As if being the boss wasn't hard enough, in France, you can get "kidnapped" by your employees for doing a poor job. In the States, there are plenty of challenges keeping our teams happy with so many economic downsides to the job--no raises, no bonus, no 401(k) match. This requires managers to be more creative in building a strong bond with their teams.

My wife and I were discussing some of these management challenges the other night over some wine. Bad combination, I know. Don't drink and manage. We talked about how we've been coached to recognize that no two employees are the same and they all need to be managed differently. I said, "That's a lot of work to be twenty different kinds of manager, isn't it?" My wife smirked and my mind raced leveraging the fuel supplied by fermented grapes from, of all places, France.

Then I thought, "Wait a minute, can't we at least group employees using two categories: how much they WANT to be managed and how much they NEED to be managed." Simply, how autonomous are they and how well do they know their stuff. Some variation of this is probably in one of my MBA books in the attic, but I'm not digging through there. So I sketched it out for you instead.

Knowing where your employees are in the matrix is one thing. How to manage them is another. I threw some ideas in red. You need to move the employee towards the lower left hand corner. Be careful with the "Novices." You do not want to move them to "Cavaliers," or they will be running with scissors in no time. You must mentor them, which basically means train and teach while building confidence.

See how your team falls into this matrix. More importantly, ask yourself if you are doing the right things to get them all to "Achievers."

Jeff Lipschultz is a founding partner of A-List Solutions, a premier recruiting firm in Dallas-Fort Worth. Jeff shares his views on employment trends and quirky observations of society at http://jefflipschultz.wordpress.com.

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Over 70% of women with children are in the labor force. In addition, women are returning to the workforce sooner after having a child and the labor force participation for mothers with children younger than a year old is over 50%. According to research done by Womenonics, 74% or the women they surveyed say they don't have enough time for their children. So what do working women want? Research from Womenomics and Career Directors International suggests:

• Half the women in the workforce want fewer hours
• Half would change their work schedules
• More than half would trade money for a day off
• Three-quarters want flexible work options

According to Working Mother's 100 Best Companies list, there are numerous great companies out there offering exceptional benefits for moms and their families including:

1. Bank of America which offers its 200,000 employees $5,000 in college scholarships for their children and $8,000 in adoption assistance.

2. Boston Consulting Group which surveys female staffers three times a year on job satisfaction and work/life balance.

3. FINRA which has a network of 4,000 facilities and 560 in-home care agencies to arrange emergency child care services for less than $5 per hour.

4. Goldman Sachs which makes it easy for stay-at-home moms to re-enter the workforce and even offers a Returnship program to get returning moms back up to speed in their skills.

5. AOL which offers women a Women's Network Mentor program to provide coaching and job shadowing opportunities and a Breakthrough Leadership program to help female leaders learn strategies for deflecting gender dynamics that could compromise their success.

If you are a mom juggling work and family demands, be sure to check out the full list of best companies for working mothers. You might also want to take a look at the Best Cities for Working Mothers, Best Companies for Multicultural Women and Best Green Companies for America's Children.

Barbara Safani is the owner of Career Solvers, www.careersolvers.com, and author of Happy About My Resume: 50 Tips For Building a Better Document to Secure a Brighter Future and #JOBSEARCHtweet.

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If you know you need to network to get that new job or promotion, but you just can't bring yourself to do it because it seems like such a chore, maybe what could help you most is a shift in focus.

Scientific Blogging reported on a new study in the Journal of Personality and Social Psychology which showed that while hard workers are motivated by hard work and do better in tasks where "achievement" is the stated goal, those who don't like to work as hard do better than their counterparts when tasks are presented as "fun." So if you can't get motivated to network, could it be that you're more a natural net-slacker than a natural net-worker?

1. Partner with a friend. Attend events with a fun colleague. Having a wing man (or woman) at your side can help you feel more relaxed and confident right off the bat, especially if you're not as outgoing around strangers. Your friend can talk you up more easily than you can, and buddying up can give you more courage to approach others and start conversations yourself.
2. Pick fun events. I hate networking mixers and avoid them as much as possible. My favorite places to network instead are seminars. Whether it's a wine tasting class or a three-day marketing conference, I love to learn so those environments naturally energize me, and I enjoy talking to people and finding out why they're there.
3. Attend the same events regularly. While you might feel awkward the first time you show up, the more often you go back for subsequent meetings, the more comfortable you become as you see the same faces over and over. Eventually those strangers become friends and those gatherings becomes less tedious and more entertaining.
4. Organize your own events. Think about what would be a fun environment for you and go make it happen. Is it a potluck dinner? A day of whitewater rafting? Invite a group of friends and encourage each of them to bring a colleague or two as well. Networking doesn't have to be all business, and it doesn't have to take place in a windowless ballroom. Common experiences are what bring people together. You can build relationships anytime and anywhere.

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Last year was not a good year for my personal health. I just wasn't getting around to working out, and then in the Spring I ripped my calf muscle and found myself wobbling around the house for a week. At the end of the week I ripped it again, much worse, and found myself laying around the house for six weeks, wondering if people with ripped calf muscles ever walk again (it was so very painful).

I took the rest of the year in stride (no pun intended) and didn't do much, physically. But this year I got the hair-brained idea to set a SMART goal. The S stands for Specific and the M stands for Measurable, so I pulled a random number out of the air and figured I'd walk (not jog) 500 miles this year. I think I can do it, as long as I don't have a ripped calf muscle again.

This week I hit the 30 mile mark. I'm pretty excited because I'm pretty sure that is 29.4 miles more than I walked all last year.

As I've been walking around my neighborhood I've drawn some parallels between walking and career management:

When I walk three miles I sometimes think I could either finish 15 minutes earlier if I just jogged, or I could slip in another mile or two in the same amount of time. Maybe I'll be ready for that later this year, but I know that even going slow is better than nothing at all. Many times career management activities feel slow, but it's better to go slow than to not do anything at all.

Walking won't produce super-fast results.

But the results are long-lasting, perhaps with less injuries. A more comprehensive workout with weights, aerobics, cycling, swimming and a proper diet will help you get more noticeable results faster, but solely walking is still a terrific workout, and results other than just weight loss will sneak up on you. Same thing with career management. You might not see any results for a while, but they will come, and they will be long-lasting. I've recently started seeing some major benefits from my networking efforts, and I've been seriously networking for almost four years!

Consistency is key.

I have a few loops mapped out in my neighborhood for different distances. Whether I walk the 4 mile loop or the 1.5 mile loop, I know I need to walk almost every day. Regular workouts will keep me moving towards my goal and ensure I'm not stuck trying to make a bunch of miles up at the end of the year. Can you imagine if I had to do 400 miles on December 31st, just to hit my goal? Same thing with career management - waiting until the day you get your layoff notice to start doing career management stuff puts you in an impossible situation

Breaks are important.

I don't walk every day because my muscles need time to regroup and rebuild. Same thing with my career efforts. Take networking, for example. You can network every day of the week, but eventually you'll need a day to get all of your contact records organized and updated. I wouldn't recommend prolonged breaks, but something to help you regroup, rebuild and ensure you are doing the right stuff will help you stay on track.

It all adds up.

Slow pace. Slow results. But by the end of the year the miles will have added up - even a mile here or a mile there will contribute to my overall goal by the end of the year. Doing a mile a day is more important than doing 10 or 20 miles only once or twice.

I don't have anything against running, but my body isn't ready to run yet. Maybe when I run I'll write about jogging, sprinting, marathons, etc. But for now it is slow and steady, and it is all about getting to my distance goal. Same thing with my career management. Consistently moving forward, helping me get to my career goal, is what it's all about (as opposed to cramming and panicking when I am in dire straits).

JibberJobber.com, a website that helps job seekers organize their job search online. He also authored the book I'm on LinkedIn -- Now What??? Follow Jason on Twitter: @jasonalba

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Many of you have had unique experiences working with recruiters during a job hunt. Some good and some not so good. Like every profession, there are "good people" and then there are others. You need to do your own homework to ensure you are working with a reputable recruiter. At the same time, you need to do what is expected of you to avoid harming your chances to land a job they are working on. After all, they hold the keys to the opportunity. It is essential for you to have a great working relationship.

With this in mind, I recently polled my recruiter community to find out their top "pet peeves" about working with candidates. I know you have you own list for them, but theirs is a good one to read to ensure you are a stand-out candidate. I have included their Twitter name so you can ask them follow-up questions if you like. This is a smart and reputable bunch. Heed their advice and you'll be glad you did!

Recruiters Top Four Pet Peeves

1. Poor Communication

Prompt communication throughout the process is critical. Return calls in a timely manner and be forthright concerning your interest level (@headhunterbrian).

Here's a great example of poor communication supplied by @Ani325: A candidate did not show up for her final interview at the client when the President flew in from out of town to meet her. She did not call during this process at all, would not respond to voice mail and then called back three weeks later asking what jobs I have open that she might be a fit for.

Candidates should heed the instructions on postings/ads when it says "no phone calls or emails, please." I understand the urge to "check on the status" of your application. But leaving me three voicemails is not going to move things along for you. Job seekers need to be patient. With hundreds of candidates for each job, it can take weeks (even months) for recruiters to respond (@BillMcCabe).

Even when instructions to not call are omitted, patience is required. As @tracytran shares, recruiters will contact you when anything goes further. Calling a lot will not help your chances. I even had one recruiter tell me he has had candidates go in full stalker mode to get in touch with him-calling him at his home phone number.

Sometimes candidates are rude. I had one candidate recently tell me that "I am so talented. You and your client need me. I don't need you" (@DarrylRMSG).

2. Applying for the Wrong Positions

Even though one might have an interest in working at a particular company, it's not wise to apply for 20-30 different jobs within the same company (which is easily apparent through a company's application tracking system). If I note that a candidate has applied to many unrelated positions, I can't help but think the candidate is desperate to get a job and probably not the ideal one I need in the role (@Dennissmith).

Many candidates want to shoehorn themselves into a position for which they are not a fit. I truly understand that many skills are transferable - or that people are quick learners - but there are also many times that specific experiences or qualifications are necessary to be successful in a given job. Suggestion to candidates: You will most likely be hired for the skill with which you have the most experience and/or the most recent experience (@Fishdogs and @havrilla).

3. Not Being Upfront and Honest

My biggest peeve is dishonesty and withholding information. Candidates need to recognize that by hiding information, or outright lying, they're hurting their chances more than improving them (@steve_sakamoto).

This applies to not only conversations, but also to resumes and applications (@Hintons and @DavidGraziano).

My peeve is candidates who are double-submitted to my clients. Upon learning the client's identity, some candidates then apply directly on-line. Others who have already applied or interviewed with a client, don't disclose this to me (@PolyPlacements).

Keep in mind, your chances to get a position do not improve when you are submitted twice. Talk openly about salary. It's the only way I can make sure the fit will work for both my company and for you (@PJradloff).

Although, keep in mind, when responding to a job posting, don't make the first thing you do is ask, "What does this position pay?" Listen or read the opportunity and ask a few questions about the role and organization and then probe about the financial opportunity (@ronniebratcher).

4. Poor Interviewing Skills

Most people don't prepare well. Instead of answering questions concisely, they just keep talking until they think they've covered every aspect of the question. Although they think it might be good to be thorough, they shoot themselves in the foot. Better to give a brief answer, then ask "Is that what you were looking for, or would you like more detail?" It gives the interviewer a chance to cut it off or give permission to go on (@eExecutives).

It's in the best interest of the candidate to answer a recruiter's screening question as if the question was being asked by the hiring manager. As recruiters, we are part of the hiring team. If the candidate does not listen or goes around the question, then the candidate is not ready for the next step in the recruiting process.(nicolersilver)

The use of foul language during a prescreen interview. We are discussing a potential career opportunity in a professional manner. I find it hard to believe that the use of foul language is how you communicate with complete strangers (@sullivanmarkd).

My #1 pet peeve would have to be someone that shows up completely empty handed. Candidates should have something to take notes with as well as some questions prepared to ask of us. Just as we are interviewing you, you should interview my company so that we can both find a good long-term fit (@laura_bey).

Some other interview pet peeves include: answering their cell phone, showing up very late and not apologizing; not bringing in copies of their resumes; strong odors like cologne or smoke; and at the end, asking "How did I do?" (@levyrecruits)

Bottom Line

Recruiters have quite a list of pet peeves-don't you be one of them!

Jeff Lipschultz is a founding partner of A-List Solutions, a premier recruiting firm in Dallas-Fort Worth. Jeff shares his views on employment trends and quirky observations of society at http://jefflipschultz.wordpress.com.

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Losing your job is a shock. It's a blow to your self-esteem. It can be a financial burden. As excited as we were to leave 2009 behind us, aspects of it are still following us. As the New Year dawns, so does more layoffs. Losing your job is bad news. So what's the good news?

When you are laid off or fired, it sometimes means you needed to be thinking about a new job anyway. While in your job, you need to constantly be evaluating if you've outgrown the role, the company, or if the company is moving in directions that may not include you. Yes, it is best to be looking for a new job when you still have one. But if you lose your job first, consider it a wake-up call telling you it's time for a change.

As a manager and recruiter, I have seen several examples of employees having to move on and finding a better fit in the long run. Certainly, this involves effort and not settling on lesser roles if you can. Hopefully you have a strong network including a few recruiters with whom you have a good relationship to rely upon to help you find your next opportunity.

A candidate I recently placed, Jason Estes, has a similar story. We've known each other for quite a while. And even after I didn't place him earlier in the year, he stayed in touch (even after he landed a new job himself). As fate would have it, his job was short-lived, but his timing was perfect. He let me know of his situation right away and I had a potential job for him even before interviews were starting. I lined up a meeting and he got the job very quickly. He is now working at a more stable company where his talents will be fully utilized. And most of all, he is happy! As Jason tells it, "After my second layoff of the year, looking for a job was the last thing I wanted to do, especially right before the holiday season. Fortunately though, by maintaining a great relationship with Jeff, I was able to quickly land the perfect job with a long future ahead."

Yes, there is often bad news associated with losing a job. But you need to ask yourself at those times, was it time to move on anyway? Can I do better? In many cases, the answer turns out to be: Yes.

Jeff Lipschultz is a founding partner of A-List Solutions, a premier recruiting firm in Dallas-Fort Worth. Jeff shares his views on employment trends and quirky observations of society at http://jefflipschultz.wordpress.com.

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Oracle's CEO recently announced plans for approximately 1,000 layoffs at Sun Microsystems on top of the 7,600 jobs that they have already cut. Macy's plans to cut 1,500 store level jobs. And a similar layoff scene is playing out in companies across the nation. Yet many people wait until the other shoe drops before making any plans about future employment. Bad plan. Even if you think your job is not in jeopardy today, you should always be proactively managing your career because stuff happens...quickly. Here are some things I hope employees at Sun, Macy's and other companies think to do before the pink slip arrives.

1. Audit Your Resume. Review your resume to see if your document reads like a laundry list of job tasks or an accomplishment-focused, metrics-driven self-marketing tool. If your document screams vanilla, consider rewriting your resume or hiring a professional resume writer to help you. Do it now, before you are in "I need a job yesterday" mode.
2. Gather Testimonials. A great strategy for gaining the confidence of the hiring manager is to prove your value-add through supervisor, client, and vendor testimonials. These quotes may be added to your resume or showcased through the endorsements feature on networking and identity management sites such as LinkedIn or Naymz. But it looks odd to add ten new testimonials right after you loose your job and it smacks of desperation. Build your online credibility consistently over time so you don't have to scramble or beg for endorsements quickly once you lose your job.
3. Reconnect. Map out all the relationships you have fostered throughout your life and think of authentic ways to reconnect with those you may have lost touch with over the years. Facebook and Classmates are great tools for reconnecting with people you went to school with and Bright Circles is an online site for reconnecting with former colleagues.
4. Do a Favor for Someone. Maybe you have a friend that needs assistance with a home improvement project or some help watching their kids for a few hours while they run some important errands. Think of ways to help others. This makes you more top of mind with them should you need their help in the future.
5. Join a Professional Association. So many people ignore the benefits of being part of a professional organization and only join once they are in a job search. Since relationships in these circles may take time to build, it is much better to join and give back to your professional community before you start asking for information or job leads.
6. Volunteer. Become visible in communities that are important to you. Perhaps that is the PTA at your child's school, the co-op board in your apartment building, or the local animal shelter. Help others and they are more likely to reciprocate.
7. Get a Flu Shot. Better yet, get a full check up and have your teeth cleaned as well. If you find yourself in a job search, you want to remain healthy and you also want to have these expenses covered while you can still take advantage of your company's health insurance benefits.
8. Manage Your Finances. Do you know what you would do with your 401K or other investments if you lost your job tomorrow? Read up on your options or find a financial adviser to help you.
9. Avoid Toxic People. Stay away from people who are chronic complainers, repeatedly report on how much money they have lost, or continuously quote unemployment statistics. Instead find a buddy who can offer support, advice and friendship and possibly make important introductions that can help you down the line.
10. Spend Time With Your Family. Your family can provide tremendous comfort during stressful times. Eat meals together, read to your kids, and have some alone time with your spouse. Doing so can help relieve some of the tension you may be feeling if you are concerned about a possible job loss and remind you of all the ways you are blessed.

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According to the Occupational Outlook Handbook, employment for dental assistants is expected to grow 36% between 2008 and 2018, which is a much faster growth rate than the average for all occupations. Salaries for dental assistants can range from $22,270 to $46, 150. So what is it like to work as a dental assistant? I recently interviewed Ana Herrera, a 20 year veteran of the profession who currently works in a dental practice in Manhattan to find out.

• What do dental assistants do? Dental assistants assist dentists during patient procedures and treatments. They take x-rays, sterilize instruments, set up the rooms for treatment, and stock the rooms with dental supplies. They also maintain dental equipment, order supplies, collect payment, and answer phones.


• What training is necessary to become a dental assistant? Most dental assistant programs range from nine to 12 months in duration and training usually includes general chair side assisting, radiation health and safety, and infection control training. Once training has been completed, students must take the Dental Assisting National Board (DANB) exam in order to become a Certified Dental Assistant. It is a four-hour test with 320 questions.


• Where can a dental assistant work? Dental assistants can work for a general dentist or a specialist such as an endodontist (root canal specialist), oral surgeon, implantologist, pedodontist (children's specialist), or an orthodontist. They may have the option of working in a hospital dental facility or a clinic. The military offers dental assistant positions as well.


• What is the most challenging part of being a dental assistant? In my opinion, dealing with patients who have had a traumatic past experience in a dental office can be a challenging, yet rewarding experience. I strive to make the patient's experience a pleasant one. You want them to feel at ease and be comfortable enough to return to your office or any other dental office.


• What is the most rewarding part of your job? The most rewarding part of the job is knowing a patient has walked out of the office satisfied with the services. It feels great to hear the patient say "Your assistant was really gentle when taking my x-rays" or "Your assistant was helpful; you made me feel very comfortable." These comments remind me of why I became a dental assistant to begin with.


• Are there scheduling options other than full-time for dental assistants? Yes. Dental assistants can work part-time and have flexible hours depending on the facility they choose to work in. Hospitals and large staffed offices would be more likely to offer these options than small private offices.


• What type of person is a good fit for a career as a dental assistant. Dental assisting is a field open to both men and women. It is a good choice for someone who likes to help people, is a team player, and a multi-tasker. This career is not for you if prefer to sit all day as opposed to moving around all day. Since dental assistants assist dentists in minor surgical procedures including extractions, gum work, and implant surgery, it is important to have a strong stomach.

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Oracle's CEO recently announced plans for approximately 1,000 layoffs at Sun Microsystems on top of the 7,600 jobs that they have already cut. Macy's plans to cut 1,500 store level jobs. And a similar layoff scene is playing out in companies across the nation. Yet many people wait until the other shoe drops before making any plans about future employment. Bad plan. Even if you think your job is not in jeopardy today, you should always be proactively managing your career because stuff happens...quickly. Here are some things I hope employees at Sun, Macy's and other companies think to do before the pink slip arrives.

1. Audit Your Resume. Review your resume to see if your document reads like a laundry list of job tasks or an accomplishment-focused, metrics-driven self-marketing tool. If your document screams vanilla, consider rewriting your resume or hiring a professional resume writer to help you. Do it now, before you are in "I need a job yesterday" mode.
2. Gather Testimonials. A great strategy for gaining the confidence of the hiring manager is to prove your value-add through supervisor, client, and vendor testimonials. These quotes may be added to your resume or showcased through the endorsements feature on networking and identity management sites such as LinkedIn or Naymz. But it looks odd to add ten new testimonials right after you loose your job and it smacks of desperation. Build your online credibility consistently over time so you don't have to scramble or beg for endorsements quickly once you loose your job.
   
3. Reconnect. Map out all the relationships you have fostered throughout your life and think of authentic ways to reconnect with those you may have lost touch with over the years. Facebook and Classmates are great tools for reconnecting with people you went to school with and Bright Circles is an online site for reconnecting with former colleagues.
4. Do a Favor for Someone. Maybe you have a friend that needs assistance with a home improvement project or some help watching their kids for a few hours while they run some important errands. Think of ways to help others. This makes you more top of mind with them should you need their help in the future.
5. Join a Professional Association. So many people ignore the benefits of being part of a professional organization and only join once they are in a job search. Since relationships in these circles may take time to build, it is much better to join and give back to your professional community before you start asking for information or job leads.
6. Volunteer. Become visible in communities that are important to you. Perhaps that is the PTA at your child's school, the co-op board in your apartment building, or the local animal shelter. Help others and they are more likely to reciprocate.
7. Get a Flu Shot. Better yet, get a full check up and have your teeth cleaned as well. If you find yourself in a job search, you want to remain healthy and you also want to have these expenses covered while you can still take advantage of your company's health insurance benefits.
8. Manage Your Finances. Do you know what you would do with your 401K or other investments if you lost your job tomorrow? Read up on your options or find a financial adviser to help you.
9. Avoid Toxic People. Stay away from people who are chronic complainers, repeatedly report on how much money they have lost, or continuously quote unemployment statistics. Instead find a buddy who can offer support, advice and friendship and possibly make important introductions that can help you down the line.
10. Spend Time With Your Family. Your family can provide tremendous comfort during stressful times. Eat meals together, read to your kids, and have some alone time with your spouse. Doing so can help relieve some of the tension you may be feeling if you are concerned about a possible job loss and remind you of all the ways you are blessed.

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In the world of "give and take," do you take more than you give? When it comes to working with recruiters, many job seekers assume they can only receive help and not provide any. Additionally, many wrongfully assume that the relationship with the recruiter is short-lived-that it only lasts as long as the job opportunity the two are working on. As you'll read below, it pays for candidates to build a strong, long-term bond with a few recruiters.

I recently worked with a candidate who truly understands the importance of a long-term relationship with a recruiter. Bill Wachel was searching for an IT Director role in Dallas and I was able to set up an interview for him with one of my clients. Although a great candidate for the position, Bill did not get the job. Often this is the last interaction between a candidate and recruiter unless another opportunity arises. In Bill's case, he made an effort to send me a thank-you letter. Thank you letters to hiring managers are commonplace. A note to recruiters thanking them for their efforts is not. In this letter, Bill shared his appreciation for the help I provided him during the process, asked to be considered for future opportunities, and offered that I should "please contact him if he may ever be of potential help to me in any way."

The thank-you letter itself was very classy, but on top of that, he offered to help me in any way in the future. Recruiters live and die by the strength of their network. People like Bill can be a connection to candidates I may place all year long. Bill's offer to tap into his network to suggest candidates for other jobs I was trying to fill is highly appreciated. When it comes time for an IT Director to be placed at one of my clients, who do you think will come to mind first and foremost?

Candidates who take the time to provide help stand out in recruiters' memories. Many of you are just emailing recruiters your resume when they don't have a job that matches your credentials. The recruiters may put you in their database, but you may not stand out as an A-List Candidate. Think about how you can start the relationship by assisting each other instead. In the world of leveraging your network, you need to give help to get help.

Jeff Lipschultz is a founding partner of A-List Solutions, a premier recruiting firm in Dallas-Fort Worth. Jeff shares his views on employment trends and quirky observations of society at http://jefflipschultz.wordpress.com

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A man who was looking for help from an employment agency but was turned away, was recently accused of fatally stabbing the agency owner in her apartment in Flushing, New York. According to the police, the suspect previously served time for assaulting the victim and had multiple restraining orders taken out against him. Police believe that he held a grudge because he was unable to find a job.

Obviously, this is an extreme case, but let's face it. The stress of a job search is nothing to scoff at. And while few let the pressure of job search get to them the way this man did, there appears to be a high correlation between the stress associated with job search and an increase in depression, failing health, and substance abuse. Can you avoid letting the stress of a job search get to you? Not always, but here are some things you can try to keep the stress in check.

1. Maintain a Routine

Many job seekers report that creating routine alleviates stress during a job search. Keep the same schedule you had when you were working. Wake up at the same time and leave your house at the same time. Plan to be somewhere at 9AM. Go to the library to do research on a target company, plan a networking meeting, or go to a scheduled event.

2. Volunteer

When you volunteer you are doing something positive for a particular group or community. It allows you to channel your energy and develop focus. It is also a way to help others in need and it can help put your current situation in perspective. By volunteering, your name becomes known among the organization's members. Chairing a committee or event allows you to showcase your skills in a particular area or gain new skills that can enhance your overall job profile.

3. Keep a Journal

Keeping a record of your search and your personal thoughts regarding that journey is a good way to identify what's working and what is not working in your search. It can also be a very cathartic process and a private place for you to record your goals and dreams.

4. Create a Financial Plan

With a little bit of research and planning you may be able to reduce your financial burden after a job loss. Take the time to look at your finances, tally up your assets and set a plan for your future spending. Review any money coming in including unemployment benefits, severance package, and money from pension and retirement funds. Review expenses such as COBRA, rent, and food. Check out unemployment benefits and inquire if you qualify for any government assisted training through the Department of Labor. Job related expenses may be tax deductible, so check with an accountant. Schools and colleges may offer payment schedules and creditors may offer alternative collections options.

5. Communicate with your Family

If you don't talk about your search with a spouse or a loved one, you could be creating additional stress in the relationship. When you shut a partner out of this conversation and carry on as if nothing has changed, that person may worry about the status of your search and your overall financial security. They may constantly seek you out for updates or offer recommendations on how you should conduct your search. This may feel like nagging to the job seeker and can cause tensions to mount. If your partner wants to understand your search strategy, try setting up a weekly meeting to discuss your search plans. Then agree that you will be given the "space" to carry out your plan.

Sometimes a job seeker's search is impeded by domestic responsibilities at home. Family members may ask you to do errands, chauffeur other family members to activities and appointments, or take on significant home improvement projects like painting the house. Keep in mind that if your job search is a part-time activity it will take you twice as long to find a new job.

6. Avoid Negative People

We've all met them. They are the ones who say "It's brutal out there. I've been searching for months and no one is hiring." These people do nothing to help you in your search. They often have one-dimensional strategies that result in unproductive, extended searches. Let these people know that you intend to stay positive or share a tip that's working for you. If their negative attitude continues, try, if it's realistic, to take a break from the relationship.

7. Find a Buddy

While it's wonderful to have the support of family and friends during a job search, having a buddy who is also seeking employment can provide great benefits to both parties involved. Find someone who is in a different profession or someone who is in the same profession, but at a more junior or more senior level, so you won't be competing for the same jobs. Having a buddy allows you to share similar concerns, boost morale, empathize with someone in the same situation, and share advice.

Barbara Safani is the owner of Career Solvers, www.careersolvers.com, and author of Happy About My Resume: 50 Tips For Building a Better Document to Secure a Brighter Future and #JOBSEARCHtweet.

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Baby Boomers (people born between 1946 and 1964) grew up during a prosperous time in American history and witnessed several life changing events including the Cuban missile crisis, the assassinations of JFK, Robert Kennedy, and Martin Luther King Jr., Vietnam, the civil rights movement, sexual freedom, Watergate, Woodstock, and Beatlemania. They viewed education as a birthright, rather than their parents' generation which viewed it as a dream. Boomers were the first generation to experience the disintegration of the typical nuclear family and they were the first generation to be able to use credit cards and adopt a buy now, pay later philosophy. In the world of work they are often pegged as "workaholics" who value the notion of "putting in their time" and making sacrifices for the good of the team. So what do baby boomers want in an employer?

Research on boomers suggests that they relate well to:

• a management style that embraces a "whatever it takes to get the job done" attitude
• communication that focuses on in-person interactions and teamwork
• a corporate culture that acknowledges "face time" and collaboration
• training opportunities that allow individuals at all technical levels to learn without feeling intimidated
• recognition programs that are public and visible and reward both the individual and the team

According to AARP's The Best Employers for Workers Over 50 list, some of the top employers for boomers include:

1. Cornell University

2. First Horizon National Corporation

3. S.C. Johnson & Co.

4. GlaxoSmithKline

5. Avis Budget Car Rental

If you are a boomer in a job search, be sure to check out all 50 best employers for boomers.

Barbara Safani is the owner of Career Solvers, www.careersolvers.com, and author of Happy About My Resume: 50 Tips For Building a Better Document to Secure a Brighter Future and #JOBSEARCHtweet.

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Do you find networking exhausting? Do interviews make you feel uncomfortable? Do you cringe at the thought of writing your resume because you don't like 'tooting your own horn'? Perhaps you are an introvert and if so, you are not alone. According to recent studies, introverts actually make up just over half the population (50.7%), with 54.1% of males and 47.5% of females being introverts.

So what exactly is an introvert? Many confuse introversion with shyness. According to Wendy Gelberg, President of Gentle Job Search and Author of The Successful Introvert, "Shyness is discomfort or self-consciousness in the presence of others, usually involving fears of being judged or criticized. Introversion is something else entirely. As described by psychologist Carl Jung, introversion refers to energy flow and the tendency of some people to draw energy from the inner world - their focus is inward, on ideas and reflection, and they typically seek solitude to recharge their batteries. Many enjoy people and welcome social encounters and aren't shy at all, but too much socializing will be draining. Extroverts, in contrast, are energized by the outside world - by other people and activity."

Upon closer examination of the introvert, one can begin to understand their challenges, but also recognize their strengths and start applying these strengths to their job search and overall career management strategy.

Networking Challenges and Strengths

The intense socializing and need to think on your feet quickly that characterizes face-to-face networking, especially in group settings, can be very taxing for introverts. But according to Gelberg, "On-line networking plays to many of an introvert's strengths - because it's not in real-time and it's done through written communication, it gives people an opportunity to think deeply about what they want to say and choose their words carefully before replying. Each interaction seems to require less energy, which means it's possible to have more interactions. In addition, it's possible to reach more people with the same effort than is typically possible with "live" networking. For example, the "status bar" on LinkedIn enables people to inform their entire network about something that's professionally relevant. Tweets on Twitter function similarly. Likewise, the "introduction" feature on LinkedIn makes it much easier to connect with new people than using the telephone." While Gelberg doesn't recommend that introverts network online exclusively, she does view it as a valuable part of the relationship building process for introverts.

Interview Challenges and Strengths

The career management challenges for introverts often show up in the interview process. A day of interviewing can be enervating for anyone, but especially for an introvert. Gelberg states, "Introverts typically prefer to have time to gather their thoughts before jumping into a conversation. This can pose a problem in interviews, where being able to respond quickly is important."

"But introverts often have strong listening skills, which can give them an advantage in interviews. They have the patience to wait to hear the entire question, and the thoughtfulness to consider it thoroughly before answering. Answers are likely to be on point and not excessively rambling. In addition, because of the pleasure they take in contemplating things deeply, they are energized by doing the comprehensive background research that can give them a competitive advantage in all stages of the job search."

Resume Writing Challenges and Strengths

People often struggle when writing their resumes because they have difficulty articulating and consolidating their value proposition. But many introverts have difficulty writing resumes because they are uncomfortable with self-promotion and there is a misconception that resumes contain exaggeration and hyperbole, or that they involve bragging. To counteract that discomfort, Gelberg suggests that introverts focus just on telling the story - the problem faced, the actions taken, and the results achieved. The message is, "Here are the events and how they unfolded, including my role in the process, and the outcome of the story." Another strategy Gelberg recommends is to focus on the changes that took place between the start of the job and the present, and the individual's role in those changes. Additionally, testimonials from others can provide useful information for resumes to offset the discomfort to self-promote.

Gelberg notes that the process of writing a resume actually draws on some of the strengths of introverts, in that "an effective resume will require some thought and perhaps some research - one can't just "dash off" a resume and expect good results. The resume needs to contain concrete and quantifiable success stories, and uncovering or remembering those may take some digging."

Barbara Safani is the owner of Career Solvers, www.careersolvers.com, and author of Happy About My Resume: 50 Tips For Building a Better Document to Secure a Brighter Future and #JOBSEARCHtweet.

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We all have heard that expression. I know I have. Usually when I'm brave enough to sing outside the privacy of the shower. The advice is a little more serious when it comes to a job search. Many job seekers are aware it is better to look for a new job when you still have one. And yet, some do not fully appreciate the reasoning behind this logic. There are several reasons as to why you should hang on to your current job while searching for a new one.

Even though there are many outstanding candidates who currently don't have a job, there is still a concern raised by some hiring managers who ask, "Why isn't this candidate currently employed?" Layoffs, mergers, and company relocations are all understandable reasons for losing a job. But it is often hard to justify to a hiring manager the reasoning behind simply quitting because you were not happy with your job. Frankly, there are many who are not happy in their current job, and most are able to continue showing up for work.

You also have negotiation strength if you still have a job. Firstly, the hiring company knows you have a job and are not pressed to take theirs to pay the bills at home. This might impact the salary negotiation. Secondly, you will be able to evaluate the job more objectively and consider all aspects of the opportunity beyond salary. You might ask about other benefits or long-term growth for the position. If you don't have a job, you might have to take whatever they offer.

Another reason to "search first and quit later" is you may not end up quitting at all. When you embark on a job search, you likely have the mindset that the "grass is greener on the other side." You may find out that it is slightly brown or yellow elsewhere, too. Sometimes, you are in a better situation than you realize. Keep in mind, you need to be careful about applying for positions and turning them down as this is a big time waster for the hiring manager. This could hurt your chances to be hired later on if you return. You might be able to learn a lot without interviewing by talking to people who work at prospective companies.

Although it seems like a lot of effort to work and interview at the same time, it can make a world of difference in the outcome. So remember all you bad singers out there, don't quit your day job.

Jeff Lipschultz is a founding partner of A-List Solutions, a premier recruiting firm in Dallas-Fort Worth. Jeff shares his views on employment trends and quirky observations of society at http://jefflipschultz.wordpress.com

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Sure, by now you know that displaying pictures of you partying on Facebook or tweeting about how much you hate your boss are electronic no nos. But there are other, less well know faux pas that people are making every day at work that can get them and their employers in hot water. Here are five of them.

1. Textual Harassment. Thinking about texting a co-worker on your company cell phone to ask if they want to go for a drink after work? Think again. If your advances are unwanted you could be accused of textual harassment and the accuser will have the electronic breadcrumbs to back up their claim.


2. Privacy Breaches. Want to shoot your boss an email to let him know that a colleague won't be in today because she is going to the doctor for chemotherapy or a colonoscopy? Don't do it. HIPPA legislation was enacted to ensure that people are protected against having their health information exposed electronically.


3. Emailing While Off Duty. Are you a non-exempt employee who is paid an hourly rate and is eligible for overtime pay? If so, your company may have a strict policy against you doing company work remotely on a company laptop or cell phone after hours.


4. Blogging Without a Disclaimer. Pondering starting a blog to express your musings about life at a particular company? Check to see if your company has a social media policy. Many companies will either request that you don't mention your affiliation with the company on your personal blog or that you add a disclaimer stating that the views expressed on the blog are yours alone and not reflective of the company's position.


5. Electronic Organizing. Union organizers are using electronic leafleting to encourage employees in non-union shops to print and sign authorization cards and distribute union literature. Many organizers have been able to fly under the radar of companies with these methods because they are not as invasive as traditional union activity, but before you forward that email to your co-workers, find out if your company has a clearly defined policy against this type of activity. Going against the company policy could land you on probation or cost you your job.

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According to The Economist, within the next few months, women will cross the 50% threshold and make up the majority of the American workforce. And based on a new research study just released from the Pew, one out of five married women are more educated and earn more money than their husbands.

Yet despite these strides, AOL Sphere points out that working women are facing more challenges than ever before. Since more men than women have been downsized, the remaining women are often asked to pick up more of the slack at work. And despite the fact that the average male partner shares more household and child rearing responsibilities than perhaps his father did, women still manage the lion's share of these responsibilities. One woman interviewed in the AOL Sphere article summed it up best when she said "Working women need wives." And she's not the only person who thinks working women need wives or at least an equivalent.

As I plod along trying to successfully manage my existing client projects, cook an evening meal, source new prospects, help my son with his earth science project, execute on a marketing plan, scrub a toilet, write my next book, and read about the 371 best colleges with my soon to be college bound daughter, I do sometimes think how nice it would be to have a wife to help me out and wonder if you can get one on e-Bay. But since that doesn't seem to be an option and the demands of work and family don't seem to be changing anytime soon, here are some suggestions for making the most of work and family responsibilities.

At work:

1. Document your accomplishments all year long. Keep track of new responsibilities you are assigned or the ones you inherit after others are downsized. Jot down some notes periodically about projects you completed successfully and be sure to document how you helped the company you support make money, save money, save time, grow the business, or keep the business. In a year where the average salary increase is predicted to be 2.5%, it is in your best interest to keep track for what you have achieved. Doing so could differentiate your performance over that of your peers and be the difference between a 2% and a 5% increase at review time. If you are going to work hard, you might as well be recognized for it.
2. Embrace new responsibilities as an opportunity to grow. When new projects come along, try to see them as a new opportunity rather than just more work. The new responsibilities might give you the opportunity to become the resident expert or "go to guy" on a particular subject. Being the expert on something makes you a more valuable employee and less replaceable.
3. Learn how to become an expert at delegating. As your responsibilities grow, look for ways to delegate more and mentor junior members of the department. Doing so will allow you to take some things off your plate and focus on more strategic work and make your team members feel that you are interested in their professional development.

At home:

1. Catch up on work while your family works. Sit at the dining room table with your kids after dinner while they do homework so you can monitor that they are doing it and answer any of their questions. Use this time to catch up on some of your own work such as email and reading. This can actually become a nice family ritual and something that the kids will look forward to because even though they are doing their homework, they will appreciate the fact that you are nearby.
2. Find activities that your spouse and your kids can do together that don't include you. Some dads like to coach sports teams and others like museum outings. Work with your spouse to come up with some activities that can be exclusive to him and the kids and use your down time for you. Go to the gym, catch up with friends, or take a nap. Do whatever you need to to re-energize.
3. Use online resources to get chores done. The Internet has made shopping 24/7 a reality. Whether you need to shop for groceries, house-ware items, or clothing, just about everything can be found online and you can shop at odd hours or ones that are more convenient for you. In addition, some online food markets offer tasty and healthy choices for already prepared meals at reasonable prices and this can be a boon to working moms struggling to make a home-cooked meal every night.
4. Cut yourself some slack. None of these suggestions will work perfectly every time. And during some periods of your life, work and family will be more challenging to balance than others. For example, if you are the parent of an infant and working a full-time job, you will be tired and something will slide. If you need to get dinner from the drive through window every now and then, don't beat yourself up over it. And if your house is not so spotless that you can eat off the kitchen floor, will anyone really be any worse off?

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A few nights ago I was watching a presentation from a start-up company that helps cosmetologists and massage therapists and other such businesses with their scheduling issues. I was interested in this solution because my wife was a cosmetologist, and scheduling and no-shows were a significant issue.

As I was talking to the founder he made an interesting point. He said something like "instead of providing just scheduling, or just CRM services, we're providing a complete solution for our clients. They get everything they could need with our package."

"A complete solution" - what an interesting idea! I immediately thought how this applies to a job seeker.

What is your value proposition? In other words, what are you providing to an employer (either your current employer or a prospective employer)? Let's relate this to the world of peanuts.

If you are the peanut, you provide parts of the solution. Your part(s) have to be combined with other parts to make up the entire solution. This isn't bad, it simply means you are specialized. Think of yourself as the raw material. An example might be an accounts payable specialist - someone who will be in a team environment, very good at your particular tasks and skills, but you aren't bringing Controller or CFO solutions to the table.

If you are the peanut butter, you have taken this skill or talent or value proposition to a different level. Perhaps you can provide accounts payable consulting. Perhaps you have a better understanding of the accounting system at your company, as opposed to just understanding the AP portion of the system. You bring a broader skill set to the table. Whether you like to, or still can, perform AP work is questionable, as your solution is different.

If you are the peanut butter cup, you bring the complete solution. Many of us might want to be the peanut butter cup, but this is really difficult. Who can provide all of the solutions? Maybe you, maybe someone I know, but I bet this level is not easily attainable.

Is one better than the other? No, I don't think so. A big company would have three different teams doing the work, whereas in a small company one person would where all three hats (been there, not easy).

The critical thing is this: know what you are. Are you the peanut, the peanut butter or the entire peanut butter cup? Knowing what you are will help you construct your elevator pitch (aka, thirty second commercial), communicate your value proposition in an interview, prepare a strong resume, and understand how to target your job search.

Me? Perhaps I'm just nutty.

Jason Alba loves career management, only because when he got canned he had done nothing to prepare for it. Now he runs JibberJobber.com, a website that helps job seekers organize their job search online. He also authored the book I'm on LinkedIn -- Now What???

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1. Stay calm and don't panic. The last thing your boss wants to see is an employee who's nervous and uncomfortable. Just relax and be yourself.


2. Be prepared. Make sure your clubs and clothes (shoes) are squeaky clean and appropriate (call ahead to the club if you're unsure about the dress code), and know where you're going so you don't risk arriving late.


3. Don't bring up business. Feel free to chat about news, sports, family, etc., but anything related to business is no-no unless the Boss brings it up first. Don't worry if you don't get an opportunity to pitch your latest idea -- better to make a good impression and possibly get invited out again than irritate him with your obvious agenda.


4. Play to win, but be graceful no matter what. Most business leaders got where they are by being competitive, so give them a good game and they'll have more fun. Don't throw the game, just play your best and be graceful win or lose.


5. Follow-up with a handwritten note. No emails. Writing a thank you note by hand, and making it personal by mentioning something specific from the day that you enjoyed, will set you apart and is your best shot at getting invited out again. Also, refrain from using the golf outing as some kind of status symbol with your coworkers -- nothing annoys boss's more.

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Generation Y (people born between 1981 and 2000) is the first generation to grow up with email, texting, YouTube, and reality TV. As babies they rode in securely fastened car seats with bumper stickers in the back that read "baby on board" and participated in team sports where there were no losers. This demographic (also referred to as the Millenials or Echo Boomers), grew up accustomed to receiving regular feedback and praise and learned to tolerate people with alternative lifestyles. They watched their parents struggle with the demands of work and family and they saw their parents get downsized from companies where they had worked for decades.

So how has the Gen Y experience shaped what they value in the workplace? Research on Generation Y suggests that this group embraces companies that provide:

• a management style that expresses sincere interest in the individual
• a communication style that offers frequent feedback
• a culture that is egalitarian rather than hierarchical
• a training philosophy that links the learning to the job
• a recognition program that celebrates the employee's successes publicly
• a work/life policy that respects balance

According to Brazen Careerist's Top 50 Gen Y Companies list, the companies leading the pack for Gen Ys include:

Are you a Gen Y searching for a company that best reflects what is important to you? Check out the full list of Best Companies for Gen Y to learn more about each of these organizations.

Barbara Safani is the owner of Career Solvers, www.careersolvers.com, and author of Happy About My Resume: 50 Tips For Building a Better Document to Secure a Brighter Future and #JOBSEARCHtweet.

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