3400 Exam 3 Topic 7-9

Topic 7

Searching and Exploring Career Opportunities

"So, what do you want to do when you graduate from college?" You may have been asked this
question more times than you want to count, or you could be hearing it for the first time. Regardless,
it's probably time you try to answer the question.

Given these days and times, it may not be easy. However, you can begin with a search of possible
jobs and occupations, even if tentative, and explore them to see what you can discover. The
process can lead to something valuable.


This topic is an attempt to highlight ways that you can gather information about career opportunities.
It is a guide for how to manage the search and explore process.

The Journey Begins with Searching

Certainly, an accurate self-assessment provides the foundation for a credible search. The more you
know about yourself, the more you can trust your instincts and be more realistic when considering
your options. It's important to appraise your skills and know which ones you can improve upon and
how they are related to immediate entry into a possible occupation. Likewise, evaluating your
knowledge base makes sense because it can give you an edge when considering career choices,
and an evaluation can reveal areas that need more attention and study.

You have spent some time taking stock of yourself. You looked inward and considered how you
relate and work with others.

Now it's time to go beyond your profile and look at other factors that influence your decision-making.
This may involve looking at your personal and family life and using as much information as you can to
clarify your current circumstances. Because there is so much information available that can be used
in your search, you will want to employ good information and time management skills along the way.

Starting the Search Process

"I'm going into real estate, with the goal of being a developer There's a lot of money that can be
made in that field, right now, and I don't want to miss out on it "

"I want to go into nursing There is a huge demand for nurses and I've always liked the idea of
helping other people It just seems like a cool thing to do "

"I've wanted to be an engineer since I was in middle school Nothing has changed my mind. But, I'm
not quite sure if I'll have the money to make it all the way through college without stopping and
having to work some "

"Someday I want to have my own company I want to be my own boss and not work for others. But,
I'm not Sure how to do that There's got to be something out there that will work for me"

All of these comments suggest that there is a driving force that bas produced some career goals.
There is a desire to be independent, to be recognized, to make a living, and to have a good
lifestyle. While we can admire and appreciate the motivation and desire to make dreams come true,
there are some obstacles to be faced and some informed decisions to be made. As one person said,

"There are a lot of bridges to be crossed if I'm to get to where I want to go. I just want to make
sure that I'm crossing the right ones, don't fall in any potholes along the way, and that I don't have to
turn around and go back to where I started "

The Value of a Career Goal

The initial searching process starts by first identifying a desired career or occupational goal. Your
goal can change, but for now, it can keep you focused and serve as a motivating factor.

For instance, without at least a tentative career goal in mind, most college students tend to drift.
The courses they take have no special meaning, since only a few attend college for the love of
learning and academic pursuit. So, why take courses that seem to serve no purpose? Is it just what
everybody does so that they can say they are going to college? Is it just a way of passing time until
a clear career picture emerges? Is it a matter of going along with the crowd?

If you have a vision of a career goal, the courses are viewed as steps in the direction you want to
go. As you listen to lectures, read books, and talk with others, you relate the topics and discussions
to your eventual goal. When there is more meaning ascribed to a course, there is more motivation to
study. Students with this kind of focused mindset perform better in their classes and get higher
grades than others who continue to coast aimlessly.

This is not to say that you must determine a career goal now and not ever deviate from the path.
You will have opportunities, if appropriate, to change your mind and set out in new directions.

You might be asking, "But what if I'm not sure? There are so many things that I could do, and I want
to make the best choice so I don't waste my time." Or, "I have a career goal, but I need to know
more about it. I need to get a better picture of how I match up with the things that are done and
expected in that occupation." In that case, you probably would benefit by more searching, exploring,
and discovering things about your career goals and path.

The purpose of a career search is to identify or confirm options and possibilities. It enables you to
pick courses, an academic major, internships, and entry-level jobs with more confidence. Even if you
already have an occupation in mind, a career search can validate that you are on your chosen track,
and your path will seem clearer than before.

The Value of Career Information

Gathering information in advance about places you want to go can be useful. A travel brochure can
acquaint you with a place that you have never been. Similarly, a novel can acquaint you with an
experience that you have never had. They both can stimulate your imagination and create personal
meanings for you.

Career and occupational information is like that. It introduces you to possibilities and allows you to
visualize opportunities. You can get a feel for something and try it out mentally before you invest a
lot of time, energy, and money in pursuing a particular career path.

Getting to know careers and occupations is like shining a light into the dark; you are less likely to
stumble. The path and choices will be more obvious. As new information and experiences shed light
on your career interests and goals, you will feel reassured that you are doing the best that you can
to make calculated and rewarding choices.

Gathering career information can take place in your home with the help of the Internet. You can go to
a Career Resource Center at your university or college campus. You can talk with experts, interview
people in the field, and read publications. As this session continues, we will be taking a closer look at
these resources.

Two Types of Searchers

There are two types of career information searchers: 1) Haven't Got A Clue, and 2) Have An
Occupation in Mind. The first group needs to answer a beginning and basic set of questions by
visiting some places that can give them general ideas and directions. The second group can go
directly to places that are tied to their occupational goals, looking for more specific details. Some
strategies will be useful to both groups, while there may be some other useful strategies that will be
unique to each group.

If you are among the first group ("Haven't Got A Clue"), push yourself and select some occupations
to research. Make a list of jobs that appeal to you. Pick a few that seem to match your aptitudes
and skills, personality, and preferred work environment. It's okay if you are not absolutely sure. Your
choices can be speculative or provisional. Investigating them will help you learn the process of
searching for career information and may set the stage for serendipity.

If you fall into the second category of searchers ("Have an Occupation in Mind"), then begin by
defining the occupation and determining its main features. You can go directly to places where
information is specific, perhaps interviewing a professional or doing some job shadowing. You can
always be on the lookout for serendipitous information that stimulates you· thinking and encourages
you to explore and discover more.

Getting Started: Jobs 1, 2, and 3

To begin your search, you need at least three possible jobs or occupations to explore. If you have a
long list of potential occupations, group them according to industry or perhaps their primary job
function (data, people, things, and ideas). Set priorities, perhaps ranking them in terms of personal
appeal and the kind of lifestyle you hope to have someday.

Make your third occupation a "fantasy job," one that if all the conditions were right you could get
excited about pursuing it. Or, the job could simply be intriguing and you would like to know more
about it.

Once you have your three occupations in mind, it's time to start your search and gather information.
As you begin, you should understand the different ways to conduct both focused and broad
searches for information. Three helpful ways your might organize your search are by:

- Occupation
- Industry
- Career Family

Searching by occupations will provide the most specific information and will be especially useful if you
already know the kind of work you want to do and some particular jobs you'd like to pursue.
Information about industries gives more attention to the work settings where jobs are performed
(such as the television industry or the travel and tourism industry).

This is useful if you know something about where you want to work but not necessarily the kind of
work you want. Finally, a search by career families covers groups of related occupations. Information
on career families is most useful if you know something about the kind of work you want or the kinds
of skills you want to use in your work but you are unsure of a specific job.

Let's look at a few places you might go and some things you might do in your searching.

The Internet

The Internet was first developed as a resilient computer network for the U. S. military. Its first major
application was e-mail, which revolutionized the way we communicate in the world. Now the Internet
allows any computer in the world to exchange data with any other computer in the world. This is the
system that binds cyberspace together.

Even though it has only been about 15 years since the Internet became available to the general
public, it is now the dominant source for gathering career information. The Internet has become the
first portal for searching careers.

The Web (World Wide Web or WWW) is a term used to describe a hypertext-based distributed
information system that runs over the Internet as one of its services. As a result, users can sit at a
computer, go "online"' and browse documents that reside anywhere in the world; furthermore, these
documents can be linked to documents at other places in the world. The Web is the part of the
Internet that provides such a rich store of career information.

Clearly, the Web is a vast system that needs navigation support. This is where Web browsers come
into play. Browser software programs allow us to "surf the Net" and to view and interact with various
types of Internet resources. Browsers, such as Internet Explorer, Safari, and Firefox, have useful
features as bookmarks or favorites and a "'go back" key that we rely on.

There are more than 10,000 career-related sites to visit on the Web. You can research companies,
corporations, government organizations, places of business, and gather data about cities and
communities where jobs are located. You can get information about colleges and universities,
including schedules, academic requirements for majors, and procedures for entering undergraduate
and graduate programs.

You can also find job listings. Employers are discovering that the Internet is a quick and
cost-effective method to announce their employment needs. You can find information about
professional organizations and the entry requirements for an occupation. There are some career
information sites that are very comprehensive and you can spend hours reading the posts and
exploring the links.

Unlike a library, the Internet never closes. It provides access to a remarkable fund of information 24
hours a day, seven days a week. The thousands of websites, however, can be overwhelming and it is
difficult to know the reliability and validity of the information provided. Some sites are hard to
navigate and this can be frustrating.

The pop up advertisements can also be annoying, but tolerable if the website has valuable
information. After all, somebody has to pay for the costs of developing and maintaining the websites.
But, it is common sense to take note of who sponsored and developed the site you are viewing and
ask: "What is their agenda?" "Are there any hidden costs?" "How far down this bunny trail do I want
to travel?"

If you use a search engine, such as Google or Yahoo, and type in a job title or a career term, you will
be presented with a long list of websites. Some will be relevant and others will not. You can scroll
down the list, looking for titles that catch your eye and perk your interest. Random surfing can be
interesting, but it can also be like wandering aimlessly in a vast desert or forest. It is fascinating at
first, and then it becomes bewildering and tiring.

Another approach is to look for and go to a specific website or webpage, such as the homepage of
a college or university and then, using the pull down menus and links at the site, pursue your search.
Still, there are many twists and turns at almost every website and the Web can make you feel
trapped in a sticky mess that doesn't make much sense.

Although searching the Internet is convenient and it is loaded with data, the search process can be
confusing at times and discouraging. You may find that information is poorly organized, out of date,
or misleading, depending on the skills and diligence of the site's Webmaster. Consequently, you may
deem a Web search as unproductive. There are ways to expedite the process and be more efficient.

Managing the Internet

To save you time, we identified some respected and established websites that might be useful in
your career search. These will appear later in the session. You may want to bookmark some of the
sites and go back to them when you have time for more exploration.

First, here are some practical hints about using the Internet.

Once you link to a homepage, examine the headers, titles, and check out the site map to find more
specific information. A keyword search at a site is often available. You might have to be a "mole" and
dig down into a site to discover the data that you want. Some sites are like gold mines, rich with
information, while others provide little value or lead to dead ends.

A Uniform Resource Locator (URL) is the address that is used to access a resource on the Web.
"Link rot" is a term used to describe the problem caused by the frequent changing of URLs. When
you click on a

Hyperlink (hot link) to be routed to another page, you might get an error message, or "not available."
The page could say that the site has moved, is being reorganized, or perhaps was discontinued. In
our recommendations to you, we will try to avoid websites that rot away.

A webpage created by an individual (as opposed to someone creating a page for an institution,
business, organization, or other entity) is called a personal page. It can contain valid and useful
opinions and links to significant resources and facts. One advantage of the Web is the freedom it has
given everyone to put his or her ideas "out there on the Net." It is worth noting, of course, that
personal webpages frequently offer highly biased personal perspectives or satirical spoofs that may
be of no use to you.

A blog (short for "web log") is another type of personal webpage. It serves as a publicly accessible
personal journal (or log) for an individual. Typically updated daily, blogs reflect the personality of the
author and the people who join in with their personal comments. The Internet Public Library
http://www.ipl.org/(external link 01) provides a comprehensive list of blogs that could complement a
career search, such as those aimed at law and medicine.

If you already are an experienced Web surfer, these hints might not be new information to you.
However, since this is an online course with hyperlinks, it is important for you to be familiar with
Websites, their potential value and limitations. Our purpose here is to highlight how the Internet can
be used in a career search and to offer some practical suggestions about gathering career
information.

For those who want more hints in using the Internet, you could read the ideas offered by Richard
Bolles ("What Color is My Parachute") at his website JobHuntersBible.com.
http://www.jobhuntersbible.com/theinternet/(external link 02). He writes about "Gateways" as being
well-organized storehouses (websites) of job-hunting information and provides some sample links.
For instance, the link to Job-hunt http://www.job-hunt.org/(external link 03) takes you to a site
designed to help you find a job. However, it is so comprehensive that some people might find it
difficult to navigate or could be overwhelmed with the wealth of information that can be accessed,
unless they have something specific in mind. It might even be viewed as a one-stop career resource.
It's also a site for those who like to poke around and surf the Net a little.

Searching the Web

It's time to search the Web by going online to the Internet. You can use a search engine, such as
Google http://www.google.com/(external link 04). You can begin by typing in the title of one of your
jobs or occupations and see what turns up.

For instance, if you Google the word "accountant" you will see a list of the first 10 webpages out of
more than 42 million where such a word appears. Hmmmmm? You might scroll down and scan the
initial listings to see if there are any interesting leads. Almost always there are some citations that
provide general descriptions or definitions, as well as a few facts about the occupation or
profession. But, the long list can be daunting, as well as repetitive, and the cost in terms of the time
it would take to plow through such a listing is prohibitive.

A more expedient way is to enter directly the URL of a website, if you know it. Or, you can
conveniently click on the hyperlinks in Figure 7.1 (external link 05). Remember to bookmark or mark
as favorites those sites where you want to return.

Kinds of Websites and Webpages

As you examine the list of career websites and webpages in Figure 7.1 (external link 06), you will see
that they are organized into categories.

- Career SuperSites. These sites are so named because they were designed to be
comprehensive and provide a "one stop" career shopping center. Once you are at the site, you
will find numerous links to self-assessment tools, industry listings, job descriptions, and other
topics.
- Job Banks. These sites focus primarily on the availability of jobs in different regions and
states, including salary ranges, and helping job seekers.
- Specific Populations. Some sites direct attention to particular career areas and issues, such
as military careers, federal government jobs, Hispanic and bilingual professionals, and college
students.
- International Careers. A few sites help job seekers find jobs abroad and give reports on
trends in the countries and employing companies.
- General Career Information. Some sites provide general information, basic online publications,
career assessments, and links to career sites.

Published References

If you visit a local bookstore, especially the big ones with larger inventories, you will find a section
that features career information. In general, there seems to be an over abundance of books for
writing resumes and interviewing for jobs, but there are also books on applying to universities,
taking exams, and entering the job market.

One of the most popular books is "What Color Is Your Parachute? A Practical Manual for Job-Hunters
and Career-Changers," written by Richard Bolles. It is the best-selling job-hunting and career-changing
book in the world. It's been reported that twenty thousand people buy the book each month, and
there are more than B million copies in print.

The author coined the word "parachute" to mean career transitions, back in 196B when people
commonly said, "Well, I'm tired of this job -- I'm going to bail out!" Bolles' playful rejoinder at that time:
What color is your parachute? It later became the title of the book that was first published in 1970
and issued in annual editions, with the latest in 2013.

To a lesser degree, but at no cost to you, you will find some interesting career information
publications in your local library. Another excellent place to find publications, especially the large
reference books, are campus career resource centers. The most valuable information in printed
publications is general information since up-to-date information is easier to find on the Internet.

Here are a few major and voluminous reference books that can be found in libraries and on the
Internet.

The Occupational Outlook Handbook ( OOH)

The OOH http://www.bls.gov/oco/(external link 07) is published by the U.S. Department of Labor and
revised every two years. It is based on a national survey and provides detailed information for about
250 occupations, which are representative of more than B5% of the jobs in the nation.

The OOH http://www.bls.gov/oco/(external link 07) is published by the U.S. Department of Labor and
revised every two years. It is based on a national survey and provides detailed information for about
250 occupations, which are representative of more than 85% of the jobs in the nation.

The OOH is best utilized as a reference. It is not meant to be read from cover to cover as you would
a journal article or a popular non-fiction book. It won't read like a novel. However, because a
standard format is used, it is easy to compare occupations.

The basic framework for each occupation is:

- Nature of the work
- Working conditions
- Employment
-Training, other qualifications, and advancement
- Job outlook
- Earnings
- Related occupations
- Sources of addition31 information

After you scan the information in the different areas, you will have a good idea of whether an
occupation merits any more consideration. The book can also be useful for adding possible
occupations to explore and eliminating those that are no longer appealing.

Now, go to the OOH http://www.bls.gov/oco/(external link 08) and look up your three possible jobs
or occupations (Jobs 1, 2, and 3). Type in the jobs, where you are given a choice, and examine the
nature of the work, the equipment that workers use, how closely they are supervised, and how much
variety is in their daily routines.

How do your jobs compare in terms of entry-level requirements? What are the projected outlooks?
Are they fast or slow growing occupations? What about earnings?

We know, for example, that workers employed in medium and large firms with 1 00 or more
employees usually enjoy better benefits than workers in small firms. Generally, it appears that
medium and large firms provide more medical, dental, life insurance, disability insurance and
retirement benefits than do smaller companies.

The level of responsibility that goes with a job also affects earnings. Annual salaries for eight levels
of engineers, in addition to five levels of engineering technicians and five more for drafters, are
illustrated in charts and graphs in the OOH. These reflect different work levels, starting with
entry-level jobs and continuing up the career ladder to more complex and responsible supervisory
positions. Therefore, it is inaccurate to say that all people in one occupation earn more than those in
another. We can say that the average is higher or that the middle range of earnings is higher, but
there is usually some overlap.

The Guide for Occupational Exploration ( GOE)

The United States Department of Labor has divided all of the occupations in its enormous database
into 12 groups, rated according to the primary interest they are likely to satisfy and published the
results in the Guide for Occupational Exploration (GOE). It also provides detailed information about
aptitudes, skills, and job activities of various occupational groups.

The data in the GOE are organized into 12 interest areas and 66 worker trait groups. It helps answer
these questions:

- What kind of work would you do?
- What skills and aptitudes do you need for this kind of work?
- How do you know if you would like, or could learn, to do this kind of work?
- How can you prepare for and enter this kind of work?
- What else should you consider about these jobs?

Since its original publication, other publishers have developed their own version of the GOE. These
publications may vary in format and content, but the same worker trait group categories are used.

The GOE is a popular reference with career counselors but it can also be used without counselor
assistance. As before, you need information about yourself before using this reference. You need to
know the kind of work you would like to do and whether you are able to do such work.

Typically, you think about your interests and then select one or more related work groups to
explore. Some subgroups and specific occupations are also provided. You then compare your
present qualifications with those needed for the occupations you are considering.

The Journey Continues with Exploring

Knowing where to find information is the first part of learning about careers. The second step is to
delve into the sites and publications to learn more about specific jobs and occupations. During this
exploration process you will discover things that you like and dislike about certain jobs and
occupations, as well as gain some insights about yourself and the career chase.

Using your three selected jobs or occupations as a starting point, you can visit a website and learn
more about a career, as well as what the site can offer you. By using the same three occupations
each time, you can find out how consistent the websites are in providing similar information.

You will also find that sites present their information in different formats and, while there will be some
overlap, there are bits of information unique to each site. In addition, you will find that some sites
seem easier to navigate than others and that you prefer some sites over others.

CareerOneStop

This might be a good place for you to get started. Here's how it works.

Go to CareerOneStop http://www.careeronestop.org(external link 09).

To get a feel for how the site works, click on Explore Careers. Then, click on Explore Careers. Under
the title Occupations, you will see such links as Browse, What's Hot, Employment Rends, Licensed
Occupations, and Compare Occupations. This suggests that there is a lot of information at this site
alone.

Click on "browse occupations" and this will take you to Occupational Profile.

Now, search for one of your three occupations that you've chosen to explore by entering the job
title in Word Search. You will get a list of related jobs.

You can search each of the 3 occupations you chose to explore by using the menu tabs. You will see
that for each job and occupational description is provided and you also indicated a preferred state
residence.

Some profiles have a video that can be viewed. State and national wages are listed, along with state
and national employment trends.

The profile continues with information about related knowledge, skills and abilities. Some general and
specific work tasks and workers activities are listed, as well as possible tools and technology
required.

Of special interest to you will be the Education and Training section. Here you will find most common
educational levels of those in the field and links to colleges and instructional programs. There are
also some related web resources and an opportunity to narrow or modify 3 search for information
about a particular aspect of the occupation, including an update tab.

After following the links on your three chosen occupations or jobs, you can explore the site more by
returning to the first or "home page" and click on some of the other tabs, such as Salary + Benefits
or Education + Training. This approaches an occupation search from a more specific interest.
Likewise, you can take note of how opportunities are available in certain geographic regions or
states.

You will also find some interesting questions and links in colored boxes on the home page. As you
roll over the boxes you will find leads to help you think about your future, goals, income, and other
things to think about. This is a site worth "surfing" around for information.

Needless to say, this is a very comprehensive site and deserves the title "OneStop." It is a site that
begs you to surf around, gathering bits of information as you move from one link to another.
However, be careful not to get trapped in a kind of rabbit hole, filled with so many twists and turns,
that you feel overwhelmed or confused. Try not to become so weighed down or frustrated that you
give up your search. You may need to visit the site on more than one occasion, exploring bits at a
time.

Life Profiles

It's tough to visualize what a working day in a particular occupation is like if you haven't already
worked in the field. Who better to describe life on the job than the people who work in those jobs?
It isn't always feasible to visit someone on the job, so reading a person's real life account of a
"typical day" may be the next best thing. Here are some ways you can get access to some personal
profiles.

Part of what makes a job attractive is that the day-to-day work varies significantly depending on
different and challenging tasks. You can gain an idea of the tasks and rout ne in a job by talking to
someone who is employed in a field of interest or perhaps by reading an account of the day in the
life of a particular occupation. EarnMyDegree.com
http://www.earnmydegree.com/online-education/learning-center/career-profiles.html(external link
10) is a website that provides profiles of people working in dozens of different careers and
industries. A typical day on the job is presented, from arrival until time to leave for the day.

Go to Figure 7.2(external Iink 11) and click on a few of the profiles there.

Google. Another way to read about what people do in their work is to Google the words, "day in life
of ..." and complete the phrase with a job title that interests you. For example, after googling "day in
the life of sales representative" several sites appeared where representatives described a typical
day for them. For instance, a magazine ad sales representative described the expectation of 15
appointments per week or three per day: one in the morning, one at lunch, and one in the afternoon.
Record keeping, follow-ups, answering messages, and other related tasks have to managed
throughout the day. It emphasizes how time management is a critical factor in sales.

Tell us in your words 'What does a day in your work life look like?' This question is one that is often
on people's minds as they explore occupations.

One interesting website that provides more than a hundred responses by people who work in
certain jobs can be found 3t Vault
http://www.vault.com/wps/portal/usa/vcm/listjing/Career-Advice/Day-in-the-Life?category_id=20 (external link 12). Under the topic Career Advice and "A Day in the Life:" there is a list of respondents
who talk about a typical day on the job. For example, you can read about a day in the lives of: an
investment banker, a plaintiffs' lawyer, fashion buyer, venture capitalist, tax professional, software
programmer, real estate agent, and physical therapist, among others.

Information Interviews

You can also find useful information and clarify your goals and interests through Information
Interviews. By interviewing people about their occupations, you will discover things that cannot be
found in even the best reference books or most inclusive websites.

Talk with personal contacts who are available in your area, or ask people you know whether they
know someone working in the occupations you want to explore. Your campus career resource
center may also have a list of potential interview contacts.

An interview is a highly effective way of getting some inside information and helpful hints about
occupations. Most people enjoy talking about their work and are happy to spend a few minutes
talking about themselves end the nature of their work. In addition, they may be able to provide more
immediate and straightforward answers to your questions than other sources.

Information Interviews can be part of searching and exploring careers. They can also be a
networking and job-hunting strategy. They involve interviewing people who are currently in a
particular job or company. An Information Interview is not the same as a job interview, where you are
more focused on employment and selling yourself to an employer.

When considering career paths many people rely upon ideas gleaned from friends, family, TV, books,
movies, and the popular media. These can be inaccurate and misleading. In order to make an
informed career decision, it makes sense to ask the experts who are actually in the occupation or
field that interests you. Because of its exploratory nature, the Information Interview can be
enlightening for university students and career changers.

What is the value of Information Interviews?

They can be a step in building a network and uncovering some career paths not previously
considered. They can highlight gaps and areas in which you need to improve. During an interview you
try to figure out how to "break in" and "succeed" in a chosen field. You can also:

- Mentally sample an occupation or company and imagine your personal "fit."
- Gain information about the hidden job market and unadvertised positions.
- Identify your professional strengths.
- Enhance your self-confidence because you 3re in control of the questions.
- Make a favorable impression on someone who could recommend you for a job.
- Find out specific information that goes beyond books and websites.

Prior to an interview obtain as much information about the industry or occupation as you can. Go to
the company's website or brochures and read about its profile and mission. Try to discover in-depth
information that is not readily accessible in the marketplace.

Who should you interview?

Who you interview is only limited by your imagination. They may be people at a job site, a
professional meeting, a career fair, or someone you met through another acquaintance. Once you
have obtained a name or two, a thank-you note to the person who gave you the contact is a social
nicety.

Although an information interview is not a job interview, you can still present yourself as if it were.
Research suggests that approximately 70 percent of jobs are in the hidden job market; therefore,
dress to make a good impression. It is possible that you will uncover employment opportunities that
can be followed up after the interview is over.

How do you plan for the interview?

Here is a checklist to help you prepare for the interview:

- Dress well. Business attire is usually appropriate.
- Prepare your questions and have them in a clean professional folder.
- Be prepared to take notes, after getting permission, as you may need to take down the
names and contact information of referrals.
- Prepare a copy of your latest resume that is tailored to the company and position, as you
understand it, but distribute it only upon request.
- Know your way to the office or building and arrive 10-15 minutes early.
- Stick to the agreed time limit for the interview.
- Be confident and enthusiastic; after all, you are the interviewer.

How do you set up an Information Interview?

You will need to contact the people you wish to interview by phone or letter to schedule an
interview. Remember that they are generally busy; therefore you will need to be flexible with your
time and request no more than 20 minutes. Explain that you are trying to obtain first-hand information
to aid in your career exploration and decision-making. Sometimes your contact person will ask you to
conduct the interview then and there. It is important that you have your questions ready in this
event, because this may be the only chance you will have to obtain the information that you are
seeking.

If a contact is unable to grant you any time, ask for a suggestion for another contact and permission
to use his or her name when contacting the person. When requesting an information interview by
letter or e-mail, your request is less immediate than a phone request and possibly less effective as it
does not require a response. You may need to follow up with a polite phone call.

What do you do during the interview?

At the beginning, introduce yourself and thank the contact for making time available for you. Restate
your purpose and be prepared to initiate conversation. Make natural eye contact throughout the
interview. Be confident and speak clearly.

Be prepared to share a little information about yourself but do not dominate the conversation. Ask
probing open-ended questions to draw out information. Do not ask a lot of questions that can be
answered with a simple ye:; or no. It's a good idea to group your questions under headings, but be
prepared to follow the lead of the person you are interviewing. You will need to use good listening
skills in order to make the best of the information that you are given.

Given the purpose of information interviews and that they are generally less intense than formal job
interviews, questions can be asked that may not seem strategic in an employment interview. You can
explore the typical daily routines of the profession or field; ask questions about benefits and salary,
as well as pitfalls; and, learn about what the contact likes best and least about the job.

Although this may seem obvious: do not counter, argue or contradict. You can evaluate the
information later. Close the interview well, making sure to express your appreciation and thank your
contact for the time spent with you.

What next?

It is good practice to send a thank you letter or e-mail a few days after your interview. Evaluate the
information you received. Does it relate to your plans? This is a good time to also evaluate your
style of interviewing. What worked well and what needs to be amended in the future?

Career Resource Centers

Career Resource Centers

Almost every community college and university has a Career Resource Center (CRC). It may also be
called the Career Center (CC), Career Development Center (CDC), or Career Services (CS). It may be
a part of the Student Services program at your university or it could be located in another
department. Often the centers are located in student unions or other high traffic areas on campus. In
addition, the CRC will offer information and a number of services online.

The career center at your college or university can be a valuable-and sometimes fun-place to visit.
So what can a trip to a career center do for you? How can a career counselor or adviser help you?
There's more there than you might think.

The CRC on your campus will probably look like a small library. This library, of course, is specialized
and is conveniently arranged so that you can use the career materials and move through the center
with relative ease. The following are just some of the services that college and university career
resource centers and offices offer. Go to Figure 7.3(external link 13) to see an overview of
resources and services th3t are available at a typical state university.

CRC Library and Publications

One of the first things you will notice will be the books, brochures, handouts, and other publications
that are either shelved or lying around the room for your use. Here you will find many of the large
and bulky reference books that provide useful information. For example, expect to find:

- The Occupational Outlook Handbook
- The Dictionary of Occupational Titles
- The Dictionary of Holland Occupational Codes
- The Guide for Occupational Exploration
- The Career Guide for Creative and Unconventional People
- The College Majors Handbook
- O*NET Dictionary of Occupational Titles

Most career centers keep plenty of information about employers handy for browsing. This can
include company brochures, annual reports, news articles, and listings in guides. Many also maintain
collections of reference books, periodicals, newspapers, employment newsletters, and guides that
contain information on occupational exploration, emerging occupations, salaries, undergraduate and
graduate schools, resume writing, interviewing, and more.

Computer-Assisted Career Guidance Programs

Computer-Assisted Career Guidance Systems (CACGS) are computer programs that guide you
through the career exploration and choice process. Typically, a CRC will have computer stations in
the room where you can access a program on the Internet or use one of the computer systems
described briefly below.

A computer is only a machine, and a program can process only what you tell it, nothing more. That's
why it's so important for you to think hard and respond honestly to the questions, even those
questions you've never really considered or that you find hard to answer. Make the best choice you
can based on what you know and believe at this point in your life. In this way, the career information
presented will be as accurate as possible.

There are several programs that can help you with self-assessment and decision-making. Colleges
and universities lease these software programs in order to offer them for free or inexpensively to
students.

Programs like SIGI 3 (System of Interactive Guidance and Information), DISCOVER and Choices require
users to answer a variety of questions about interests, skills, and values. Based on those answers,
the software comes up with a list of careers the user may be interested in. There's a component
that allows users to gather information about these careers. For more information, click on these
hyperlinked terms:

-Choices (Figure 7.4(external link 14 ))
-DISCOVER (Figure 7.5(external link 15))
- SIGI 3 (Figure 7.6(external link 16))

Career Counselors and Specialists

Career counselors and advisers can meet with you one-on-one or in small groups to discuss your
plans and help you find a focus. They can also introduce you to the resources in the CRC and coach
you in how to best use them. Most of the counselors will be licensed or certified in counseling and
guidance.

They are also prepared to make referrals to the campus mental health services when appropriate. If
they discover, for example, that a student is experiencing excessive anxiety and stress, then a
referral might be made, especially if the career counselor does not have the experience or time to
provide assistance at the CRC. Except in unusual cases, this is only done with the permission of the
student or client.

Workshops, Seminars, and Career Fairs

Counselors and other CRC staff will often provide workshops and seminars that are available to
students in small groups. These are generally short in duration and limited inn time. Topics vary but
often include: Doing A Career Search, Building Your Resume, Successful Job Interviews, and
International Job Opportunities.

Career centers often sponsor sessions in which students can meet representatives of one or more
companies and learn what they have to offer. Sometimes these representatives are alumni and can
relate how their experiences at a college or university translate into their current careers.

Career Fairs are occasions when you can meet several employers at once. Most career services
offices sponsor at least one Career Fair or Career Day a year. Staff members can also point you to
fairs at nearby colleges and universities. Recruiters from a variety of companies, agencies, and even
the federal government often spend a day or several days on campus interviewing students.

Students working in the CRC at the University of Irvine (CA), provided a brief presentation about
career fairs that might interest you. Go to their site
http://www.youtube.com/watch?v=4Lt75SKdVi5A(external link 17) for hints about how to get the
most out of a career fair.

Once a mere novelty, Web and video conferencing are becoming popular ways for companies to
interview remote candidates and offer training to distant users. Real-time video conferences can be
set up between a student and a potential employer. These services are becoming more available at
many universities. Internet video conference allows some of the same capabilities for much less cost
and CRCs often offer these services or can arrange them.

Job, Co-operative Education, and Internship Listings.

You don't have to confine your job search to newspaper classified ads and online search engines.
Most career centers keep updated lists of entry-level jobs, co-ops, and internships, either on paper
or online. They don't like to be viewed as job placement centers, but most CRC staff members are
active in helping students get connected with job co-op programs, internships, and other
employment opportunities that can provide valuable experience and contacts.

ResuMania and Joba Cafe

The Georgia State University Career Resource Center provides many of the typical resources to
assist students in career development and guidance. The Center hosts, for example, "ResuMania." It
is provided daily_ It is when career counselors and other professionals sit down face-to-face to help
someone create a resume that employers will perceive favorably.

In addition, GSU also offers Joba Cafe, a multipurpose lounge, where students can spontaneously
stop by for discussions and explore ideas. One student said it was where she learned about campus
interviewing, a program that connects company representatives with a student whose resume was
selected or who was referred.

Clearly, the Center is trying to appeal to students and encourage them to use some of the services
provided. At the same time, career counselors recognize that not every student who is enrolled at
the university will or can take advantage of what the Center has to offer. The Center would be
overwhelmed. Therefore, more efforts are being made to provide timely assistance through the
Internet. Online programs typically have the benefit of being available and able to assist tall students,
no matter how large the student body.

Some CRC Misconceptions

Caprice Lanta, of Jobweb.com, reported that a recent national survey of college career center
professionals found that many college students have misconceptions regarding various career and
job-search issues as well as the services provided by campus Career Resource Centers. This may
account for part of the reason that many students have never been to their campus CRCs. In
addition, they may be hesitant to confront or reveal their uncertainty even in a resource center
designed to help them with that very issue.

The following, for example, are among these misconceptions.

-"I don't have time to use my college career center. Using my career center is not important
until close to graduation."
-"College career centers are like employment agencies· they 'place' students in jobs"
-"Career centers have job listings and on-camp11s interviews, and they attract employers to
attend job fairs for every major and interest "
- ''I should be able to walk into my career center and get immediate assistance.”

That last misconception is almost always bound to lead to disappointment or frustration due to
unfavorable student-staff ratios. An informal survey, regarding the ratio of career center staff to
students at 27 U.S. colleges, found that many college career center staff are spread thin. In the
best-case scenario there were 250 students to each staff member. The worst-case put the ratio at
7,400:1.

In reality, most colleges and universities cannot afford to staff their CRCs adequately enough to
provide services to every student on their campuses. Therefore, the students who are most
assertive, who take the time, and make the effort are the ones who benefit most from these
resources.

The counselors and career staff at a CRC are prepared and want to help. It is impossible for any one
person to be knowledgeable about every profession. While counselors usually can provide general
information, unless they have first-hand experience in an occupation or profession, they are often
not the best people to answer specific questions. More often, career counselors provide direction in
terms of where to find resources that can answer career questions. Doing the actual research,
however, is up to you.

Career center staff members work in career services because they sincerely want to help people.
They are often willing to go to great lengths to provide assistance. If you go to a CRC, help the staff
to help you by understanding their limitations and by learning what you must do to help yourself.

Other Methods and Resources

Campus Related Information Sources

One of the advantages of the college experience is that it provides a place where you can find many
written sources of information, as well as people to talk with about career interests.

Browsing through textbooks. If you think you want to be a finance manage·, then go to the
bookstore and browse through some books to get an idea of the field's subject matter. As you skim
the table of contents in textbooks, do the titles interest you? Does it appear to be an area that you
might want to pursue further and study more in depth?

Taking related courses. Perhaps a course or two that are directly associated to an occupational field
can provide useful information for making decisions. For example, if you take a biology course but
find some of the tasks and lab experiments boring, then you may want to reconsider any plans you
have for entering the medical field. Or, if you take a sociology course and 'find the content
fascinating, then you might want to consider fields such as criminology, city management, and so
forth. Look for career-related trends and patterns that have meaning for your occupational options.

Talking casually with people. Conversations with professors, instructors, and other students about
work environments can also be stimulating and help clarify your interests. Talking with others can
add to your energy and commitment in terms of work-related interests. If you find, on the other
hand, that talking about things in detail is tiresome, then you may want to look at occupations that
are less detailed oriented and avoid fields like accounting.

Joining related university organizations and associations. There are many benefits to getting
involved in groups and activities related to a career goal. It puts you into contact with others who
have similar interests. It can be motivating. It may also give you some experience and skills that are
related to job functions and tasks in your career. For instance, being involved with campus
leadership activities might develop interests and skills that are transferable to an organization where
you work someday.

Work Activity Related Experiences

There are different ways that you can learn from work settings. You can put yourself directly in a
related job, or you can use use a little imagination and vicariously try to experience one. For
example,

Taking a job. You can gain information by working in related practica and internships, summer jobs
and volunteer work. "Hands on" experience in a line of work is invaluable and the most preferred way
of exploring an occupation.

Your eyes and ears will take in things that no book or website can communicate. You are there
experimenting with some tasks related to the line of work. Even if you are working at a low-level job
or perhaps only assisting in a project or some special tasks, being in the work environment will let
you sense if this kind of work appeals to you.

In addition, there is no substitute for work experience. It's one of the first questions that will be
directed your way by employers when you start job hunting. A college degree alone will not compete
with experience, and even a little experience will you give you an edge when it comes time for hiring
decisions. Most important, work experiences give you a realistic and informed base upon which to
make career choices.

Job Shadowing. In this case, you have permission to follow a worker through a typical workday. This
experience allows you a more "'up-close and personal" look at the job than an Information Interview
would provide. You can observe what he or she does and get a feel for the work environment. You
can help out with minor tasks, if invited, but as a shadow your primary role is to be a keen-eyed
observer and listener. When the opportunity presents itself, you can also ask questions that provide
some insights and clarify the line of work.

Job shadowing is an inexpensive way to learn about a job that appeals to you. You may walk away
with more questions than answers, but the experience can also spur you to do further research on
the Internet or in a CRC.

When you shadow someone you will discover elements and details in a job and work setting that are
not easy to describe in reference books. On the other hand, recognize that the experience is only a
sampling technique for one day and should not be considered as an all-inclusive picture of what can
happen in that line of work. In addition, you have to consider the person whom you're shadowing and
try to decide how much you are like and different from the person.

More recently, some companies have developed search tools for students and job seekers that use
streaming video technology. It enables people to connect with the workforce via their computers
and view a behind the scenes look at life on a job (e.g., see samples at VirtuaiJobShadow.com ).
Profiles are provided and an interactive video (questions and answers) makes it possible to seek
advice from professionals.

Watching television documentaries. Shows related to specific occupations can enable you to gain
insights into an occupation. Public documentaries tend to be more objective and straightforward in
their presentations, but sometimes a spark of interest will be fired. To be sure, there are people
who have entered certain occupations because they were drawn into it by such exposure and even
through popular television programs. TV scripts, of course, are selective and tend to glamorize jobs
in order to entertain or gain attention.

Imagining a typical workday. Letting your imagination run in this direction can be an interesting
experience. Give it a try. Close your eyes and imagine an ideal workday sometime in the future when
you are well established in an occupation of your choice. Then ask yourself these questions:

- What are you wearing?
- Where is your working?
- What are you doing?
- Who are you working with?
- What kind of expression do you see on your face?
- What's the overall feeling that you are getting as you imagine such work?

Now, what kind of information is missing? Were you drawn to any particular aspect of the fantasy?
You can use the experience to identify areas you want to gather more information about so that you
can fill in the blanks. The imagination is a powerful tool that needs to be exercised in the career
chase.

At this point you know that a career search is not just looking for possible jobs. It begins with some
basic knowledge and understanding about the world of work. You engage in self-assessment so that
you know more about yourself as you look for career opportunities that seem to match you.

Perhaps the first principle for a career search is that you must put in the effort to make it
productive and worthwhile. There is no shortcut, although there are many tools and strategies that
can make the task quicker and easier. It is neither an easy process nor one to be taken for granted.
An organized and active search can pay many dividends in time, money, and personal satisfaction in
the years ahead. Your career search efforts will be worth it.

Topic 8

Career Decisions and Goal Setting

It's easy to make a decision. We think about a situation, consider the facts at hand, follow our
intuition, and reach a conclusion. Thus, a decision has been made - at least intellectually.

We make decisions every day, almost all of the time. There are many choices. We decide where we
want to be at the moment, even if the physical space is very limited. We decide actions that we want
to take, even if it is about mundane things, such as how long to let the hot water run when you are
washing your hands. We choose the kind of attitude that we bring to a situation- positive or
negative, excited or passive. We choose to think quietly or to talk with so11eone about something.
We decide to make a movement toward or away from something. We choose to think about the past,
present or future. Making decisions about the choices we have is part of being human.

Most of our everyday decision-making is a small part of a bigger picture. The little choices that we
make, many at only a low level of awareness, are linked together to form a pattern of thinking,
feeling and doing. We learn to manage small-scale decision-making by trusting our values, interests
and skills, and by forming habits and routines. The choices we make, how we feel and what we do
are outgrowths of our personal identity and how we see ourselves in a given situation.

Career Decisions

On occasion, some choices loom as more significant because they have vital implications for how we
live and our future choices. The decisions we make about our career options, for example, are
central to our well-being, personal development and lifestyle.

Decisions about occupations and careers seem more momentous, although they too can be made
without much awareness. They take their place among life's turning points, such as deciding to settle
in one city or another, to attend graduate school or not, or to form a long term relationship with
another person. Of course, within each of these examples, there are numerous other decisions to be
made.

When you know yourself and the options open to you, you can make a career decision. To do this,
you need to relate your self-knowledge to the knowledge you have gained about the options you
identified and explored as part of your career search. At this point in your career search, you may
have defined your interests, skills and values, and matched these to some relevant occupations. If
so, you're ready to make some more critical decisions. But, how does this work?

Making important decisions on your own can be challenging. It is all too easy to "go with the flow," do
what your friends are doing or try to hand over the decision to someone else. A lack of
self-awareness, a low level of confidence, or a shaky grasp of the available options can result in
poor decision-making. Sometimes it is too easy to think that you can worry about your future some
other day, allowing yourself to decide by default to let things slide.

Some decisions are considered irrevocable or limiting. Once you decide, it is extremely difficult to
change your mind or your actions. If you invest your money in the stock market and your investment
goes sour, you must suffer the consequences. You cannot go back in time and switch your money to
another stock or fund. If you decide to join the military, you will have to honor that choice until your
obligation is finished. There are jobs that require you to sign a yearly contract, such as classroom
teachers do.

In reality, most decisions do not have such power over our lives. We too often assume that, if we
could only make the right decision, then everything else would fall into place and we would be happy.
There are not that many decisions in life that are either black or white in terms of consequences.
They simply move you in one direction or another along your chosen path.

When decisions are made they, in turn, open the door to some more options and close the door to
others. If you assume that most decisions are not of a life-or-death nature but can be changed or
altered, then decisions do not have to weigh so heavy as to be paralyzing or make you feel
incapacitated.

There are consequences to any decision, but you can usually make adjustments or modifications, as
well as new decisions. It is only a matter of accepting the consequences and taking responsibility for
any decision that we make.

Career Decision-Makers

There are a number of unproductive decision making styles that a person can fall into. At the same
time, we also know that most people can productively make decisions on a rational or an intuitive
basis. Depending on your personality, you probably have a tendency for one or the other. About
75% of the population prefer and use a rational decision-making approach.

Rational decision-makers follow a logical or linear approach, which, as we know, draws upon the left
side of the brain. It is a more analytical and deductive way of making choices and, ideally, follows
step-by-step procedures that lead in a given direction.

In choosing career alternatives, rational decision-makers frequently consider money and will take a
practical approach in assessing a situation. They make lists and carefully consider the pros and cons,
with a structured working environment being high on their list of priorities. They like the steps of a
career ladder to be spelled out in detail. This is the most popular decision-making model for career
planning found in most published materials and college and university career development centers.

The intuitive decision-making approach is one where people make choices based on what feels right
to them. They use their right brain more when given options and thrive on imagination, visualization
and creativity, and are willing to make spontaneous adaptations.

When engaged in a job search or career planning, intuitive decision-makers look at several
alternatives that could be satisfying and try to get a feel for the overall picture of the job or
occupation. They talk to people, walk around the work environment, and may look at the pros and
cons of their options, but they almost always pick where they think they will fit in. They rely on a
hunch or a gut feeling that tells them it is the best choice for them and that it fits their personality.

Intuitive decision-makers almost always give more credit to luck than do rational decision-makers.
However, their luck is frequently a case of when "'preparation meets opportunity" and they seized
upon it. Rationale decision-makers, on the other hand, often have a written plan and give attention to
details, which makes them feel more in control and gives them confidence in making final choices.

At the Kent State University Career Services Center, you can learn more about your career
decision-making style. It's easy. Answer a few questions in a short exercise to determine your typical
style. Go to: http://www.kent.edu/career/careermajor/decisionmaking.cfm(external link 01). If you
are curious about some styles of career decision-making, then view the information on the four
styles presented at this site (Spontaneous/External, Spontaneous/Internal, Systematic/External and
Systematic/Internal). Compare and contrast and consider the career exploration activities.

Career decisions are difficult -- more difficult than buying a car and perhaps more difficult today than
in the past. Today's world might appear particularly unnerving, especially if you've observed a parent
or family friend lose a job. You may have witnessed some of their personal and financial problems
that result from being unhappy in an unplanned occupation. You may be thinking that you don't want
a job to rule your life, but it does play a major role in how you cope with life.

Changes in the economy can make us feel as if we're on a giant rollercoaster of constant change. So,
if you can't avoid them, why not just go along for the ride? Why not look at your future as a colossal
dice game, where chance will determine your successes and your failures? This is too much a case of
throwing caution to the wind and hoping for the best.

The goal is to manage your future, not let fate or chance or someone else plot your course for you.
The choices you make everyday-- to learn a new skill, do well in a particular class, look into a
nontraditional career, find out about financial aid-- are all part of your career plan, and you are in
charge.

There are some people who seem to have all the answers, to have a clear picture of their dreams
and to be well on their way to where they want to go. But when it comes to careers, everyone is
unique. We make choices in different ways, at different times, using different methods. And someone
who has made a clear choice today may need to rethink that choice in the future.

Good career decision-making is not a single decision, but a series of decisions over the course of
your life. Good career decisions require that you understand yourself and the world in which you live,
especially its work and educational opportunities. Good career decisions attempt to balance your
needs and strengths with the realities of the labor market.

In its simplest form, career decision-making is a three step process- to know oneself, to know the
world of work, and to make a decision based upon both. That third step is one that you might repeat
over and over again as you change your college major, make transitions between jobs, balance family
and work, or move from school to school.

Factors Affecting Decisions

Teachers often use games to teach a concept. For example, there is a game that uses three paper
cups that are upside down on a table and shuffled around. Under one paper cup is a bag of sweets
(e.g., candy) and under the other two are stickers with frowning faces. If you pick the cup with the
sweets, you get a treat. Pick one with a frowning face, and you will be squirted with a water pistol.

The game is supposed to be a fun way of teaching about the consequences that come with making
choices. "Instead of blindly guessing and picking the cup," a teacher said, "... you can usually get more
information about what your choices are. The more information you have, the better chance you have
of making the best choice."

Interestingly enough, after such a game progresses, some children like being squirted with water
because the other kids hoot, holler and laugh gleefully. The consequence of the water pistol is no
longer unpleasant. It goes beyond the water pistol to receiving more attention than those who pick
the cup with candy.

You may think a particular job will bring the kind of financial benefits and independence you always
wanted, only to find out that the "treats" weren't quite what you expected. Even though a particular
job pays well, it's possible to envy those who make less money in another job but get more
attention for their work and contributions. Money is not the only reason that people work.

We know there are consequences to every choice. We also know that they can be pleasant or
unpleasant. However, we are not always sure of how many consequences (outcomes) are involved
and which ones are valued and reinforcing. There may be hidden pleasant or unpleasant
consequences that can make a job worthwhile or no longer attractive.

A science teacher, who had once planned to be pharmacist, was at a social gathering and was
talking casually with a pharmacist, who had once considered being a teacher. The pharmacist said, "I
wish I could afford to be a teacher because it sounds a lot more interesting than what I do." The
teacher responded with a laugh, "I wish I made the money that you do, but I'm never bored." Both
remained in their jobs.

Compromises

Suppose that you went to the cupboard this morning and couldn't decide whether to have a bowl of
Special K or Cornflakes. After a little contemplation, you decided on a mix of both. When faced with
choices, we often wish that we could compromise- and have little of each.

There are career choices that allow you the possibility of compromise. In this case, you are looking
for more than one outcome and seeking a blend of things that you value. You probably want the
best of both possible worlds. This takes in-depth assessment and careful planning. It will require
creative efforts and perhaps a situation where you can create your job.

Trade-offs

You may be able to find an occupation that leads to a career that meets all your needs, with little or
no compromises. More often that not, you will find that your choices involve trade-offs. You decide
what is most important to you and it is reflected in your priorities. In addition, you decide the extent
to which your decision will be implemented.

For instance, you may consider one job that pays an excellent salary and allows you do business in a
small area and another one that offers a base pay with lucrative commissions, yet requires a lot of
travel and being away from home more often. Which one appeals to you? What are the trade-offs?

A young man with small children chose a job with a regular daytime hours rather than one that took
him away from his family for days at a time. What did he trade off? His income was less and buying a
new house was delayed, but for him the time with his children while they were young was worth it.

A woman wanted her two children to attend a private school with a "college prep" reputation. This
meant taking a higher paying job with longer hours and leaving a position where she had close
friends and felt comfortable. The trade-off (more time and stress on the job) was acceptable for
her, as she believed that the private school was key to her children's preparation for college and
future success.

Trade-offs are somewhat different from compromises. A compromise involves negotiation and some
concessions so that the original plan is now modified. For instance, a man talked with his supervisor
and they reached a compromise in terms of his doing more activities that would increase income from
his customers in one region, rather than reaching out for more business in another and more distant
region. There was a consensus of agreement as to the new plan.

Trade-offs might be considered part of the negotiation process to arrive at a compromise, but in
this case something is sacrificed or given up for something else. It is more like business, where
buying and selling are involved. There is something of value that is exchanged. Something may be
acquired, but at an expense. A young couple decided to postpone starting a family and moved to a
coastal city where they could enjoy the beach and spend more time surfing. They quit their high
paying jobs in a metropolitan area, sold their sports car and purchased a used truck, moved, and
took lower paying jobs in "a bit of paradise." It was an easy trade-off for them, at this point in their
lives.

These examples also suggest that our choices often affect other people in our lives. We are all part
of a bigger network of people-friends, family, colleagues and community.

A New Jersey couple decided to move to California. The jobs being offered there were "too good to
be true and just couldn't be passed up." The trade-off was that they would be leaving friends and an
area familiar to them. They were also moving away from their children's grandparents. "We will have
enough money to fly everyone back and forth."

The outcome was predictable. The time spent with grandparents was less and the old friendships
were reduced to holiday cards and a few phone calls. It was life-altering decision that went well
beyond career advancement. Interestingly enough, though, the couple felt so positive about what
resulted from the move that they seldom talk about losses or what might have been.

Decision Readiness

We often postpone or neglect making a change or a decision until we reach a certain level of
personal discomfort. That level depends upon each individual, as some people have more tolerance
for uneasiness than others and, thus, can delay making decisions longer than others.

A list of questions for assessing one's readiness for making career decisions might be helpful. How
would you respond to the readiness questions in Figure 8.2(external link 02)?

It is evident that dissatisfaction is frequently the key to decision readiness. Most people will not
make the effort involved in career planning until they feel pressured and experience enough
discomfort to take action. There are, of course, people who are planners and, as part of their
lifestyle, they plan ahead and build their career plans. They still experience a measure of discomfort
and concern - enough to engage them in the career planning process.

Choice Overload

Barry Schwartz, in his book, The Paradox of Choice· Why More Is Less, claims that we live in an age
of "choice overload," which creates stress, disappointment and depression. If having a choice is
good, then more choices must be better. That appears to be the prevailing trend these days. A
simple trip to the supermarket bears this out. Actually, it's not so simple anymore, as you are
confronted with almost endless varieties of cookies, shampoos, cold remedies, sauces, tea bags,
bottled water and so on. You can reach a point where you have so many choices that it is paralyzing
rather than freeing.

You have to sort out the choices, whether you are buying a car or deciding on a career path. It
makes sense to research, and study the situation. An informed decision tends to make people feel
better about their choice, even if it does not fully meet their expectations.

Imagine that a company offers you a job. You research the company's history, track record and
earnings, and future outlook. You talk with others about the company's reputation and employee
benefits. Things look good, but you are still not sure and wonder if you need more information
before you can make a decision. Perhaps it's time to step back a little and let your intuition be your
guide.

You have to live with the choices you make. You're the one responsible for making them. This can
cause you to feel a lot of pressure to make the "right decision." However, you don't have to assume
that the car you are buying is the only one you will ever buy or that it must last you several years.
Your first job out of college is not likely to be the one you will keep for a Iifetime, even it is in a field
that will keep you employed until retirement.

If you have done your homework and you are still unsure about your choice then perhaps the best
decision is to not make a choice- at least at this time. You choose not to choose. It means that you
are not ready. It might also mean that it's no longer worth the time and effort to dwell on the matter.
In not deciding, you have given yourself a message and made a statement about the situation.

Tips for Making Decisions

Here are some common sense tips about decision-making.

- Define the problem or the choices that you have. If you don't have a clear picture of the situation,
then you might as well flip a coin because you're making decisions in the dark.
- Consider all your options-- look carefully and completely at all that is available to you. You typically
don't buy the first pair of shoes that you see or marry the first person you date.
- Decide what you want to have happen. In this case, think about what you really want, not what
other people want for you or what they would choose for themselves. You probably don't let other
people choose what you eat or which TV shows you watch, so don't let them choose whether you
should select a certain major or accept a particular job.
- Learn from your mistakes -- if you tried something that you did not like, don't do it again. If you ate
some food that made you gag, you wouldn't touch it again. Why smoke a second cigarette if the first
one made you choke? If working in a small cubicle all daylong is boring and makes you antsy, why
apply for another job with a similar work environment?
- List the consequences of your choice from the little ones only you would notice to big ones that
affect others too. You know if you don't study that you're not likely to do well on a test. Similarly, if
you don't prepare to give a report at a company meeting you could do poorly and fail to impress
your boss and colleagues.
-Be aware of the reasons you are making certain choices-- is it because you are feeling pressure
from friends or family, or is it something you truly want? You wouldn't let your friends pressure you
into swimming across a lake if you didn't think you were up to it, so why let them pressure you into
quitting your job to take a "road trip?"

A Logical Approach

Sometimes a choice or decision can be more clear when all the information you have about the
situation is sorted out in a logical way. You can do this by using some common methods.

Paired Comparison Analysis

Paired Comparison Analysis is a good way to weigh the relative importance of different options or
courses of action. It is useful when priorities are not clear or are competing in importance.

Let's suppose that a student named Justin will be graduating from community college and plans to
continue his education at a 4-year college or university. Before he starts applying, he might take
some time to think about some of the factors he wants to consider in choosing a school. For Justin,
certain things are given; he knows that he will apply only to schools that meet his needs in terms of
degrees and majors offered and financial assistance packages.

He identifies some other factors that he'd like to compare.

When you look at Figure 8.3(external link 03), you can see how Justin might have used a Paired
Comparison Analysis to assess each factor against the others.

Grid Analysis

Grid Analysis is a useful technique when you have a number of good alternatives and many factors to
take into account.

Chad graduated with honors in a specialized field and has several job options available to him. He
wanted to compare these job options based on some factors (job satisfiers) he has identified as
important.

In Figure 8.4(external link 04), you can see how Chad might have used a Grid A analysis approach to
compare and rate his job options and on the factors he chose.

If Chad is surprised or uncomfortable with his results, he may have underestimated the value of a
particular factor. For example, he might adjust the salary value up to 5 and see how the revised
results feel. If his results still don't feel right, it might be Justin's intuition is telling him that he hasn't
accurately expressed his true work values.

Plus/Minus/Implications

PMI is a strategy that goes beyond pros and cons to take a closer look at a situation before taking
action. It's another way to check whether taking a course of action is really going to improve your
situation.

For example, suppose you grew up in a small town and attended college in a midsized town. Now you
have graduated and are ready to move on. Before you begin your job search you want to give some
consideration to where you'd prefer to live. Do you set your sights on a big city or do you focus on
areas more like what you are accustomed to?

You could develop a PMI table to list all the positive and negative points of taking a job in large city.
This approach will encourage you to list other interesting implications and possible outcomes that
you haven't yet identified as positive or negative or that might be neutral.

A strongly positive score indicates that an action is supported, while a strongly negative score says
that it should be avoided. As you can see in Figure 8.5(external link 05), reaching for some
interesting implications can add more factors to take into consideration.

Forced-Field Analysis

If you have already decided on your plan, a Forced Field Analysis helps you to look at all the forces
for or against the plan. This can give you an opportunity to plan for or reduce the impact of the
opposing forces and strengthen and reinforce the supporting forces.

For example, Lauren is unhappy with her major and, through an elective class and campus club, she
has identified another more promising major. Figure 8.6(external link 06) shows how she used a
Forced Field Analysis to help her identify the forces supporting and those opposing the change.
Then, she was able to make a plan to strengthen the forces in favor of her decision and reduce the
impact of resistance to it.

An Intuitive Approach

Many successful people think from a very rational, positive viewpoint. This is part of the reason that
they are successful. Often, though, they may fail to look at a problem from an emotional, intuitive,
creative or negative viewpoint. This can mean that they underestimate resistance to plans, fail to
make creative leaps and do not make essential contingency plans. On the other hand, pessimists may
be excessively defensive, and highly emotional people may fail to look at decisions calmly and
rationally.

For the most part, intuition is a great tool to use in solving varied career and personal challenges.
Sigmund Freud's advice is legendary: "When making a decision ... in vital matters ... such as the
choice of a mate or a profession, the decision should come from the unconscious, from somewhere
within ourselves."

People vary in what they find to be helpful when making decisions. While some prefer a structured
method, others find an intuitive approach to be useful. Some learn to use both. Research has
demonstrated that individuals who make efficient, effective and wise career decisions combine
intuitive strengths with intellect or analytical thinking.

Mindmapping

Mindmapping is a powerful, visual method for collecting and recording information and ideas,
popularized by author and psychologist Tony Buzan. While this approach is more about creativity
than structure, some procedures can help you get started.

The following guidelines are based on the work of Joyce Wycoff, co-founder of lnnovationNetwork
and author of Mindmapping: Your Personal Guide to Exploring Creativity and Problem-Solving.

- Center First. The process begins with a word, phrase or image that represents what you want to
think about placed in the center of a piece of paper.
- Loosen Up. The process works best when you start with an open, playful attitude. You can always
get serious later.
- Free Associate. Write one or two words for each idea on lines branching out from the central
focus. Allow your ideas to expand outward into more branches and sub-branches.
- Think Fast. Use mental short-hand techniques such as key words, symbols and images to help you
quickly record ideas quickly as they come.
- Break Boundaries. Give yourself space and freedom to think outside the box. Use colored paper,
markers, crayons or a wall of butcher paper.
- Withhold Judgment. Record whatever comes to mind. If you suddenly remember you need to pick
up something at the store, jot it down somewhere on the page to help get that thought out of your
way.
-Keep Going. If your ideas slow down, let your hand just draw automatically, change colors or stand
up to get your mind reenergized.
- Ease Organization. Sometimes connections are obvious and you can readily add sub-branches to a
main idea or branch. Other times, they aren't so apparent, so just connect the ideas to the central
focus. Get your ideas out of your head and onto the paper; organization can come later.

Mindmapping is a popular tool for businesses and organizations that value and encourage the use of
creative thinking and problem solving. It can also be applied to career planning and job hunting. For
example, mind maps can be used to brainstorm potential networks and contacts, generate examples
of your competencies and strengths, or prepare for interviews and specific questions.

Figure 8.7( external link 07) provides an example of how Mindmapping might: be used for career
planning. This particular mind map was developed by Jonathan Wolff for the University of Derby, UK,
Career Development Center. It shows how someone might use Mindmapping to brainstorm potential
contacts for advice and information about careers in business. Note the use of colors, images and
multiple branches and sub-branches.

Career Visualization

A career visualization exercise is presented in Figure 8.8(external link 08). It is a guided fantasy and
serves as an example of something that you might do yourself or with another person who guides
you through the mental images. In this case, you let your mind visualize decision-points (forks in the
road) and experience the feelings associated with the images. Sometimes a right brain exercise like
this will provide insights or bring to your awareness matters that you hadn't considered before.

Six Thinking Hats

Six thinking hats is a decision-making model developed by Edward de Bono, an Australian scholar who
taught and wrote about how people perceive the world and make choices. He wanted to help people
move outside their typical thinking style and have a more rounded view of a situation.

In de Bono's model, each "Thinking Hat" represents a different style of thinking. This approach is
designed to encourage creativity in decision making, as well as both intuitive and rational thinking.
Figure 8.9(external link 09) provides a brief description of the different styles that are represented
by the Six Thinking Hats.

The idea of looking at a decision from different perspectives doesn't have to be limited to the six
hats. You may choose to think about your situation from the perspectives of different people that
you know ( e.g., a parent, a best friend, a professor, a rival). Or, you may consider the situation from
the points of view associated with different occupations (a doctor, a lawyer, a minister, a venture
capitalist, a social worker). The point is to find a way to introduce perspectives other than your own
into the process.

The Role of Education - An Easy Decision

Education is a vital part of preparing you for an occupation of your choice. We know that education
will be required for more jobs in the future, especially the fastest growing ones. A college education
is considered a wise investment and many people borrow money and go in debt, assuming that the
return on their investment will be worthwhile.

As college students graduate in the wake of the Great Recession (2007-2010), some are struggling
to find a good job or any job at all. As a result, many are questioning whether the time and expense
of college was worth it. This question might be partially answered by comparing the economic
benefits of a college degree to its costs, as one would for any other investment. When compared to
other types of investments, how does a college degree really stack up?

The answer is evident. Higher education is a much better investment than almost any other
alternative, despite today's tough labor market. A college degree dramatically boosts the odds of
finding a job and making more money.

On average, the benefits of a four-year college degree are equivalent to an investment that returns
15.2 percent per year. This is more than double the average return to stock market investments
since 1950, and more than five times the returns to corporate bonds, gold, long-term government
bonds, or home ownership. From any investment perspective, college is a great deal.

For our purposes, the information contained in The Value of Education is of particular interest.
Consider these compelling statements, based on data from the U.S. Census Bureau and the U.S.
Bureau of Commerce.

- The average salaries are 27% to 310% higher for college graduates.
- Lifetime earnings are 80% higher for college graduates.
- The dollar return can be 18-20 times the total cost degree cost.
- The employment rate is greatest for those with the highest levels of education.

College graduates overall make 84 percent more over a lifetime than those with only high school
diplomas. But, major and occupation matter just as much as degree level. For example, 28 percent of
people with an Associate's degree make at least as much as the average Bachelor's degree
holder-mostly due to occupational choice.

The Center on Education at Georgetown University (2011) estimated that by 2018, 63 percent of
the jobs in our nation will require some form of postsecondary education or training. Unfortunately,
we are woefully unprepared for this projection. Currently, in the U.S. approximately 41 percent of
adults have a college degree.

Further analysis of 171 majors shows that various undergraduate majors can lead to significantly
different median wages. For instance, petroleum engineering majors make about $120,000 a year,
compared with $29,000 annually for counseling psychology majors. Math and computer science
majors can earn $98,000 while early childhood education majors get about $36,000.

"It's important that you go to college and get a (bachelor's degree), but it's almost three to four
times more important what you take," said Anthony Carnevale, director of Georgetown's Center on
Education and the Workforce. "The majors that are most popular are not the ones that make the
most money."

Reports on U.S. college graduates for a study by Bloomberg Businessweek (2011) put a price tag on
college diplomas. With the typical college degree from the 554 schools included in the report, a
graduate will earn about $1.95 million over a 30-year career, netting about $670,000 more than a
high-school graduate. However, not all schools are created equal. At MIT, grads can expect a net
return of $1.7 million, making it the most valuable college degree in the nation, while at other schools
the earning power of graduates is far less.

Check out the interactive table of 554 schools
http://www.businessweek.com/interactive_reports/bs_collegeROl_0621.html(external link 10). The
information in the table is based on pay reports from 1.4 million graduates for the year 2011. It
highlights state-by-state the rate of return (ROI) on one's investment if attending and graduating
from a particular school, considering cost of getting a degree and the projected pay scale that will
result.

Academic Advisors and Planning

Now that you are enrolled in college, your success will be determined by many things, including
useful advice that you obtain from others. A few words of advice from someone who understands
the territory and the typical issues facing college students can be most valuable.

College advisors can help you plan your college education. A college counselor or advisor can help
you work out a program of study that will lead to a degree and help you achieve your career goal.
However, they are limited in number on most campuses and you may have to assert yourself to get
appointments with advisors and to make the most use of your time with them.

You can expect advisors to be candid and straightforward about your questions or concerns.
Although they can provide you with useful information, help clarify degree requirements, point to
alternatives and consequences and make recommendations, don't expect advisors to make decisions
for you.

As a matter of professional courtesy, they are not likely to comment on or recommend instructors or
professors. Most of the impressions they have about faculty members are based on second hand
comments from students that are not easily verified. Therefore, you will have to rely on the annual
faculty evaluations and other resources to learn more about how a professor teaches and is
perceived by students.

You can ask an advisor to help you determine an appropriate course load, especially during your first
two years. It isn't easy to predict how much work is required for specific courses, but you can lay
out a tentative timeline and schedule of courses related to your college major.

College Dropouts

A college degree affects people in enduring ways. The college experience is a maturing stage in
many young people's lives. It may be coincidental that is also prepares people for job opportunities
in the world of work.

It is estimated that 45% of students at two-year institutions and 26% of students at four-year
institutions drop out of school. Most drop within the first year and many within the first six weeks
(American College Testing, 1998). The price for dropping out is high in terms of lifelong earnings and
personal development.

Most young people who begin post-secondary education have the academic ability to be successful.
What then is the cause of dropping out? Academic factors play a part but problems with transition
adapting seem to be more significant. Low motivation, poor study skills, financial pressures and
emotional dependence on parents are also major contributors to dropping out.

There is evidence that most students who drop out do so without meeting with a counselor, an
academic advisor or their professors. They do not have a clear career goal in mind. They are unsure
of their college major and fail to see the purpose of continuing to drift and experience a lack of
success. Many have not settled on a college major.

Choosing a College Major

Once you entered college the inquiries of "What do you want to be (job) someday?" and "What
college are you going to?" shifted to "What are you majoring in?" and "What do you plan to do when
you graduate?"

The pressure to describe your career goals and what you are doing about them persists. You may
not have definite answers, but you have already set some tentative plans into action. There are still
choices to be made. For many students one of the most difficult decisions to make is choosing a
major.

A college major is simply an organized collection of classes, either revolving around a subject (e.g.,
mathematics), theme (e.g., peace studies), or professional field (e.g., Pre-Med, Pre-Law, Engineering).
Your major represents a concentration of courses that gives you a basic knowledge in a field of
study. It prepares you to go on for graduate work in the same field or for particular types of
professions. A Chemistry major, for example, typically prepares a student to take a masters degree
in chemistry or to take a job as a chemist in a pharmaceutical company.

Choosing an academic major is a necessary part of your college experience. Some students know
exactly what they want to major in and what they want to pursue for a career. Some students have a
few ideas and are trying to narrow their options. Some students have no idea where to start. No
matter where you are in the process, there are ideas and procedures that can help you.

It has been estimated that over 92% of students entering college have a major in mind. They feel
confident about their choice. Fewer than 15% believe that they will change their major. Yet,
researchers estimate that three out of four (75%) students will change their major at least once
during their undergraduate years.

Many people erroneously believe that for every profession there is a specific corresponding
academic degree that goes with it, which may account for the high number of students entering
college who have announced their intended major. While there are occupations that require specific
academic majors for certification (i.e. nursing and engineering), most do not. In addition, studies have
shown that most graduates are working in career fields that are not directly related to their
undergraduate program of study.

Nevertheless, some schools ask you to list a major choice on your college application but give you
the option of checking "'Undecided."' Most schools prefer that you start looking at a major at least by
your sophomore year. If you are interested in a major that requires a lot of classes, or one where
classes are limited to only students in that major, you might have to declare earlier than usual.

You may envy some of your friends who have a declared major and seem focused on their careers. If
you are an older student and have been out of high school for some time, you may feel the added
pressure if time constraints, as well as work and family responsibilities. You may be wondering if
your choice of a college major is right for you.

It is quite normal to be uncertain about the choice of an academic major and /or career direction
when you first enter college. It is a time of exploration and self-discovery. It is a time for opening
new doors rather than prematurely closing them.

According to the U.S. Department of Labor, college graduates, on average, change jobs once every
three years and change career fields two or three times in their lifetime. So, for those of you who
think choosing a college major locks you into a specific career for the rest of your life, you can think
again.

Your immediate challenge is to choose a college major or confirm the one that you have already
chosen. Many students select a college major without first gathering information about their
interests and options. Others approach their choice of a major with misconceptions about careers
and majors.

Choosing a major is not the same as choosing a career. Studies show that your major in college is
important for the first job out of college, but may not be as important for the rest of your career.
There are many other considerations that affect the choice of a career.

Still, choosing a major field of study in college is an important step in the process of deciding your
career direction. Your major shapes both your personal and professional development. It anchors
your college experience. For some, it gives them a purpose for going to college.

Choosing a major that is interesting and motivating will you get better grades and help you to get
more out of the major. A higher GPA can look good to future employers and will leave the door open
to going to graduate school later, if you decide to go.

It may help you to begin with a broad perspective about how a college major fits with your
life/career options. Try answering the questions in Figure 8.10(external link 11) to help clarify your
aspirations and expectations.

There are a number of common myths about college majors and careers that can interfere with your
decision-making process in this area. Figure 8.11(external link 12) takes a look at several such myths
and offers some more accurate facts and viewpoints to take into consideration.

Deciding to Change Majors

You might be thinking, "But what if I'm on the wrong track?" Or, you could be agonizing over your
current major and the courses that you are taking. "I'm miserable, I'm not doing well, and I'm losing
interest in this major."

There is an infamous "water torture" where the victim is immobilized, and single drops of water are
rhythmically and repeatedly dropped on the person's forehead. One drop? No problem. Ten? A
hundred? At some point the person goes crazy, as each drop creates a thundering reverberation
through the brain. Is your current major torturing you?

If you feel boxed in to a life where every day is a repeat of the same miserable day before, at some
point that becomes a tortured existence. It becomes an endless march through repeated grey days.

Some students try to mend the situation by "comforting themselves" with food, nicotine, alcohol or
other substances. In this case, perhaps the real medication for this psychological anguish is to
evaluate your career options and reconsider your course of study.

Peter Vogt, of MonsterTrak, described five signs that indicate you should change your major (see
Figure 812( external link 13)). He also presents data from a study by the National Association of
Colleges that asked over 1,200 college students how they picked their major. Only 66% said they
had picked a major based on their career interests.

A college major, of course, doesn't limit you to one type of work. For example, if you major in
History, English, or any major for that matter, you might become a bank manager, sales
representative, career counselor, production manager, or pursue a number of other career fields.

Your college major is only one variable in determining your career path. The grades, electives, and
skills you acquire through experiences in and out of the classroom often tell employers as much
about what you have to offer as your major does. Also, other factors such as your personal traits,
your goals, your experiences (jobs, extracurricular activities, volunteer work, internships), and your
knowledge of and demonstrated interest in a career field can play a large part in determining an
employer's response to you.

Skills vs. Degrees

Remember a declaration of a college major does not indicate that a step-by-step career plan of
action is in place. There are a number of large corporations that are looking for employees who are
generalists rather than specialists. They want people who can cultivate the complex relationships
that will help them to compete globally.

More specifically, there are certain types of skills that increase your employability. Examine Figure
8.13(external link 14), which shows the three types of skills employers are looking for: functional,
specific knowledge, and personal trait. Study the examples and think of how they apply to your
college major or one that you are considering.

So, the question to ask is not "What can I do with a major in ________ ?"

Instead, the questions from a career planning perspective would be...

- What are the work settings and job functions that interest me?
- What can I do to explore and prepare for these options?
- What related course work and hands-on experiences would be beneficial?

College majors can be quite confusing. Then again, if you have a grade point average of 0.00 like
John Blutarsky (Bluto in the movie "Animal House"), it doesn't make much difference what you have
declared as your major.

"I'd listen to him if I were you He's pre-med "

"I thought you were pre-law "

''Same thing ''

-- Bluto -- Animal House, 19B1

This is not the case in the real world, of course. If you intend to go into a restricted field that
requires extensive study, such as medical school or engineering, then it is to your advantage to
declare your major early and to stay focused. An academic advisor will help you outline the courses
you must take and there won't be many electives. Start now.

Goal Setting and Career Planning

At its simplest level, the process of setting goals and targets allows you to choose what you want
to have happen in life. By knowing what you want to achieve, you have an idea of what you have to
concentrate on, improve and do. It helps you sort out the distractions that can keep you from going
where you want to go.

Goal setting can give you long-term vision and short-term motivation. It helps you to view the big
picture and the details that make it what it is. It is the application of knowledge, the organization of
resources, and a source of commitment.

By setting clearly defined goals, you can measure your progress and take pride in your
achievements. As you take note of your achievements, your self-confidence increases and it is
easier to have a positive attitude about life.

Career planning is a matter of goal setting. You start by reflecting on the things that you want to
accomplish in life, the kind of career that you would like to have, and how such accomplishments can
positively affect your lifestyle and those around you. It is a personal perspective that involves an
interaction of your needs, interests, values, knowledge and skills.

At this point in your career development here are some things you might be working on. Perhaps you
have been creating a personal profile. You have been assessing your values and career interests.
You have also identified some tentative occupations, work environments, and careers that appeal to
you and you've been gathering information about them. Your personal and career goals are directly
related to planning your career.

Some people can talk about their lifetime career goals in terms of the kind of work that they would
like to be doing in 25 years. They can visualize it. For the rest of us, a 25-year plan is likely to be
too complicated to construct. There are so many unexpected variables that will come into play as
you move toward those long-term goals.

It is probably easier to think in terms of related but smaller goals that can be achieved in a shorter
timeframe, such as five years. This, in turn lends itself to being considered in terms of related but
shorter-term goals, such as one year, one month, one week, or one day. As the saying goes, "A
journey of a thousand miles begins with the first step." And, that can be a goal.

Goal Lists

Are you a person who constructs a daily "To Do" list and, at the end of the day, checks to see how
many things were accomplished? If you are, then you are familiar with setting small goals and needing
to do something to carry them out. You may not be as organized or motivated to write such a list,
but chances are you at least are mindful of things you want to accomplish in a day.

Written "To Do" lists can be helpful in many ways. As you look at the list you can prioritize the items,
giving an A to those that need immediate attention because of an obligation or perhaps there is a
greater pay-off or return for your effort, and a B to items that need to be done but with less
urgency. You can put a C by those that would be nice to have happen, but are not essential to
meeting your daily needs and interests. You might now be thinking correctly that this strategy was
designed by a left-brain thinking person and, if you are a right-brained thinker, then you were lucky
to have found the list.

Nevertheless, a written list of goals or items can also be rated in terms of realistic, practical,
needing support, and "can do now." Written words have a way of shouting things to you, if you pay
close enough attention. Look for themes, key words, and patterns.

Although it is not always easy, you benefit when you take a long-term goal and systematically identify
steps that lead to it. These steps may be expressed broadly, "I want to go to law school, " or
precisely, "I want to make at least a 8 on the next exam in my statistics class." Goals expressed in a
broad sweeping scope, "I want to be an accountant" require more immediate goal-setting, "I will pass
my economics course this semester," and then more immediate, "I will read Chapter Three in my
economics textbook this afternoon in the library."

Small steps add up and you can monitor your progress. Experiences are cumulative and usually make
things easier as you move along. Learning one skill can lead to acquiring more skills, and so on. One
of the reasons that so many people struggle with their majors and don't reach their career goals is
that they only imagined "what could be" and spent too little time planning, setting goals, and then
taking action on the steps along their chosen career path.

Once you have selected your goals and organized them into a plan, one that is sequential in terms of
steps that must be taken, then you are ready for an action. Mentally making a decision is one thing,
but it won't get you anywhere without putting your plan into real actions.

One student was determined to see an academic advisor and talk about the required courses
needed for graduation. He kept postponing making an appointment. Finally, one day dropped in the
advisor's office, only to learn that her busy schedule did not enable her to see him at that time. He
probably got credit for taking a step in the right direction, but it was not a planned or timely one.

It was Mark Twain, in deciding to quit smoking who said, "It's easy to quit smoking; I've done it a
thousand times." To think something, to imagine it, to value it, is not the same as taking action on it.

Just as it is recommended that you review your "To Do" list at the end of each day, it makes sense
to periodically review your career goals and steps. Things happen in life that make it necessary to
modify plans or change priorities. To stay the course on your chosen career path, you have to pay
attention to which way the wind is blowing and adjust your sails.

Outcome and Performance Goals

Some people recommend that you set performance rather than outcome goals to keep you focused
on action rather than ideas. Performance goals make you more responsible for the behaviors that
contribute to reaching your goal. Goals based on outcomes are more vulnerable because they are
out of your control. It is assumed that if certain actions are taken then the outcome will happen.
However, there are many circumstances that can thwart an outcome from happening.

Performance based goals are focused on achievement behavior that can produce results. For
instance, suppose that you were an artist and your work was being judged in a show. You did your
best and friends and colleagues believed it to be among the best that you have done. But, alas, the
judges missed the concept and dismissed your work, and no award was granted.

If you had set an outcome goal to win the top award or to be among the top three, you would be
extremely disappointed. You might feel defeated and discouraged. But, if your performance goals
were to enter the show, follow the show's criteria and to submit your work, then you accomplished
some goals.

The problem with many outcome goals is that they are based on achieving something, whether this is
a salary increase a financial bonus or a plaque for being salesperson of the year. While these goals
can be highly motivating as they are achieved, over time, they becoming progressively less
motivating. They can lead one to focus so much on the destination that the journey there is
disregarded.

Performance goals focus on your personal best, your standards, your self-image, and the behavioral
expectations that you have for yourself. Again, you are in control of setting and monitoring such
goals.

Realistic and Unrealistic Goals

One word of caution is that goals, whether they are based on outcome or performance, can be
unrealistic and cause problems. This can happen when:

- Other people (e.g. parents, professors, media, society) set unrealistic goals for you based on
what they want. They may ignore your personal desires and wants.
- Inadequate or insufficient information creates a muddled picture of what you are trying to
achieve. If you are not informed, then you may be trying to achieve something that you lack the
knowledge or skills to make happen.
- Always expecting your best performance can be too demanding. This ignores the principle of
regression, where thi1gs tend, at times, to slip back to the middle or the mean. It ignores the
factors that contributed to your best performance and assumes that they are always present.
Perhaps it is better to think of consistency rather than always best when you are judging your
performance in an occupation career. Of course, there are times when you want to rise to the
occasion, strive to compete at your highest level, and perform your test.

Too Low and Too High Goal Levels

There are some people who set their goals too low. They often do this because they fear failure.
Optimum performance may require taking risks and to fail would cause too much psychological pain -
Feeling dumb, worthless, incompetent, undeserving and so on.

Therefore, some people set the bar low, knowing that they can clear it and avoid the
unpleasantness and discomfort that comes when a goal is not reached. Others, fearing failure, won't
even compete or take part or try very hard. They believe this keeps them out of harm's way.

For example, a young woman was the first female employee of a company that was traditional in its
thinking, policies and office behavior. Although she liked her job, she always deferred to the men
when it came time to be assertive and make decisions about company goa s and activities. She was
unsure of herself and worried that her ideas would be rejected. This would not reflect well on "'the
role of women" in the business. She also assumed that the men had more knowledge and skill, when
in fact this was not true.

It's true that they had expertise and more experience, but the knowledge and skills that she was
bringing to the company as a recent university graduate were equal to or better than many of her
male colleagues. Her fear of failure kept her participation and goals low. Rather than face possible
challenges or the rejection of her ideas, she played it safe.

It is possible, of course, to slack off, to take things easy and avoid the pressure that is associated
with higher goals. In this case, people look for reasons to set and keep low goals and often take a
pessimistic attitude about higher ones. "Easy does it" is really "'I lack ambition and I'm lazy." Perhaps
what they fear is the hard work and expectations that come with higher goals, thinking "This might
be too much for me to handle. I could end up looking pretty stupid."

It is also possible that a goal can be so high that it is not likely to be attained. It can cause people to
stretch and work hard; but, if it is an elusive one, then it opens the door for negative messages and
low self-esteem. The question, "What's wrong with me?" may be off the mark. A better question
might be, "What's wrong with this picture?" Unrealistic performance goals are easier to identify than
unrealistic outcome goals.

A man in pharmaceutical sales was considered a top salesperson and received awards from the
company for his work. Over the years, however, the sales quota kept getting higher and higher. One
day he was called into headquarters and questioned about failing to meet the sales quotas that had
been set. He complained that a continuous raising of quotas was unrealistic and stress producing.
Despite years of success, he left the company and took a job selling real estate.

Career Goals and Plans

It's time to review the career goals and plans that you have set for yourself.

What are your career outcome and performance goals? What skills do you need to learn in order to
achieve your goals and feel successful? What help or assistance, or perhaps collaborative effort, do
you need from someone else to move you toward your career goals?

You might also consider these questions: What barriers seem to be preventing you from reaching
your goals? How are they blocking your progress and what needs to be done to remove or eliminate
them? What assumptions have you made about your career goals and what information do you need
to make informed decisions and choices? Finally, are your goals too low or too high? Are they
realistic and reachable?

When you achieve a performance or outcome goal that is related to your career development, take
time to enjoy it. Celebrate it and welcome the satisfaction of knowing that you are making progress
toward something that is important to you.


Topic 9

Entering the Job Market

Job hunting can be one of the most stressful experiences that a person can have, especially if it is
from a cold start and you have no leads. The main cause of stress is that you have to sell yourself
to others, usually strangers, and with little or no training in how to do that.

Job hunting might be similar to asking someone out on a first date -- if the answer is no, then there
is a feeling of rejection and it hurts. As a result, many people prefer to do as little as possible when
trying to find employment and hope that, through some miracle, a job will fall into their laps. This
weak and failing strategy is often used even though these same job seekers know the importance of
work in their lives.

Some students believe that their college degree is the same as a guarantee for a good job. The
reality is that there are more college graduates than ever before and a college degree no longer
makes it certain that you will find a satisfying and high-paying job. You and other college graduates
will be facing stiff competition for the best jobs.

Many graduates may end up underemployed in their first job after graduation. They find themselves
in positions that do not make the best use of their knowledge and skills and that pay less than
generally expected for someone who has a college degree. They sometimes wonder if the expense
of going to college was worth it.

The good jobs and the good career matches are out there. With some diligent effort and some
useful techniques, you can successfully compete for them. If you approach the task with knowledge
about yourself, careers and occupations, and the process, then your chances of fulfillment are
greatly increased.

No job hunting strategy is best one for everyone. You choose the strategies that make sense to
you and feel right for you. You modify them to fit your needs and your job-searching plan. In this
topic, we will take a closer look at entering the job market and ways to increase your success.

Regardless of your college major, you must eventually accept the challenge and responsibility of
seeking employment. Your initial choices are going to affect the direction that you take on your
career path.

Factors To Consider

Before we go into the process and steps associated with job hunting, there are some basic factors
to consider. These include the various kinds of work settings and the reality of the job market.
Beyond that, it is important to consider the questions of what employers are looking for, as well as
what you are looking for in a job.

Four Primary Work Settings

You can organized a job search process by viewing your options in terms of four work settings: 1)
Services to Others, 2) Industry, 3) Business, 4) Owning Your Own Business. Within each of these
settings you can find the various types of occupations and possible careers that we have been
reviewing during our previous topics.

Theoretically, any of these settings might also be categorized as for-profit or non-profit. Nonprofit
corporations and organizations can make a profit, but the business cannot be designed primarily for
profit-making purposes and the profits must be used for the benefit of the organization or the
purpose that inspired the corporation. They may be public or private entities and may or may not be
tax-exempt.

Providing Services to Others. State and federal governments are the largest not-for-profit
employers, providing such public services as defense, law enforcement, transportation, public health
and family care, and education. There are more than 21 million jobs in government settings. Nearly
one in seven (about 14 percent) of all civilian employees works for the government.

We often associate federal government with Washington, D.C. Some people won't apply for a
government job for fear of having to transfer there from where they are living. Actually, only 13% of
jobs within the federal government are in the nation’s capital area.

Salaries of government workers are paid out of tax revenues. They are usually stable and job
security is high, unless there are unexpected budget shortfalls and jobs are terminated for lack of
funds. Starting salaries are generally good, although usually not as high as in business. Top
administrative salaries do not rival those in profit-oriented organizations, where business executives
can make more than the $400,000 paid annually to the president of the United States.

Government organizations are bureaucratic career paths and promotional practices are typically
spelled out in a defined hierarchy of levels, with each level marked with certain responsibilities and
procedures.

In addition to governmental agencies, over a million not-for-profit organizations and businesses
provide services such as cultural enrichment, political advocacy, spiritual guidance, and charitable
help for particular causes, groups and individuals.

Working in an Industry. Industries represent groups of companies that are engaged in producing
similar products or services, such as Pepsi and Coca-Cola in the soft-drink industry or NBC, CNN, and
ABC in the television industry. You can investigate the industries that you find appealing and study
their outlooks for the future. Be particularly aware of how they might be affected by new technology
and other possible forces that can influence the industry's future. For instance, one reason that the
healthcare industry is growing so rapidly is that the Baby Boomers are getting older and beginning
to need more health-related products and services.

Going Into Business. The greatest number of jobs, about BO%, is found in the business world, where
there are more than 100 million jobs. This includes the 8 percent who are self-employed. The goal is
to make money for owners. There is wide range of salaries, bonuses, commissions, and benefit
packages in the business world. Compensation is tied to the success of a business. If your business
prospers, then you are likely to prosper.

In addition, company size can make a difference. Large companies have more employers and more
leverage when providing health and retirement benefits. Many of them, as corporations, are in a
position to pay better salaries and offer more opportunities in terms of a career ladder. Figure
9.1(external link 01) provides a graph showing the percent of employees who work in small, medium
and large companies. It shows that 66% of the population work for companies with fewer than 250
employees.

Starting Your Own Business. A growing number of people, including many women and minorities, are
choosing to go into business for themselves. For example, women own or control over 6.5 million
enterprises in the nation a1d own about 40 percent of small businesses. Terms that are used to
describe people who are self-employed include: small business owner, businessman, businesswoman,
entrepreneur, freelancer, private developer, or consultant. Of course, a business does not have to
remain small.

During the 1970s there were a great number of hobbyists who took the risk of starting a new
business to become entrepreneurs - some more successfully than others. Personal computers
proliferated, with no standards and no preconceived notions of what these new machines could be
or could do. It was an adventure shared by a virtual handful of enthusiasts.

Bill Gates and Paul Allen were among the first of these early hobbyists to realize that the key to the
future of personal computi1g lay in the unlimited potential of software. "This is it!" said Allen, waving
the December 1974 copy of Popular Electronics in his hand. "It's about to begin!" On the cover was a
mockup of the MITS Altair, the first personal computer.

Gates and Allen recognized that the compact design of BASIC, a computer language developed at
Dartmouth ten years earlier, made it ideal for the limitations of the first personal computers, which
had extremely restricted memory and processing power. Allen (age 22), employed by Honeywell and
his friend Bill Gates (age 19), a sophomore at Harvard, immediately set out to adapt BASIC for the
machine. Working day and 1ight, they created the first version of MICROSOFT BASIC for the Altair and
their partnership was formed. Bill Gates dropped out of college to start his now internationally
famous Microsoft Windows and products. It made him one of the richest people in the world.

Steve Jobs and Steve Wozniak built the first prototype of a desktop computer in 1976. Wozniak was
26 years old and Jobs was 21 when they began working together in a garage on a preassembled
computer circuit board. The first prototype took about six months to design and 40 hours to build. It
had no keyboard, case, sound, or graphics but it was the first desktop computer. They called it the
Apple. Six months after the Apple Company started, Jobs and Wozniak were splitting a monthly
salary of $250. Apple's first formal business plan set a goal for sales to grow to $500 million in ten
years. As it turned out, the company passed that mark in half the time.

Today there are organizations and website for young entrepreneurs (ages 19-35). They have clubs
with memberships that offer programs, events, peer mentorships, networking and online magazines.
Other examples of young entrepreneurs who became very successful can be seen in Figure
9.2(external link 02).

Not everyone is cut out to be an entrepreneur. It takes a special talent and ambition. Before you
invest time, energy, money and some of your passion, do some serious self-analysis. Answer such
questions as: Am I prepared to work hard and make sacrifices? Am I self-disciplined? Do I have
management ability and skills? Am I experienced enough in this field? What do I want out of life? Are
my goals realistic and attainable?

Studies have shown that e1trepreneurs are persevering and not easily defeated. They thrive in a
challenging environment and have a tremendous need to be in control. They are risk takers who turn
adversity into opportunity. They welcome responsibility and are willing and able to make decisions.

Moreover, successful entrepreneurs are patient and able to wait out the sometimes slow beginnings
of a business. They also are able to learn from their mistakes, trust their own judgment and have an
optimistic outlook.

Do those traits describe you? "Know yourself and be willing to work 60 hours a week. Starting a
business is one of life's biggest commitments," advises Roy Nordman, director of Emerging Business
Services Practice in San Francisco, C.A. Small business owner Nancy Wansick, of Wansick Graphics,
echoes those sentiments: "My business has become my whole life. Day becomes night and work has
become play."

It's obvious that you have to love your work. And if you choose a business that meshes with your
personality, those extra hours spent won't be as difficult. The key is to identify what you enjoy doing
the most and then find a business opportunity that makes use of your skills and interests.

If you'd like to get a better picture of your potential for running your own business, there are some
brief online quizzes you might want to check out. Liraz Publishing Company
http://www.liraz.com/webquiz.htm(external link 03) provides an interactive quiz that helps you to
look at your strengths and weaknesses and describes the characteristics that appear most
frequently among successful small business managers. A simple interactive quiz offered by
Bizmove.com poses personal assessment questions related to the bigger question, "Am I type?" The
subjective score and interpretations can provide information in terms of personal traits important to
a business manager.

Some Realities of the Job Market

As you begin job hunting, it makes sense to look at the economy and job market to determine where
the jobs are and the job outlook for the future. It's not possible to track every field in detail, but
there are some trends described in national publications that are worth noting.

Wondering where the jobs will be in the future? Government economists at the U.S. Bureau of Labor
Statistics estimated which occupations would grow fastest between 2002 and 2012. They also
predicted which occupations would have the most new jobs. Some of these trends were presented
in an earlier topic.

Check out the fastest growing occupations for college graduates, provided by the College Board.
Experts at the College Board website
(https://bigfuture.collegeboard.org/explore-careers/careers/hottest-careers-for-college-graduates(
external link 04)) predict the "Hottest Careers for College Graduates" and where the jobs will be in
2018. Many of the fastest growing jobs will be related to education and medical occupations.

After examining the list it is easy to see that those occupations associated with expanding and
adapting technology and those that focus on health care are expected to increase the most. The
lists of occupations with the most new jobs for Bachelor's degrees and Associate (2 year) degrees
follow the same pattern, but also add such "hot" careers as teaching at all grade levels, nursing,
accounting and auditing.

If the jobs on this list are too boring or unattractive, then you could consider the growing adventure
jobs that are becoming available, where people try to combine work and play. Outside Magazine
(2005) highlighted filmmaker, photojournalist, structural engineering, park designer, broadcast
meteorologist, fitness center director and adventure travel guide as positions where people viewed
their work as play more than work, or where an enjoyable hobby led to an occupation.

Another aspect of the new economy and job market is an increase in the number of temporary
positions. People who work in these jobs ore often coiled Temp Workers. Staffing firms report thot
74% of temporary employees say it is a way to get a permanent position and about 72% go on to
such jobs. About 40% of assigned employees are looking for their first job or are re-entering the
job market. Sometimes such temporary work fits a person's lifestyle, such as a stay-at-home parent,
or it may be a convenient way of trying out a line of work.

A look at data from the U.S. Bureau of Labor Statistics can provide a picture of where the more than
144 million jobs in our country are found. Figure 9.3(external link 05) shows the approximate
percentage of the workforce employed in the four work settings described earlier.

All work settings are affected by the health of the nation's economy, as well as by new
developments in technology and international events and trends. Government agencies, such as the
U.S. Department of Labor http://www.bls.gov/(external link 06) and the U.S. Department of
Commerce http://www.commerce.gov/(external link 07) provide valuable information through
extensive electronic databases. There is so much information available that you will have to skim the
fact’s and figures to find the particular areas that Will help answer your questions and that you want
to research.

In addition, you will want to learn how to interpret the basic indices of our nation's economy. There
are numerous public media sources, such as newspapers and television programs, specifically
designed to discuss national economic indicators and employment data. These will be presented in
greater detail later.

What Are Employers Looking For?

An article titled, Boomers Trade Security for Freedom, published in the St. Louis Post-Dispatch
(March 19, 2001), began with the statement "Many baby boomers, unfulfilled by corporate jobs at
which they've worked for years, are deciding to give up the great pay and benefits to do what they
want to do." Many individuals are no longer satisfied with working for a living but instead want to
work at living.

How does such a perspective fit your thoughts about the world of work? What are you looking for
besides money?

Only about 45 percent of Americans are satisfied with their job, surveys show, and nearly all are
seeking more time off and a better balance between work and leisure. As one observer said, "Do
not spend your entire life climbing the ladder of success only to realize that you had it leaning
against the wrong building."

You have to make a living and being compensated for your work is clearly a high priority. Money is
important, but it's not the only thing that people look for in a job. Often people continue to work
when money is not the issue. Sometimes people will change from a high paying job to one with lower
pay because they believe it will be more satisfying.

Work environments influence how comfortable you are at your job. Someone with a preference for
introversion, for example, who is required to do a lot of detail work or think through a problem, may
find it disruptive to be in an environment that is too loud or where a lot of interaction is required.
When you know this about yourself, you can make arrangements to do your work in a more suitable
location or at a time when there is less activity and interference. Otherwise, you are not likely to
work well in that environment or feel satisfied.

Even when circumstances make it necessary for you to do work that you have not chosen or which
you must do as part of your overall job description, understanding your personality type can help
you discover and use your strengths to accomplish the work. When you find an unsatisfactory job fit,
you can examine the reasons and seek solutions based on your preferences.

Job Satisfiers. Earlier you learned about self-assessment and were encouraged to examine your
values and how they relate to jobs and careers. As you begin to look for potential employment
options and specific jobs, take another look at what kinds of things you are looking for in a job. What
are the job satisfiers that you most value and believe will best suit you?

Some typical job satisfiers can involve these issues:

- Working with people or working independently
- Receiving close or distant supervision
- Gaining prestige and being in the spot light or appreciation without being spotlighted
- Structured /consistent work tasks or flexible and changing ones
- Security with less chance of monetary gains or high risk with more opportunity for gains
- Opportunities for advancement or less pressure about climbing the career ladder
- Working with data, people, things or ideas
- Hands on activities or more theoretical and conceptual ones
- Close to work setting for less pay or higher pay but farther away
- Shorter working hours for less pay or longer working hours for more pay

Employment is a two-way street, with both employers and employees trying to meet each other's
needs and interests. Use the checklist provided in Figure 9.4(external link 08) to review what
motivates you and what you are looking for most in a job.

Job Characteristics. A lot of job hunters fail to ask themselves the right questions before they
launch their job search. In topic 7, you were encouraged to explore 3 jobs of interest to you in
terms of what those jobs had to offer and how well they match your interests and needs. Here are
some questions that you will want to consider, as you sharpen your focus and choices.

- What are the typical job tasks, duties and responsibilities in this job?
- What is a typical work schedule like?
- What minimum qualifications are needed to get into the job?
- What can I learn on the job and are there training seminars that will get me ready?
- What is the employment outlook in this field?
- What is the average salary for someone entering this field?
- What are the professional organizations and associations for this field?
- What is the work environment like and how much traveling is involved?
- Where is the work to be done and is relocation to another geographical location required or available?
- Who are the typical employers in this field?

You may have even more questions on your own list, but as you move into an earnest search, these
will help you narrow your options and keep your eyes on the prize.

Basic Steps In The Job Hunting Process

There are some basic steps for job hunting that are useful to keep in mind. As is the case with most
activities that involve steps, these steps should not be viewed as strictly sequential. Sometimes you
will be engaged in more than one step at a time, and at other times you may need to go back and
repeat one or more steps as you gain new information and experience.

The process begins during college. Almost all career experts suggest that you begin with a
self-assessment, taking note of your personality, aptitude, interests, values and skills. It's also time
to do some career exploration by researching work environments and how you match up with those
environments. These activities help you to become more aware of the job market and make
decisions about your academic preparation, including the selection of a college major and the
courses you must take.

In this course you've had the opportunity to begin developing your career profile. You have been
recording some useful information gained through self assessments and personal reflection as well
as through research and exploration about majors and careers. As you develop and study your
profile you can get some hints about your emerging career path and the direction you are headed.

Beyond academic preparation, your extracurricular activities, clubs, leadership activities, sports,
class projects and work experiences, including internships and volunteering, are a part of your
preparation. Being aware of the job search process enables you to organize information about
yourself so that you can make informed decisions.

The next steps involve finding out about potential employers and where the jobs are, getting your
job search materials and skills ready, and implementing your job search campaign. Your initial job
search concludes with managing job offers and agreements.

The basic steps of the job hunting process are outlined in Figure 9.5(external link 09).

Using Resources to Find Potential Employers

On-campus. You can begin your search while you're still in college with a visit to your on-campus
Career Resource Center or (CRC). Most colleges have a center or office that coordinates
workshops, seminars, job fairs, career days and other events that prepare students for job
placement.

It would be a good idea to visit often in your final year of college. You will find job listings, which are
continually updated, and you can sign up for on-campus employer interviews. Recruiters have
different schedules, but many prefer to visit in the fall semester. However, some may come later,
even at the last moment, if it is a convenient stop for them.

Your internship experiences can be valuable resources, especially if they fit your interests. Your
work during your internship counts as job experience, even if you were unpaid. Therefore, you will
want to take advantage of all the opportunities to learn and put theories into practice while you are
practicing in the field. In addition, a favorable recommendation from the internship supervisor or
coordinator may count more than others.

It's not uncommon for employers to hire their interns, as they have had a chance to see them in
action. Your internship could be viewed as an audition. The employer observed how you interacted
with others and took note of your character, work ethic and how you performed as a team member.
If there is not a job opening, the internship supervisor could give you the names of other people to
contact.

A Yahoo! HotJobs survey found that 37.4% of the class of 2005 began their job search before
graduation, more than double the rate of 2004. The more intense job searches look as if they are
paying off. Recruiters say college seniors in 2005 were more realistic and organized than in previous
years.

Employers hired 13% more new graduates in 2005 than in 2004, according to a National Association
of Colleges and Employers survey. Although pay continued to fall for those majoring in technology,
other majors saw improvements in starting salaries. Newly hired liberal arts graduates from the class
of 2005, for instance, reported getting $30,337, up 4.2% from the previous year.

What can you do beyond looking at the employer directories, bulletin boards, and job placement
books at your campus career center? Many of the same sources about the world of work that have
been presented in this course will also have information about where to find available jobs. There are
some other resources, some of which are obvious.

Newspaper Ads. Help Wanted sections have been running for many years in publications throughout
the nation. Most job hunters will check out the newspapers in the geographic area where they are
interested in working. The business section, classified ads, and help-wanted sections will often
advertise professional jobs.

However, since only 15 percent of job openings are listed in want ads, take note of other areas in
the paper that could provide you some leads. There might be an announcement of a new company
that is coming to town, an article on a firm or company that interests you, or perhaps some business
news that draws your attention to some possible employers.

Local and regional employers don't always post their openings on the major job websites, unless the
job market is very small and they need to reach a broad base of potential candidates. Instead, they
will advertise in their local newspapers to avoid being overwhelmed with applicants and, in many
cases, because they are not interested in paying relocation costs.

Although it is a traditional and limited approach to job hunting, the classified ads in newspapers
provide a quick and easy way to look for jobs. Moreover, you don't always need to go to a store to
buy the latest edition of the paper. Online newspaper editions also carry the classified ads and are
available for most papers. CareerBuilder.com powers the employment classifieds for more than 130
local newspapers.

Most classified ads are brief and to the point. One humorist provided a list of terms that are used in
job advertisements and suggested how they might be interpreted. If not useful, they can at least
bring a smile. See Figure 9.6(external link 10).

It is important to know, however, that one of the biggest myths in job hunting is that all employers
advertise their job openings. In fact, 75% of all jobs are not even advertised. The jobs are there,
but you won't find them listed in the newspaper. Common sense for many employers says that it is a
lot cheaper and faster to hire a relative, a friend, a person who has been recommended to them or
someone they met before. Otherwise, they have to go to the trouble of writing a job description,
filing paper work, conducting a search, and then, finally, hiring someone.

Internet Job Boards. The Internet offers immediate access to unlimited sources for job descriptions,
company information, and opportunities for matching potential employees with employers. It is
emerging as a valuable job search tool because it enables people to work together over time and
space. It is job hunting at a distance, but can still be very personal.

It has been estimated that there are more than 30,000 electronic job boards worldwide, where you
can read about job openings and post your resume. You have already visited some websites that
provide such information and services. New technology will make such websites even more efficient
and useful. For your convenience, a short list IS provided in Figure 9.7 (external link 11).

One trend is toward more interaction among job seekers and potential employers. There have been
some interesting efforts being made in the area of video streaming and real-time interviews, but it is
still a costly process under development. Another trend is to offer websites that specialize by
profession and by categories of job seekers. It is an attractive tool because it can be less
expensive for employers who cannot send representatives to all college career days and fairs.

Although online job searches are becoming more common, a recent survey found that only one job
seeker in ten finds a job online. The same survey noted that more than 50 percent of job seekers
complained that their online efforts "seldom or never" resulted in an interview for a job that matched
their qualifications (Ducat, 2000). At the moment, the more technologically qualified candidates seem
to be having the most success.

Mary-Ellen Mort (2011) is the creator and director of JobStar http://jobstar.org/(external link 12), a
California based public library website for job search and career information that serves 17,000 daily
visitors. She wrote about the hidden or invisible job market and among her many insights she said,
"Most job searches fail because the job seeker obeys the dictates of common sense. It's not until
the job seeker runs out of relevant ads or sends hundreds of electronic applications into the
cybervoid, that anyone suspects a problem."

Too often job seekers conclude that the fault lies in them- in their qualifications, work history, or
Resume - when the real error lies in their conception of how the job market works.

There is a huge desire to have the Internet job board sites be a place for "one-stop-shopping."
Monster.com, for example, attempts to do that. Millions of job seekers spend many hours posting
their resumes and searching the site's database because Monster.com appears to offer a
common-sense approach of matching employers and employees.

Mort went on to say that if you look at data, the numbers show that what Monster.com really does
best is attract job seekers and store their resumes. It does not excel at connecting a wide range of
applicants with the best jobs in their communities. First, there's the huge disparity in the number of
job seekers (41 million per month); client/employers (95,000); and available jobs (1 million).

Mort concludes, "That's roughly one job for every 41 job seekers, 15 resumes in the resume bank
for every job listing, and 400 job seekers for every employer. Those aren't great odds for the
candidates."

The websites with job boards have a very broad scope and their databases are similar to looking at
all the job ads that appear in the latest issue of your Sunday newspaper. It's overwhelming, despite
attempts to organize jobs into categories for an easier search.

At Monster.com, employers must pay to post jobs or search the resume database. But few
employers ever find employment mass marketing effective, even though the cost is relatively low,
especially for large companies ($305 to post a single job on Monster.com for 60 days vs. $1,000
day for an ad in a major newspaper).

A similar commercial program is CareerBuilder.com http://www.careerbuilder.com(external link 13). It
is considered the U.S.'s largest online job site, with more than 20 million visitors and over 1 million
jobs. The company offers a vast online and print network to help job seekers connect with
employers. It has formed more than 800 partnerships with career centers that reach national, local,
industry and niche audiences.

More than 250,000 employers take advantage of company's job postings and an astounding 18
million-plus resumes. Millions of job seekers visit the site every month to search for opportunities by
industry, location, company and job type.

According to a recent study of hiring behavior by six large employers, fewer than one in 100 of their
new hires is made at large job boards like Monster.com. The percentage of hires made through
Monster.com's largest competitors (HotJobs, CareerBuilder, and Headhunter.net) range from four in
1,000 to two in 1,000 (Mort, 2002).

Many students are drawn to the idea of working for brand name companies like Johnson & Johnson,
Microsoft or IBM. Yet, the majority of Americans work for companies with 100 employees or less.
These companies usually don't attend career fairs. They don't pay to advertise positions in large
markets or online job websites. They depend on the more traditional methods of hiring, which Richard
Bolles of What Color is My Parachute fame has called the "Neanderthal job hunting system.''

Does this mean that you should not use the Internet as a job search tool? No. It suggests that you
will not want to rely entirely on such a strategy and that, despite having vast appeal, it is limited and
probably suited for some job openings more than others.

Networking. John E. Kobara and Melinda Smith of HelpGuide.org (2012)
http://wwwhelpguide.org/life/job_networking_how_to_find_job.htm(external link 14), said, ''The best
way to find job opportunities is not through online job boards, the classifieds, or employment
agencies-it's by talking to people around you. Your network of friends, relatives, colleagues, and
acquaintances is a valuable job search resource. Networking may sound intimidating, but it can be
rewarding and fun, even if you're shy or feel like you don't know many people." They went on to
describe networking. You likely know more people than you think and can reach out to them. They
also suggested improving communication skills, focusing on relationships, maintaining your network,
taking advantage of strong and weak ties. Networking refers to the process of developing and
maintaining contacts who can help you in your search for employment. For example, many job
openings are filled before they are advertised, creating what has been called the hidden or invisible
job market.

Information about available work is circulated through an employer's network of managers, business
associates, friends and acquaintances. Networking is a job hunting tool that helps you tap into this
hidden job market. Participating in Information Interviews is one way college students can add
contacts to their job search networks.

According to one study, 64 percent of the almost 7,500 people surveyed said they found their new
jobs through networking. Networking is consistently cited as the number one way to find and get
jobs.

Networking is the art of building alliances. It's not contacting everyone you know when you are
looking for a new job and asking if they know of any job openings. Networks are cultivated and they
start long before a job search. Furthermore, networks are most effective and sustainable when they
are mutually beneficial.

Some of the best advice about networking has been posted in articles that appear in The Riley
Guide, which appears online. http://www.rileyguide.com/network.html(external link 15)

A list of different websites with tips and pointers is available. Here are a few examples:

A Good Network is a Circle of Friends by Nick Corcodilos
http://www.asktheheadhqnter.com/hanetwork.htm(external link 16)

"Networking" is an unfortunate term because it implies connections but ignores the importance of
true relationships. Networking isn't about the quantity of contacts you make; it's about the quality of
relationships you enjoy. The problem is that good networking takes time and it takes a personal
investment in the relationship."

Diane Darling is the founder and principal consultant for Effective Networking, Inc. and has authored
two books on networking. She says, a quick telephone call ("low tech") can sometimes be more
efficient and effective than many e-mails ("high tech"). When the economy took a turn for the worse,
people discovered the value of networking. They called people in a panic asking for referrals or job
leads. It should be obvious, "Build relationships BEFORE you need them."

Losing a job may feel like your worst nightmare, if you're a reserved person. However, you need to
do what every shy person hates most: talk to people you don't know, to land a new position quickly.

Networking isn't a process of making cold calls to people you don't know. It's talking to people you
do know or asking them to introduce you to others. It does not have to be a calculated and
scheming process of meeting and greeting people. It's much better done on a more informal basis.
Consequently, the key is taking enough time to become better acquainted with people. As you get
to know them, they know you, and a favorable impression makes it easier for them to be of
assistance.

You can expand your network by attending various events and taking an interest in who is there. As
you get to know new people, even casually, you are building a network.

"Don't rely on the want ads!" said one career coach who helps people find jobs. "The vast number of
jobs available at any given time never make it into the want ads. How do you tap that hidden job
market? You probably know the answer: networking!"

Brad Karsh was interviewed on CNNfn, a financial news program, and he shared his ideas about
networking and some hints about making contact with employers
http://www.youtube.com/watch?=m5QpSRhvClE(external link 17)

Here are some networking resources you might consider:

- Alumni from your college or university-Get contact information for people in your area of
interest from your college career center or alumni office.
- A professional association for your field-Most cities have chapters of professional groups.
Check to see if there is one for your field in your area.
- People in the field-Are there workshops, seminars, or presentations that match your career
interests?
- Contact organizations where you would love to work-Let them know that, although they may
not have a position available at this time, you would like to be considered for future openings.
Tell the company why you are interested and what skills you have to offer.
- Volunteer-Find an agency or group that needs people with your talents and interests, and get
involved. You may meet some people (or people who know people) who can be helpful in your
job search.
- Consider taking a less than perfect job that positions you for a better one-Internal candidates
often have an edge.

Most people hear about jobs by word of mouth. It makes sense to let people know that you are job
hunting. It may be a relative, friend or a casual acquaintance who provides you with a significant lead
to a hidden job opening. Networking is a tool that can positively affect your job search and every
aspect of your life.

Direct Contact. This method is generally known as "cold calling." In today's job market, it is neither as
desperate nor as aggressive at it may first seem. In fact, if you want to tap into the hidden job
market, it makes sense to give it a try. You begin by putting together a list of potential companies
and businesses to contact.

There are many ways to go about this. You might, for example, track down some job leads by finger
walking through the Yellow Pages to find the names of companies and firms in your field who are
located in the area. After researching these employers, you can visit them and make inquiries about
job opportunities

One study showed that 24% of those looking for employment found work as a result of making a
"cold contact," when no job was posted. Even if no jobs are available at the moment, someone in the
company might have a recommendation or something else for you to consider. Your cold call contact
may become part of your networking process. A student who is bold enough to make a cold contact
can also impress an employer because it shows positive energy, enthusiasm, and assertiveness.

Headhunters. The ancient custom of head hunting is now banned in Borneo. It is no longer officially
practice by the lban tribe, but it remains on important port of their heritage. Skulls still hang from the
ceiling of the longhouses where former headhunters lived. Dances are still performed to celebrate
these trophies, which supposedly enhanced the hunters' strength and survival. The more prestigious
the challenger, the more powerful the prize.

Headhunting is practiced in the United States, but in different form. It may even have its namesake
from the lban legacy. Company executives celebrate and dance with joy when a person with great
promise has been recruited successfully from among a host of applicants. To senior management, a
high-quality applicant is like a prize won by a headhunter, or recruiter, who was sent on a mission to
find the best candidates for a particular job or position. The headhunters, if they have done their job
well, can make the hiring process much easier, more efficient, and rewarding.

When company management does not want to take the time or energy to advertise and sort through
hundreds of job applicants, they hire a "headhunting agency." It is this agency that organizes and
conducts a specific job search, looking for the few candidates who can eventually be recommended
for a final decision by management.

A headhunter can use all the same job hunting tools that you would use. The difference is that while
you are looking for a job, they are looking for you. The headhunter is the one who posts
announcements, collects a1d sorts through resumes, conducts interviews, and eventually narrows
the pool of candidates. Typically, headhunters work for large companies or industries that are
flooded by applicants or when an executive search is required and only a few people would qualify.

Headhunters typically charge companies the equivalent of 20% -35% of a hire's yearly salary when a
position is filled. This may seem like a lot of money, but to some companies it is less expensive to
contract with a headhunter than it is to sacrifice the time, wages, and energy of current employees.

There are two types of executive search firms to know about. First, there are contingency firms
used by companies where salaries are less than $100,000. These firms receive payment only if the
candidate is hired. Secondly, there are retainer firms, who hunt for executives when salaries are
higher. In most cases, specialized candidates are needed and a company wants to persuade a
person to leave an organization and work for them.

One such recruiter said, "Don't take it personally ... but of 200 candidates uncovered in an initial
search, perhaps 50 will make the first cut, five will be finalists, and one will get the job. However, the
recruiter makes money when he finds a person a job, so it doesn't help to have interviewed with a
recruiter or headhunter and be on a list of potential candidates.

Headhunters and recruiters can be a tremendous resource to your job-search efforts. They are
privy to a great number of opportunities in the hidden job market. They are experts at presenting
candidates' best selling points. They also act as go-between for a candidate and employer, allowing
the candidate to gain feedback.

Headhunters are a relatively new phenomenon in the job market. Not everyone uses such severe
language to describe recruiters. They can be viewed as guardians of strategic hires. One said, "Let's
face it, we're are glorified agents and negotiators. We're in the business of finding bodies with good
heads on their shoulders. And, we want the top prizes."

Preparing Resumes, Portfolios and Cover Letters

Your professional resume is one of your most important job hunting tools. As you begin your search,
"Remember, don't leave home without it."

A resume is a written document that lists your educational background, work experience and skills. It
is a marketing tool and a brief introduction to who you are. More than information, a professional
looking resume reflects a professional person. A sloppy resume implies a sloppy person.

By itself, your resume is not likely to get you the job that you want, but it can help get your foot in
the door. Some employers have many applicants for a job and a stack of resumes to review. What do
they look for? How can you construct a resume that will compete and make you a serious candidate
for consideration?

From the perspective of a hiring company or organization, your resume is your initial promotional
brochure. It is a brief advertisement that is designed to highlight important areas about you that are
related to the job for which you are applying.

Viewing your resume from a marketing perspective can help you stay focused and develop an
effective presentation. It cannot "make the sale" any more than an advertising brochure can sell you
a car. You still want to ask questions and test-drive the car, but chances are the brochure has you
already moving in the direction of buying it, unless something happens when you see the car to
discourage you. It's the same for resumes.

Constructing An Impressive Resume

The first step to creating an impressive resume is to determine what you're trying to accomplish.
Recruiters or hiring personnel are busy people who don't want to waste any time trying to figure out
what your career goals are. If they aren't sure, then they will just move on to the next resume.

Your resume needs to motivate the reviewers to want to invite you for an interview. You want the
chance to talk with them ir person so you can clarify and provide more information, as they ask you
questions. If the resume is part of the interview process, then it needs to draw attention to those
things that you want to talk about and use to sell yourself. It's important to be honest and not
exaggerate the facts, eve1 though you are eager to be noticed and compete.

The statement that a person's resume gets a 15-second read is not too far from the truth. In fact,
15 seconds may be a generous assumption. In reality, if a resume is one among dozens, it must
capture the recruiter's attention in the first five seconds to avoid being passed over. You can
greatly improve your chances by giving attention to your format, using appropriate keywords, and
highlighting your accomplishments.

Most resumes are one or two pages in length. You can be prepared to provide more history and
details in an extended but separate, list, if needed. If you have considerable work experience,
special accomplishments, or an unusual but relevant history that you want the employer to know
about, then create a professional vitae and make it available.

Of course, you are free to develop your own resume and to cast it in a way that you think creates
your best one-page advertisement. As long as it provides an overview of your education, work
experience and related skills, then probably it will be suitable. It's not meant to tell everything about
your studies, work history and the things that you can do. You select and present information that
will persuade the employer to include you in a list of viable candidates.

Custom suggests that certain information be included in your resume and there are some standard
categories that are usually included. Keep it concise and targeted. Hiring managers often sort
through hundreds of resumes to fill one job opening. Make it easy on them by keeping the items on
your resume short and to the point. These factors, custom and brevity, do have a limiting effect on
just how creative one can get and still convey the necessary material.

There are numerous templates for developing resumes available in career guidebooks, CRCs, and
online. You can tailor yours to best match your occupational choice and personal qualifications and
preparation. Further, you can tailor a resume to match an employer's particular needs and interests.
The key is to research the hiring companies so that you can adapt your resume toward them. You
can find information about an organization through company brochures and materials, the Web,
newspaper articles and perhaps people who work there.

Contact information. At the top of the first page will be the basic data that identifies you: name, title,
address, phone number, and e-mail address. Since certain personal information is considered to be
irrelevant to your ability to perform a job, items such as age, gender, ethnicity, marital status and
country of origin should be excluded.

Objective or Qualifications Summary. These are fast, effective ways to hook the reader into looking
at the rest of your resume. Both methods give focus to a resume and quickly orient the employer to
your potential value to the company.

A career objective can be a great way to start your resume if you know exactly what you are
applying for. If you include an objective, be specific and stay away from vague statements that say
nothing substantial about your career goal (e.g., "seeking a challenging position with potential for
growth and advancement"). A more specific example is, "A position as a Support Specialist allowing
me to use my skills in the fields of computer science and management information systems."

If there are several potential positions for which you might qualify, or if you can't be specific about a
targeted job, or you are using your resume for a general purpose (e.g., job fairs), then a
qualifications summary (or profile) would be better for you. Spotlighting skills can be quite appealing
to employers, and the keywords used in such sections can be an important element of a resume
that's electronically scanned.

Recent graduates often have difficulty getting the jobs they want because employers generally hire
someone with more experience. In this case, you may want to emphasize your adaptive skills that
could overcome a lack of experience. On the Internet, you can find numerous websites and
webpages dedicated to helping job seekers refine their resumes. For example, Career Owl
http://www.careerowlresoqrces.ca/Resumes/Res_Frame.htm(external link 18) presents examples of
both career goals and summary statements.

Education. In this section you will want to include information such as degree, college or university,
date of degree, major field of study, minors, and relevant courses. You might list any special
certifications or honors you have received.

Work Experience. Here you will list your work and internship experiences, indicating where and when
the employment took place. In addition to your job title, add a few words or phrases to highlight
work activities, projects and responsibilities. Key words can make this section more alive and
generate the employer's curiosity about your experience. Doing this section well could help you get
to the first interview where you could expand on what you have done and accomplished.

Related Experiences. This is where you might list things that you have done or accomplished that are
related to the job. For example, if you are applying for a middle school teaching position, the time
you volunteered to be a counselor for a few weeks at a youth camp could be listed. This is also a
place to list any leadership activities that you had while attending college.

Skills, Honors and Activities. List any special skills you have developed, such as computer, leadership,
tutoring or research. You might include academic, professional or community organizations to which
you belong. Listing extra-curricular activities or hobbies is optional. The key is to include only those
items that will encourage the employer to see you as a good candidate. For instance, if you are
applying for a job with a sporting goods company, then listing some sports you enjoy or where you
have excelled could be appropriate.

References. This final sect on is a short list of references. Three will do. Include their titles,
addresses, phone numbers, and e-mail addresses. You will, of course, need their permission to
include them on your resume. Choose people who can speak about your abilities and character. They
might be current or former employers or college professors. Even though they may speak highly of
you, omit your grandmother and other family members who are cheering for you.

Electronic Resumes

If you choose to use an Internet SuperSite for job hunting, you will need to create an electronic
resume that can be used on the Web. All of the websites that have job boards provide tips and
hints that will help you build a resume that fits the format that they use. You will be coached through
the process. If you are limited to one page or must use their particular headings and sections, you
will have to make some choices as to what information you want to include. Some of those sites
appear in Figure 9 7(extenal link 19).

If you are constructing an electronic resume, then include key words that a company's computer
might use if the resume is scanned. Sprinkle in words, phrases or professional jargon associated with
a particular job. The best electronic resumes are plain, without a lot of special formatting features.
Although fancy and attractive on paper, special formatting features could be incompatible with the
computer system used by the company to which you are applying and cause scanning errors or
problems.

Resume Resources

If you decide to work with recruiters or an employment agency, then design your resume with them.
It is an important first step toward building relationships with these helpers. You follow their leads
and learn to do it their way, as they have the power to introduce you to y::>ur next boss.

Portfolios

Portfolios are expanded resumes. A portfolio typically consists of a folder containing the basic
resume and representative samples of your work as related to the job objective. The items in the
portfolio attempt to highlight some things about you and open an employer's door.

A portfolio may include photography, paintings, graphic art, models of projects, and journal articles
or writing samples. Words and an array of multi-media possibilities, such as sound, websites,
PowerPoint presentations, and scrapbooks are all possibilities. Portfolios are often used, even
required in businesses and organizations that rely on creativity.

For instance, in addition to a resume, a marketing specialist could show a potential employer a
portfolio with fliers, brochures and ads that were created in previous jobs. For a marketing student
with limited experience, the folder might include copies of term papers, assignments, projects and
samples of work completed in an internship.

A portfolio can be a useful tool during a job interview or perhaps when you are attending an
Association meeting and networking. It might also be used to provide tangible evidence of ideas that
you want to develop, such as a projected business plan or advertising brochure. It can also contain
a mini-proposal, suggesting a project that might appeal to an employer.

Portfolios have a way of breathing life into the search process. It is much easier for an employer to
visualize how you might fit into the company's plans when they can see first hand some of your
previous work.

Cover Letters

A cover letter accompanies your resume or portfolio. It tells a potential employer that you are
available and would like to be considered for employment.

The cover letter is short and to the point. The one-page letter, limited to three paragraphs, can
highlight one or two skills in order to show how you can fill a prospective employer's needs. For
example, in her cover letter, one woman pointed out that her experiences in sales, inventory, and
customer service with a wireless services company had provided her with the skills needed to fill a
department management position in a large consumer electronics store.

Do your homework before writing the cover letter. It should be addressed to a specific person,
whose name is spelled correctly and with the proper title. Appearance can make a difference. Little
details count and add up. It is regarded as a sign of laziness to send out a cover letter that is not
tailored to the specific company or potential employer.

The basic principles of letter writing need to be followed, so double-check for any spelling errors or
typos. In fact, it would be wise to have someone with fresh eyes to check it over also. In the letter
you ask for an interview and appointment, indicating that you will be happy to meet at a convenient
and mutually agreed upon time.

Collegegrad.com http://www.collegegrad.com/(external link 20)

provides a series of brief articles that examine the need for and value of cover letters. A sample
letter is provided at the website.

The cover letter introduces your resume so you need not elaborate. However, a few words and
phrases can provide the right touch you need. The letter might also draw attention to someone who
encouraged you to apply for the position or perhaps someone in the company whom you talked with
earlier. While the letter can express your individuality and style, it should be done within the context
of the employment situation.

Interviewing for Jobs

Although a resume and cover letter can attract the attention of a potential employer, it is the job
interview that really opens the employment door and gives you a chance to seal a deal. All jobs
require an interview, even though the format and procedures vary from one to another.

The Interview Game

Typically, you meet with a representative of a company and talk privately. This might be a first step
in the organization's hiring process and other interviews could follow, provided that both you and the
company are still interested. Or, you might face a panel of interviewers who ask questions. You could
be placed in a group and questioned along with other applicants.

As part of a screening process managers at different levels could interview you before a company
makes a decision. Job interviews, in one form or another, can take place by phone, on campus, at a
placement center or job site, or maybe by videotape. If you do well and still want to continue, you
might be invited for a more in-depth interview.

You have to be prepared for different situations and know how to play the Interview Game. Although
there seem to be few rules, there are some customs and guidelines. An awareness of them and
preparation before the interview can enhance the chances of your feeling satisfied with your efforts
and being successful.

You can assume that a job interview is a formal meeting, no matter where it takes place- an office, a
conference room or a hotel. It's possible to meet in unconventional and informal settings, such as a
restaurant or a hotel or airport lobby, but it is to your advantage to still view the occasion as an
official one and act accordingly.

In almost all cases, job interviews are the "make or break" factor in whether one lands a job. This
makes it very surprising to find that most job seekers approach interviews with a cavalier attitude
and without preparation. They apparently wake up the morning of the interview, take a few deep
breaths, and hope for the best. Unfortunately, walking into an interview cold doesn't work very well.

Interviewers know that human capital is the biggest expense any organization has. When all is said
and done, a wrong hiring decision costs a company time and resources. Through a series of well
thought out questions, a skillful interviewer will use the interview process to identify the best
candidates for a job.

The Interview Game is a serious one that can be won or lost within seconds. First impressions are
lasting. By implementing some simple strategies, you can greatly improve your interview
performance. For instance, no interviewer will tell you what you are expected to wear, but the
person will measure your maturity and judgment partially by your appearance. The best candidates
know how to dress the part and are aware of the role they are playing. They have also given some
thought to how the game might play out. They are prepared.

Preparing for a Job Interview

It is important to remember that a job interview is a two-way street. It is a chance for you and the
interviewer to get to know each other. It is an opportunity to obtain more information, assess the
position and company, and then decide if it is a good fit. The interview allows you to gain insight into
the job and the organization, and it enables the employer to determine if you have the skills and
abilities needed to be an effective member of the organization.

With this in mind, the first step is to do some research on the company. It allows you to tailor
answers to questions in a way that speaks to company needs and interests. Researching a company
and being able to use company names, basic terminology, and general information tells the
interviewer that you care enough about the job to do some homework. You are familiar with the
company's mission and goals. In addition, it helps you decide if the job and its conditions match your
expectations.

What do you know about the job and the role it plays in the company? What do you imagine yourself
doing in that position? What is the salary range for this type of work? What can you learn from
reading current periodicals and trade journals about the current trends in the organization's field?
Who are the firm's competitors and who are the primary customers or clients? What is the basic
structure of the company? What are the names of the company's owners, officers, or managers in
the area where you would like to work?

The answer to these and other questions may not be easy to find. This is especially true when a
company is small or privately owned. Begin with the Web and then examine company brochures or
public statements, if available. You also know that such information is intended to cast a favorable
light on the organization. Yet, the more you know about the company, the more competitive edge
you will have among applicants.

The Four Parts of A Job Interview

What do you imagine will happen during the interview? In general, you can plan on being there about
30 minutes - the typical time period. Even though an interview might be shorter or longer in duration,
there tends to be four distinct parts that affect the flow of events.

Part One: Introductions. The first 5 or 10 minutes are usually given to talking casually, which helps
people to relax a little, open up lines of communication and establish some connection. Most
interviewers like to ease into the heart of the task and use a little bit of idle chat to reduce tension
and create a friendly atmosphere.

When you walk in the room the very first impression you make on the interviewer will influence the
rest of the interview. It is important that you introduce yourself, smile, make eye contact and shake
hands, all in a friendly manner. The first question may come to you as the interviewer invites you to
sit down. It's probably something light to break the ice or to help put you at ease. It could be
something like:

- How are you today?
- Did you have any trouble finding us?
- What do you think of the weather?

Of course, you answer politely without going into too much detail. Rather than worry that time is
being wasted in talking about meaningless topics, enjoy the conversation and settle in for the more
serious parts of the interview that will follow.

No matter how much you want or need a job, you cannot pretend to be someone you are not. Be
honest. It won't help to answer questions the way you think they want you to if it is not part of who
you are. Genuineness is a character trait that most employers appreciate because they assume it is
an integral part of being honest and trustworthy.

Your manner of being with people is being noted. Your abilities to establish friendly relationships and
to express yourself in an intelligent and organized way are being measured. It starts from the time
you first meet and shake hands.

Part Two: About You. In the second part of the interview the focus shifts to you. Skilled interviewers
subtly move a casual conversation into an exchange of more specific information and levels of
communication. This is when the interviewer asks questions about your background and the things
that you do. You are now going beyond the basic information that appeared on your resume or in
your portfolio to provide a more complete picture of who you are.

This is the time when you describe in more detail those experiences and skills that make you a good
candidate for the job. Most people are hesitant to brag about themselves for fear that it will offend
others. You may have been taught to be humble and avoid boasting about your ability or
achievements.

However, this a time when you must stand up and be counted. You don't h3ve to apologize for
talking about yourself. In most cases, it is the choice of words used to describe your achievements
that determine how comfortable others are when listening to you.

Have you ever heard someone begin a statement with, "I don't want to brag, but..."? Then, of
course, they do. How do you feel when someone says, "I'm the best ever when it comes to..."? Or, "I
just blew them out the water." Or, "I'm unbeatable when it comes to..." These statements seem to be
a little over the top and too casual to be used in a formal interview.

You can give yourself a little wiggle room with such statements as, "One of the things I do best is ... "
"I was really happy when I was able to ... " "One of my strengths might be ... " A few simple qualifiers can
soften the language but still make it clear that you excel in some things that are relevant to the job.

You can also frame perceived weaknesses in a positive light. "I like games and enjoy the competition,
but when I'm behind or losing I can get very intense and forget that it's just for fun." The interviewer
will be interested not only in what you say, but also in how you say it.

There is no need to be defensive, but you might want to explain how certain things did or did not
develop that put you in your current position or led you to make certain choices that affected your
career development. Likewise, you don't want to monopolize the conversation or digress into a long
story that prevents the interviewer from asking further questions.

The interviewer leads the "Nay and, given the time limit, you respond with brief replies and examples.
However, don't confine yourself to simple yes or no answers. Give brief examples when you can and
let the interviewer, if interested, ask more questions that let you expand and go into more detail.

It can be helpful to think about the possible questions that could be asked and then imagine how you
might answer them. You can do a mental rehearsal of the interview. You might take part in mock
interviews, where a friend or perhaps someone at the campus career resource center plays the role
of an interviewer and then gives you feedback on your performance.

Here are some sample questions.

- What can you tell me about yourself?
- Why do you want this job?
- Why did you apply here?
- What are your career plans?
- Where do you see yourself five years from now?
- What are some of your strengths that will help you in this job?
- What do you need to improve upon?
- Why should I hire you?

Some other possible questions can be found in Figure 9.8(external link 21). How would you respond
to them? You can think about answers, but it is even better to practice by responding aloud. You
can even try one or two in the bathroom alone after you finish brushing your teeth.

Many people fall short in interviews because their answers focus only on what they want in a job and
how they are qualified for it. Certainly, interviewers want to know more about you as a candidate,
your background and qualifications, but they also are thinking about the needs and interests of the
organization. How would you fit in? Would you be a good team player? How would co-workers
respond to you? Are you the type of person who will be a credit to the company? And, finally, will
you help them accomplish their goals?

Therefore, the more you can provide answers that are tied to a company's mission the more
favorable impression you are likely to make. This is one of the reasons you research the company
and try to visualize how your interests and needs match.

Relax as best you can. Slow yourself down and take your time while participating in the interview.
After a question is asked, rephrase it into a statement and spend a few seconds, formulating an
answer. Avoid blurting out answers without thinking first, which can happen when anxiety is taking
over.

Rich Alexander speaks about several career issues. He provides a brief presentation that highlights
common interview questions

http://www.youtube.com/watch?v=JYql0mAp2AY(external link 22). You can listen as he speaks of
five basic principles to consider when answering questions in a job interview: 1) Listen to the
question; 2) Be honest; 3) Be positive; 4) Answer only the question asked; 5) Give a structured
answer. The way you answer a question is often as important as the answer itself.

There are quite a few unfair questions that a potential employer cannot require you to answer.
According to federal law -- the Fair Employment Practices Act, the American Disabilities Act, and
other governmental regulations -- you cannot (should not) be asked discriminating and illegal
questions. They are not permitted because they solicit information that should not play a part in
hiring decisions. Of course, that doesn't keep people from asking them, so you have to be wary of
illegal questions.

The following are unacceptable areas for questioning. Some employers may require information that
falls within these categories, but it must be related directly to tasks required on the job.

- Marital status
- Nationality
- Race/ color
- Religion
- Sex/Gender
- Birthplace
- Birth control practices
- Disabilities
- Names of relatives

Interviews can get personal, so you want to be ready. Questions about family and physical health, for
example, can be asked if the employer is concerned about the impact of travel away from home or
carrying or moving equipment.

If a question seems too personal or inappropriate, you might ask, "Is this something that's important
to your hiring decision?" If the interviewer persists and you don't want to answer, you could say, "I'm
sorry but that question makes me uncomfortable and I'm choosing not to answer it." You could add, if
you want to hammer the point home, "You know, by law, I’m not required to answer that kind of
question." You politely and courteously refuse to answer.

You don't want to come across as self-righteous or uncooperative and you want to present yourself
as honestly and directly as you can. Interviewers who are poorly informed or inexperienced may not
be aware of the inappropriateness of some questions.

A question may be an innocent one and not intended to discriminate. You may be able to respond
more diplomatically if you can give the benefit of the doubt in such a situation. If you can tactfully
change the subject or steer the question in another direction, you might be able to avoid a
confrontation that could reduce your chances of being employed.

It is really up to you whether or not you want to answer illegal questions. You can reframe them, if
you choose, so that they are less offensive. This enables you to keep the interview on track by
being positive and redirect the focus to the job requirements. Let your instincts guide you.

Part Three: About Them. This segment begins when the interviewer seems to have a grasp of how
you might fit into the organization and knows more about your abilities, ski Is, interests and
motivation. If the interview is going as you hoped it would, the conversation can now shift to
discussing the company and more specifics about openings available.

This is a time to reflect on what has happened to this point and the inform3tion that you want to
know about the company. You know that you are going to be asked quest ons, but it's wise to have
your own questions ready to ask, ones that may not have been answered as part of the give and
take process of the interview so far.

What information is still missing that you need or would find helpful in making your own decision? You
ask such questions, recognizing that some details of the job might too long to explain at this point
given the time limits of the interview. If your questions can't be answered at this point, then you may
want to follow up with them later before accepting any offers.

Part Four: Closure. This is the concluding segment. If you remain interested in the job and it seems to
be a good match for you, you can express your enthusiasm with such statements as, "I really like
what I know about your company and this job. It's one that I'd like to have." Or, "When you told me
about ... that was exciting and caught my interest."

You might try to find out where you stand by asking, "How do you think I match up with the job?" Or,
you may already have a sense of it and want avoid putting pressure on the interviewer. You could
move toward closure by asking, "What other information do you need from me?" or "When can I
expect to hear from you?

When the interviewer stands up, the interview is over. You smile and thank the person for the time
and consideration. Then, promptly exit.

The day has come when employers and potential employees are thinking beyond the conventional
job interview process. For example, how about Twitterviews? One ad company intended to hire five
summer interns based on responses to five tweets over five days. Those who respond with the
best tweets were job finalists. No one asked them for their resumes. For some companies, it doesn't
matter what a person is like in an interview setting. "All that matters is their online personality and
being tech savy," said one telecommuting employer.

Paper resumes may be a thing of the past. The Web has become the new resume and social
networks serve as mass references. One manager said, "The best talent isn't looking for a job. But,
they are mobile and socially connected. They are too busy with whatever they are doing to be
looking elsewhere, unless they are unhappy and wanting to get away to something else."

Still, there are some jobs where tweets and online interviews won't replace resumes and eye-to-eye
interviews. You probably won't see a CEO or a college professor hired based on a tweet or two. As
one director of personnel said, "I won't hire someone based soley on a tweet." But, she laughed, "I
would hire someone on Skype."

Video-Conference Interviewing

Interviews conducted via video-conferences are becoming more common in the workplace. Given
budget restraints, more global employee searches, it follows that using modern technology and the
Internet is an expedient and practical approach to interviewing job applicants. It has been found
especially helpful in the first round of interviews as a way to get the hiring process started quickly.

Video-conferencing can be a very attractive alternative to students at smaller universities and
colleges, where recruiters are less likely to visit personally and to rely more on resume information
and references provided in a portfolio. For example, the Career Center at Missouri State University,
Springfield, Missouri, has a designated area for video-conferencing and it's studio is equipped to help
connect students and potential employers.

The following are among some of the tips they provide to make the process a little easier and more
effective.

- View your interview as seriously as a face-to-face interview. Be on time and be prepared.
- Dark clothing is best suited for a video interview. Avoid fabrics with busy patterns and do not
wear solid white or red; these colors do not come across well.
- Speak clearly and slowly. You do not need to shout. Allow the other party to finish speaking
before beginning you· response.
- Small gestures and nervous habits are magnified on camera, so necktie-flipping,
hair-smoothing, lip-smacking, paper clip-twisting and pen-jiggling should be kept in check.
- Although the recruiter is not physically present in the room, assume that he/she can see and
hear everything that goes on there. Be careful of off-the-record comments. They might get
picked up and broadcast.
- Be sure the room has ample lighting. Test your video feed before the interview so you can
make any adjustments needed.
- Relax and be yourself.
- Smile!
- Avoid shiny, clunky jewelry, which can be distracting.
- Because transmitting signals can sometimes be delayed, wait a second or two to respond
until you are sure the speaker's comments have cleared through the system.
- Look into the camera while speaking instead of looking into the monitor showing the faces of
the long-distance participants.
- End the interview session by looking directly at the camera and offering a genuine thank you
and appreciation for the opportunity to be interviewed and participate in the conference.

Follow-up and Record Keeping

Thank You. After the interview is over, a courteous thank you note to the interviewer or company is
a nice and appropriate final touch. Again, you thank the person for taking time to see you and his or
her consideration. If you have a sincere interest in working there, you can add your hope with, "I'm
looking forward to hearing from you." Keeping in touch reminds the organization of you and of your
interest. The note, of course, contains your phone number and e-mail address to make it easy for a
quick response.

This simple courtesy could give you an edge in job hunting. In some situations, a hand-written note
on fine stationery is expected, but that is not always the case anymore. Just make sure you find out
the best and preferred way of reaching the employer, whether by regular mail, email, or fax. An email
followed by a hand-written note is often a safe route.

Phone Calls. Follow up with a telephone call to the employer within a week to ask about the position.
Continue to build rapport and sell your strengths curing the call. In a more aggressive profession,
such as sales, you're almost expected to prove your assertiveness by calling or emailing every few
days. Balance the aggressiveness of your follow-up with the field you are in. The challenge is to be
both patient (the hiring process may take longer than you expect) and persistent.

Many companies don't tell you their hiring decision (unless you're the one they're hiring), rude though
that practice may be. If no one returns your e-mails or voice mails after a few weeks, let it go and
move on.

Records. Maintain a careful record of all interviews, contact names, thank-you notes sent, referrals
made and follow-up actions. Job seekers who fail to maintain this information often lose valuable
contacts as well as credibility with prospective employers. Furthermore, keeping up on what you are
doing can help reduce anxiety and keep you focused.

The organizational system you choose is up to you. Most CRC libraries contain hard copies of
suggested forms and techniques to help you organize your search.

Job Offers and Negotiations

If you are offered the job, check your own needs and interests once more before deciding to
accept. Although you may be excited and eager to accept a job offer, you may still have some final
negotiations.

Before you negotiate. You will want to know something about how much the position typically pays,
how much you need to make, and the benefits that are important to you. In addition, know the points
you want to emphasize to make your case.

The job offer. When you receive an offer, express your interest in the company and enthusiasm for
the job. Obtain information about the company's benefit package and ask for at least 24 hours after
receiving the offer to make a decision. You may explain that your career means a lot to you and you
want to be very sure you are making the right decision. After you have reviewed the offer carefully,
decide which points you would like to negotiate.

The negotiation. If the offer suits you, your only negotiations may be about when you start.
Otherwise, begin by stating your appreciation for the offer and your interest in the position. Then
indicate what you were hoping to receive (name your figure) in salary or whatever you are
negotiating. If that isn't possible, you may explore other options, such as such as company
assistance with housing or a car, an earlier salary review, a signing bonus, or different options for
benefits. Be prepared to either express regret that you cannot accept the offer or to accept the
offer as it stands. Even if your negotiations do not succeed, you have practiced an important skill.

This is an area where new graduates may feel especially unsure. You may want to consult with
someone in your CRC for additional assistance or review some resources online. CollegeGrad.com
http://www.collegegrad.com/jobsearch/Successful-Job-Offer-Negotiation/(external link 23) offers a
number of guides related to successful job offer negotiations, including ways to evaluate offers and
some advice about negotiation techniques.

Quintessential Careers http://www.quintcareers.com/job-offer-tutorial/(external link 24) provides a
comprehensive tutorial on job offer and salary negotiation, including cautions for new graduates.

In some instances, the salary will be fixed, such as in government or public service agencies and
organizations. In many cases, there is a range and you are likely to be offered a starting salary at
the bottom. It is up to you to work your way up. Some companies pay a base salary plus commissions
or bonuses, depending upon performance.

Too many times people look only at salary dollars and fail to take into account company or
organization benefits. Certainly, health benefits are a critical consideration given the ever-increasing
costs of health and medical care. The "perks" of a job must also be taken into consideration when
judging job compensation. Some examples of other compensation considerations include a company
car, fitness center membership, dental plan, flexible vacation times, on site child care services, or
celebration events and special rewards.

A common observation among older adults is that modern day youth want to "start at the top." "They
want instant opulence." "They don't want to pay their dues." And, this is true of some. At the same
time, most new college graduates are ready and willing to work hard to succeed.

There is nothing wrong with starting at the bottom of the pay scale, as long as there are
opportunities for advancement. Most employers view college degrees as only one indicator that a
person knows how to learn and may have enough ambition to be successful. It is no guarantee of a
high salary.

Learning on the job comprises at least 50% of what a person needs to know to be successful. It
takes time for most people to learn the territory, work through beginning mistakes, go through some
ups and downs, and settle into a comfortable but productive routine. Once this is accomplished,
most companies want to keep these valued employees and will figure out ways to keep the person
employed.

If you don't get a job offer or an acceptable compensation package despite your best efforts, your
dedicated preparation is not lost. It can pay off in time. You assess your skills and efforts and
decide what you will do differently the next time.

Using your job tools, you start another search. The next interview should be easier, as you will have
more experience. The key is to remain positive and not give up. Keep your goals in mind and
remember that persistent people achieve their goals by staying focused on their objective and
believing in themselves and the future.