5 Things You Should Know About Recruitment Fraud

5 Things You Should Know About Recruitment Fraud5 Things You Should Know About Recruitment FraudRecruitment fraud has become an unfortunate part of modern job hunting. Preying upon the eagerness of candidates to find work, scammers create fake job opportunities that trick applicants into revealing personal information or sending money.To steer clear of such hoaxes, learn all you can about how they operate.Remembering these five tidbits can make you better at spotting recruitment fraud1. Real employers pay you money, elend ask for it.Simply put, dont send money to a potential employer for any reason. Legit employers do not require an application fee, nor do they expect you to pay for training materials.2. Bells should go off whenever youre asked for personal data upfront.While employers may need to obtain a social security number down the line in order to conduct a background check or enroll you in the companys benefits plan, sensitive information should not be part of the early recru itment process. Real hiring managers want to examine your resume, not your drivers license. And it should seem fishy when an employer presses for a bank account number to set you up for direct deposit when you havent even gone through an interview yet.3. A wolf can wear sheeps clothing.Sure, youll probably think twice before answering a company youve never heard of that sends an schmelzglas filled with grammatical errors. But dont for a second think all scams are easy to spot. Crooks can be quite adept at producing convincing communication, even (illegally) using the name and logo of a well-known company. GE, Hilton, and Walgreens all have experienced problems with imposters.4. Email addresses can be revealing.If you receive a message from a recruiter who claims he viewed your qualifications through an online job board or a social media profile, glance at his email address. Messages sent from free web-based accounts such as Gmail or Yahoo often mean trouble. An address from a real r epresentative tends to include the individual companys domain. Mary Smith ge .com likely works for General Electric, but RecruitGE gmail .com is probably bogus. If in doubt, dont respond.Instead, check the businesss website for information. NBCUniversal, for instance, instructs that any employment-related message not from nbcuni.com should be treated as fraudulent.5. Great jobs rarely exist on Easy Street.Doesnt it feel great that Company X chose you to put on the fast track to a position? Isnt it awesome that the firm offered you a job within the hour after you expressed interest and didnt even require an interview? And after all those other companies kept you waiting and asked for references andAs much as your ego may love the idea of being so special that you jump to the front of the line, opportunities that sound too good to be true usually are. Legit recruiters want to establish a relationship in which both sides learn about one another and explore the possibility of employment they dont skip all the steps in the hiring process just because you have a nice LinkedIn profile.Do your homework on a suitor just as you would for any employer.Examine the companys website (and find it on your own, not through a provided link). Consult your network. Google the name, both on its own and followed by the word scam or fraud. Check the company out with the Better Business Bureau. Even contact the prospective employers human resources department if you still have concerns.Your actions will either reveal an opportunity that best be discarded or be a great start to gathering information youd collect anyway before applying anywhere.Find more advice on avoiding job scams.Readers, have you ever experienced recruitment fraud? Share your story by leaving a comment

Experienced Manufacturing and Production Resume Template 2018s Top Format

Experienced Manufacturing and Production Resume Template 2018s Top FormatExperienced Manufacturing and Production Resume Template - 2018s Top FormatCreate ResumeMichael Harris100 Main Street, Cityplace, CA, 91019 (555) 322-7337 example-emailexample.comSummaryKnowledgeable Maintenance Technician with 30 years experience in refrigeration repair. Also skilled in troubleshooting manufacturing machinery, fabrication, arc welding, and parts ordering.HighlightsRefrigeration troubleshooting and repair of large and small systemsUniversal certification for refrigerant transition and recoveryExperience in troubleshooting and repair of manufacturing machineryExperience in purchasing parts and suppliesExperience in customer serviceCompletion of OSHA 40 hour Industrial Safety ProgramExperienced in welding and fabricationCurrently attending school to advance knowledge in manufacturing engineeringAccomplishmentsPerformed effective troubleshooting and repair of manufacturing machinery.Repaired ro om refrigeration units previously plagued by regular compressor failure.Researched replacement refrigerants for R-22 and converted several 40 ton ice making machines to the best available replacement.Trained new service technicians.ExperienceMaintenance Manager Apr 2007 to Current Arctic Glacier Ice Company Oceanside, CAPromoted from service technician to maintenance manager in 2011.Service Technician, Maintenance Technician Oct 1989 to Apr 2007 Mountain Water Ice Oceanside , CAPlant maintenance. Repaired ice manufacturing and packaging machinery. Service technician. Repaired ice merchandisers, walk-in freezers, and in store ice packaging machines.EducationCertificate, Air Conditioning and Refrigeration 1987 Florida Community College Jacksonville El Cajon, FL, U.S.A.Incomplete, Computer Electrical Engineering Cuyamaca Community College El Cajon, CA, U.S.A.Changed major in 2013 and transfered to San Diego Community CollegeCurrently Attending, Manufacturing Engineering Technology Sa n Diego Community College San Diego, CA, U.S.A.Customize ResumeMore Skilled Trades Resume TemplatesEntry Level Manufacturing and Production Resume TemplatesLogging Resume Templates

This is By Far the Dumbest Resume Trend

This is By Far the Dumbest Resume Trend This is By Far the Dumbest Resume Trend This is By Far the Dumbest Resume TrendDear Job Seekers,If you decide to create an infographic resume (against the suggestion of basically every hiring manager), please, for the love of god, DO NOT do this for your skills sectionDo not do this or you are a Bad Person.Oh look, a cute point system to visualize your skills Too bad it makes no sense.Creating a skills point system is an awful and illogical style of presentation that will only serve to confuse the hiring manager and make them trash your resume quickly. This trend is most often found on graphic design resumesthat like to push the limits of creativity.Lets take a close look at why a skills point system makes no sense at all. Take this exampleAdobe Photoshop 7/10Adobe Dreamweaver 3/10Microsoft ja 10/10Excel 3/10Atrocious. Presenting information like this relies on a series of moronic assumptions which, stacked againstone another, creates a towerin g pile of illogical BS so high the peak is barely visible. Its a bad resume trend, and people should just stop it.Spock finds your resume most illogical.Nonsensical Assumption 1 All of these skills have the same level of difficultyIf you think Adobe Photoshop and Microsoft Word have the same level of difficulty, you are either living under a rock or seriously overestimating your Photoshop skills.You cannot create a point scale and compare your skills against each other when those skills differ in quality and difficulty. Period.Dont believe me? Tell me if this makes any sense to youKickball 10/10Brain Surgery 5/10It doesnt make sense, does it? The only thing youve learned about my kickball skills is that Im utterly perfect at it (which is true). With regards to brain surgery, would you trust someone with an 8/10, or a 9/10? What does that even mean?It means nothing. Literally nothing which brings us to point 2.Stop doing this. Just stop.Nonsensical Assumption 2 The point scale means somethingIn fact, these scales are completely meaningless.In order for a 10-point scale to have any meaning, people would need to design standardized tests that measure each skill on a 10-point scale.NEWSFLASH No one has designed tests to tarif your ability on a 10-point scale for the majority of skills youll put on a resume.In other words, when people rate themselves, it is also known as making $h up.Try asking someone what the difference is between being a 5/10 and a 6/10 on Microsoft Word. What do you think they would say?RG Hint There is no difference.Please stop. I cant take it anymore.Nonsensical Assumption 3 People are good at rating themselvesActually, people are horrible at rating themselves across the board.Did you know that idiots are more likely to rate themselves higher for tasks they are awful at, whereas intelligent people are more likely to rate themselves lower for tasks they are good at? This is a cognitive bias called illusory superiority.How can that be? Whereas intelligent people are more aware of the inherent difficulties of a given task, an idiot will obliviously think that everything is easy because theyre incapable of thinking deeply enough about the problem.(This explains the middle-management idiot phenomenon, and also why braggarts tend not to be the sharpest tools in the shed.)Just awful.So how should you present your skills?Theonly place your skills actually mean anything is in the meat of your professional experience section. Thats where you tell the hiring manager exactly what you accomplished with your skills, which is literally the only thing that matters.What have we learned? A fanciful skills rating scale gives absolutely no information whatsoever and you should burn your resume to a crisp if youve included one.Thanks for reading.

The Difference Between Book Smarts and Experience on Labor Day

The Difference Between Book Smarts and Experience on Labor DayThe Difference Between Book Smarts and Experience on Labor DayDont recite the stats. Wow your interviewer by drawing upon the lessons learned on the job.Cartoonist Hugh MacLeod nailed it with this cartoon(For more of Hughs clever work, visit his site here.)There is a world of difference in the workplace between knowing facts, and knowing how those facts fit together. Even more important is knowing what to do about it.Hughs cartoon is a good reminder of your goal in the interview process.You see, anybody with book smarts can come into an interview and repeat the information theyve found online about the company, the industry, and the job.Your goal, especially for those of you further along in your career, is to share and explain how you can make the connections between those bits of information. Particularly if your interviewer is not as experienced in your domain, its up to you to show that those little lines between the d ots exist, that theyre important, and that you have a certain level of mastery of them.So its not simplyI implemented an incentive plan.I cut headcount.I implemented Agile development.or I launched our TV advertising campaign.But rather, its Based on my past experience, I knew that weShouldnt implement just an incentive plan, but had to divide the sales team along industry lines in order to hit our goals.Shouldnt just cut headcount, but that we should remove 2 classes of managerial oversight which were actually impeding our ability to hear directly from the field.Shouldnt just switch from Waterfall to Agile, but that it was important that we bring the Customer Care teams into each Agile Team.Shouldnt just launch a national TV advertising campaign, but that we should overweight on shows targeting the 44 64 demographic on Mondays and Tuesdays, because Id learned from research that would have the biggest bang for our buck.You see, its not just sharing the information, but sharing how you made the connections between the bits of information, that allow the interviewer to understand your capabilities.And that gets you the job.Enjoy your Labor Day, Readers

Learn How Employers Hire an Employee

Learn How Employers Hire an EmployeeLearn How Employers Hire an EmployeeSometimes when youre job searching, the wait at each step in the hiring process can feel interminable. You wait to see if the employer received your resume. Then, you wait to see if you will be selected for a job interview. Then you wait for the interview that is probably a week away. Then, on the day of the interview, youre nervous and worried and still waiting because the interviews at 3 p.m. Perhaps some insight into the steps an employer takes to hire an employee will help you understand what is going on behind the scenes. Its not about you, for the most part. Insights for Job Candidates Recruitingand hiring an employee usually starts with a recruitment planning meetingand moves on from there. Applicant resume review by Human Resources and the hiring manager is a lengthy process while you have no idea if the employer filed your resume among those of the most qualified applicants - or not. Some polite emp loyers automatically generate a candidate response form letter thanking you for submitting your resume. So, in these cases, you know the employer received it. Once the HR people contact you to schedule an interview, depending on whether the organization uses a gruppe approach - which I recommend - scheduling the interview team can take several weeks. The wait can feel especially long after you experience your first interview as you wait to hear if they will invite you back for a second interview to meet more potential coworkers. In a large company, sometimes bureaucracy adds layers of time to the hiring process. Plus, you might be competing with a large pool of candidates. In a state, federal, or local government position, the employer takes many steps to consider internal candidates, too, prior to considering external candidates. Sometimes, between the start of a recruitment and the job offer, an agency loses funding for the position. And, organizations are becoming notorious with job searchers for failings in courtesy and thoughtfulness in their communication with candidates. Many organizations dont andclaim that its a time and resource issue. How Fast Growing Companies Hire an Employee A lot depends on how fast the company is growing, too. In a fast-growing company, the Human Resource staff members are generally swamped with employee recruiting. At the same time, in a fast-growing company, many of the work systems are broken. What worked for 75 employees no longer works at 150 or 200 employees. So, the people who are responsible for leading the charge and hiring new employees are doubly swamped they are creating their hiring systems and recruiting good people as fast as they can - at the same time. Its a challenge to get back to candidates even to schedule a second interview. While You Wait What can you do in the meantime? Make sure that you send a thank you letter following the first interview. You will also want to keep your job search system up-t o-date and moving forward. A polite phone call is often returned. And, just one time, you can send the Human Resources staff person or the hiring manager an email asking about the status of the position they are filling. In an employee empowering and participatory work environment, the number of people involved in a hiring decision makes selection challenging, too. Just getting five or six people together to do an interview can take several weeks. But, you dont want to work for a company that does not empower and enable employees, so often the best companies take the longest. I hired an employee once who told me she had a job offer on the table during our first interview. I told her truthfully that our company would not make an offer to anyone for a minimum of three weeks, so she would need to decide. She turned down the offer and waited because she wanted the job I had available. It turned out to be a good choice for her - we hired her.

The Death of Tip for Resume

The Death of Tip for Resume What Does Tip for Resume Mean? Employing a custom resume instead of a generic one is going to greatly increase your odds of an interview, as youll be a better match in the view of the reader. Sound possiblity to troubleshoot line being interrupted troubles. Its also simpler to read this manner. Improve your resume 1 step at a moment. In terms of technical jargon, do not presume that the employer will understand what you are speaking about. If youre likely to use work objective, remember to make it a good one. Including professional goals can assist you by giving employers a notion of where youre going, and the way you wish to arrive there. As you examine your bullet points, think about just how you are able to take each statement one step further and add in just what the benefit was to your boss or your business. What You Can Do About Tip for Resume Starting in the Next Ten Minutes behauptung sample resumes will supply you with examples of resume formats that will do the job for virtually every sort of job seeker. Careful with sample resume templates There are lots of sites that provide free resume templates. Use the checklist to ensure you have included all appropriate data in your resume. When the resume comprises one particular page, divide the info into parts. Make an email proof formatting It is extremely probable you will wind up sending your resume via email to the majority of companies. The idea you must hold onto the exact same tired foundation and format is no longer correct. Below are some important resume writing tips on wording to think about. Its common practice to put this information on top anyway, and that means you dont need to use a huge font. The majority of the times your prior work experience will be absolutely the most significant part the resume, so put it at the top. Attempt to know the market of the organization you are asking for work, and identify what type of difficulties they may be go ing through. Know the purpose of your resume Some folks write a resume like the intention of the document was supposed to land work. All they must know is if youve got the experience, education and expertise to successful manage the job. Receiving your CPR certificate is relevant once youre asking for a job which demands this, like a lifesaver or swimming instructor. Job seeking is a cut throat business so make certain you give yourself the best opportunity of locating success. Whenever specific training or certification is necessary to follow a career in a specific field, its important to list the relevant skills you have attained. If youre asking for a creative profession, your resume ought to be unified. Many colleges continue to provide career services to students even once they graduate. Examine the work description and relevant job ads for a clue on what the employer might be searching for. Employers dont need to have a risk when hiring candidates. The Characteristics of Tip for Resume Attention to the typography to departure with make certain that your fonts are big enough. Its important to select a font and font size thats legible and leaves enough white space on the webpage. It ought to be bold and with a bigger font than the remainder of the text. Select the most suitable font and size. Most people neglect to include achievements on their resumes since they just dont understand how to communicate them. Most experts concur that the previous 15 decades of your career are enough. What was recommended five years back, even 1 year ago, might no longer be appropriate. You ought to keep updating your resume from time to time.

How Many Characters Do You Need to Communicate with Gen Y

How Many Characters Do You Need to Communicate with Gen Y Young professionals use communication and technology for efficiency often at the expense of accuracy. Its important to work with new hires to integrate them into your workspace by sharing what communication styles are appropriate for your office and also what communication styles they prefer. Here are a few ways you can communicate better with young professionals in your workspace. Exchange Communication Preferences and StylesEngage young professionals in a conversation about the different contexts your gruppe communicates in and what each persons preferences are in your department. Make sure everyone on the team knows what the best way is to share large quantities of information, communicate last minute or time-sensitive information, and how to communicate after hours. As important as it is to integrate young professionals into your worksp ace, you also need to be respectful of their communication preferences. If they prefer receiving a Facebook message for time-sensitive information, then figure out how you can work with them. If you want young employees to flex to meet you where you are, make sure you model the importance of this practice by flexing to meet them where they are.Weed Out Vocalized ThinkingYoung professionals are known for vocalizing their thinking, i.e., um, you know, so, like, etc. To guard against this, remind them that communication is not a race and to think before they speakespecially at work. Young professionals tend to lose their train of thought when spouting off their ideas. One strategy I like to encourage is the stop-and-smile. Basically, when one feels that the brain and mouth are out of alignment, she stops, smiles, breathes, finds the next idea, and then continues on. This helps employees hide brain freezes and project confidence and competence in all situations.Curb People Pleasing and PuffingMillennials often strive to make themselves into the people they think others want them to be by making choices that are big and bold. It is your job to intervene before over-talking and people-pleasing become habit. You should also try to help your young professionals eliminate puffing. Your new hires will want to share why they are great and what makes them qualified for your most plum opportunitiesbut stop them You can remind them of a great mantra, Who I Am Is Not What I Achieve. Make sure they know that its not about a title or getting featured in the paper. Its about the choices they make in their thinking and behavior and the results they achieve. This will support them to be transparent with their communication, and use it to forward organizational goals.Gen Y communicates differently then any generation before. Do you have any additional tips for better communication with young professionals?

Language in letters of recommendation can hold women back

Language in letters of recommendation can hold women backLanguage in letters of recommendation can hold women backWhen a job application asks for a letter of recommendation, the expectation is that your letter writer will sing your praises. But a recent study published in the Journal of Business and Psychologyfound that these letters are not always positive and can actually hold applicants back if they are women.When researchers from Rice University,Hunter College and CUNY Graduate Center, and the University of Houston analyzed 624 actual letters of recommendations for 174 men and women applying for eight assistant professor positions, they found that letters written for women were more likely to have doubt raisers that questioned an applicants aptitude for the job.How doubt raisers raise red flags on female job applicantsThe doubt raisers came in many shades. The most obvious was negativity, or an overt weakness of the applicant, that the recommender directly pointed out in red flag s like does not have much teaching experience or a look at applicants publication record will show that she has not published a huge amount.Then came the more insidious forms of doubt like hedging where the author admitted uncertainty about a candidate, or the backhanded compliments of faint praise. As one tepid compliment for a female applicant stated She is unlikely to become a superstar, but she is very solid.Regardless of who women picked to be their all-star reference, their letters were more likely to put them at a disadvantage because of these doubt raisers. Both male and female recommenders were using more negativity, hedging, and faint praise in letters of recommendations for women compared to the letters written for men.We are able to pick up on this doubt and respond to it.When the researchers got about 300 university professors to satz letters of recommendation, they found that negativity and hedging caused professors to rate an applicant more harshly on their research s kills than otherwise identical applicants.Its a reminder of how bias can creep into language with even well-intentioned efforts and can still cause lasting harm to careers. We know that letters of recommendation are supposed to be heaped with praise when a letter lacks this level of enthusiasm, we notice it.Letters of recommendation are usually so positively skewed to begin with that a doubt-raiser can stand out in a sea of positivity, Mikki Hebl, one of the authors of the study, said. Also, recommendations are made all the time, even if theyre not in letter form. Its so important to think about the ways language reflects subtle biases, as these spoken subtleties also may add up over time to create disparities.For female job applicants, fighting bias means carefully picking and coaching your chosen reference to make sure how you see yourself aligns with how your reference sees you.But ultimately, it takes a group effort to root out bias in hiring. For institutions in academia, stopp ing subtle bias means raising awareness of how it happens into the selection process. The researchers found that when writers were asked to explain their ratings, they showed less gender bias against applicants.

Managing Continuous Change

Managing Continuous Change Managing Continuous Change Its been mora than 20 years since the human side of organizational change became the hottest topic in management training circles. Its still the top organizational challenge today.Why is organizational flexibility still keeping CEOs up at night when theyd rather be worrying about revenue growth?The answer is that change has, wellchanged.The corporate world has gotten better at coping with incremental changes and even the occasional large-scale transformation. But change is different todayits more like a flood of continuous, overlapping and accelerating transitions that have turned many organizations upside down. Managing people through that kind of change requires all the communication and leadership strategies we learned in the past and then some.Most people and processes are set up for continuity, not chaos. The shift from a change to constant change has upset the status quo we are by nature inclined to defend.The pace of change is intense, and it shows no sign of abating any time soon. With that in mind, here are some suggestions for managing people through continuous change.Realize that resistance to change is inevitableand highly emotional.Weve all seen this in action, but do we all know the cause? Its a very real result of our neurological make-up. The part of our brain that processes change also is connected to the fear circuitry that controls our fight-or-flight response. Each of us is wired for the psychological disorientation and pain that can manifest in anxiety, fear, depression, sadness, fatigue, or anger. Being aware of and responsive to the emotional component of change is now a prerequisite for effective leadership. This task is extra tricky in todays climate of constant change, when employees emotions are often dealing with multiple transitions at once.Give people a stabilizing foundation.In a constantly changing organization, a leader can help employees embrace instability as positive by cl early and passionately articulating what the organization is trying to achieve. Create stability by emphasizing your corporate identity and collective focus of purpose, and by keeping your companys history, present activities, and vision for the future fresh and clear in everyones mind.Help your staff/team/department understand that change really is the only constant.Never let people assume that once any single change is completed, the organization will solidify into a new form. Instead, help them understand that even as we adjust to a change, we should be getting ready for the next one.Champion information access and knowledge sharing.Transparency can be a powerful catalyst for change. Even by sharing simple data that is already widely known in the company, you can demonstrate a willingness to share, to listen and to encourage conversation.Encourage employees to mingle.Relationships and collaboration are increasingly vital in change management. Employee social networks based on mut ual trust, shared work experiences, and common physical and virtual spaces can enhance your peoples change-readiness and creativity. Do whatever you can to nurture these mutually rewarding, complex, and shifting relationships.Give up the illusion of control.No one likes change that is mandated, but most of us react favorably to a change we help create. Executives who expect organizational flexibility should loosen their grip in order to align the energies and talents of their organizations around change initiatives. As above, transparent communication with all levels of employees is critical if you want employees to understand the economic realities of the business, the real driving forces behind change, and how their actions impact the success of change initiativesThis article is reprinted from the website of the American Management Association at www.amanet.org.Most people and processes are set up for continuity, not chaos.

How to Land a Hot Job in 2014

How to Land a Hot Job in 2014How to Land a Hot Job in 2014Hiring is predicted to improve in 2014, so what fonts of jobs should you anticipate seeing? According to recent findings by CareerBuilder and Economic Modeling Specialists Intl., there are 12 hot jobs to watch out for next year, and theyre careers that pay well. The list is based on jobs that require a bachelors degree, have grown more than 7 percent over the last three years, are projected to grow in 2014 and fruchtwein importantly, theyre jobs that pay $22 an hour or more.Unfortunately, employers are still crying that they cant find the talent they need. In fact, Matt Ferguson, CEO at CareerBuilder, says 45 percent of human resources managers report they have open positions they cant fill.It isnt just a skills shortage, its also a positioning gap. As you evaluate these growing careers, also note what you can do to prove you are a good fit. The best way to do this is to provide proof that your skills and experience translate into solving problems for employers.Help a company grab the first to market seat. It is a competitive economy and companies are attempting to get their products and services to market first. If you have software development expertise, this is your chance to solve challenges for employers. Promote your technical skills but dont forget to highlight the results of your work for previous employers. Potential employers would love to hear how you contributed to a product that increased market share or hit the market first.Zero in on Big Data for market preferences. Market research analysts or marketing specialists also contribute to new product development. These careers are highly analytical and help weed through loads of information being gathered about customers, potential customers and many other data points. To stand out, sell the type of data you analyzed and tools youve used. Also be sure to include how your analysis skills has translated into new product ideas or penetrated new ma rkets.Develop solutions to fill the skills gap. Training and development now play critical roles for employers who need to build specific skills among their employees. Historically, this function was viewed as a nice-to-have versus a necessity, but because employers find it difficult to hire exactly the right talent match, training employees is a worthwhile investment. To stand out, showcase curriculum topics, training platforms used, cost savings and measured outcomes from the training you created and/or delivered.Coordinate events with flair. Meeting, convention and event planners are also projected to be in demand. Take advantage of your experience pulling together logistical details, numbers of event attendees and customer satisfaction measurements. Your ability to promote yourself can be viewed as an asset in a career that relies heavily on creative marketing strategies as well as specific project management skills.Get it there on time. In the global, need-it-now economy, logis ticians become the key to making things happen. Experience and skills in coordinating the flow of materials and products, managing resources and developing positive business relationships with customers can help you secure a position in this fast-moving career. Include success stories of how you saved money, decreased delivery times, minimized inventory or any other cost savings to catch employers attention.Go high-tech or stay home. Careers in technology continue to be in-demand. Database administrators, Web developers and information security analysts all require specific skills and experience using technology to succeed. You may find that many of these positions are based on a specific contract period, but dont shun them. Independent contracting is a growing trend in our just-in-time workplace and popular among startups and small companies with limited financial resources. Showcase your commitment to team work and your ability to develop interpersonal relationships to stand out i n this career field.Money matters. Financial analyst jobs are still growing, and they arent just available on Wall Street. This career option offers numerous specialties, such as investment banking, insurance companies and banks. Even corporate finance departments offer similar opportunities to evaluate investments. Keep current on the vast quantities of financial products and understand geographic trends. When pursuing these positions, be sure you mention the impact your analysis had on the organizations investments or direction.Leverage your specialties. If you are a petroleum engineer, interpreter or physical therapist, the news is good for you as well. Finding these very specialized careers, which also made the list, may require searching on niche job board. If these are your career preferences, show flexibility in your preferred work drehort to increase your chances of securing a job.Take a new spin. It isnt enough to have the requisite skills and experience. Your role as a job seeker is to explain how you have solved relevant problems. Youll need to connect the dots between your skills and successes with the needs of the employer so they can see your value.Hannah Morgan is a speaker and author providing no-nonsense career advice she guides job seekers and helps them navigate todays treacherous job search terrain. Hannah shares information about the latest trends, such as reputation management, social networking strategies, and other effective search techniques on her blog, Career Sherpa.