GadBall Blog | GadBlog

Career assessments are unique tests that are designed to help job seekers understand how their personal attributes affect their career and satisfaction with a chosen career path. They mainly answer a simple question: “what job is right for you?”

Assessments might check multiple personal attributes such as your interests, job preference, values, motivation, and skills. There are multiple tests and flavors for each test. Most personal assessments are easy to complete because the questions are about the one thing you know best about: yourself.

GadBall offers O*NET Integrated Career Interest Assessment & Job Research tool called “Work Genius”. Job Seekers completing the Work Genius assessment on GadBall will identify personal interests; these are linked to matching occupations and matching local open jobs.

The Work Genius Career Assessment is designed to match you with the ideal occupation and job based on your interest profile. Your interest profile is determined based on selecting activities that you like to do and identifying activities you don’t like to do. It’s that simple.

Whether you are planning your future career, have a career but want a change, or just want some additional insight, try out the career assessment. You don’t need to be a GadBall registered user to use this tool but by creating a free job seeker account your answers will be saved on your profile.

When it comes to business, people want to feel safe and have reliable employees beside. That’s why they often recruit people through recommendations and it is your friends who can help you in your job search and spread the word about your talents and strengths. It’s not a rapid process but we’ll show you how to make it more effective.

1. Making your relationships work for you.
If we take a look into our address books, it turns out that each of us has a lot of friends and acquaintances who we haven’t reached out for quite a long time. Some of them are from school, some are from college, a hobby-group, a sport club, previous work, a volunteer organization etc. All of them do something, work somewhere and have a lot of friends. So it makes good sense to talk to them about your job search.

2. Establishing new connections.
It’s not so easy to make new contacts and build new relationships but it’s an essential component of any successful job search. Work out a system of expanding your connections – meeting new people both on your own and through third persons. There’s always a good possibility to join a professional association, attend business and cultural events where you can easily find connections that can lead to jobs or other work-related opportunities.

3. Achieving goals
The way you talk to people about your job search differs. So if you want to make it productive, first, prepare talking points and practice delivering them, formulate your employment goals precisely: who you are and what you want. Second, when you get a lead or a referral, ask for permission to use the name of the person who gave it to you. Third, keep a detailed record of your contacts as to whom you talked, about what, when and what the results were. You should have a precise system and think up the next step for each contact. The essential moment is your persistence. Furthermore, don’t forget to thank everyone who helps you and if there’s anyone interested in the progress of your job search inform them about it.

4. Helping others
Pay attention to the situations around you and offer your help to others when you can. Maybe there are job seekers like you who also need help so treat them as you would like to be treated. And then you never know when and from where a desired job offer might arise.

Be open to people, make new contacts, do effective talking and organize your job search in a proper way – all this will provide your job search success and even more. Of course, not all your friends will be deeply engaged in finding a new job for you but some of them certainly will be so that asking is the only way to find it out.

Author Byline: Resume Templates
Author Website: http://resumebuildertemplate.com/

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

GadBall entered the Department of Labor’s “Tools for America’s Job Seekers” Challenge. If you like us, help us win and recommend us.

In addition they feature a list of free resources to all job seekers and employers you might find beneficial.

Recommend here: http://dolchallenge.ideascale.com/a/dtd/20628-5847

During a job interview, people often have the tendency to provide answers which they think an interviewer wants to hear. This is especially so for questions such as ‘What are your career goals’ or ‘Why do you want to work here’, where a typical response is a re-phrased/grander version of what the company might have on their website.

For example – “I want to work in investment banking because of the fast-paced life and dynamic learning environment. I want to dedicate myself towards creating value-based financial solutions for clients, in order to help them maximize shareholder value. What attracts me to your company in particular is the focus on integrity and team work. I am also excited by the opportunity to work directly with senior management on the client’s side and diverse people within the company”

This is the wrong approach to impress an interviewer and usually comes across as fake/rehearsed/run-of-the-mill. Your interviewer has probably heard the same response from many people before you and his eyes will just glaze over when he hears another one. Also, often there is a big gap between what a company writes on their website/publicly and the reality on the ground.

Focus instead on what your actual thoughts and beliefs are. Communicate what is really important to you. It will be more believable and also different from most other candidates. If you have chosen and targeted companies which match your preferences, then this approach makes sense automatically. Having said that, if you are looking at companies which do not match all your preferences, then you have to be sensible/smart and not communicate things which are important to you but will certainly land you in the reject pile.

Also, there is no harm in adding a little bit of what the interviewer wants to hear. However, instead of relying on public information provided by the company for this, talk to people who have had direct experence working there, to find out what angle you should take.

Amit Puri is the Managing Consultant at Sandbox Advisors. He has over 10 years of business, career services and HR related experience, with companies such as Bain & Co, Morgan Stanley and Citigroup. Sandbox Advisors is based in Singapore and provides career management/advice, job search, interview, resume and HR consulting services in Asia.
Author Website: http://www.sandboxadvisors.com/insights/transition-job-search-strategy/real-job-interview

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Technology can be a wonderful servant … and an awful master.

To find work faster, remember that your goal with any gadgetry or software — from smart phones and email to Linkedin and Twitter — is to meet people who can hire you.

With that in mind, here are two ways to find a job — one high-tech and the other very low — from Australia. How can you adapt them to your search?

1) Tweet and Meet

Jade Craven (www.jadecraven.com), in Geelong, Australia, found work in August 2009 by doing a few smart things on Twitter.

She offered the following five tips to help you do the same.

1. Go to Tweetups

A “Tweetup” is a meeting of people who follow each other’s postings (tweets) on Twitter. Craven attended a Tweetup organized by a woman she followed on Twitter — the same woman who eventually hired her.

You can find Tweetups by monitoring tweets of people in your industry whom you’d like to meet — that’s what Craven did. You can search for Tweetups here – http://www.twtvite.com or here – http://search.twitter.com

For more on how to find Twitter users near you, read this article on Mashable – http://mashable.com/2009/06/08/twitter-local-2/

2. Provide Advice for Free

Craven regularly sent useful ideas to her future employer using the direct message (DM) function on Twitter.

You should do the same and share helpful tips in most of your tweets or DMs — it’s an excellent way to showcase expertise and build a following.

3. Connect With Connectors

Craven followed several people who enjoy helping and introducing other people to each other. The right “connectors” can help you meet employers. But don’t expect help from anyone before first providing it yourself (see 2. above).

Not sure who the connectors are in your field? Ask people you know. Or search Twitter (http://search.twitter.com).

4. Make It Known That You Are Looking For Work

Craven says, “I often talked about how I wanted to get a job at the end of the year” in her Twitter postings. This got the attention of the woman who hired her over lunch in August.

5. Offer To Help

Sharing your skills and expertise with others is a low-risk way for potential employers to size you up. “You don’t even have to do it for free -– you can do it at a reduced price,” says Craven, who found increased exposure for her work by helping others.

While this is a variation on “Provide Advice for Free” above, the repetition is noteworthy. It’s by helping others first that you create enough “psychic equity” to earn job leads later.

Bottom line: Craven used Twitter to meet people in the real world, forging a personal connection that led to a job offer.

(A big thanks to the folks at Twitter Tips [www.twitterusermanual.com] for passing this story on to me.)

2) Fax and Meet

Jennifer Lloyd, from Brisbane, Australia, found work using methods that were low-tech (fax) and no-tech (meeting employers in person).

The Brisbane job market is highly competitive, according to Lloyd, who faxed about 50 resumes and delivered another 150 in person to employers over a five-week period, from July to September 2009.

She writes: “I loved faxing instead of emailing. Someone has to see [the resume] and can’t delete it without looking!”

Lloyd got the names of hiring managers from online Chamber of Commerce databases, publicly available listings of businesses in a particular area. She also researched corporate web sites for contact information.

If a potential employer was nearby, she hand-delivered her resume. Companies farther from home were faxed, when possible.

In general, managers were pleased to meet someone willing to take the initiative and drop off resumes in person, according to Lloyd, who did encounter one rude receptionist, to whom she handed her resume anyway. If an office building required a security check or authorization to visit, Lloyd avoided entering.

Her results? “I was offered two jobs and am happily working in one now,” says Lloyd, who received one offer from faxing and another offer from delivering her resume in person.

Bottom line: Lloyd set a goal to deliver 10 resumes and fax 10 resumes every week day. By working her plan methodically and meeting enough people, she found work.

What do these intrepid Aussies have in common? They didn’t hide behind technology. Instead, they used it to set up meetings with hiring managers, or dispensed with it altogether and visited in person.

You can do the same, by using technology with discipline and clear goals … when you use it at all.

Remember: Nobody has ever been hired by a computer. You have to meet people for that.

Kevin Donlin is co-author of Guerrilla Resumes. Since 1996, he has provided job-search help to more than 20,000 people. Author of 3 books, Kevin has been interviewed by The New York Times, USA Today, Fox News, CBS Radio and others.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Last week, I wrote about four common frustrations found in the hundreds of emails I’ve received this year from job seekers across America.

This week, I’ll address two more problems and offer solutions to help you get hired faster.

Do either of these apply to you?

Frustration #1: There just aren’t enough jobs out there to apply for.

Solution: Let’s unpack this one …

When I speak to job hunters, in seminars, by phone, and via email, I ask the same question: “How are you looking for jobs?” Almost invariably, the answer is: “I look online or in the paper.”

So the actual frustration here is this: There aren’t enough advertised jobs to apply for.

Now. If you look only for advertised openings, as most job seekers do, you set yourself up for the sort of frustration most job seekers face.

You’re like a penguin, scrambling with 5,000 other penguins for a handful of fish scattered on the tip of an iceberg. (Visualize that.)

Pssst! If you dive below the exposed (advertised) part of that iceberg, you’ll find … fish (jobs). Plenty of them. And almost no competition.

In fact, for every job posted online or in the newspaper, I’ll bet there are at least four other openings NOT advertised.

Should you ignore advertised job postings altogether? No. Should you spend most of your time chasing them? No.

Spend no more than 20% of your day on posted job openings. Spend the remainder — fully 80% of your time — making contact with people at your target employers.

In other words, networking.

But ordinary networking will likely get you … ordinary results. And how are ordinary job hunters doing these days?

So, analyze your networking efforts to date. Ask yourself three questions:

1. What have I said to or done for people in my network that has led to interviews? Examples: Being useful to others by sending them news, information, leads, etc. to help them do their jobs. Do more of this.

2. What have I said or done that has NOT produced job leads? Examples: A 30-second “elevator pitch” that seems to fall flat, or conversations with personal (as opposed to professional) contacts. Change or stop doing this.

3. What will you do to meet your goals by this time next week? You must set specific, measurable goals in networking — and all your job-search efforts. Example: There are 40 people in your professional network and you want to add 20 more this month, resulting in four job interviews. When you break it down, that’s one person added to your network per weekday and one interview per week. Measure your progress weekly, correct as necessary, and you will reach your goals. But you can’t improve what you don’t measure, so start measuring today.

Frustration #2: After job interviews, I get no email, call or letter from employers. What am I doing wrong?

Solution: This has two parts. Stop waiting for employers to contact you. And find out what, if anything, you’re doing wrong in interviews.

First, ALWAYS take the initiative on follow-up. At the end of every interview, ask when the employer expects to make a decision. Tell them you will follow up by phone, giving a specific day and time. Then … call on that day, precisely at that time.

Congratulations. You’ve proven that you’re detail-oriented and organized — two traits every employer wants. If you get voicemail when you call, state that you’re calling as promised and that you will write, call, fax, or drop by (pick one) to follow up after this contact. Repeat as necessary.

Second, when it comes to interviewing, you can never be too good. Think of a major league baseball player analyzing his swing. He hits off a tee and with a batting practice pitcher. He videotapes his swing and watches it in slow motion. He works with a coach, etc.

Why all this work? If he can’t hit, he won’t play — and he won’t get paid.

Right now, if you don’t make a “hit” with employers in interviews, you won’t get paid either. So practice and analyze how you interview — video and/or audiotape yourself, review your answers, work with a coach (if necessary), and keep improving until you get hired.

Now, go out and make your own luck!

Kevin Donlin is co-author of Guerrilla Resumes. Since 1996, he has provided job-search help to more than 20,000 people. Author of 3 books, Kevin has been interviewed by The New York Times, USA Today, Fox News, CBS Radio and others.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Employee performance is an essential ingredient in any company’s ability to achieve its goals. Therefore managing employee performance is integral to business success. A well managed performance appraisal assists managers to assess and provide feedback to increase the competency of their team members. Developing skills, knowledge, attitudes and increasing team member capability are key objective of performance appraisals. For many businesses performance appraisals results in spending ‘time on the business’ to build capability.

Performance appraisals promote business development in the following ways:

1. Drive business performance
Facilitating performance appraisals means managers making an effort to communicate with their employees. Managers who care about the performance of their people and business will recognise the importance of providing feedback and assisting their team members to grow and develop. The performance appraisal is a proactive HR solution in driving business performance.

2. Improve employee productivity
Assessing employee performance against job expectations provides the opportunity to improve capability and productivity This is achieved by communicating how the person has performed and identifying key result areas (KRA’s) and behaviors s which with improvement will increase capability, productivity and profitability.

3. Identify specific areas for improvement
An effective performance review process will consist of a plan specifically aimed at improving KRA’s and behaviors that have been identified as requiring improvement.

4. Address poor performance
Conducting performance appraisals enables you to talk about performance and behaviour that has been previously identified where improvement has been required.

5. Identify future development requirements
Performance appraisals help confirm employees’ strengths and weaknesses and identify future competency requirements to perform their current or another role. Through targeted development, team members will increase their value to the business as they increase in capability.

6. Make informed employee decisions
Employee decisions regarding improvement, promotion, job changes, and termination can be achieved through the performance appraisal process. The process provides managers with the opportunity to empower and delegate responsibilities to team members.

7. Increase the organizations capability
Performed organization wide the performance appraisal process increases the organisations overall capability resulting in a competitive advantage – your people.

8. Recognize, retain and reward high performers
Having a strong link between effort performance and reward will motivate team members. Performance appraisals provide a HR solution which can be linked with intrinsic and extrinsic motivation methods, resulting in increased team member engagement and capability.

9. Improve profitability
Having a more capable, competent and motivated team will improve communication, productivity and ultimately profitability.

Businesses that see performance appraisals as a strategic method to develop employees benefit because the added competence further develops the organizations capability, competitiveness and sustainability.
Improve productivity & profitability

Author Byline: by David McGillivray
Author Website: http://www.sbstrategies.com.au

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Taking into account requests from our readers, we started a series of articles titled ‘Resume Makeover Series.’ The objective is to take you through the complete process of writing a resume, with best practices for each stage.

In our last article we advised that you should start your resume with a Power Statement. In this piece we round-off that discussion and talk about the resume Summary Section, which includes your Power Statement plus a few more bullet points about your most relevant skills/characteristics.

We recommend starting your resume with a Summary Statement, which is like your personal advertisement. It should give the reader a concise overview of your experience, skills and achievements. When writing your summary statement make sure that you focus on the job you are applying to, its main requirements and your unique selling points. Typically, the Summary Section is about 3-5 bullet points.

After the Power Statement, the Summary Section should contain a few points which highlight the important skills required for the jobs you are applying to. These skills should include a mix of technical skills as well as soft skills. Where possible, try to provide proof in the form of numbers and examples.

Here are some examples of skills/characteristics points for your reference:

[I am a] Competent problem-solver who resolved sales and shipping issues by creating internal customer-care system and saved 20 percent shipping; researched and delivered Web conferencing service for sales that saved 30 percent of travel budgets

[I am a] Visionary innovator who partnered with another programmer to create pioneering language-learning software that earned national attention; served as lead analyst for revolutionary legal document generating and tracking product

[I am a] Technical guru who provided direct support for successful million-dollar negotiation with major print vendor and completed many successful major conversions from mainframe to mini-computer systems.

[I am a] Strong communicator who was voted best specification writer – with least number of re-writes – by programmers and their managers.

Amit Puri is the Managing Consultant at Sandbox Advisors. He has over 10 years of business, career services and HR related experience, with companies such as Bain & Co, Morgan Stanley and Citigroup. Sandbox Advisors is based in Singapore and provides career management/advice, job search, interview, resume and HR consulting services in Asia.
Author Website: http://www.sandboxadvisors.com

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

We’ve all heard of the alpha male and female. The dictionary defines them as the dominant person in a group, the one everybody emulates and follows. The term was originally coined to describe behavior in wolf and dog packs, but for most of the 20th Century, it also accurately depicted the way we interacted in our careers. One person was on top, and the rest of us brought up the rear.

While wolves and dogs are stuck with this leader-follower relationship, however, we humans have an option. We can pull ourselves out of the back of the pack—out of the pack altogether, in fact—and assume a new role. I call it the “alpha career athlete.” It recognizes our innate ability to act as individuals and to set our own unique course in the world of work.

More often than not, the alpha career athlete still finds their employment in an organization. Most aren’t free agents or independent contractors. They work in teams, on projects and for departments and they report to a boss. Their on-the-job experience is similar to that of every other person in the workplace. What changes is their view of who they are working for and why.

An alpha career athlete works on themselves for themselves. They are interested in learning just how good they can be in their profession, craft or trade. They accept a job because it challenges them to be better than they have been, and they devote all of their talent to passing the test. Moreover, that same commitment to self improvement also enhances the value of their contribution to their employer. In effect, they protect their employment and preserve their paycheck by persevering in their determination to excel.

In Search of (Personal) Excellence

In 1982, Tom Peters wrote a business classic called In Search of Excellence. The book’s popularity was largely based on the author’s research into how companies achieved superior performance. It outlined a number of practices that other organizations could implement in order to achieve their own version of excellence.

What many readers missed, however, was the underlying premise of the book: success was best achieved through a commitment to excellence. If you wanted your company to prosper, it wasn’t enough to be good or even very good and certainly not mediocre or just enough to get by. The one sure pathway to prosperity was excellence.

What was true for organizations in the 20th Century is true for individuals in the 21st Century. Success is not achieved by being loyal to one’s employer or by knowing how things get done inside an organization. It is not assured with years of experience or even with a knowledge of the current state-of-the-art. What produces sustained career advancement in today’s world of work is a commitment to personal excellence.

It is what drives the alpha career athlete. He or she is “in search of excellence.” They are on a quest to become the champion inside them. This is not some quixotic adventure, but rather an entirely rational determination to express and experience the talent with which they (and all of us) were created. Alpha career athletes believe that, just as every company can achieve superior performance, so too can they. And they’re resolved to do so.

Companies, however, have Peters’ guidelines with which to work; alpha career athletes need something else. They need a set of practices that will engage, refine and unleash the excellence within them. What follows are what I think those practices must be:
I. Pump Up Your Cardiovascular System. The heart of your career is your occupational expertise. Re-imagine yourself as a work-in-progress so that you are always adding depth and tone to your knowledge and skill set.

II. Strengthen Your Circulatory System. The wider and deeper your network of contacts, the more visible you and your capabilities will be in the workplace. Make nurturing professional relationships a part of your business day.

III. Develop All of Your Muscle Groups. The greater your versatility in contributing your expertise at work, the broader the array of situations and assignments in which you can be employed. Develop ancillary skills that will give you more ways to apply your core expertise in the workplace.

IV. Increase Your Flexibility & Range of Motion. Moving from industry-to-industry, from one daily schedule to another or even from one location to another is never easy, but your willingness to adapt will help to keep your career moving forward.

V. Work With Winners. Working with successful organizations and coworkers enables you to grow on-the-job, develop useful connections that will last a career and establish yourself as a winner in the world of work.

VI. Stretch Your Soul. A healthy career not only serves you, it serves others, as well. A personal commitment to doing some of your best work as good works for your community, your country and/or your planet is the most invigorating form of work/life balance.

VII. Pace Yourself. A fulfilling and rewarding career depends upon your getting the rest and replenishment you need in order to do your best work every day you’re on-the-job. Discipline yourself and your boss to set aside time to recharge your passion and capacity for work.

All of us have the inherent capacity to be an alpha career athlete because all of us have an inherent talent that wants to be—deserves to be—discovered. Humans are the only beings, however, who can willfully choose to ignore their gift. And happily, they are also the only beings who can choose to recognize it. So, become the alpha career athlete you were meant to be; put yourself in search of (personal) excellence.

Thanks for reading,
Peter
Visit me at Weddles.com

Peter Weddle is the author of over two dozen employment-related books, including his latest, Work Strong, Your Personal Career Fitness System.

© Copyright 2009 WEDDLE’s LLC. All Rights Reserved.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

I got an email last week from Jim S. in New York. His job-search question may not apply exactly to you, but the mind-set I suggest to solve it should.

So, if you give me two minutes here, I’ll show you two ways to get hired faster, by playing to your strengths, and offering employers the equivalent of “found” money.

Ready?

Jim writes: “I have been a self-employed residential general contractor with some commercial supervision experience for 35 years. Last fall I had heart surgery and as a consequence, I am no longer able to meet the physical demands of the job. How do I best convey this situation to a potential employer and still get in the door?”

When Jim asks, “How do I best convey this [health] situation to a potential employer and still get in the door?” what he’s really asking is: “How can I bring up my health problems and still get an interview?”

This is common, backwards thinking.

Instead, of worrying about how to confess a negative, Jim should build a case for his strengths until they overcome any resistance in the minds of employers.

Here’s the question that Jim (and you) should ask instead: “How can I appeal so strongly to an employer’s self interest that any issues about my physical condition won’t matter — they’ll want to hire me for my brains and not my body?”

Put another way, there must be some management function Jim can perform in construction that can leverage his 35 years of industry experience and knowledge, without requiring hard physical labor. He should examine his work history until he can picture a suitable job.

Better yet, he should call past supervisors, vendors, and clients, remind them of the good things he did for them, then ask: “Given my knowledge and experience, what leadership role do you see me playing for an employer?”

This is one way to overcome obstacles of physical condition, age, etc.

Now, here’s a second way to get more job interviews …

Let’s say you find a wallet full of money and credit cards. On the driver’s license, it reads: “Warren Buffett, Omaha, Nebraska.”

Now. Do you think you might be able to meet the CEO of Berkshire Hathaway?

All you’d have to do is call Mr. Buffett and say, “I found your wallet. Can I deliver it in person?” You would enjoy making that call, having that conversation, and meeting Mr. Buffett.

Well, you can do the same thing with employers — get to meet them by offering to return their “lost” money.

How?

Research employers until you can call a hiring manager and say something like this: “Mr. Smith, I found some lost money that belongs to you. You see, I called your office twice posing as a potential client, and your staff didn’t ask me a simple question that my last employer used to increase revenues 35%. Can I meet you for 15 minutes this week and give you that information?”

You would enjoy making that call, having that conversation, and meeting Mr. Smith.

And if you brought your resume and more tips to help him in his business, a job interview would be the likely result.

Or, you can mail a letter describing your “found money” information, say you’ll call to discuss, and then call at the appointed time.

If you really want to stand out, fold up your letter and mail it inside a wallet to an employer. (Buy wallets cheap at any flea market or dollar store). The headline of your letter can read, “Is this money yours?” No resume needed.

The point is this: When you call to ask someone if they’re hiring, they’ll refer you to HR. When you call to return their “lost” money, they’ll hang on your every word.

All you have to do is research an employer’s business, industry, clients, and competitors, until you find one idea that can make or save them a sizeable amount of money.

Best part: You don’t need to create the money-making/saving ideas, just as you don’t need to create gold nuggets — you need only dig them up. Nobody cares where you found the gold (except for the I.R.S.).

If you can’t do this — if you can’t think of ways for someone in your field of work to make or save money — it means you have no idea why an employer should put you on the payroll. Instead of thinking of ways to earn a job, you are waiting for someone to give you one. And you are in for a long wait.

Kevin Donlin is co-author of Guerrilla Resumes. Since 1996, he has provided job-search help to more than 20,000 people. Author of 3 books, Kevin has been interviewed by The New York Times, USA Today, Fox News, CBS Radio and others.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.