Accomplish your goals

When searching for a job, there is no excuse for added stress due to clutter and disorganization, get yourself organized. Have 2-3 versions of your resume written, your 3 minute story, cover letters, thank you templates and your answers to the top 10 interview questions, etc. If you are the type of person that delays doing these things you know need to be done, it will cause unnecessary stress throughout your job search. As soon as you find a job that interests you, immediately take the next step and apply for the position. Than set aside time to find someone to speak within the company about the role.
It is easy to become overwhelmed with the amount of work that needs to get done to land your next career. First you need to set goals than maintain a set schedule to ensure you are using your time wisely so you can accomplish your goals in a timely manner. IE apply to 3 positions in my key industry and contact 5 new people to add to my network.
By understanding where you are in your job search and taking pride in your accomplishments, it not only reduces stress, it helps motivate you to keep going and will help you land that next dream career!
Good Luck!

Focus, stay the course

Today's business environment is increasingly complex. The ability to stay competitive in an ever-changing marketplace is critical to achieving success. Without the ability to stay the course towards a predefined objective and implementing change throughout the business to achieve that objective, an organization will falter. Maintain focus

Master Storyteller

Being a master storyteller is part of the magic formula for knocking the interview out of the park. If you provide static and robotic answers to questions, they don't give employers any insight to your approach or expertise. Responding to interview questions and providing concrete and relevant answers that demonstrate your ability to execute job duties by way of a story may be the most convincing way to win over employers.
Identify potential interview questions and quiz yourself on how you would answer each. Think about a specific story that demonstrates how you solved a problem or made a difference in the company. This is critical to painting the picture of how your skill sets and experience can benefit the company.

Explore your options

It’s important to remain flexible, patient and open-minded as you determine which direction you plan to take.

Management styles

Being an effective manager means knowing when to use the right management style. Some styles are more people-oriented, while others tend to focus on a project or product. The management style you select will depend on your people’s skills and knowledge, available resources (like time and money), desired results, and the task before you. Managing without a specific style can slow you down and even lead to costly mistakes.

Participatory Style
Here, you give each employee an entire task to complete. If that's not possible, make sure the individual knows and understands his or her part as it relates to the project or task. When people on your team know where they fit in the big picture, they're more likely to be motivated to complete the task. Reward not only jobs well done, but motivation as well. This will maintain the momentum and let people know that you have faith in their efforts. This style of leadership often leads to more effective and accurate decisions, since no leader can be an expert in all areas.

Directing Style
Sometimes a direct style of management is needed. A tight deadline looms, or the project involves numerous employees and requires a top-down management approach. This style may seem cold and impersonal, but you still have an opportunity to be a motivating and accessible manager. Your communication must be detail-oriented, unambiguous, and free of jargon. You need to set clear, short-term goals like, “Your goal is to complete one report each day". This style is best used in situations where the leader needs to rely on qualified employees. The leader cannot be an expert in all situations, which is why it is important to delegate certain tasks out to knowledgeable and trustworthy employees.

Left brain vs right brain

LEFT BRAIN FUNCTIONS
uses logic
detail oriented
facts rule
words and language
present and past
math and science
can comprehend
knowing
acknowledges
order/pattern perception
knows object name
reality based
forms strategies
practical
safe

RIGHT BRAIN FUNCTIONS
uses feeling
"big picture" oriented
imagination rules
symbols and images
present and future
philosophy & religion
can "get it" (i.e. meaning)
believes
appreciates
spatial perception
knows object function
fantasy based
presents possibilities
impetuous
risk taking

Leadership Attributes

- Confidence
- Enthusiasm
- Passion for excellence
- Professionalism
- Detail orientated
- Stress tolerance
- Discipline to execute according to standards
- Intense focus on accountability
- Proactive approach to business
- Urgency and speed of response

- Think critically
- Organize, plan, and prioritize work while being flexible to changing needs
- Influence agendas and outcomes through persuasive and cogent dialog
- Work effectively and strategically

Social networking at work

There is a growing concern about the impact social networking is having on a persons professional brand, especially when it comes to workplace productivity. Many spend a good portion of their day checking personal email, facebooking and tweeting. Not to mention surfing the web, looking up recipes or shopping on-line.
The problem is that people tend to post issues that are unprofessional or reflect badly on their own work ethics. More concerning is that they are friending their managers who are reading this stuff. Posting that you hate Mondays, can't wait until Friday, reports due again, using colorful language, complaining and sharing your troubles with the world has its own message to send which may deteriorate your Brand imagine.

Reference Checks

Reference checking is part of the validation step of a good hiring process. Hiring managers need to validate that what candidates tell them during the interview is true. One way to do this is by talking to a reference and asking them about what the candidate told you during the interview. You can ask the reference, “Colleen mentioned to me that she was the lead person implementing the new payroll and vendor management systems in North America Centers. Can you describe for me her role and what she accomplished in this implementation?"
Does the reference’s story match up to what the Collen said?
Does the reference validate the outcome, the scope of the project, the scope of what Colleen did, the budget, the challenges, etc?

A good rule of thumb is to wait no longer than 10 days following the interview before making the call.
Keep your follow up phone conversation professional and low key. Tell the interviewer you are following up on the interview to see if there is any additional information the company would like you to provide.

Proven record

Colleen is ardent and focused on developing and achieving a strategic vision that enables teamwork, while maintaining high personal integrity and ethical standards. She has advanced skills in balancing strategic and operational issues, facilitating leadership development and developing strong talent, all partnered with a balanced perspective and a good sense of humor. Colleen has a proven track record in managing and running large recruitment programs and major projects within F500 companies

Friend or not?

Technology isn't just blurring the lines between work and home anymore. Now it's also blurring the lines between bosses and employees, as managers increasingly "friend" some employees on Facebook and recommend other workers on social networking sites like LinkedIn.

E-verify

The authorization for E-Verify, the federal government's electronic employment verification system, has been extended for three more years, through the end of September 2012

HR Leader

An accomplished Human Resource Professional with proven expertise building supportive employee cultures by leading staffing, talent acquisition, performance management, organizational development, strategic planning, employee relations and employee training & development programs that translate business imperatives into organizational capabilities. Strong intellectual capability, superior judgment skills, excellent decision making capacity coupled with leadership and management skills that encourage an environment of performance. Highly developed analytical skills to successfully evaluate issues, offer alternatives, and create solutions, superior ability to drive business initiatives with forward-looking and systemic human resource strategies.
* Policy Development
* Employee/Labor Relations
* Organizational Development
* Strong Business Acumen
* Project Management
* Strategic & Workforce Planning
* Recruiting Hourly to C–level
* Performance Reviews
* Compensation
* Field/Division/HQ/Corp
* Succession Planning
* Multi State/Site Wage & Hour
* Budget/P&L/Financial Acumen
* Safety and Health
* Annual Merit & Bonus review

WFP

I bring unsurpassed expertise in workforce planning. I have an intuitive ability to implement aggressive operational processes and I am known for my ability to increase profitability.
My career history shows a consistent track record of excellence and leadership.

Six ways to make people like you

Well, no. You can't actually MAKE someone like you. But you can focus on a few key things that will make it slightly more likely.
1. Be genuinely interested in others
2. Smile Smile Smile
3. Remember peoples names
4. Ask questions than zip-it.
FORM
Family – Where are they from? Do they have kids? Are they married?
Occupation – What do they do for a living? Then ask questions about that type of
work.
Recreation – What do they do for fun? What are their interests?
Motivation – Why are they in town? What hobbies do they have? Why do they have
those interests?
5. Talk about subjects that are interesting to others
6. Give sincere compliments

Significance

I want to be recognized, to be heard and to leave a legacy. I want to be seen as credible, successful and professional and I will push others hear too. Independent I want my work to be a way of life not a job. This pulls me upward from mediocre to exceptional. It’s what keeps me reaching. I enjoy independence that promotes exposure. Sharing my goals or visions creates expectations and keeps me reaching. I stay focused on performance. Leading brings out my best. I like when the stakes are high.

Futuristic

I love to peer over the horizon, it fascinates me. I see the details and it pulls me forward. Something better, a team, a life, a world etc.. this energizes me. People look to me to describe my visions they want this to raise their sights and thus spirits. I can paint it for them and because of this people latch on to the hope I bring.- I need to be able to contribute. The more vivid I am the more persuasive I can be. Those who see appreciate my ideas and expect I make them reality which motivates me. I see others potential and inspire those to move forward. My ideas may be too expansive for some to comprehend there fore I usually need to write Gantt charts or step by step plans so others can grasp the concept.

Self- Assurance

Confidence, I have faith in me. I am able to take risks, to meet new challenges, to stake claims and deliver. I have Great judgment. Accountability does not intimidate me it's natural. I am not easily swayed by others arguments. I like when no rule book exists and enjoy making decisions, it’s contagious and people around me grow.
My conviction does not mean I am unwilling to listen. I want and need to hear ideas.
I am very independent and need to partner with great people to help me assess goals because once I commit I will stay with it until it is achieved.
When things get dynamic my decisiveness calms others because they feel secure.
The impractical and impossible to me are merely bold and exciting, achievable beyond what I imagine.
I may be loud or quite but solid like a keel of a ship I withstand lots of pressure and can keep on course.

Strategic

Being strategic enables me to sort through the clutter and find the best route. This by no means is a taught skill, it's innate. I am mindful of patterns others don’t see. I'm always asking about the "ifs", this helps me see around the next corner, which helps me to evaluate potential obstacles. I discard those paths that lead to confusion and/or no where. Therefore, I need to take time to see patterns. To get to the goal I keep my vision vivid. Wise forethought. Helping others through barriers/obstacles helps me lead them to success.
I can see the repercussions more clearly than others. This can be viewed as negative so my need to share is paramount to avoid these pitfalls. I encourage dialog to prevent obstacles to ensure success. This dialog is a natural propensity for me to be objective. I need to examine ways to ensure the goal is accomplished.
I at times have intuitive insights that I might not be able to explain.
I work best in the front end of new initiatives. My innovative yet procedural approach keeps the team from developing tunnel vision.

Maximizer

Excellence is my measure.
A skill mastered without recourse to steps is clues that strengths is at play. Having found this I will nature it, refine it and stretch it towards excellence. I don’t want to focus on what I lack rather capitalize on my strengths, its more fun, more productive and counter intuitively more demanding. I like roles where I can help others succeed, devise ways to measure performance and that sustain excellence.
I need problem solvers, a chief troubleshooter. I study success deliberately. I would rather spend my time building Great talent than fixing weaknesses. Some may be confused what I am doing with complacency.
I’m not a fix it only if it’s broken person. I spend my time in the build-up and build out which keeps me focused on objectives and the long term goals. I am most energized when I turn potential into greatness.
Fixing things that are broken demand a lot of time and energy. I prefer to figure out a way to make the best of it by uncovering best practices.

Career Objective

I am a well-rounded, results driven HR leader and business partner with a history of increasing responsibility. I have a unique ability to build and grow new or existing businesses through strategic planning, goal setting and plan execution.
I am interested in a career within a mature company that has an exciting service offering and aggressive growth objectives.
Check out my profile- http://www.linkedin.com/in/colleenmccloud

Top Notch HR Professional

“Colleen is a top notch HR professional with excellent leadership skills.”
July 23, 2009

Joel Katz, Chief Learning Officer, ARAMARK Corporation

Talent Acquisition Leadership Council

“Colleen and I worked together as part of ARAMARK’s Talent Acquisition Leadership Council. She is a strong talent acquisition professional with broad range of experience in the staffing industry. Colleen’s accomplishments at ARAMARK are very impressive. Her leadership style inspired loyalty from those who worked for her and enabled her to motivate her team. She is collaborative and really cares about her people. Colleen’s strong interpersonal and communications skills and her sense of humor enable her to be very direct and honest without alienating people. I enjoyed working with Colleen-I would not hesitate to recommend her.” August 21, 2009

Scott McKenna,SPHR, Director Executive and Diversity Talent Acquisition, ARAMARK Corp

Check out my profile

http://www.linkedin.com/in/colleenmccloud

A+ player

“Colleen is a great professional. She is a leader who is committed to driving great results. She cares deeply about her customers and delivers very high levels of service. She has a tremendous work ethic. She is very smart and adaptable to many situations. She is a true A+ player.” July 20, 2009

Tony Petrucci, HR Vice President, ARAMARK

Reference

“Colleen worked for me while I lead the recruitment function for North America. Colleen has the following qualities: Strategic Planning, deep kowledge of recruitment to include both experience with contingent and full time. She has a strong passion for recruitment and a knowledge and experience to lead large scale recruitment projects as well as manage people across multiple regions. She has a strong knowledge as an HR practitioner and has great HR consulting skills. She has great people skills and really has an infectious energy that motivates those who are around her. She was a pleasure to have on my leadership team. I would not hesitate to recommend her for a Recruitment/HR leadership opportunity.”

Brian Washington, Vice President Talent Acquisition, ARAMARK
September 18, 2009

HR Partner

Colleen has a proven ability to drive business initiatives with forward-looking and systemic human resource strategy. She has superior analytical skills to successfully evaluate issues, offer alternatives, and create solutions.

Uniquely Competent and Diverse Human Resource Leader and Business Partner

An accomplished Human Resource Professional with proven expertise building supportive employee cultures by leading staffing, talent acquisition, performance management, organizational development, strategic planning, employee relations and employee training & development programs that translate business imperatives into organizational capabilities. Strong intellectual capability, superior judgment skills, excellent decision making capacity coupled with leadership and management skills that encourage an environment of performance. Has a proven ability to drive business initiatives with forward-looking and systemic human resource strategy. Superior analytical skills to successfully evaluate issues, offer alternatives, and create solutions.
Salient skills:
* Policy Development
* Employee/Labor Relations
*Organizational Development
* Strong Business Acumen
* Project Management
* Strategic Planning
* Recruiting Hourly to C–level
* Performance Review
* Compensation
* Field/Division/HQ/Corp
* Succession Planning
* Multi State/Site Wage & Hour
* Budget/P&L/Financial Acumen
* Safety and Health
* Annual Merit & Bonus review

Cover letters

The cover letter debate is never ending. Your cover letter should highlight what value you bring to the company. The resume must validate this.
Do not put information related to the position on the cover letter and then neglect to have that same information on the resume. You risk compromising your brand and half your value.
Keep it clean and simple. Try a three paragraphs with a few sentences that describe your value and experiences.
Such as:

Dear [Name]

I am interested in working as a (fill in) for your organization. I am an expert with over (fill in) years of experience to offer you. I enclose my resume as a first step in exploring the possibilities of employment with your organization.

My most recent experience includes ?

As a (fill in) with your organization, I would bring?

I will call you in a few days to arrange a convenient time for us to speak.

Thank you for your consideration.
Sincerely,

There are 100's of sample on the internet. Find one that works for you.
Happy Hunting!!!

August 2009 Unemployment

Job Seekers across America face the daily task of trying to land a job in a challenging job market. Since the recession began in December 2007, the number of unemployed has risen by 7.4 million people and the unemployment rate grew 4.8 %. The number of unemployed increased 466,000 in August to a staggering 14.9 million.
The unemployment rate rose by 0.3 % point to 9.7 %. The rate had little change in June and July, after increasing 0.4 or 0.5 % in each month from December 2008 through May.
Monthly job losses have slowed as government stimulus measures spur production and consumer demand, helping to end the worst economic slump since the 1930s.

Social Networking

Try multiple social networks, but focus only on few of them.
Facebook allows you to build a page for news about you and LinkedIn is the hub for professionals, especially those looking to network for business purposes. Use LinkedIn to build a network of your past colleagues, friends, and industry experts.
Twitter is fast growing into a powerful tool.....

A sample from 100’s of Networking Sites
LinkedIn: LinkedIn is a popular networking site where alumni, business associates, recent graduates and other professionals connect online.
Ecademy: Ecademy prides itself on "connecting business people" through its online network, blog and message-board chats, as well as its premier BlackStar membership program, which awards exclusive benefits.
Xing: An account with networking site Xing can "open doors to thousands of companies." Use the professional contact manager to organize your new friends and colleagues, and take advantage of the Business Accelerator application to "find experts at the click of a button, market yourself in a professional context [and] open up new sales channels."
Facebook: Facebook is no longer just for college kids who want to post their party pics. Businesses vie for advertising opportunities, event promotion and more on this social-networking site.
Care2: Care2 isn't just a networking community for professionals: It's touted as "the global network for organizations and people who Care2 make a difference." If your business is making efforts to go green, let others know by becoming a presence on this site.
Gather: This networking community is made up of members who think. Browse categories concerning books, health, money, news and more to ignite discussions on politics, business and entertainment. This will help your company tap into its target audience and find out what they want.
MEETin.org: Once you've acquired a group of contacts in your city by networking on MEETin.org, organize an event so that you can meet face-to-face.
Tribe: Cities like Philadelphia, Boston, San Francisco, New York and Chicago have unique online communities on tribe. Users can search for favorite restaurants, events, clubs and more.
Ziggs: Ziggs is "organizing and connecting people in a professional way." Join groups and make contacts through your Ziggs account to increase your company's presence online and further your own personal career.
Plaxo: Join Plaxo to organize your contacts and stay updated with feeds from Digg, Amazon.com, del.icio.us and more.
NetParty: If you want to attract young professionals in cities like Boston, Dallas, Phoenix, Las Vegas and Orlando Fla., create an account with the networking site NetParty. You'll be able to connect with qualified, up-and-coming professionals online, then meet them at a real-life happy-hour event where you can pass out business cards, pitch new job openings and more.
Networking For Professionals: Networking For Professionals is another online community that combines the Internet with special events in the real world. Post photos, videos, résumés and clips on your online profile while you meet new business contacts.
Twitter: Is a social networking and microblogging service that allows you answer the question, "What are you doing?" by sending short text messages 140 characters in length, called "tweets", to your friends, or "followers."

change

It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change. Charles Darwin

Resume

Your resume has two purposes; to represent "brand you" and to land you an interview; period, end of story. It does not get you the job only you will.

1. Use examples of effective resumes and incorporate what you learn into yours. Simple but true.
2. Your resume should be easy to read. Use bullet points to tell the reader where to focus.
3. Describe the value you brought to your organization. Focus on accomplishments that you can quantify.
4. Don't use acronyms, spell them out, unless broadly known.
5. Consider which resume format may work best for you. Sometimes a one page functional resume may work better than a two page chronological. Honestly you need both.
6. Never assume that the same resume' will be as equally effective for every opportunity. Modify your resume' based on the job specifics. Include the non-negotiable skills only (not a total re-write “brand you” consistent messaging)
7. Write your resume, set it aside for a day then go back and edit. Send it to a couple of people who are willing to give you honest and unfiltered dialog, and try/take it!
8. Spell check. Spell check. Proof read. Check fonts, period consistencies etc.
9. Never assume that the same resume will be effective for every job opportunity you're pursuing. Be willing to modify your resume' based on the specifics of the opportunity or the organization. If your brand is clear it should be a few sentences or word changes, such as a core competency, programs or functional area.

Brand You

To make yourself stand out from the crowd, you need a "Personal Brand".
Tom Peters coined the phrase "A brand called you" he states
"Regardless of age, regardless of position, regardless of the business we happen to be in, all of us need to understand the importance of branding. We are CEOs of our own companies: Me Inc. to be in business today, our most important job is to be head marketer for the brand called You."
Personal Brand Elements:
Personal appearance, what does your photo say about you? clothing, hygiene and attractiveness are a key factor, its human nature.
Personality what are your values, goals, identity and behaviors?
Competency capability and capacity, your cognitive, business, communication and technical skills that enable you to perform your job responsibilities
The differentiators are those attributes that offers your unique value propositions or benefits
Put these together in your own words and your brand will start to come together.

Comply with federal employment laws

Clear and easy-to-access information on how to comply with federal employment laws

http://www.dol.gov/compliance/

Thought of the day for job seekers

In "The Future of Management" Gary quotes E.M. Forster as saying
"One person with passion is better than forty people merely interested."

Labor vs Employee relations

"Labor relations is a broad field encompassing all the myriad interchanges between employers and employees. While labor relations is most often pertains to unionized employees, it may also refer to non-union employees as well. Labor relations are dictated in a large part by the government of a nation and the various regulations it provides to industry regarding the treatment of employees."

“Employee Relations involves maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale. Essentially, Employee Relations is concerned with preventing and resolving problems involving individuals which arise out of or affect work situations.”

Online degrees

The stigma of obtaining an online degree may dissuade those who might have otherwise benefited from furthering their education. Unfortunately, the inception of online degree programs was muddled by unscrupulous diploma mills that would confer a degree to anyone who was willing to pay the money. There are however, several qualities of online universities that forecast a legit, quality program. These are accreditation, whether or not the same program is offered in the traditional sense, and the availability of financial aid. According to a survey conducted by Vault.com, out of 239 human resource professionals, "37 percent of those surveyed believe that an online graduate school degree is as credible as a traditional degree, while 54 percent said that it was not as credible but acceptable. If the idea of an online degree is not as credible then why are so many traditional institutions increasingly offering online classes both to traditional students as well as distance students? Online courses are valuable

COBRA

On Feb. 17, President Barack Obama signed the economic stimulus package into law, which includes a provision that would subsidize employees' COBRA payments to continue their health insurance coverage. Under it, the government would pay 65% of workers' COBRA premiums for up to 9 months. Eligible employees include anyone who has lost or loses a job between September 1, 2008 and Dec. 31, 2009. To qualify for the subsidy, people must certify that their income is no more than $125,000 for individuals and $250,000 for families. Employees who have already been laid off but chose not to sign up for COBRA coverage have 60 days to do so.

Blogging

“Blogs (web log) have changed from people writing about their lives to focusing on specific topics that can turn personal when desired, but are intended to be more informative or gossipy than introspective or cathartic. The fact that nearly every major news outlet devotes a section of its website to the blogs of people inside and outside the organization is evidence of their functionality and significance. Many companies have remained blog-friendly to personal blogs despite the potential for disaster they wield. Blogs can foster interoffice communication and can be a highly effective, inexpensive means of mass marketing. On the other hand, any employee with a computer can be easily distracted from work by posting personal opinions or reading blogs during company time. As a result, productivity and performance can suffer. The potential for trouble significantly increases when your office blogger, on or off the clock, starts posting content on the Web.
If your company implements a workplace blogging policy, you should consider the following:
Limit blogging that interferes with work commitments, or prohibit blogging during work time.
Prohibit employees from disclosing any information that's confidential or proprietary to the company or any third party that has disclosed information to the company, including concepts or developments that the employees produce related to the company's business. Refer employees to your company’s policy for guidance on what constitutes confidential information.
Inform employees that the company may request that they temporarily confine their website or blog commentary to topics unrelated to the company if you believe that it's advisable or necessary to comply with securities regulations or other laws.
Caution employees that a breach of the blogging policy could result in discipline up to and including termination. “

HR Partner

I was responsible for driving strategic and tactical Human Resources functions and partnering with the senior management and clients. I managed all facets of HR including employee relations, performance management, staff development, recruiting and training, compensation and incentive programs and compliance with all governmental regulations. I maintained relationships with other Human Resources professionals to ensure best practices & implementation of corporate objectives, policies and procedures I interacted with our clients Human Resources VP's/counterparts to maintain relationships and to ensure effectiveness of deliverables and business objectives.

Interviewers

Do they
Start by creating a relaxed and friendly atmosphere so the applicant is comfortable.
Have a list of questions ready to make the interview process fair to all job candidates.
Allow time for the applicant to fully answer the questions.
Begin your interview with open questions that will encourage you to talk, these questions begin with who, what, when, where, why, how.
Ask behavior-based questions, like how you handled a problem in the past.
Take notes and explain this process before you start .

And avoid
Asking questions to which they already know the answers.
Monopolizing the conversation.
Painting an unrealistic picture of the company.
Interruptions - put phone calls on hold, close the door, etc.
Cutting your interviewing time short

Be prepared, research the company

Know;
The company's recent activities and/or accomplishments
The products and services they provide
Their competitors
What the company culture is like, read their vision and mission statements

The 6 answers interviewers need to offer you the position

Do you have the skills to do the job?
Do you fit?
Do you understand the company and its purpose?
How do you stack up against the competition?
Do you have the right mind-set for the job and company?
Do you want the job?

Swine Flu estimated 30% to be affected

The scenarios and predictions about the 2009-2010 flu season sound pretty scary, but Mom’s rules still provide the best defense: wash hands frequently — for at least 30 seconds — using hot water and soap; cough into your sleeve, not into your hands, cover your mouth when you cough or sneeze, keep your hands away from your mouth, nose and eyes; and if you have a fever or sore throat, stay home.
When the vaccine becomes available, get the shots (the “regular” flu vaccine is one shot, the vaccine for the new flu will require two shots, about three weeks apart)

Dance

"Life isn't about waiting for the storm to pass; It's about learning to dance in the rain."

Who gets the job?

The person who is most talented, has the most relevant skills, and has proven to be a value to his or her former employer. Thats who gets the job.

Job search

Your job search strategy should include the following:
Networking
Direct approach to your target companies
Contacting executive recruiters
Researching hidden opportunities
Applying to advertised positions
Posting your resume online

Job Banks

4Jobs.com 50StateJobs.com American Preferred AmericasJobSource.com Bakos Group Best Jobs USA Beyond.com Career Exposure CareerBuilder CareerJournal.com ChiliJobs.com DealSplitStaffing.com EmployerIndex.com GlobalPitch.com HireAbility.com HireBreed Hireforjobs HireNet HotResumes.com Job Bank USA Job.com JobAnimal.com JobCentral.com JobClub JobGuru.com Jobing.com JobNugget.com JobPostingsOnline.com JobSearchSite.com JobsExcite Jobvertise Kakoon.com MegaJobSites.com Monster NationalJobBank Net-Temps Prohire.com QuintCareers.com Resumes2Work SearchEase.com SmartHunt TalentSpider The Talent Bank Thingamajob.com TigerJobs USJobNetwork.com Yahoo! HotJobs ZillionResumes

Need a resume or interviewing help?

http://www.mycareermovement.com/members/colleen/training.html#

Handling Interview Rejection

Interview rejection is not personal, even though it certainly feels personal; it is business, and you need to treat each rejection as a learning experience. Celebrate the "almosts" because you're getting noticed
If you dwell on rejection, you may come to expect it, and not present yourself with full confidence in future interviews. Rember that the employer might prefer a different personality or skill set than yours, which probably indicates a job you wouldn't have been happy with anyway.
With confidence and enthusiasm, thank them for the opportunity to interview, to meet them and express that you enjoyed learning more about their company. Let them know that your interest is still high and if some other opportunity in the future arises, you want to be considered.
http://article-niche.com/launch/Handling-Interview-Rejection.htm

Twelve Worst Job Interview Mistakes

1. Being Unprepared for Standard Questions
2. Sounding Too Rehearsed
3. Stalking HR
4. Applying for the Wrong Job
5. Arriving Too Early
6. Oversharing
7. Asking the Wrong Questions (Or No Questions at All)
8. Bungling the Salary Negotiation Process
9. Failing to Show Enthusiasm
10. Exaggerating Work Experience
11. Being Rude
12. Trashing a Former Employer

Check out my profile

http://www.linkedin.com/in/colleenmccloud

HR Interview Questions & Answers

How to Answer The 64 Toughest Interview Questions

http://hrinterviews.blogspot.com/

Career Coach

http://www.mycareermovement.com/colleen/