Dave Thomas writes about business topics on the web.

Is Rehiring Those You Laid Off Smart?

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Experiencing a recession or other financial issue that requires you to lay off employees is one of the most stressful times a small business owner can go through.

But re-hiring those laid off workers may come in a close second if you’re not prepared for legal and other issues that may arise.

Discrimination Claims

If you’re not careful, you may end up receiving a discrimination claim when you start hiring back your laid-off employees. Remember: Fair employment laws apply to rehiring laid-off workers, just as they do to new hires.

Protect yourself by writing a clear rehire policy that lays out exactly how you’ll make the determination about who you’re going to bring back, and when.

For added protection, have an attorney read over your policy to make sure it can’t come back to haunt you in the case of a discrimination suit.

List Your Rehire Criteria Carefully

While writing your rehire policy, be cautious about your list of criteria you’ll use to decide who gets to come back.

Re-hiring based on skills, training, and knowledge of your company and procedures are excellent choices. Re-hiring based on whether or not you can still afford that employee’s salary can lead you into hot water.

Older workers tend to earn more, having worked their way up to higher salaries. If you eliminate rehires based on salary, you may be ruling out these older workers — leaving you open to an age-based discrimination claim.

Embrace Transparency

When you’re making your layoff decisions, and again when you’re rehiring workers, aim to be as transparent as possible about the reasons for both actions.

Employees who are laid off without a real explanation for why they were chosen may harbor resentment toward your company, which can cause morale and trust problems when you bring them back.

When you make your layoffs, ensure that your workers understand what you’ll do about their positions if things change.

If you lead employees to believe their old positions will be waiting for them when business improves, you’re setting yourself up for problems.

Offer Alternate Positions If Necessary

Unless your business operates under a collective bargaining agreement or union pact, don’t be afraid to offer your laid-off workers alternate jobs within your company.

In some cases, your financial situation may force you to eliminate some positions or departments, and you may not be able to bring everyone back at their old pay scale.

If you have to rewrite job descriptions and compensation terms, make sure your workers fully understand them — and the reasons for the changes.

You should also interview laid-off workers for the jobs, so you can reassess their skills and expertise before hiring them back.

And, if your company is in a position to start rehiring, but can no longer offer full-time work to laid-off employees, consider offering part-time positions.

Many workers may decide part-time work is better than no work at all. Just be careful: Don’t promise that these part-time positions will turn into more hours or full-time salaries in the future if there’s no guarantee.

Re-hiring employees you laid off can be a little touchy, especially if word gets around the Internet that how you are doing it is being called into question. Not only can it cause issues with your staff, but your online reputation management could take a hit with customers too.

But if you have a solid plan in place and make sure your workers understand the process, you can make it as painless as possible for both them and yourself.

Photo credit: instanthrsolutions.com

About the Author: Freelance blogger Angie Mansfield covers a variety of subjects for small business owners. From business growth to marketing, her work will give you tips to keep your business running smoothly.

Is There a Vote of Confidence for Small Businesses?

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If you ask a lot of small business owners, they’re worried right now.

Whether it is higher costs for health insurance, higher taxes or the inability to hire more workers to meet demand, many small businesses are going through rough times. If that doesn’t already paint a dreary picture, a recent survey from the National Federation of Independent Business (NFIB) won’t help matters.

According to the recent survey, small business confidence dropped for a sixth straight month in August, as the NFIB’s Small Business Optimism Index dropped to 88.1, the lowest level going back to March 2010. Data shows that the index has steadily declined since February, when it hit a high of 94.5.

Noting that these results are the first to be unveiled since the debate in Washington regarding the debt ceiling, small businesses are not exactly brimming with confidence over the deal struck by lawmakers.

According to NFIB Chief Economist Bill Dunkelberg in a statement, “The tumultuous debate over the nation’s debt ceiling and a dramatic 11th hour ‘rescue’ by lawmakers did nothing to improve the outlook of job-makers. In fact, hope for improvement in the economy faded even further throughout the month, proving that short-term fixes will not help.”

Numbers Paint a Grim Picture

As the U.S. Small Business Administration points out, companies with less than 50 employees accounted for 65 percent of all positions created during the last 17 years. Up a point from July, 12 percent of small business owners believe they will decrease their payrolls over the next three months, while just 11 percent say they are likely to increase employment over the same time frame.

Data mined from the recent survey of nearly 1,000 small businesses indicates that the drop in small business confidence in the last month was highly focused on decreased expectations for real sales gains and business factors. Small business owners tabbed sales figures as their biggest concern.

According to the survey, small business owners were also less optimistic regarding business conditions down the road, with the net percentage of owners believing they would see improved conditions down 36 points since a January 2011 survey.

In order to stimulate hiring, President Obama went to Congress with a $447 billion job growth package, including granting businesses a 3.1-point decrease on taxes they must pay on the first $5 million of their payroll. The plan was presented to Congress as the national unemployment rates holds at 9.1 percent.

Should You Hire Now or Hold the Line?

As a small business owner, have you been toiling with the idea of hiring employees heading into the final quarter of 2011?

In the event you are considering hiring, take several factors into consideration:

  • Can the current workload be handled by present staff or do you need extra bodies in the office?
  • What will the implications be financially if you bring on extra people in terms of added health care costs, workers’ compensation etc.?
  • If considering laying off some workers to bring your finances better into line, would you consider rehiring these individuals down the road when times are better?
  • What are your long-term goals for your company?

Being a small business owner comes with a myriad of responsibilities, not least of which is deciding when is the right time to add and subtract employees.

Photo credit: londrescallando.com

Dave Thomas writes extensively for B2b lead generation online resource Resource Nation that provides expert advice on purchasing and outsourcing decisions for small business owners and entrepreneurs. He is an expert writer on items like business cash advance and is based in San Diego, California.