Monday, February 15, 2010

[CNG] Digest Number 1898

Messages In This Digest (7 Messages)

Messages

1a.

Wellness Program Corporate Sales at Wellness Possibilities in NJ/NYC

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com   hrslugger2002

Sun Feb 14, 2010 10:20 am (PST)



Wellness Program Corporate Sales at Wellness Possibilities
Location: New Jersey, New York City Area (Greater New York City Area)
URL: http://www.wellnesspossibilities.com
Apply Now
Request Referral
Type:
Full-time
Experience:
Mid-Senior level
Functions:
Sales
Industries:
Health, Wellness and Fitness
Posted:
February 10, 2010 by Dawn Noble RN, BSN
Compensation:
Aggressive - Commission Only Position
LinkedIn Exclusive — this job is available only on LinkedIn
Job Description
Wellness Possibilities is an internet directory that makes it easy for people to find local, verified wellness resources. We are focused on our corporate incentives and reward program as well as our corporate "Real (Simple) Wellness Program". We are looking to hire commission based Corporate Sales and Marketing individuals.

We find wellness resources in local communities throughout the country and offer one gift certificate that gives the recipient access to all providers. We have a wellness discount card giving discounts for each provider in the network. Our providers are screened and verified. Our goal in the corporate market is to provide companies with a cost effective solution for incentives and rewards with a wellness twist. We offer a wellness program that can be incorporated easily, cost effectively and with tremendous results.

We are looking for strong, independent sales people with the ability to prospect, mine, identify and close corporate sales.

We are looking for candidates;
1. Who are interested in wellness initiatives and can combine their wellness knowledge and interest with their sales abilities.
2. Who want to get in on the ground floor, and work with the founders to build our corporate reach.
3. Who are self-starters, and work well on his/her own.
4. Who are comfortable presenting in front of individuals and groups.
5. Who ideally, have a background in corporate reward/incentive sales and wellness related activities.
6. Who understands and can weather a commission based opportunity; we are anticipating a yearly compensation of $100,000 at the end of your first year. This is not for everyone, only for those that believe in this product, and their ability to sell.

Pluses would be candidates:
1. Who understand corporate budgets.
2. Have a history of corporate sales and understand the hierarchy

We are looking to complete our candidate search by late February. Our timeline includes resume review, phone interview, followed by a face to face interview and mock sales call with presentation. A successful candidate will get to know our company, understand what we sell, and have the ability to present, sell and close.

While this is commission based, we do cover full expenses, and robust medical insurance after 90 days.

We look forward to hearing from you, and having you join our growing team.

We are looking for a sales person who believes in the power of the possibilities. All the wellness possibilities.

Please reply to jobs@WellnessPossibilities.com
Additional Information
* Local candidates only, no relocation (Greater New York City Area).
* No third party applications.

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1b.

Wellness Program Corporate Sales at Wellness Possibilities in NJ/NYC

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com   hrslugger2002

Sun Feb 14, 2010 10:29 am (PST)




Wellness Program Corporate Sales at Wellness Possibilities
Location: New Jersey, New York City Area (Greater New York City Area)
URL: http://www.wellnesspossibilities.com
Apply Now
Request Referral
Type:
Full-time
Experience:
Mid-Senior level
Functions:
Sales
Industries:
Health, Wellness and Fitness
Posted:
February 10, 2010 by Dawn Noble RN, BSN
Compensation:
Aggressive - Commission Only Position
LinkedIn Exclusive — this job is available only on LinkedIn
Job Description
Wellness Possibilities is an internet directory that makes it easy for people to find local, verified wellness resources. We are focused on our corporate incentives and reward program as well as our corporate "Real (Simple) Wellness Program". We are looking to hire commission based Corporate Sales and Marketing individuals.

We find wellness resources in local communities throughout the country and offer one gift certificate that gives the recipient access to all providers. We have a wellness discount card giving discounts for each provider in the network. Our providers are screened and verified. Our goal in the corporate market is to provide companies with a cost effective solution for incentives and rewards with a wellness twist. We offer a wellness program that can be incorporated easily, cost effectively and with tremendous results.

We are looking for strong, independent sales people with the ability to prospect, mine, identify and close corporate sales.

We are looking for candidates;
1. Who are interested in wellness initiatives and can combine their wellness knowledge and interest with their sales abilities.
2. Who want to get in on the ground floor, and work with the founders to build our corporate reach.
3. Who are self-starters, and work well on his/her own.
4. Who are comfortable presenting in front of individuals and groups.
5. Who ideally, have a background in corporate reward/incentive sales and wellness related activities.
6. Who understands and can weather a commission based opportunity; we are anticipating a yearly compensation of $100,000 at the end of your first year. This is not for everyone, only for those that believe in this product, and their ability to sell.

Pluses would be candidates:
1. Who understand corporate budgets.
2. Have a history of corporate sales and understand the hierarchy

We are looking to complete our candidate search by late February. Our timeline includes resume review, phone interview, followed by a face to face interview and mock sales call with presentation. A successful candidate will get to know our company, understand what we sell, and have the ability to present, sell and close.

While this is commission based, we do cover full expenses, and robust medical insurance after 90 days.

We look forward to hearing from you, and having you join our growing team.

We are looking for a sales person who believes in the power of the possibilities. All the wellness possibilities.

Please reply to jobs@WellnessPossibilities.com
Additional Information
* Local candidates only, no relocation (Greater New York City Area).
* No third party applications.

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2.

Dir, HR - ARC of Rockland, Rockland County, NY

Posted by: "Keith Bogen SPHR" keith.bogen@yahoo.com   hrslugger2002

Sun Feb 14, 2010 10:28 am (PST)



Director of Human Resources
ARC
Employee Type: Full-Time
Industry: Not for Profit - Charitable
Manages Others: Yes
Job Type: Human Resources
Education: 4 Year Degree
Experience: At least 5 year(s)
Post Date: 2/14/2010Contact Information
Ref ID: 011410-nh
Description About the Organization:
ARC of Rockland is a recognized leader in the Human Services field, serving Rockland County NY, providing a variety of services to people with developmental disabilities and their families. Our programs are staffed by dedicated and caring individuals including licensed professionals and skilled, motivated direct care and support staff from culturally diverse backgrounds.
Our mission is to make available to individuals with developmental disabilities, circumstances and opportunities that will lead to an ever improving quality of life which will allow them to participate fully in society's mainstream.
At ARC of Rockland, our staff is important: We believe that every staff person has a vital role in achieving our mission. We are committed to providing our staff with quality training, support and supervision in a productive and respectful atmosphere. We value each other's contributions.
Requirements
About the Opportunity:
Director of Human Resources, preferably with a Law Degree. This position is responsible for planning, organizing, directing and overseeing the Human Resources Department including: Employment, Compensation, HRIS, Employee Programs, Executive Recruiting, Employee and Labor Relations areas.
The Director ensures that all Human Resource programs are in compliance with all relevant Federal, State, Local legislation and regulations and company policies.Experience and Skills Required:
The ideal candidate will possess a Master's degree in Human Resources Administration, a Law Degree preferred, plus supervisory and managerial experience. SPHR/ PHR certification a plus. Ability to effectively use, EXCEL and WORD is a must .Knowledge of ADP HR Perspectives a plus. Qualified candidates should be knowledgeable in federal and state employment law.
ARC of Rockland offers competitive salaries and a benefits package which includes medical and dental coverage, tuition assistance, generous time off policy, TDA and an agency funded pension plan.
Please send your resume in confidence to [Click Here to Email Your Resumé]or fax (845) 267-2364.
For more information on ARC of Rockland, please visit our website at www.rocklandarc. org

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3.

Manager Financial Controls - Westchester, NY  - Contact Lisa Chenofs

Posted by: "Marty Latman" baconml@nac.net   martylatman

Sun Feb 14, 2010 4:34 pm (PST)



All,

Here are the specs for a Manager of Financial Controls. The company is located in Westchester. If you are Qualified and interested, please contact Lisa Chenofsky.

Good luck.

Marty Latman

Assume ownership of Key Controls and lead, coach, develop,
evaluate and monitor the associate financial reporting position.

· Manage data integrity and reporting processes including reports,
table maintenance, financial data warehouse mapping and general ledger
analysis for the agency management system(s), JD Edwards, Cognos, Concur and
other acquired systems.

· Ensure that all department processes, systems, and reports are in
compliance with Sarbanes-Oxley and corporate policies.

· Assist with the ultimate BSD system conversion as it relates to
the Northeast Accounting Center and Northeast Region.

· Serve as key liaison to internal and external information
technology specialist for all financial reporting, systems, processes and
projects.

· Serve a leadership role in coordinating information for internal
and external audits and follow-up audit remediation tasks.

· Serve as Agency Management System expert and department contact
person for all system issues and report needs. Train new and existing
department members to use the various systems. Analyze research and resolve
data integrity problems for department members.

· Set-up, monitor and control system(s) and process access for
Northeast Accounting Center.

· Responsible for the complete month-end and year-end closing
processes from start to finish for all systems.

· Ensure complete posting to Month end portal for all required
documents.

· Ensure prompt resolution of unmapped data and resolved data
balancing issues. Prepare and approve balance sheet account and bank
reconciliations as assigned.

· Proactively lead and coordinate tasks for conversion, merger and
acquisition integration.

· Oversee the set-up of new carriers, brokers and producers in the
data systems in accordance with SOX guidelines.

· Provide timely and accurate reporting including profit and loss,
balance sheet, production and ad hoc reports including detailed analysis as
requested.

· Provide detailed general ledger account analysis and
reconciliations as requested. Establish and monitor department performance
metrics both internally and for the ISC.

· Review and implement process efficiencies for both Northeast
Accounting Center and Northeast Regions; support all related
cross-functional initiatives.

· Provide direct support to Controller as required.

· Contribute to a cooperative team environment in which cross
functions are assumed as necessary in order to meet department deadlines and
goals.

· Develop, validate and revise written procedures for all processes
within the department. Maintain accounting support files.

· Provide training and mentorship to other team members. Communicate
processes and procedures to large group forums.

· Other duties as assigned.

Job Requirements

Experience & Knowledge

· Bachelors Degree in Accounting/Finance.

· Minimum 10 years general accounting experience.

· Minimum 10 years of insurance brokerage systems experience or
equivalent.

· Minimum 8 years supervisory experience preferred.

· Proficient in Excel, Word.

· Ability to learn and become proficient in JD Edwards, Cognos and
various Agency Management Systems.

· Ability to motivate, influence and lead others.

· Exceptionally strong analytical and problem solving skills.

· Exceptional attention to detail. Strong sense of urgency and
ability to prioritize issues. Strong ability to promote and accept change
in the workplace

· Excellent verbal and written communication skills. Demonstrated
customer service focus.

· Strong teamwork orientation; willingness to help larger team meet
goals and responsibilities.

· Ability to interact effectively with all levels of staff.
Demonstrated
ability to take initiative and achieve results in a fast-paced and changing
environment. Ability to work additional hours as needed to meet individual,
team and department goals.

· Occasional travel required.

· Remediation of Audit findings on or before remediation date.

· Development of process and assignment of ownership for 16 Key
Controls

· Ensure completion of required month end schedules and posting to
Month end portal on timely basis.

· Successful remediation of stale payable accounts within prescribed
timeframe

· Successful relationship building with India Service Center

This position description does not list all the duties of the job.
*

Lisa Chenofsky Singer
Executive & Career Management Coach ● Human Resources Consulting
Chenofsky Singer & Associates LLC
www.ChenofskySinger.com
973.222.6495 ● LChenofsky@gmail.com

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4.

Article: Discriminatory Twist in Networking Sites Puts Recruiters in

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Sun Feb 14, 2010 8:18 pm (PST)



Discriminatory Twist in Networking Sites Puts Recruiters in Peril
Sourcing applicants from Twitter or LinkedIn or screening candidates through
Facebook or MySpace may open employers to discrimination charges.
By Fay Hansen

URL: http://www.workforce.com/section/06/feature/26/68/67/index.html

_____

In the rush to cut recruiting budgets and avoid the avalanche of résumés now
generated by job boards, employers are increasingly tapping professional and
social networking sites as a sourcing tool.

Some employers now rely heavily or even exclusively on Twitter or LinkedIn
to fill open positions. While this approach may create short-term cost
savings and new efficiencies, it may also skew applicant pools and trigger
discrimination lawsuits.

"Networking sites, including Twitter, exclude whole populations," says
Jessica Roe, managing partner at Bernick, Lifson, Greenstein, Greene & Liszt
in Minneapolis. "We are going to end up with a very homogenous workforce.
The social networks represent limited social groups and very small labor
pools. It's an enormous issue."

According to the latest data from Quantcast, only 5 percent of LinkedIn
users are black and only 2 percent are Hispanic.

"Social networking sites are problematic because the population is limited
and highly selective," Roe notes. "I anticipate more race and age claims
over the next two years, and a significant portion will be from sourcing
through social networking sites, where the users are generally white and age
20 to 40. We'll see lawsuits.

"Employers don't want to pay recruiters, so they take the path of least
resistance, but they have to look very carefully at the applicant pool and
cast a much broader net. Recruiters are often swept up by the latest
process. Minor decisions lead to major consequences."

Using networks for recruiting is ripe with risk for future discrimination
claims, says Pamela Devata, a partner at Seyfarth Shaw in Chicago.

"Sourcing from professional network sites such as LinkedIn carries a risk
that the method could be challenged on discrimination grounds," Devata says.
"It represents a hiring pool that is not open to the general population.
Using a limited network may have a disparate impact. If hiring through these
networks can be challenged, it will be."

Employers should consider the risk of litigation arising from disparate
impact claims.

"If the business practice is to use Twitter and the existing pool is 50
percent female and 20 percent minority, but you're down to zero for both
groups because your digital network is heavily male and non-minority, then
you must establish that there is a business necessity for the practice,"
says Paul Mollica, partner at Meites, Mulder, Mollica & Glink in Chicago.
"The first company that gets sued for this will have to be very resourceful
because it will be very difficult to establish a reason for relying
exclusively on Twitter."

Some employers are integrating Twitter into their employee referral programs
to help employees connect with possible job candidates.

"Combining Twitter with employee referral programs could turn out to be a
digitalized version of word-of-mouth hiring methods because you are simply
using referrals and employees' online acquaintances," Mollica says. "If you
combine these methods and use networks to expand the applicant pool, that's
a valid method, provided that you are also reaching candidates through
broader means."

'Digital mist'
Employers who rely heavily on professional and social networks for sourcing
candidates may also encounter record-keeping issues.

"When the OFCCP [Office of Federal Contract Compliance Programs] or
plaintiffs' attorneys come along with a discovery request and want to see
the trail for recruiting, these employers are going to come up short,"
Mollica warns.

"The problem they will have created is that the data and the paper will not
be there, and they will only have evidence in digital form on smart phones
and flash drives. How will they pull it together? Employers will be left
throwing up their hands. Worse yet, when the EEOC comes knocking to
investigate a complaint, the records are in a digital mist, and that could
be a terrible problem. It's risky because the records aren't there."

When sourcing is complete and recruiters move into the selection phase,
using social networks to screen candidates generates additional legal risks.

"The use of the Internet to screen candidates exposes recruiters to
information on individuals who are members of groups protected under federal
law," Mollica notes.

Some of the information recruiters gain from Facebook or MySpace pages, such
as race and gender identification, would normally be available on
applications or in interviews.

"But identifiers that might not normally be apparent, such as religion,
pregnancy, age and sexual orientation, may be revealed on social networking
sites," Mollica notes. "The risk is that visiting Facebook or MySpace pages
or even Googling candidates may reveal information that no employer should
have in a properly constructed application or interview."

Consequently, recruiters must think carefully about what they may find
before they troll social networking sites.

"If you wouldn't ask a question in an interview or on an application form,
why would you expose yourself to the information in any way?" Mollica asks.
"Once you've seen it, you can't pretend that you didn't. An employer can
make the calculated gamble, but it creates a litigation risk."

In addition, record keeping becomes an issue.

"It is perilous to search the Internet for information about candidates
without keeping a record," Mollica notes. "But where does that record live?
On every office computer, on the recruiter's home computer, on smart phones?
What happens is that a judge or jury draws an inference that if you didn't
maintain records, the records must have been prejudicial."

Other compliance twists
As the number of applicants continues to rise, some employers have added new
job qualifications that effectively eliminate minority candidates but are
not required to perform the work.

"Employers are looking at their hiring practices because there are more
candidates available in an increasingly competitive job market and employers
can tweak their hiring criteria," Devata says. "We're seeing a re-evaluation
of positions and job descriptions.

"Because the pool is bigger, companies can ratchet up the qualifications
required for a job. There is a time lag in discrimination litigation, so we
have not yet seen the potential consequences of this in discrimination
claims."

Employers may have legitimate reasons to modify the qualifications for a job
if, for example, the open position represents a consolidation of several
jobs, but arbitrarily raising the requirements may lead to trouble.

"Employers need to do a realistic assessment of requirements for each job,"
Devata cautions. "Don't stretch the requirements or create false
expectations, because these actions may lead to discrimination claims."

Devata also recommends that employers revisit their job application forms to
ensure that they do not include questions that could create disparate
impact.

"With budget cuts, the reality is that the human resources and recruiting
functions have been cut, while at the same time the applicant pool has
doubled or tripled. Employers also have an increased responsibility to train
hiring managers on interviewing techniques and permissible questions."

At the other end of the staffing spectrum, Roe notes that she is spending
most of her time defending layoff actions because many employers are still
unaware of the risks entailed.

"I ask clients to show me spreadsheets listing every employee who is being
laid off by race, age and gender, and they look surprised," she reports.
"They think they are supposed to be color blind.

"Employers see an opportunity to eliminate the bottom as that bottom has
been defined under what are often biased terms," Roe says. "Too often, black
candidates are hired into bad positions, perform poorly, and are laid off.
The whole process must be carefully managed from hiring to release."

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5.

Article: Fitting in on Your First Day at Work (AssociatedContent)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Sun Feb 14, 2010 8:18 pm (PST)



Although these items may seem sophomoric, if you have been in the hunt and
out of work for a while (I have), you may have forgotten how to fit in with
the new group. The list below may help ease your way into the group.

Eric

_____

Fitting in on Your First Day at Work

Guidelines that Will Help You Make a Smooth Entry in Your New Job

By Herman Cruz

The first day at your new job has come and the typical High School attitude
takes over the office, people start whispering and discreetly stare at you.
That isn't literally the case all the time, but it can sure feel that way.

But don't stress, there are some tricks that you can apply to make your
first day at work become a "smooth sailing" experience, and make it easier
for you to fit in. All you'll need is some self confidence and a non
threatening upbeat attitude.

Begin by picking your outfit cautiously, this is your first day and first
impressions matter more than anything. Your attire is a big part of the
image you want to project to others, so it is best if you dress on the safe
side until people get to know you better and you get an idea of how the
workplace vibe is.

Don't be late on your first day at work and don't show up before the office
has opened either. You want others to know that you are responsible and on
time without showing up your new colleagues by getting there too early.

Your co-workers will most likely approach you and ask questions about you,
so be ready to answer question like "where are you from?", "who are you?" or
"what is your job here?" To make sure that you come across as a confident
person, plan your answers ahead so you don't stutter and sound lost when
talking about yourself.

Be pleasant, approachable and respectful to everyone, it is good to display
good manner because this is how people will remember you. Besides, you won't
know who is who and you don't want to get on anyone's bad side.

Listen to others instead of talking their ear out. The one thing people in
the workplace like more than interrogating, is telling the newbie about them
who they are. It's like a status thing. They've been there longer so they
feel more power, in a sense.

Make sure to make a mental note to remember people's names, you will make
them feel important and impress them at the same time.

If you see employees that don't approach you for any reason, approach them
and introduce yourself. Some people lack people skills and if you take the
initiative you'll definitely make a positive lasting impression, plus you
will make yourself come across as competent and friendly.

Lunchtime is again like going back to school, you're the new kid on the
block so either ask someone you clicked with to have lunch with you, or
bring something to keep you busy if you're planning to stay in your office
or cubicle to eat lunch.

Display you team-player qualities by offering to help. This will show your
boss and coworkers that you are open to work in a team environment, but
don't confuse offering your help with sucking up. People can see through it
won't win you any friends amongst your coworkers and you might even annoy
your boss.

When the time to clock-out or to leave arrives, don't leave in a rush
because you will contradict your attitude with your actions. Leave when you
see that everyone is leaving and if possible chat with someone on your way
out.

The next day will only get better, and you will feel more comfortable
because you did all the right things to fit in, in the workplace, and you
made a good first impression. Congratulations on landing the job!

_____

2010 C Associated Content, All rights reserved.

URL:
http://www.associatedcontent.com/article/2680259/fitting_in_on_your_first_da
y_at_work.html?cat=31

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6.

Article: Job-Seeker Tips for Making Good First Impressions (CareerGu

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Sun Feb 14, 2010 8:19 pm (PST)




Sunday, February 14, 2010

Job-Seeker
<http://thecareerguide.blogspot.com/2010/02/job-seeker-tips-for-making-good-
first.html> Tips for Making Good First Impressions

Life is all about making good first impressions with the people we meet.
This article provides tips for making good first impressions in business and
networking situations; with business cards, cover letters, and resumes; in
job interviews; and when you are starting a new job.

In Business and Networking Situations
When meeting people for the first time, whether for career networking or
client meetings, it's essential that you look the part. In other words, you
must dress for the specific occasion. Conduct a little research or contact
the organization responsible for the event to uncover the proper attire. In
a pinch, it's always better to be overdressed than underdressed. And it's
not just what you are wearing but how you're wearing it, so make sure your
clothing is clean and well-pressed.

Grooming is also an important part of first impressions. Hair should be neat
and certainly not the wind-tunnel look. For men, facial hair should be
either non-existent or well-maintained. For women, less make-up is always
better than too much. A light perfume or cologne is acceptable, but be
careful of overwhelming the people in the room. Finally, a minimal amount of
tasteful jewelry is best.

A small, but relatively unknown fact about name tags they should be worn on
the person's right shoulder area so that when someone approaches to greet
and shake his/her hand, the person's eyes follow the arm right up to the
name tag, making it much easier to greet the person rather than looking all
the way over to the other side of the person or worse, toward the cleavage
for a woman.

Next up for first impressions are the handshake and greeting. Handshakes
should be simple extend right hand and grasp gently but firmly. No
bone-crushers and no four-handed, one-hand over the other shakes. And no
sweaty, clammy, or wimpy handshakes. If your nerves cause you to get wet
palms, carry a handkerchief in your pocket and wipe your hand before you do
the meet and greet. The greeting should be short and simple, making certain
you listen for the other person's name. For example, I might greet someone
in a business setting as, "Hi. I'm Dr. Randall Hansen, founder of
Quintessential Careers." Be certain to speak clearly and enunciate.

To nail the good impression you're trying to make, the last tip when you're
in this setting is not to make the conversation all about you. You want to
engage the other person in conversation, making certain to use his/her name
for emphasis. You can, of course, talk about yourself, but don't make the
whole conversation about you and keep stories short. Look for common ground
with the person you're talking to, and share stories about that common
interest. And, of course, avoid talking about controversial subjects, such
as religion, politics, and sex. If you're naturally funny, use humor, but
nothing off-color, and show your serious side also.

Learn more about the power of networking, how to develop and grow your
network, and much more in the Career
<http://thecareerguide.blogspot.com/search/label/Career%20Networking> and
Job-Search Networking section.

With Business Cards, Cover Letters, and Resumes
For first impressions, the most important element here is the design and
format. Except in very creative professions, colors of the paper and the
text should be conservative. The same holds true with the typeface, use
normal, readable fonts.

Business or networking cards should be simple and tastefully designed, and
include key contact information. For some professions, such as sales, you
can use a picture, but make certain it is a good photo.

Keep cover letters to no more than five short paragraphs, though four is
better. The letterhead should match your resume, as should the paper and
font(s). The way to make the strongest first impression is to address the
letter to the recipient by name. The worst thing you can do is misspell the
person's name. The second best way to make a good impression is to have a
dynamic and powerful first paragraph that explains why you are writing.
(Many job-seekers waste the first paragraph by writing a dull first
paragraph.)

Your resume format should be original and inviting to the reader. Don't cram
every single detail into a resume with no margins and tiny type. Use white
space and go to additional pages or cut material. I have a true "rule of
thumb." If my thumbs cover parts of your resume when I am holding it, then
the margins are too narrow and I immediately have a negative impression of
the resume. You should also know what is trendy in resumes and include those
things in yours. For example, an accomplishments summary that highlights
your 3 to 4 best attributes specific to the job at hand.

In Job Interviews
Because the job interview is usually your first face-to-face with the
employers, first impressions are especially crucial. Arrive about 15 minutes
early so you have time to find the exact office, perhaps with a stop at a
restroom to conduct a final grooming check as well as possibly complete some
paperwork before the interview starts. Always be polite to the support
staff, as the impression you make with them will often be factored into the
hiring decision. Of course, dressing for success and proper grooming are
essential. Never arrive with any kind of food in your mouth or on your
teeth, and try not to smoke right before the interview. Turn off your cell
phone on the way to the interview. In the interview, smiling and making
strong eye contact are important elements to establishing a good impression.
Answering interview questions with ease (showcasing your interview
preparation) and asking questions of the interviewer are vital to making a
good impression. A great way to cement a strong first impression is writing
a thank-you note after the interview. Visit our 200
<http://thecareerguide.blogspot.com/search/label/Interview%20Questions>
Interviewing Questions.

When Starting a New Job
The first impressions you make with your co-workers and supervisor will go a
long way to building a solid reputation for yourself. In those first days
and weeks, you'll want to arrive a bit early, take no more than your
allotted breaks during the day, leave no earlier than when the majority of
the others in your area leave, and avoid calling in sick or taking personal
days. In terms of actual work, you'll want to show your team spirit by
supporting the team, perhaps even offering to take on a bit more than usual
if the team needs it. Listen more than talk in those early days, and
certainly do not showboat until you have firmly established your reputation
as a solid worker and team player. And it should go without saying, but stay
clear of all office politics and gossip. Finally, remember to keep your
personal communications email, IM, and phone to a minimal while at work.

Final Thoughts
You might think that making a good first impression is really about using
common sense and you would be correct. At the same time, we constantly hear
horror stories from recruiters and employers about the unfortunate things
job-seekers do, resulting in extremely poor first (and often last)
impressions. Use your common sense and follow the tips in this article and
you will go far in making a good first impression.

by <http://www.quintcareers.com/making_good_first_impressions.html> Randall
S. Hansen, Ph.D.

URL:
http://thecareerguide.blogspot.com/2010/02/job-seeker-tips-for-making-good-f
irst.html

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