My Campus Chronicles
Our college blog dedicated to helping students prepare for life outside of college.
September 2006 archive
While workers want better work/life balance, many can't cut the office cord. In fact, only 53% say their bosses don't expect them to stay connected outside of working hours.
When you leave work, do you leave your work behind--or are you up to your eyeballs all the time?
New U.S. research finds that job loss doubles the risk of heart attack or stroke for workers in their 50s and 60s. "For many individuals, late career job loss is an exceptionally stressful experience with the potential for provoking numerous undesirable outcomes, including heart attacks and stroke,” the Yale University team wrote in the June 21 online issue of Occupational and Environmental Medicine. The study collected data on over 12,600 individuals who participated in the U.S. Health and Retirement Survey. The first surveys were carried out in 1992 and involved 4,301 people aged 51 to 61, all of whom were working at the time. A decade later, 582 people had lost their jobs while the remaining 3,719 were not laid off. The bottom line: People over 50 who had been laid off were more then twice as likely to suffer a heart attack or stroke during the study period, compared with those who kept their jobs, the researchers found.
In other words, a pink slip is a red flag for increased cardiovascular risk.
Two types of interviews require some specialized preparation if you want to ace ‘em – the phone interview and the often dreaded lunch interview. A few career experts in the industry have recently offered up some good advice on phone interview tips. Jeff Bosco’s post discusses 8 useful tips , and you can also check out the blog post Creative Work at Home for more on phone interview etiquette.
But how do you handle being pelted with questions while trying to avoid getting lettuce stuck in your teeth? Lunch interviews can be nerve-racking. On the flip side, if you’re asked to do one, chances are you’re being seriously considered for the position. Now it’s your job to pass (and I don’t mean pass the bread).
Generally speaking, you should follow the rules of traditional interviews, such as be on time, dress appropriately, etc. But add table manners – put your napkin in your lap, don’t put your elbows on the table, and for goodness sake, it’s important to talk about your experience and skills but just don’t do with your mouth full of bruchetta.
Make it easier on yourself and don’t order messy food.
And just because they’re likely to pick up the tab, it doesn’t give you the green light to order filet mignon. If you’re ordering first, choose something of moderate price range. If others are ordering before you, follow their lead.
Speaking of following their lead, this is a good rule of thumb in general. Whether it is ordering alcohol or determining the tone of the interview, take cues from them.
Follow these rules and you just might get your cake and eat it too.
Asking your employer or prospective boss for work/life balance options can be difficult. However, as a recent article in Employment Digest suggests, asking for concessions, such as a flexible schedule, early on in the hiring process can be well received by potential employers. I’d agree that being honest about your work/life balance objectives from the get go is good practice. But even if you are already in a job you love but lack the work/life balance you desire, I suggest you try asking for it.
Scared? Many workers are. But you shouldn’t be. More and more companies are beginning to understand that valuable, talented workers are growing scarce, and that honoring the work/life balance wishes of its workers is far better than risking losing them. So, consider these helpful tips, and go for it!
Before you ask, formulate a clear idea of what you need, how you propose to achieve it (i.e. flexible hours) and how to implement it.
Make sure you know what policies already exist, what initiatives may have failed in the past, and most importantly, be armed with examples of organizations that have successfully instituted work/life balance programs.
Address any business implications that may result from your proposal such as impact on productivity, employee morale, job satisfaction, etc. There are numerous studies that illustrate the financial benefit to companies that utilize work/life balance programs.
If you present your case and your boss still appears hesitant, suggest a trial period where you can both try out your new arrangement. If you are both happy with the results, then make it a permanent gig.
Net net is this, don’t assume that just because work/life balance programs don’t exist at your company that they aren’t something your employer would consider. If you don’t ask, you’ll never get what you want and need.
A recent post on CareerSolvers about credit checks reminded me of a post I’ve been meaning to write about this topic. Having been in the recruiting field for many years, I can’t tell you the number of times I encountered a perfectly qualified, professional and competent candidate for my open position only to have them kicked out of the running because of their credit history. Then, one of two things happens. The candidate is either completely surprised by the result of their credit check or with a mix of anger and desperation, they beg for advice on how to get around their poor credit.
Listen, credit checks are becoming more and more prevalent as a price of entry to employment, particularly in the accounting/finance fields. Regardless of how “clean” you believe your credit score/history to be, double check it before you apply for a job. Why? Because an astonishing 79% of all credit reports contain mistakes (says U.S. Public Interest Research Group). If your credit report is one of them, it’s best to find out ahead of time and fix it before it deters your job search.
If you are struggling with poor credit score or debt issues, accept that some employers have a black and white policy when it comes to credit checks – you don’t “pass,” you won’t get hired. On the other hand, many employers look at credit history as only one of many factors when considering you for employment. These are the employers that will appreciate an honest, well-prepared explanation of your circumstances. This can go a long way in overcoming the credit history hurdle.
Q: "I have been looking for a job for 1 year! Yes, 1 year. I am almost 50 and think my age is a factor. I would like to hire someone to help me as this just cannot continue. Can you suggest anyone as I am getting extremely desperate?" Question to Seymour posted here by Lori on September 13, 2006 06:16 PM
A: Dear Lori,
First, 40% of adult Americans are now 50 or older....yes, you heard right! 40%. Your competition is not so much with younger workers but with the rest of the Boomers, the largest population demographic in America. It may be that age isn't the critical barrier you imagine. Other issues are likely the driving forces behind your challenges.
Second, "starting gate'" advice can only be offered AFTER a career coach has listened to you and conducted a gap analysis to determine the barriers/solutions you face and need. Do I believe that you need a career coach? Probably. However, just like the little league coach, not all career coaches are created equal when it comes down to helping folks with particular or unique challenges. So, I would not invest in a long-term coaching relationship until after you are confident of the diagnosis! In other words, start at the beginning and don't buy an entire coaching package until you think, and feel, that this coach at this particular time is likely to be successful in working with you.
I’ve caught several articles in the past few weeks about career fairs and how to make the most of them. I particularly liked a piece by Tracey Minor who suggests using job fairs as practice interviews among other things. Throughout my career in the staffing and recruiting industry, I’ve been involved in many, many job fairs representing Spherion and seeking prospective employees. Although there are many new, innovative venues to use for job searching (such as this blog), career fairs still offer candidates a number of benefits, not the least of which is landing a job. I won’t list the benefits here, there are a number of articles you can check out that cover them very well including "Guerrilla Tactics for Job Fairs," and Ian Ybarra's post with three important tips.
I do have a collection of “what not to do’s” that I can share with you. They are:
1) Never attend without a resume
2) Please don’t hand out a resume with errors/misspellings
3) If you’re not dressed for the part, don’t go. Remember, this is an interview
4) Approaching employers/booths when it is overcrowded – you’ll never stand out – wait until they are less busy
5) Don’t drop off and run – avoid the urge to simply hand out as many resumes as you can – that isn’t the goal. Make sure you take the time to talk to the employers, ask questions and appear genuinely interested and not just another company on the receiving end of your resume rampage.
Earlier this week, I read an article on Inc.com that had some surprising statistics about workplace theft. It discusses Careerbuilder.com's survey which indicates that nearly 40% of managers say they have actually fired an employee for theft. I was really surprised. I know that office theft is certainly a big problem -- bigger than most people think, but didn't realize it would be *that* high. Another article stated that employers are losing up to $50 billion in stolen office supplies each year. That's another shocking number. What's even more concerning is that many U.S. workers (especially younger workers) don't believe taking office supplies is wrong. Our recent survey shows that 25% of 18-24 year olds have taken office supplies and 20% don't feel it's wrong to do so. And remember, this number reflects those that actually admitted to taking supplies. Older workers were less likely to have taken supplies and to believe it is okay to do so, but this certainly is a growing problem for employers. Maybe workers feel that taking a few office supplies from time to time isn't a big deal or maybe some feel a sense of entitlement to do so. In isolated cases, a pad of paper or a few pens don't make a big difference, but when a large portion of the workforce is doing it, those pens and pads add up to serious losses and could wind up costing you your job or even lead to jail time. It makes one think, is it really worth it?
Regardless of what stage you are in your career, there comes a time when it helps to get an 'outsider's' perspective on career and workforce topics. That's where I come into the picture. As your virtual career agent, I am here to answer your career and workforce trend questions. Remember, that no question is a stupid question so please post a comment below and I'll be sure to get back to you at my earliest convenience. I look forward to hearing from you.
"Uh, the walls don't have ears, do they?"
According to a Spherion survey conducted by Harris Interactive, nearly one-third of U.S. workers aged 18 or older don't trust their HR departments to keep their problems private, and fewer than half feel comfortable taking problems to HR.
How do you feel about discussing issues or problems with your HR Department?
Q: I’ve heard a lot of buzz about blogging. What’s it all about—and why would I want to jump on the blogwagon?
Submitted by Mary Batling, Portland, Oregon
A: Dear Mary,
In the early days of blogging, some employees used blogs to read or comment about their employers, and there were even a few cases where employees were terminated for divulging secrets about their employers on blogs. Today, the buzz is all about how blogs are changing the process of job-seeking and employee recruitment. Blogging, it turns out, can be good for your career! For employers, googling job candidates is becoming a standard step in the research and hiring process. And for job seekers, when having a high profile in your field is important in landing a job, blogging can help you achieve that visibility.Here are some other ways people are using blogs to boost their careers:
- Blogging is like attending a huge networking event online. It can be used to meet peers and potential employers, and share information.
- Blogging can help you skip the dreaded "entry-level" position. By creating a blog and demonstrating your experience and skills in your posts, your blog can establish you as an expert in your field. As a result, hiring managers may view you as a more seasoned professional.
- Blogs can provide career advice and even land you a job. There are blogs dedicated to offering insight and guidance for job seekers and to helping people find jobs. There are a number of career-oriented blogs you can leverage—such as this one.
There's something else you should know about blogging, too. With hiring managers increasingly researching potential employees on the Web, writing blogs that may not show you in the best light could affect your ability to secure a job. So, choose your blogging topics—and your words—carefully. And if you wouldn't say it in an interview, don't say it in a blog!
Recently, I listened to a Monster webcast on Gen “Y” and heard about the top priorities this generation is looking for in their careers…. It struck me how, in many ways, mature workers are similar to Gen “Y” in what they want from work.
Similarities “Y” “Matures”
* Fewer Hours Yes Yes
* Flexible Work Arrangements Yes Yes
* Meaningful Responsibility Yes Yes
* Make a Real Contribution Yes Yes
* Work/Life Balance Yes Yes
* Training to Upgrade Knowledge Yes Yes
Differences
It seems to me that one of the main differences between generations is that the “Y” generation expects these priorities to be met and mature generations simply hope for these priorities to be met. Take some advice from Gen “Y” and raise your expectations!
