Prepare for a Job Search

By Alison Doyle

Jobs Vacancy, Job vacancies, Employment Jobs

Sometimes, it happens by choice. Sometimes, you don't have an option. In either case, it's important to be prepared to change jobs - because you never know when it might happen to you. It's happened to me both ways. I've been laid-off and out-of-work at the end of a business day and had to turn in my company car the next morning. That was a tough one! I've also resigned and managed to stay on excellent terms with my previous employers. In the latter cases, it's been because I've always given plenty of notice, offered to help find and train a replacement, and offered to be available for questions in the future.

Take Care of the Basics

Whether you're about to hand in your resignation or you've just received a pink slip, it's important to prepare to leave and to prepare to conduct a job search. Take care of the basics first and check on eligibility for continuation of health and life insurance benefits, accrued vacation pay, unused sick pay, and other payments terminated employees may be entitled to. Keep in mind, that there may be a lag between when your current health insurance coverage ends and a new policy starts. If you've been terminated, ask your employer about eligibility for continuing cover through COBRA and file for unemployment immediately. You may be able to file over the phone or online.

When your work situation is unstable and you're not sure if you'll still have a job tomorrow, get ready to start, or even get going, on a job search now. Remember, you don't have an obligation to accept a new position if you get an offer. Plus, it never hurts to see what's available and, you never know, you just might get an offer you can't refuse!

How to Prepare for a Job Search:

Resumes and Cover Letters
It's important to have a well-written resume and compelling cover letters. Simply, resumes help get us interviews. A cover letter is often your earliest written contact with a potential employer, creating a critical first impression. Use our Resume and Cover Letter Guide to ensure that your job search correspondence is top-notch.

References
Plan ahead and compile a list of references and some letters of recommendations, so you're prepared when a prospective employer requests them. Get contact information for your co-workers, vendors, customers, etc. so you'll have it for future networking purposes.

Contact Information
Use non-work contact information for all your job search communications. That way, if your access is cut-off at work, you'll still be reachable.

• Phone - have a home phone or a cell phone with voice mail so potential employers can reach you
• Email - use a personal email account, not your work account

Reason for Leaving
If you've quit, or are planning on quitting, be prepared with an answer for interviewers who are going to want to know why you resigned.

Worried About Getting Caught?
Apply confidentially for jobs online. There are job sites that let you apply anonymously, plus will protect your identity from certain employers and recruiters.

Don't Leave Anything Behind...

• Clean-up your computer - delete personal files and email
• Bring home your personal belongings

Finally, if you are resigning, always leave on the best terms you possibly can and don't burn any bridges. Let the company know in advance that you're leaving, let them know why (as diplomatically as possible) and thank them for having had the opportunity to work there.

I Quit! How to Resign from Your Job

By Alison Doyle


Jobs Vacancy, Job vacancies, Employment Jobs

Turning in your resignation isn't always easy. Even if you hate your job, hate your boss and can't wait to start that new job; even if you are about to be fired, it can be difficult to resign tactfully.

First of all, be sure that you really do want to quit. Then, handle your resignation as carefully as you would handle any other business endeavor. It's always wise to not burn bridges. You never know when you will need your past employers for a reference.

Resignation Pros and Cons

Before you make the decision to quit, be absolutely sure that this is the right decision. An employee once called me the day after she started her new job. She hated it, regretted resigning and wanted to come back. By the time we heard from her, we had already filled the position and she was out of luck.

If you're not sure about the position you are considering taking, ask if you can spend a day in the office "shadowing" the staff. It may reinforce your decision to take the position or help you decide you don't want it.

Weigh the Options

Do you have another job offer? If so, weigh the pros and cons of the new position versus your current position. Consider the work environment, flexibility, salary and benefits in addition to the job responsibilities. How about opportunities to advance? If the new job comes up ahead on all counts and you feel sure that this is the right change to make, don't hesitate.

No new job on the horizon? Before you quit, consider the basics. It will take about three to six months, sometimes longer, to find a new job. Unless you quit for good cause, you may not be eligible for unemployment benefits.

Do you have enough savings or other income to manage on? Even if your employment situation isn't the best, you might want to consider hanging on to the job you have, as well your paycheck, and starting your job search before you resign. That old saying that "it's easier to find a job, when you have a job" does hold true.

Give Notice

If you have an employment contract that states how much notice you should give, abide by it. Otherwise, it's appropriate to offer two weeks notice.

No Obligation

If your employer asks you stay longer than two weeks (or the time period in your contract) you have no obligation to stay. Your new employer will be expecting you to start as scheduled, and in a timely manner. What you could do, is offer to help your previous employer, if necessary, after hours, via email or on the phone.

What to Say

Don't say much more than you are leaving. Emphasize the positive and talk about how the company has benefited you, but, mention that it's time to move on. Offer to help during the transition and afterwards. Don't be negative. There's no point - you're leaving and you want to leave on good terms.

Write a Resignation Letter

Even if you resign verbally, write a resignation letter. A resignation letter can help you maintain a positive relationship with your old employer, while paving the way for you to move on. You never know when you might need that old employer to give you a reference, so it makes sense to take the time to write a polished and professional resignation letter. Use our sample resignation letters for suggestions on what to write.

Ask for a Reference

Before you leave, ask for a letter of recommendation from your manager. As time passes and people move on, it's easy to lose track of previous employers. With a letter in hand, you'll have written documentation of your credentials to give to prospective employers.

Don't Forget the Details

Find out about the employee benefits and salary you are entitled to receive upon leaving. Inquire about continuing health insurance coverage through COBRA (Consolidated Omnibus Budget Reconciliation Act), collecting unused vacation and sick pay, and keeping, cashing in, or rolling over your 401K or other pension plan.

Return Company Property

Return any company property you have - including keys, documents, computers, phones, and anything else that doesn't belong to you. The company doesn't want to chase you to get it back, and you don't to be held responsible if it's not returned in a timely manner.

What the Recruiter Never Told You

By Rod Powers


Jobs Vacancy, Job vacancies, Employment Jobs

The vast majority of U.S. Military recruiters are honest, hard-working professionals, completely dedicated to the core values of their service. In fact, few military personnel put in more hours of work per week than recruiters.

The recruiter's job is to find enough qualified volunteers to fill projected vacancies for the fiscal year, for their particular branch of service. While a majority of military recruiters are hard-working, honest, and dedicated, there are some (and I emphasize some) recruiters who are tempted to bend the truth, and/or downright lie, and/or blatantly cheat in order to sign up a recruit. It happens often enough where we've all heard "horror stories" about military recruiters.

So, why do some recruiters do this?

It's because of the way the recruiting system is set up. It's a numbers game, pure and simple. Recruiters are judged by their superiors primarily upon the number of recruits they get to sign up. Sign up large numbers, and you're judged to be a good recruiter. Fail to sign up the minimum number assigned to you (known as "making mission"), and you can find your career at a dead-end. This policy pressures some recruiters to adopt unethical practices in order to "make mission."

So, you ask, "why don't the services put a stop to this?" Easier said, than done. Each of the services have recruiting regulations which make it a crime for recruiters to lie, cheat, or knowingly process applicants that they know are ineligible for enlistment. Recruiters are punished when they are caught violating the standards. However, the key phrase is "when they are caught." Not that easy to do, as there are usually no witnesses. It becomes a "he said/he said" type of deal.

I should also mention here that, in many cases, "lies" told by a recruiter are actually cases of selected listening by recruits. A recruiter may say, "Many of our bases now have single rooms for most people," and the applicant may hear, "You are definitely not going to have a roommate."

Anyway, enough "recruiter-bashing." As I've said, most recruiters are honest. The purpose of this series is not to run down military recruiters, but rather inform potential recruits the truth about joining the military; the benefits and disadvantages of joining the military, whether for a four-year enlistment, or a 30-year military career. The subject matter of this series necessitates that the "tone" be somewhat critical, or negative. I don't mean it that way. I spent 23 years in the Air Force and enjoyed every minute of it. My primary profession today is to manage this web site and research/write about the United States Military. Both of my daughters are happily serving in the Air Force (one on active duty, one in the Air National Guard). I love the military and every aspect of it.

However, the military is not for everyone. Fully 40 percent of recruits who enlist in the military today will not complete their full term of service. While many discharges will be for reasons beyond the recruit's control, such as medical problems that develop after joining the military, as a First Sergeant for 11 years, I found that a significant number of the involuntary discharges we imposed on first-term recruits was because they simply stopped trying -- they discovered that the military wasn't what they thought it was going to be. Many of them told me that the military wasn't even close to what their recruiters told them it was going to be (either the recruiter lied to them, or they were guilty of "selective listening.") When this happens, everyone loses.

This series is intended to "save" some of that 40 percent by letting potential recruits know up front, just what they are signing up for. Let's get on with the show!

Workers' Compensation

By Susan M. Heathfield

Jobs Vacancy, Job vacancies, Employment Jobs

Workers' compensation laws ensure that an employee who is injured as a result of an accident on the job or who contracts a disease as a result of performing his or her job, will receive compensation and medical benefits. Every state requires that employers purchase workers' compensation insurance to ensure that employees, who are affected by illness or injury, and their dependants, are protected against significant hardships in case of injury, illness, or death.

Workers' compensation was created to protect both the employer and the employee from the costs and hardships of employee injury and illness. The employee receives compensation and medical benefits. In turn, the employee signs off on the right to sue the employer. The employer benefits from immunity from law suits, for the most part.

As an employer, make certain that your employees and management staff know that accident reports must be filled out when an employee is injured or claims job related illness. Make available the claims filing forms from your chosen workers' compensation company. Work closely with your workers' compensation agent to ensure that both the employee's medical needs and your liability are covered. Work closely with your employees to make sure the claim is easy, timely, and correctly filed. Follow your insurance company guidelines.

Additionally, many workers' compensation companies offer the services of an occupational health and safety specialist who can audit your workplace and make recommendations about employee safety and ergonomics. This service is helpful as is the training available from most companies about accident reports and workers' compensation claim forms. You can also contact your state workers' compensation office for help.