Employer benefits and resources for hiring veterans

November 11, 2010

According to the U.S. Census Bureau there were 21.9 million military veterans living in the United States in 2009.  Of that number the Bureau reported that only 9.8 million veterans aged 18 to 64 were in the labor force.

The Department of Veteran Affair’s Veteran Benefits Administration’s Vocational Rehabilitation and Employment (VR & E) Program is a national employment resource for employers.

The VR & E Service provides effective vocational rehabilitation services to veterans with service-connected disabilities. Enabling our injured soldiers, sailors, airmen, and other veterans with disabilities for a seamless transition from military service to a successful rehabilitation and on to suitable employment after service to our Nation.

Learn more about the VR & E Service and the various programs and tax credits available to employers who hire veterans especially disabled veterans.

One such program, the Work Opportunity Tax Credit (WOTC) is a tax credit for businesses that hire individuals from certain qualified groups, of which one is disabled people who completed or are completing rehabilitative services from a state or the U.S. Department of Veteran Affairs. 

The Department of Labor offers an informative fact sheet about the target groups covered by the WOTC.   The credit can be as much as $4,800 for each new disabled veteran hire and the employer may hire as many new individuals who qualify for these tax savings.

To find qualified veterans to hire:

  •  locate the VR & E Office in your state use  this link  to the Department of Veteran Affairs “Facilities Locator & Directory” web page. Scroll down the page and click on your state. Under “Veterans Benefits Administration” click on the Regional Office. You will find the address and phone number to contact the Regional Office. When you make contact ask for the VR & E Service Officer or VR & E Service Employment Coordinator.
  • You may also send an   email  indicating your interest to hire a veteran from the VR&E Program, a description of the position and the best means to contact you. Your email will be directed to the appropriate VR&E Service Office and you will be contacted.
  • Visit the National Resource Directory for a thorough list of programs available to help employ veterans.

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Posted by HR Diva

The truth about “where you see yourself in 5 years?”

November 1, 2010

Here’s the truth about the stereotypical interview question “Where do you see yourself in 5 years?”:

First off, recruiters might not even ask this of you. Instead, they’re more interested in hearing about the real you.  A recruiter in the industry for over twenty years shared, “After discussing their background I ask them questions like “How do you work?” “What did you contribute to your last position?” “What do you feel you excel at?” “What would you like to develop?”  She says, “Nine times out of ten, they relax and I’m able to see the true person.”

Secondly, realize that the question is silly. Most of us have no idea where we’ll be in five years nor should we worry about it. You build your career with your experiences while nurturing your network and fine-tuning your skills. Since the world around us is constantly changing, we can’t predict where any component of our career might lead. So, embrace change and grow.

If you are asked the question, here are some strategies you might consider:

Answer with integrity and intention. Treat your answer as a statement of purpose. The interviewer is listening to see if your answer matches the job.  First, are you the type of person who plans ahead and sets goals? Second, do your goals match those of the company and the position? When answering, use phrases like: “I have proven myself as… and I hope to help shape…” “I will continue contributing my abilities…” “I plan to define the strategic direction of…” 

Use the short and simple answer:  “working here.”

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Posted by HR Diva

Looking Up Job Applicants Online

October 7, 2010

A recent CareerBuilder survey found almost half of the hiring managers surveyed admitted to researching job candidates online by searching on their names. The survey found that Facebook, LinkedIn and MySpace are the top sites screened. Eleven percent of these managers reportedly search blogs and seven percent follow job applicants’ Twitter posts.

Surprisingly, 35 percent of employers reported declining to hire someone based on what they found on these social networking sites—with top reasons being the posting of inappropriate photos, content about drinking or using drugs, badmouthing previous employers or clients, and demonstrating poor communication skills.

Employers must understand, however, that researching job applicants online is risky. You may come across information that is inaccurate or misleading, and social media sites almost always contain information that employers cannot legally consider in making hiring decisions. For instance, if you learn someone’s race, age, sexual orientation, marital status, or similar data from reading someone’s blog or social media page, and then do not hire the applicant, there is the potential liability of a discrimination claim.

One way around this is to have somebody else in the company do the search—someone who does not screen applicants or make hiring decisions. This intermediary could then pass only pertinent, legal information on to the decision maker.

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Posted by HR Diva

Most Important Tasks for today for jobseekers

October 4, 2010

MIT stands for the Most Important Tasks for today.  As a jobseeker, being organized and focused about your MITs is valuable for your career transition and finding your next job.

To get started, review your overall to-do list for the day.  Pick three as today’s Most Important Tasks. Then, complete at least the first of those three tasks before you do anything else. Following this daily regimen will help keep you productive.

What MITs should be on a jobseeker’s to-do list? 

  • Create, update and/or refine your JobsFreeForAll.com profile and job alerts
  • Update and refine your resume and cover letter
  • Review interview schedules & appointments
  • Write thank-you notes for recent interviews
  • Submit applications
  • Search for new opportunities
  • Networking
  • Stay on top of news and trends in your industry
  • Make sure your interview wardrobe is ready to go
  • Stay healthy in body, mind and spirit

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Posted by HR Diva

Can identity theft prevent you from getting a job?

September 13, 2010

Ever thought a bad credit score could prevent you from getting a job?  It can. Worse yet, what if your bad credit is a result of identity theft?

According to the FBI, identity theft tops the list of fraudulent activities online. Plus, the U.S. Federal Trade Commission (FTC) says that identity theft is its number one source of consumer complaints.

Who’s looking? Are you?

Knowing what’s on your credit report and what recruiters might see is vital to being able to protect your identity and your future hire-ability.   Job seekers are also encouraged to conduct a personal background check on themselves at sites like TransparentMe.com.

Dr. Richard B. Weinblatt, EdD, MPA, the former Director of the Institute for Public Safety for Central Ohio Technical College and an ex-police chief, says applicants should worry about their credit histories and FICO scores because recruiters may be researching the financial aspect of your life. 

A recent Society of Human Resource Management survey showed 60 percent of employers said they run credit checks on all or some potential new hires. That’s up from 43 percent in 2006 and 25 percent in 1998.

What motivates employers to check credit reports?

  • Speed up the application process
  • Verify employment, Social Security number and relocation history
  • Get a better picture of the person they’re hiring
  • Compare and contrast candidates for the same position
  • Confirm income and employment history against potential credit problems that show up on a report

In Weinblatt’s PoliceLink.com article Getting Hired: It’s About the Patterns, he says recruiters look for patterns of both responsibility and irresponsibility—similar to the way your FICO score is determined.

Jobseeker’s Rights

The Fair Credit Reporting Act governs almost all issues related to the use of credit reports. Job applicants have the right to a copy of their credit report, and the law requires the hiring entity to provide a copy to the job applicant. In addition, if an employer decides not to hire a candidate based on the results of a credit report, the candidate must be told the reason why and be provided with the credit report information.

Laws that limit an employer’s use of credit reports in hiring decisions have been passed in Hawaii, Oregon and Washington. Similar legislation passed recently in Illinois is headed to the governor. The laws would make it illegal for employers to access credit history unless they can show that it’s relevant to job responsibilities, such as handling money or having access to customers’ financial information.

If you’ve been a victim of identity theft, here are two useful resources:

The FTC maintains Consumer Sentinels Identity Theft Data Clearinghouse, the nation’s repository for identity theft complaints. The FTC established the Identity Theft Toll-Free Hotline, 1.877.IDTHEFT (1.877.438.4338) and the ID Theft Website (www.consumer.gov/idtheft) to give identity theft victims a central place to report their problems and receive helpful information.

The Internet Fraud Complaint Center (IFCC) is a partnership between the Federal Bureau of Investigation (FBI) and the National White Collar Crime Center (NW3C). You can use their online system to file a complaint.

If your credit report isn’t perfect, there are a few things you can do:

  • U.S. residents can visit the Federal Trade Commission’s website to learn step-by-step how to dispute and correct the error.
  • If a potential employer asks to screen a credit report, be pro-active and address potential problems on your report.
  • Prepare for the future and review your credit report once a month and consider using a credit monitoring service to alert you about possible hazards or fraud attempts on your credit.

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Posted by HR Diva

7 essential tools for blue collar job hunting

August 30, 2010

 For those seeking labor work, online resources to professionally job hunt can be few and far between.  Here are some of the most useable essentials every blue collar job hunter should know:

  • Keep certifications and licenses handy. Have them ready to show potential employers.  Some examples include: TWIC card, forklift certification card, Hazmat training, etc.
  • Make sure your contact information is correct. (Construction foremen and supervisors change companies often. if you are listing them as personal references, make sure to have their personal cell numbers).
  • Research what type of construction you want to do.  demo,  deconstruction, commercial, residential… or maybe specialized jobs like painting, plumbing, electric, solar, etc.  Some companies will offer positions in a broad spectrum of specialties – while others will be highly focused on just one or two disciplines.
  • Stay in shape – even if you are laid off for months! It is imperative that you keep your body in shape to be able to meet the physical demands  of a labor job. Staying fit, eating right and getting adequate rest ensures that your return-to-work transition will flow smoothly.
  • Union or not union? If you prefer to work in a non-union company, research the company before you interview with them.  It’s important that you understand your benefits, rights and rules of order in either situation.
  • Keep your certifications and special licenses current.  Renew them in a timely manner.
  • Even when applying for a labor job, have a good clean resume made.  Include your skills, experience, list of licenses/certifications, special education/safety training, and details on any sort of project management you may have done while on the job.

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Posted by HR Diva

Finding a healthy workplace: your job Shangri-La

July 26, 2010

Experts all agree a healthy workplace means workplace wellness and workplace wellness equals happier employees.  As a jobseeker – that’s where you want to be in the “happy employee” pool.  So what should you know about finding and identifying  a healthy workplace to make your very own job Shangri-La?

According to Lynda Monk,  the founder of Creative Wellness, an arts-based life and health coaching consultancy, a healthy workplace will possess these three qualities:

1) A proactive approach to mitigating occupational stress 

2) Core values that nurture and support leadership. 

3) A culture where  employees are thanked often, are acknowledged for their contributions and the good work of the team is celebrated. 

When seeking a new employer – think about how well you will be a fit there at the company – as much as whether you fit the job description.  Ask yourself:

Does the company value work-life balance and make tools available to nurture that? Are there programs and policies that can promote work-life balance?

  • Flexible work arrangements, such as flextime and telecommuting
  • Assistance with childcare
  • Eldercare benefits
  • Resources to help employees manage personal financial issues
  • Availability of benefits for family members and domestic partners
  • Flexible leave options beyond those required by the Family and Medical Leave Act
  • EAP programs
  • Health & Wellness programs

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Posted by HR Diva

The importance of exit interviews

July 8, 2010

Exit interviews are an invaluable tool in learning how to retain the best talent for your organization. This type of interview—which can be done in person, via questionnaire, or both—is best conducted by a trained human resources (HR) professional, but it’s worth doing even if you are a small organization. Not only will exit interviews help to uncover areas that need attention, the documentation it produces can help prevent costly litigation should a disgruntled former employee file a formal complaint.

If you are unable to conduct an interview with an exiting employee, try asking the person’s co-workers; they usually have a pretty good idea why their team member quit or how she felt about her job.

To make exit interviewing useful to your organization, it must be applied consistently—with the same questions— so that trends can be indentified and acted upon. Exit interviews are only worth doing if your organization is prepared to make changes based on whatever data is gathered.

Sample Exit Interview Questions

  • What are your primary reasons for leaving?
  • What did you find most satisfying about your job?
  • What did you find most frustrating about your job?
  • What improvements could you recommend about your job, the working conditions, management support, etc.?
  • Would you consider returning to this company in the future?
  • Would you recommend this company to friends or family?
  • Is there anything the company could have done to prevent you from leaving?
  • What do you think it takes to succeed at this company?
  • What does your new employer offer that’s different from this company?

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Posted by HR Diva

Free help finding the job.

June 21, 2010

When searching for a job, don’t overlook a vital resource: local staffing companies — organizations who specialize in helping businesses and jobseekers find one another. Their services are usually paid for by the business client, so jobseekers never have to pay a fee. In turn, staffing companies save businesses time and money by delivering prescreened and prequalified job seekers.

Staffing companies also receive job orders from hundreds of different companies, so one interview with a staffing company means you’re considered for hundreds of jobs.

They assess your skills and match you to the perfect opportunities, but they do so much more. They also offer training, plus provide help with resumes, cover letters and interview techniques.

If you’ve recently graduated from trade school or college, consider working temporary assignments with a staffing company. Why? You could get your foot in the door of companies who may not be hiring.

Accelerate your experience and work skills by working temporary assignments with various companies and industries. Try out many companies to see what you like without tarnishing your resume.

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Posted by HR Diva

Job makeover tips

June 7, 2010

If you don’t like the job you have, change it. Your next best job just might be the one you already have with a few makeover tips.

  1. Publicity. Be sure to keep your supervisor and your team informed about the value you bring to the organization. Sometimes, you need to take the initiative to communicate about the items you’re working on that will benefit your team. You’ll feel good about your accomplishments too and set a standard for future goals.
  2. Be an active contributor. Be on the lookout for trends in the industry, ways to improve on existing processes and bring efficiencies to business. Are you missing opportunities to share ideas with management?
  3. Step up to the plate. Not getting that promotion you want? Then take on additional duties and responsibilities anyway and prove that you can already do the job. If you’re helping a manager with their projects and successfully deliver, they’ll be more inclined to recommend you for the position if they feel confident you could fill their shoes.

Your job is what you put into it. The more you put in, the more you’ll get out.

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Posted by HR Diva

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