What makes for the “perfect” job candidate in a tight market? Here's what employers said:

A new study by the National Association of Colleges and Employers (NACE) shows that, for new college graduates in this tight economy, becoming the perfect job candidate is a tall order.

“Today’s employers have an extensive list of attributes, skills, and qualities they look for in their job candidates,” says Marilyn Mackes, NACE executive director. “And that’s assuming that the candidate meets the employer’s basic criteria—including having the requisite major, course work, and GPA.”

Nearly 70 percent of employers taking part in NACE’s Job Outlook 2009 study said they screen candidates by GPA (grade point average).

“For most, the cutoff is 3.0—or a B average,” says Mackes. “If a student passes that hurdle, then the employer takes a look at other attributes.”

Among the skills, attributes, and qualities employers prize most are communication skills, a strong work ethic, ability to work in a team, and initiative.

“These are the type of skills and qualities that will help a new hire succeed as an employee and contribute to the organization,” says Mackes.

Employers also emphasize leadership experience. Asked to compare two otherwise equally qualified candidates, employers chose the one who had held a leadership position over the candidate who simply was involved in extracurricular activities.

Employers also expressed a preference for candidates with relevant work experience.

“More than three-quarters of employers told us they prefer to hire candidates with relevant work experience,” says Mackes. “In this case, we’re talking about new college graduates who have taken part in internships or cooperative education assignments.”

The long list of wished-for candidate abilities and qualities is nothing new, says Mackes.

“We’ve been asking employers to describe their ‘ideal’ candidate for more than 10 years, and these same attributes are consistently identified as valued by employers,” she says. “But, in times like these when job opportunities are tight, it is perhaps even more important for job candidates to understand what employers want and find ways to demonstrate those qualities.”


So to recap employers value the following skills above all else (assuming minimum criteria is met)

Communication

Work Ethic

Team Work

Initiative

Leadership

I don't know about you but I feel each one of this skills is most certainly acquired during the course of athletic play. It simply comes down to your ability to effectively articulate these skills to employers. So when building you resume think back to this list & what employers are telling you. Have a story supported by quantitative data that illustrates these skills & if you haven't acquired these skills start now- you know what employers are looking for.

Finding Anchors in the Storm: Tips for Millennials & Mentors

By TODDI GUTNER

Last fall, nearly two years after Brian Padworski began his career as an audit associate, he asked a colleague at KPMG to be his mentor. "The economy is not where it was a year ago, especially in the last three months, and having a mentor helps you," says Mr. Padworski, 23, who was looking for ways to shore up his future.

Mr. Padworski's mentor has encouraged him to become more aggressive, volunteer for extra assignments and to earn his CPA designation. "He helps me to assess my skills [and] gives me a better idea of how to get to the next level," says Mr. Padworski.

Known for frequently changing jobs either because senior managers haven't invested the time to engage them or because they haven't felt committed to their companies, workers in the millennial generation (born between about 1978 and 2000) have an incentive for staying put now: a shrinking job market. Indeed, employment experts say they're seeing fewer millennials ready to make a leap simply because they aren't receiving enough attention.

"Most young professionals never planned on staying in their first job for more than two years," says Terri Scandura, a management professor and dean of the graduate school at the University of Miami.

Finding that they can't move as easily from job to job, these young professionals will have to adjust to the new reality of working in one place for the long haul. To do so, they have to find ways to connect with senior managers in a less-needy way and actively seek out mentors. "Without as many opportunities ... mentoring becomes a more strategic avenue for career development," says Beth Carvin, CEO and president of Nobscot Corp., a retention-management consulting firm in Honolulu.

Yet with layoffs throughout corporate America -- and more likely to come -- how does an eager young professional connect with managers who are overworked, understaffed and stressed out? The best place to start is with the resources an employer already offers. "Most employees are surprised to discover that their companies have mentoring programs that they didn't even know about," says Ms. Carvin.

About 70% of Fortune 500 companies offer mentoring programs. The human resources or training and development department at your company can tell you what's available. At International Business Machines, for example, every employee is assigned a "connection coach" before their first day; after they join, workers are assigned a formal mentor.

Still, finding and developing a relationship with a career sage takes more legwork than it did during boom times. During economic upswings, managers feel positive and less hassled about taking on a mentee. You need to be more thoughtful and strategic when times are tough. First, take a personal inventory of your mentoring goals. What would you like to gain? Do you want to learn more about project management? Are you interested in learning about the people side of the business? Do you want help navigating corporate politics? Make a prioritized list of your goals.

Armed with a good understanding of what you're trying to achieve, seek out a colleague who has those skills or experiences you would like to acquire. "But be very careful about whom you select," says Ms. Carvin. Try to get a sense of how the person you would like as mentor sees the process; ask someone who knows their style.

You should also consider whether the potential mentor can guide you on the path you'd like to follow. The Women's Alliance at Xerox uses Mentor Scout, a Web-based automated mentor-matching program, to help connect young employees with higher-ups. The program came up with a number of matches for Carole Bakhos, a 25-year-old electrical engineer at the company. She says she chose a mentor "who started as an entry level engineer and is now a vice president of marketing," because Ms. Bakhos plans to also segue out of engineering.

Remember, mentoring is a two-way street -- even more so during a recession. You're much more likely to work well with someone if "you're seen as someone who understands the pressures [a manager is] experiencing," says Thomas J. Delong, an organizational behavior professor at Harvard Business School.

Consider teaching a mentor how to use Twitter, setting up a page on Facebook or helping a manager figure out how to get the most out of a LinkedIn page. And take stock of skills you have that match your mentor's workload.

Then approach your potential counsel in a way that offers help. You can tell a respected manager that you admire his work and ask him to coach you on specific things like how to close on a big sale or how to engage colleagues on a project. In return, offer up a skill you have to help on a project he's responsible for. "A short-staffed, smart manager today will take all the help they can get," says Ms. Scandura.

WSJ

SPIKE TV and The Playbook join forces seeking Pros vs. Joes Participants!

The hit TV show Pros Vs. Joes is returning with a new season and a new format on Spike TV and we are offering our male athletes an opportunity to test themselves physically in head-to-head competition against former NFL and NBA stars like Jerry Rice, Clyde Drexler, Bo Jackson, Dominique Wilkins, Warren Moon, Hershel Walker, Muggsy Bogues, John Randle, Rod Woodson, Antonio Davis, Dan Majerle, Jeff George, Jimmy Smith, Nick Van Exel, Kordell Stewart, Kevin Greene, Sean Elliott, Mitch Richmond, Christian Okoye, Raghib Ismail and Bill Romanowski.

The games will be 3-on-3 half court and 3-on-3 tackle football. If you believe you still have the skill, strength, speed and agility to posterize or tackle a pro, then go to their website (http://pvjcasting.com) to download the application and shoot your audition video. Make sure that you reference that you heard about it from The Corporate Playbook network and receive a special gift! Space is limited and the deadline to apply is quickly approaching, sign up now!!!!

"Joes" must be legal U.S. residents, 21 years or older, and have had no prior professional sports experience (i.e. you have not been paid to play a sport before). If you have any questions, email them to: contact@thecorporateplaybook.com or pvjcasting@gmail.com

Good luck!!!

Job Alert: AT&T, Cintas, Paychex, Velocity Sports Performance & Kforce Staffing

They say 70% of all jobs are only available in "hidden markets" exclusive groups, networking & inside information that leads to real job opportunities. Given the current job market that percentage has certainly grown. Below is a list of current job opportunities brought to you exclusively through The Corporate Playbook Network. Membership has it's privileges.

AT&T Mobility:

Are you in the final year of completing a Bachelor's or Master’s degree or have you graduated in the past three years? Do you have a passion for business to business sales and strong interest in a corporate sales career path? Are you interested in a career in a dynamic and exciting industry? Is working for a well-established company with worldwide visibility and high ethical standards important to you? If you recognized yourself in these questions, the AT&T Mobility Sales Professional Training Program can put your career on the fast track.

AT&T Mobility currently has openings throughout the U.S. click on the link below to view their profile, full job description & current opportunities.

(AT&T Profile)

Cintas:

Why Cintas? In just 17 short years, we have expanded from less than 1,000 associates to more than 30,000, and we've grown from 19 locations to more than 380. Every day, over five million people go to work in a Cintas uniform, and every week we service more than 700,000 business customers throughout the United States and Canada. This aggressive growth pattern has created tremendous opportunities for talented, ambitious people to join a company internationally recognized as the leader in a multi-billion-dollar service industry.

In the future, we plan to enter a variety of new markets, expand existing markets and introduce new products and services. A crucial component of these plans is the recruitment of outstanding individuals who can demonstrate initiative, integrity, interpersonal skills and the desire to succeed in a fast-track environment.

Cintas currently has openings in the following areas- (San Jose CA, San Francisco CA, Oakland CA, Seattle WA, Tacoma, WA, Portland OR & Vancouver BC) Click on the link below to view the Cintas profile & full job description.

(Cintas Profile)

Paychex:

For over 35 years, Paychex has helped millions of business owners and managers focus on what they do best — run their companies. Today, our payroll, human resources, and benefits outsourcing solutions continue to meet the needs of any size business, from the corner store to large companies with complex requirements.

Recognized as a top national provider of business solutions, Paychex is differentiated by the personal attention and commitment we give our clients. By listening to you, and understanding your challenges, we can provide the right products and services to meet your business goals — from hire to retire.

Paychex currently has opening throughout California- Click on the link below to view their full profile, job descriptions & current opportunities.

(Paychex Profile)

Velocity Sports Performance:

Why Do You Train?

Velocity Sports Performance, the industry leader in providing advanced sports performance training for athletes of all skill levels and ages, was founded in 1999 by world-renowned coach Loren Seagrave, a five-time NCAA champion coach who trained Olympic, professional, and college athletes. At Velocity Sports Performance, athletes of any skill level from age eight through adult can realize their potential through advanced training programs taught by degreed and certified coaches, scientifically designed to increase speed, power, and agility, while reducing the risk of sports-related injuries. Velocity Sports Performance is the Official Provider of Nike SPARQ Training. There are over 65 Velocity Sports Performance facilities across the United States, each with an average of 19,000 square feet of state-of-the-art facilities.

Velocity currently has openings throughout the U.S. (Performance Coaches, Internships, Community Relations, Management & Recruiters). Click on the link below to view the full profile, job descriptions & current opportunities.

(Velocity Profile)

Kforce Staffing:

At Kforce, we believe that Great People = Great Results. By understanding what drives our specialty industries, becoming involved in our communities on a professional and personal basis, following a disciplined process of identifying quality candidates, partnering with employers to understand their core business and their employment requirements, and delivering exceptional service, we achieve great results for all concerned.

Kforce’s 2,000 staffing specialists operate 57 offices in 41 markets in North America and two in the Philippines, bringing the value of over 40 years of experience to your staffing and career development needs.

Kforce currently has openings throughout (MA, NJ & NY) Click on the link below to view full profile, job descriptions & current opportunities.

(Kforce Profile)

We thank you for your membership in The Corporate Playbook Group & value your feedback. Please let me know if job alerts are helpful & if you haven't already joined the over 50,000 athletes at www.thecorporateplaybook.com please take a few minutes to join today.

http://www.thecorporateplaybook.com/signup.php

Best wishes,

Chad

Don't Toot Your Own Horn- Why Singing Your Own Praises Can Fall Flat

By SARAH E. NEEDLEMAN

Last summer, Lisa Harrell interviewed a candidate for a director job who offered a list of impressive accomplishments. But during the 60-minute meeting, the Ivy League candidate never paused long enough for the recruiter to ask just how he executed on them.

"In the end, he took a breath and said, 'After my first 90 days, what is my next step?'" recalls Ms. Harrell, vice president of human-capital development at UnitedHealth Group Inc. in Minnetonka, Minn. His bravado cost him the job, she says.

When it comes to self-promotion in the workplace, hiring managers say some people go too far and block their path to the next level. You might call them the corporate world's "American Idol" wannabes. Like many contestants on the reality TV show who extol the greatness of their singing abilities and then end up sent home, corporate idols sing praises about their abilities without delivering tangible evidence to back up the claims.

And recruiters and employers say they're seeing the behavior more frequently in the current bad economy, as some candidates try harder to impress interviewers and workers go out of their way to hang on to their jobs.

"A lot of people are selling themselves hard," says Mark Angott, president of Angott Search Group, a recruiting firm in Rochester, Mich. Out of desperation, many job hunters convince themselves they're qualified for positions that don't match their backgrounds, he says. "They want to try anything and everything," he says.

And like "American Idol" rejects, corporate idols who lack the skills and knowledge they claim to have often handle criticism or rejection poorly. "We've had guys use every expletive in the book," says Dave DeMink, an executive-search agent in Roseville, Calif., referring to the reactions he has received from job hunters he has declined to present to clients.

Even in the current recession, some job hunters are still unwilling to bend. Brian Rhonemus, a managing director at Angott Search Group, says several former big-bank executives recently refused to consider job opportunities at small community banks and credit unions. "They balked because they didn't want to go backward," he says. "It's amazing. Some candidates just haven't wrapped their arms around reality yet."

In more robust economies, some corporate idols take their cockiness to extreme levels by demanding above-average salaries, custom job titles and other forms of special treatment. Consider, for example, the candidate for a senior communications job who told New York recruiter Bill Heyman that he would accept the role only if he would report to the large company's chief executive officer. The position reported to the head of human resources, and Mr. Heyman strongly urged the candidate "to play by company rules." Ignoring the recruiter's advice in an interview with the employer, the candidate lost out on the job, he says.

On the job, corporate idols often spur resentment among their peers. John LeBlanc, vice president of product management at Jefferson Wells International Inc., a professional-services firm, says he once worked with a colleague at a former employer who regularly puffed up his job title when talking to clients. "This same [person] routinely would tell anyone willing to listen how he was doing the same work -- and doing it better -- than his boss and his boss's boss," says Mr. LeBlanc. "He showed a great lack of self-awareness, which hurt his working relationships."

An unwillingness to accept help from a boss or colleague is another sign of a corporate idol. Case in point: When Lee B. Salz was a vice president at a small outsourcing company, he says, an employee who reported to him repeatedly turned down his offers to show her ways to improve. "She thought she knew everything and [in reality] she wasn't that good," recalls Mr. Salz, now president of Sales Architects, a sales-management consulting firm in Minneapolis.

What causes these unaware workers' heads to swell? According to Brooks Holtom, an assistant professor at Georgetown University's McDonough School of Business, employees in certain fields like customer service have no solid way to measure their performance. By contrast, sales professionals can add up the revenue they generate and compare figures over time. As a result, some people are more susceptible than others to developing false impressions about their skills, he says.

Poorly designed reward systems are sometimes to blame for overinflating egos, says Roy Saunderson, president of Recognition Management Institute, a New York provider of workplace-consulting services. "If you read the criteria, they're so loose, almost anyone can get" rewards, he says.

Of course, career experts say that some self-promotion can be helpful for moving up the corporate ladder. "A lot of times, managers have a tendency not to think about how much work went into an accomplishment," says Jo-Ann Gastin, senior vice president of human resources at Lockton Cos. LLC, an insurance brokerage firm in Kansas City, Mo. "When an employee does go above and beyond, they should make it known to their supervisor."

Likewise, it can be advantageous for job hunters to engage in a little spin-doctoring to show recruiters they're confident in their ability to handle a position, say career experts. But it's also critical to demonstrate modesty. UnitedHealth's Ms. Harrell says she hired a director last year who described himself as a technically competent leader and provided two detailed examples to illustrate his point. "He showed that he could efficiently instill a vision and accomplish major tasks, and whether he did them himself or through other people," she says. Giving credit to others and showing his team mentality helped seal the offer.

Write to Sarah E. Needleman at sarah.needleman@wsj.com

The Best & Worst Jobs

Nineteen years ago, Jennifer Courter set out on a career path that has since provided her with a steady stream of lucrative, low-stress jobs. Now, her occupation -- mathematician -- has landed at the top spot on a new study ranking the best and worst jobs in the U.S.

Scott Brundage

"It's a lot more than just some boring subject that everybody has to take in school," says Ms. Courter, a research mathematician at mental images Inc., a maker of 3D-visualization software in San Francisco. "It's the science of problem-solving."

The study, released Tuesday from CareerCast.com, a new job site, evaluates 200 professions to determine the best and worst according to five criteria inherent to every job: environment, income, employment outlook, physical demands and stress. (CareerCast.com is published by Adicio Inc., in which Wall Street Journal owner News Corp. holds a minority stake.)

The findings were compiled by Les Krantz, author of "Jobs Rated Almanac," and are based on data from the U.S. Bureau of Labor Statistics and the Census Bureau, as well as studies from trade associations and Mr. Krantz's own expertise.

According to the study, mathematicians fared best in part because they typically work in favorable conditions -- indoors and in places free of toxic fumes or noise -- unlike those toward the bottom of the list like sewage-plant operator, painter and bricklayer. They also aren't expected to do any heavy lifting, crawling or crouching -- attributes associated with occupations such as firefighter, auto mechanic and plumber.

The study also considers pay, which was determined by measuring each job's median income and growth potential. Mathematicians' annual income was pegged at $94,160, but Ms. Courter, 38, says her salary exceeds that amount.

The Best and Worst Jobs

Of 200 Jobs studied, these came out on top -- and at the bottom:

The Best	The Worst
1. Mathematician	200. Lumberjack
2. Actuary	199. Dairy Farmer
3. Statistician	198. Taxi Driver
4. Biologist	197. Seaman
5. Software Engineer	196. EMT
6. Computer Systems Analyst	195. Roofer
7. Historian	194. Garbage Collector
8. Sociologist	193. Welder
9. Industrial Designer	192. Roustabout
10. Accountant	191. Ironworker
11. Economist	190. Construction Worker
12. Philosopher	189. Mail Carrier
13. Physicist	188. Sheet Metal Worker
14. Parole Officer	187. Auto Mechanic
15. Meteorologist	186. Butcher
16. Medical Laboratory Technician	185. Nuclear Decontamination Tech
17. Paralegal Assistant	184. Nurse (LN)
18. Computer Programmer	183. Painter
19. Motion Picture Editor	182. Child Care Worker
20. Astronomer	181. Firefighter

More on the Methodology

• For methodology info and detailed job descriptions, go to http://careercast.com/jobs/content/JobsRated_Methodology
• See the complete list of job rankings
• Read about the last study of the best and worst jobs.

Her job entails working as part of a virtual team that designs mathematically based computer programs, some of which have been used to make films such as "The Matrix" and "Speed Racer." She telecommutes from her home and rarely works overtime or feels stressed out. "Problem-solving involves a lot of thinking," says Ms. Courter. "I find that calming."

Other jobs at the top of the study's list include actuary, statistician, biologist, software engineer and computer-systems analyst, historian and sociologist.

Mark Nord is a sociologist working for the Department of Agriculture's Economic Research Service in Washington, D.C. He studies hunger in American households and writes research reports about his findings. "The best part of the job is the sense that I'm making some contribution to good policy making," he says. "The kind of stuff that I crank out gets picked up by advocacy organizations, media and policy officials."

The study estimates sociologists earn $63,195, though Mr. Nord, 62, says his income is about double that amount. He says he isn't surprised by the findings because his job generates little stress and he works a steady 7:30 a.m. to 4 p.m. schedule. "It's all done at the computer at my desk," he says. "The main occupational hazard is carpal tunnel syndrome."

More Career Stories and Advice

• Laid Off and Looking Blog: Follow eight out-of-work professionals as they search for jobs in a post-meltdown world.
• Avoiding the Ax: Where the Jobs Are
• How To Refresh a Stale Networking Circle
• How To Find a Job In a Bad Economy

On the opposite end of the career spectrum are lumberjacks. The study shows these workers, also known as timber cutters and loggers, as having the worst occupation, because of the dangerous nature of their work, a poor employment outlook and low annual pay -- just $32,124.

New protective gear -- such as trouser covers made of fiber-reinforcement materials -- and an increased emphasis on safety have helped to reduce injuries among lumberjacks, says Paul Branch, who manages the timber department at Pike Lumber Co. in Akron, Ind. Still, accidents do occur from time to time, and some even result in death. "It's not a job everybody can do," says Mr. Branch.

But Eric Nellans, who has been cutting timber for the past 11 years for Pike Lumber, is passionate about his profession. "It's a very rewarding job, especially at the end of the day when you see the work you accomplished," he says. Mr. Nellans, 35, didn't become discouraged even after he accidentally knocked down a dead tree and broke his right leg in the process four years ago. "I was back in the woods cutting timber in five weeks," he says.

Other jobs at the bottom of the study: dairy farmer, taxi driver, seaman, emergency medical technician and roofer.

Mike Riegel, a 43-year-old roofer in Flemington, N.J., says he likes working "outside in the fresh air." Since he runs his own business, which he inherited from his father, he can start and end his day early in hot weather or do the opposite when it's cold.

The study estimates roofers earn annual incomes of $34,164, which Mr. Riegel says is consistent with what he pays new employees. Roofers also ranked poorly because of their hazardous working conditions. "You obviously can't be afraid of heights," says Mr. Riegel, who once fell two stories while working on a rooftop in the rain but luckily landed safely on a pile of soft dirt. "I missed some cement by 10 feet."

Write to Sarah E. Needleman at sarah.needleman@wsj.com

Home Depot Drops Olympic Athletes

Home Depot Inc., citing the tough economic climate, has ended its much-ballyhooed program that gave Olympic athletes part-time jobs, flexible hours and full-time pay and benefits to help support their training.

In the 16 years that Home Depot has sponsored the U.S. and Puerto Rico Olympic and Paralympic teams, it has employed 600 athletes who have won 145 medals. Home Depot's sponsorship amounted to a $15 million to $20 million commitment over four years, said one person familiar with the matter.

"At this economic time, we are looking more closely at all our programs and marketing sponsorships," said Jean Niemi, spokeswoman for the Atlanta-based home-improvement chain, whose sales and earnings have been hammered in the housing downturn.

Home Depot informed the U.S. Olympic Committee yesterday that it was ending its sponsorship effective immediately. It also held a conference call with the 98 athletes currently enrolled in the Olympic Jobs Opportunities Program.

Darryl Seibel, chief spokesman for the USOC, said the committee is sorry to lose Home Depot as a sponsor. "They have been a fantastic partner and have done a great deal for America's athletes," he said.

Home Depot is the first top-level sponsor to leave the USOC since General Motors Corp. dropped out in 2007. Mr. Seibel said 16 other major sponsors have renewed for the 2009-2012 cycle.

The athletes now employed by Home Depot can continue working flexible hours on a part-time basis and retain health benefits, but their salaries will be halved. The athletes can apply for full-time jobs at stores with available openings. No new athletes will be accepted into the program.

"This is being done with some sadness," Home Depot's Ms. Niemi added.

Athletes were required to work about 1,000 hours a year to maintain a salary of about $25,000, said Brock Kreitzburg, a member of the 2006 U.S. bobsled team. Mr. Kreitzburg has had two hip surgeries in recent months after winning the 2007 world cup title as part of the four-man team. He is taking this season off in hopes of returning for the 2010 Olympics but might not be able to get there without the Home Depot sponsorship. Other potential sponsors are notoriously hard to find for his sport.

"With the economy, everyone is going through a tough time," said Mr. Kreitzburg, 32 years old, who lives in Calgary during the off-season. "It's hard for me to ask someone who is struggling themselves to help me."

Life After the Gold

Olympic athletes are motivated, talented and successful. They have to be in order to be the best at their chosen sport, but what happens when it comes time to retire? Where do these driven individuals turn their attention once the competition is over? Upon researching many famous Olympians, we discovered these former athletes tend to gravitate to the same post sports careers.

Bruce Jenner

After Bruce Jenner won the decathlon at the 1976 Olympics in Montreal, he graced the fronts of Wheaties boxes, became a motivational speaker, sports commentator, commercial spokesman, and actor, guest starring in The Love Boat, CHiPs, Murder She Wrote and King of the Hill. Jenner also works with several charities and, of course, he has now reached the pinnacle of American success by co-starring in his very own reality show, Keeping Up with the Kardashians.

Mary Lou Retton

This All Around Gold Medal winner in women’s gymnastics at the 1984 games in Los Angeles was the first American woman ever to win a gold medal in gymnastics. She also won silver medals for Team and Vault, and bronze medals for Uneven Bars and Floor Exercise. After all her Olympic successes, Retton forged a career as a motivational speaker and corporate spokesperson, and has been a commentator for various Olympic themed programs. She even took a stab at acting, appearing in the movies Scrooged and Naked Gun 33 1/3, and TV shows, Baywatch and Dream On.

Kristi Yamaguchi

After winning the gold medal for women’s figure skating at the 1992 Olympics, Kristi Yamaguchi enjoyed a long stint touring with Stars on Ice and performed in several skating televised specials. Like many of her Olympian counterparts, Yamaguchi tried her hand at acting, appearing in Everybody Loves Raymond, and The Mighty Ducks 2. She then took her competitive nature to the reality show Dancing with the Stars in 2008 where she became the second woman to win the coveted mirrored ball trophy.

Greg Louganis

An Olympic diver, Louganis won his first medal at the age of 16 (the silver) in 1976 and won two gold medals in diving for both platform and springboard events eight years later. In 1988 he became the first to win double gold medals for diving in two consecutive Olympics. After ending his impressive diving career, Louganis followed it up by posing for Playgirl; becoming an author, motivational speaker and spokesperson; and even acting in the off-Broadway play Jeffrey, the movies Mighty Ducks 2, It’s My Party, Touch Me and the recently completed, Watercolors.

Michael Johnson

Sprinter Michael Johnson became the first man ever to win gold in the 200 meters and 400 meters at the 1996 Olympics. In 2000 he won the 400 meters and 4x400 relay in Sydney, Australia. Since retiring, Johnson has found success as a sports commentator, corporate motivational speaker and by developing various business ventures including a sports management company.

Dan Jansen

After several emotional appearances at the Olympics, speed skater Dan Jansen finally won the gold in the 1000 meters at the 1994 Olympics. While he did follow the familiar path of the above athletes by becoming a broadcaster and motivational speaker, he also became the skating coach for the NHL’s Chicago Blackhawks.

Mitch Gaylord

Gaylord led the Men’s American Gymnastic’s team to win the gold in 1984 and became the first American gymnast to score a perfect 10 in the Olympics. He quickly followed that up with a starring role in the forgettable, American Anthem, but later found success as a motivational speaker and as a judge on the reality show, Celebrity Circus. Breaking away slightly from his fellow acting Olympians, Gaylord used his considerable gymnastic abilities and became a stunt double for the movies Mortal Kombat and Batman Forever.

The Second Act

Of course not all former Olympians become actors, reality TV stars and motivational speakers. Some leave the world of competition behind and forge new paths altogether. However, if these seven athletes are any indication, the fields they gravitate towards require the same drive and determination that made them successful in the first place, and more often than not, they aren’t far removed from the sport they dedicated their lives too.

Lori Wilson
http://www.sheknows.com/articles/804859.htm

5 Reasons to Maintain a Strong Campus Recruiting Program During This Economic Downturn

In late 2000 and 2001, several dramatic events occurred simultaneously: the dotcoms became the “dotbombs,” the economy took a steep downturn, and the tragic events that occurred on September 11th pushed the country into war and significantly impacted the already battered economy. Corporate layoffs were announced daily. Companies stopped hiring, cut spending on marketing and training, and placed restrictions on travel and other non-essential spending. Some companies shut down their campus recruiting programs entirely.

Sound familiar? This is not unlike what we are seeing today. According to the newly-released Michigan State University 2008-2009 Recruiting Trends Survey, total college hiring will decrease by 10% in the coming year. While belt-tightening during an economic downturn is unavoidable, we argue that campus recruiting activities should not be eliminated altogether. We have been in the staffing business for 25 years and run large-scale campus recruiting programs at Fortune 500 companies, such as Agilent Technologies, Ernst & Young, CIGNA, and Honeywell. We have experienced as many down-markets as we have market upswings.

When faced with tough financial conditions, here are five reasons why smart companies continue to recruit on campus.

Improve the quality of the talent you are able to recruit

While other companies are licking their wounds and shutting down their campus recruiting machines, smart companies use this time to recruit at better schools than they have in the past to attract the best of the best. Because fewer companies are recruiting on campus, these smart companies know they can have their pick of the talent litter. “The current economic downturn creates a vacuum of sorts where some companies’ absence allows you to woo the best in class. A year ago, these students would have been already locked up by companies via a bidding war in September,” says Adam Ward, manager of Global Campus Recruiting at Qualcomm. Thus, tough economic times can actually open up doors for companies that seize the moment to compete for top talent.

Block and tackle competitors

Smart companies know that this is a great time to take market share away from competitors, and this goes for talent, too. “For a company like Qualcomm that is not a consumer-branded organization, this is an opportune time to do some real brand-building beyond the typical career week visit. We see this as an opportunity to make several return trips to campus and really maximize the time where there are not many other companies that are sharing the stage,” says Qualcomm’s Ward. Now is the time to increase your presence on campus, refine and intensify your targeted messaging to top talent, and jump into the hearts and minds of student job seekers who might have never before considered your firm.

Thwart looming retirements and a drain of intellectual capital

It is no secret that the next 5 to 10 years will produce a wave of baby boomer retirements. Hiring campus talent year after year ensures that your company builds a pipeline of future leaders. Gaps in your campus recruiting intake programs can lead to gaps in your talent supply and a weak source of talent waiting on the sidelines.

As Steve Canale, GE’s US manager of Recruiting and Staffing Services, notes: “GE’s global campus talent acquisition recruitment is mission critical — entry-level talent joins our leadership development programs and helps to guarantee our future leadership pipeline. We could not protect our knowledge transfer and be thought leaders without a steady state of top campus talent joining GE every year. Talent development is a core competency at GE and is taken very seriously across the organization.” Truly strategic companies will follow GE’s lead and recruit recent graduates who will join the company, cultivate their skills, and become the future leaders of the company.

Campus continuity pays off

Ask IBM. During the economic recession that took place in the early 1990s, IBM took a hiatus from campus recruiting. According to Eletta Kershaw, program manager of IBM’s U.S. college recruiting program, “As I understand it, it took us some time to regain a foothold at our key schools.” Today, IBM’s campus recruiting landscape looks very different. IBM actively recruits at more than one hundred universities across the country. Its presence goes far beyond traditional recruiting events: recruiters sit on advisory boards and panels, guest lecture in classes, and partner with diversity organizations. They also show students how at IBM, they can tackle meaningful projects that help the world work better. Says Kershaw, “Students like to know that as today’s world has become smaller, flatter and ’smarter, they can make a difference, from creating new green technologies to solving food shortages through smarter distribution channels.”

Their now long-standing involvement at their key recruiting schools has enabled them to get this message across to students loud and clear, and their recruitment brand has become well known among university students. These key relationships are essential to getting the best students year after year, regardless of the economic situation.

Campus recruiting is the most cost-effective way to source and retain top diverse talent

Anyone at Procter & Gamble will tell you that campus recruiting is the lifeblood of the company. Nearly 100% of P&G’s fresh talent comes from its campus recruiting program. P&G realized many years ago that sourcing top talent from the world’s best colleges ensures that P&G can recruit a large number of highly skilled candidates while avoiding the high costs of search firm fees and excessive salaries. Moreover, these recent graduate hires are groomed and promoted from within, enabling P&G to lead the way in employee retention and realize a significant return on its investments in recruiting.

One of the best-kept staffing secrets is that employees who originally came into the company as interns feel a sense of belonging and are retained at higher rates than employees who did not start as interns. This is particularly true of employees from underrepresented minority groups, which can be the most difficult and expensive group of candidates to recruit. A strategic campus recruiting program that includes a robust internship program enables a firm to gain access to top diverse talent in a cost effective way.

However, the key to a truly sustainable campus recruiting program is scalability. Even during tough economic times, many campus recruiting programs continue to thrive, and strategic companies are able to continue to have a presence on campus because their hiring programs can be scaled to appropriate levels to fit the demand. Robin Renowden, Intel’s global college recruiting manager, says it best: “It’s prudent for college recruiting managers to have a predefined, scalable recruiting strategy that enables them to dial-up and dial-down as the external winds of change are blowing. The strategy should define a minimum level of campus engagement that continues even in the worst of times. Given today’s economic environment, we need to dial our recruiting down but not be myopic. Without a predetermined strategy that outlines how to utilize resources depending on various levels of demand for talent, college recruiting organizations run the risk of being forced to cut too far.”

Conclusion

The best-managed companies with visionary leaders will seize the opportunity to exploit the current economic morass. Today, students are eschewing the glamour and high earning potential of the bulge bracket firms for more stable and secure positions in government and industry. There is no better time in recent memory for your organization to swoop up top talent from universities. Timing is everything and the time is now.

http://www.ere.net/2009/01/06/5-reasons-to-maintain-a-strong-campus-recruiting-program-during-this-economic-downturn/#more-5208

John Flato

Jan 6, 2009, 5:43 am ET

MBA ROI

By ALINA DIZIK

Scott Thomas had completed nearly half of his executive M.B.A. program when he decided he wasn't satisfied. The price tag of the Cleveland school was modest, but Mr. Thomas wondered if he would get a solid return on his investment.

View Interactive

Calculate your personal ROI.

So the 31-year-old dropped out and enrolled in Ohio State University's Fisher School of Business E.M.B.A. program. Though his tuition costs have more than doubled -- to $72,500 for the 18-month degree -- Mr. Thomas says he believes Ohio State does more for him in the way of career development and education. "The alumni network is unbelievably large, and they're unbelievably loyal," he says.

Ohio State comes in at No. 3 on The Wall Street Journal's first rating of the five-year return on investment of executive M.B.A. programs. The program yields a 170% return on investment. Only Texas A&M's Mays School of Business and University of Florida's Warrington School of Business did better among U.S. schools, with five-year returns of 243% and 212%, respectively.

Applications for most executive M.B.A. programs are due early next year, and many working executives are weighing whether to make such a hefty investment in an uncertain economy. As companies pull back on education spending, students are increasingly paying their own way -- making cost-benefit calculations even more important. "When someone else was paying for it, that wasn't the big factor," says Michael Desiderio, executive director of the Executive MBA Council in Orange, Calif. Only 32% of executives are fully sponsored by their companies, he adds.

Associated Press

The E.M.B.A. program of Columbia University (above) had a lower return than that of UCLA (below).

age fotostock

To determine which schools provide the best return on investment, we dived deeper into the data we collected for The Wall Street Journal's Sept. 30 ranking of executive M.B.A. programs. Working with Management Research Group of Portland, Maine, we scoured the responses from our summer 2008 survey of E.M.B.A. graduates for data about salary, raises received after graduation, company-sponsorship figures, tuition and out-of-pocket costs.

We used that information to calculate the return on investment for 27 U.S. programs and nine international programs. Costs were calculated by combining tuition payouts and the out-of-pocket expenses reported by graduates. To calculate the benefit, or return, we used the graduate-reported median raise after completion of the program as the first-year salary increase. We added a 5% annual increase over the following four years, based on the average annual increase expected by compensation specialists and executive recruiters we polled.

Most of the schools that topped the list weren't big brand names -- or the highest-ranked in our September E.M.B.A. ranking. The No. 1 school in September, Northwestern University's Kellogg School of Management, was No. 12 in returns. Texas A&M and University of Florida, despite high returns, weren't among the top 25 in September.

At Texas A&M, low tuition and a no-frills focus are at the heart of the program. (The Class of 2008 paid just $53,000 for a 21-month program.)

'Focus on the Basics'

"We focus on the basics," says David Blackwell, associate dean of the school's graduate programs. "What they're not getting for their money is a lot of marble and gold-plated fixtures." As a state institution, the school is under less pressure to raise revenue by accepting underqualified candidates, he says.

Related

• How to Pay for an Executive M.B.A.
• More Programs Focus On Specific Fields
• Charts: U.S. Programs | International Programs
• Methodology: How We Calculated ROI
• Calculator: Your Personal ROI

Texas A&M's tuition is less than half than that of New York University's Stern School of Business, the school with the lowest return on investment -- 51%. Graduates of Texas A&M's program reported receiving a median 11% raise upon completion of the program and five years after graduation were projected to earn a median $181,718 (not including bonuses). "There's more opportunity for them to advance as a result of the program, and a salary goes along with that," says Mr. Blackwell.

Not all of the earlier survey's top-rated schools delivered lower returns. The returns at University of Southern California Marshall School of Business (No. 4 in the overall ranking), University of California-Los Angeles Anderson School of Business (No. 17 in the overall ranking) and Kellogg were significantly better than those of many of their competitors. At UCLA, the five-year return was fourth-best, at 158%. At USC, the five-year return was 134%, and 2008 graduates can expect a median salary of $218,062.

'Blood, Sweat and Tears'

With a five-year salary projection of $257,687 and a 127% return, Kellogg graduates reap significant benefits, despite its programs' average tuition of nearly $105,000. "Going back and getting your M.B.A. is an expense not only in financial terms, but in blood, sweat and tears," says Julie Cisek Jones, director of executive M.B.A. programs at Kellogg.

Even with lower returns on investment, top-tier programs had some of the highest projected five-year salaries. Columbia University's E.M.B.A. Global, a joint program with London Business School, caters to slightly older executives, and clocked in at No. 23 for return on investment, with a 69% return in five years. And 2008 graduates of the school can expect the highest salary after those five years -- with a median of $272,577.

Indeed, some schools had lower returns partly because their graduates' salaries were higher to begin with. Jaki Sitterle, managing director of executive programs at NYU, which posted the smallest return, notes that the school caters to older executives, half of whom already have advanced degrees and many who already earn high salaries.

For many graduates, the value of the E.M.B.A. is not based on salary alone. In our graduate survey, 63.3% of graduates said they received or expected a promotion upon completion of their programs, even as 31.8% did not receive or expect to receive a raise. "Increasing compensation is not always their prime motivating factor," says Ms. Sitterle.

Beyond the Dollar Amount

Alex Gorsky, company group chairman for Ethicon, a unit of Johnson & Johnson, credits the E.M.B.A. degree he earned from Wharton 12 years ago with helping him achieve a top executive position. He in turn has since sponsored 12 people to attend executive M.B.A. programs, even though he says it's difficult to put a dollar amount on the return. "They have a lot of great ideas and I've always found that you get more committed employees," says Mr. Gorsky.

Some school administrators say a school's brand cachet is as important as a calculated return on investment. "We have the most selective admissions processes anywhere," says Howard Kaufold, director of the M.B.A. program for executives at the University of Pennsylvania's Wharton School. "You know when you're coming here that you are going to rub shoulders with people who are very bright and already have an excellent career trajectory." Wharton's E.M.B.A. program, which ranked No. 2 in our September overall ranking, came in at No. 24 for return on investment, with a 65% five-year return.

A school's location and access to executives also can make a difference. "We got speakers from the best companies because they were a subway ride away," says Izzet Bensusan, 32, who completed the Columbia's New York program earlier this year. The program was 26th out of 27 schools for return on investment. Mr. Bensusan, an entrepreneur who recently started a carbon-regulating company, says he paid approximately $130,000 out-of-pocket to attend the program. He says it was worth every penny. "I only paid $130,000, and I got to sit with the best people in the world," says Mr. Bensusan.

Write to Alina Dizik at alina.dizik@dowjones.com

The Corporate Playbook Updates

Financial Planning- Hottest Job in a Cool Economy It might seem counter intuitive that financial planners do well at a time when so many people's finances are in a shambles, but it's true. Millions of baby boomers are hitting retirement age, and many need help managing their money to ensure their financial assets will carry them through their golden years. Many have seen the value of their investments fall substantially due to the slumping economy, making financial planning more important than ever. Career Profile: What do Financial Analyst & Personal Accountants do? Financial analysts and personal accountants work to interpret complicated financial information, providing guidance to individuals and businesses that need a solid financial plan. Analysts generally specialize in a particular area of expertise, such as a region, specific industry, or product. Personal accountants scale down their expertise to the individual level. Estate planning, college education funding, and tax advice are all within the scope of a personal financial advisor. Financial analysts and personal accountants should be able to work well in teams, be a critical thinker, and have a facility with numbers and the financial insight to interpret data in ways that can be easily understood. A Day in the Life of Financial Analysts & Personal Accountants An ordinary work day for financial analysts and personal accountants can include working in a standard office or branching out to work from home, traveling to meet investors and potential clients, or scheduling weekend meetings. Personal accountants often teach evening classes or seminars in the hopes of bringing in more business and broadening their client base. Personal accountants working in financial institutions are more likely to work a traditional 40-hour week, although they can provide off-hour and weekend access to high-profile clients. Financial Analysts & Personal Accountants Training and Education Education is an important component for financial analysts and personal financial accountants. A bachelor's degree in finance, business administration, accounting, economics, or statistics is recommended, and some competitive careers can require a master's degree or certification. Typical coursework for financial analysts and personal accountants includes accounting fundamentals, business valuation, international financial management, and concepts of financial reporting. However after speaking with many of the top financial planning companies they say a willingness to help people, the ability to effectively communicate & solid work ethic are actually the qualities possessed by the top performers. Financial analyst can apply for the Chartered Financial Analyst (CFA) certification, personal financial advisors can apply for the Certified Financial Planner (CFP) credential, and personal accountants can seek a Certified Public Accountant (CPA) certification. Employment & Outlook for Financial Analysts & Personal Accountants A growing retired population with increased investment potential is expected to create substantial growth for financial analysts and personal financial accountants. The Bureau of Labor Statistics (BLS) predicts a 37 percent increase in overall employment through 2016 for these specialized financial workers, or 544,000 new jobs total. Despite rosy growth projections, competition for these positions is expected to be keen and limited to those with formal training. A strong education background is essential and an MBA or formal certification is recommended. Strong selling and communication skills are also important, particularly for those considering self-employment. Financial Analysts & Personal Accountants Salary Financial analysts saw mean annual earnings of $81,700 in 2007, according to the BLS. That same year, personal financial advisors earned $89,220. Financial investment and management industries had high levels of employment for both occupations, as did securities and commodity contracts intermediation, and brokerages. New York was the top-paying state for both occupations, with workers earning mean wages over six figures. Check out these great Financial Planning Opportunities to get you started: Guardian http://www.thecorporateplaybook.com/employer.php?id=5227 Northwestern Mutual http://www.thecorporateplaybook.com/employer.php?id=28359 Ameriprise Financial http://www.thecorporateplaybook.com/employer.php?id=13819 Western & Southern http://www.thecorporateplaybook.com/employer.php?id=25687 AXA http://www.thecorporateplaybook.com/employer.php?id=28168 Sources Bureau of Labor Statistics, Financial Analysts and Personal Financial Advisors NC State College of Management Brett Freeman http://collegegrad.com/articles/five-hot-jobs.shtml

Video Is Where Its At, Tell Us Your Story!!

The Corporate Playbook wants to make sure that you are aware of some of the newest tools and trends in the industry that are available to you on our networkÖ COMPANY VIDEOS and VIDEO RESUMES!!!

According to a recent article provided by Kevin Wheeler, President of Global Learning Resources, Inc**, research shows there are no legal issues in using video resumes; they are no more discriminatory than a face-to-face interview and may actually help to showcase your communication skills and other positive traits. They can speed up the pre-screening process for our companies and recruiters and may even eliminate the need for the number of interviews you will be subject to during the career search process.

If you are a recent grad, just entering the job market, you may prefer to create a video resume as it reflects the media with which you are most comfortable. We can also easily imagine a time, in the near future, when the face-to-face interview will be replaced with a live, virtual interview, perhaps with the hiring manager and several others present virtually. The use of video lowers costs, expands the number of people who can participate in an interview, allows asynchronous viewing and makes it more convenient for you as the candidate.

Letís face it: YouTube has changed the way we view movies, videos and more importantly, it has changed the way we use the internet. YouTube averages about 71 million viewers monthly, just in the U.S., and its rivals are also doing well and growing. This indicates a decisive trend: more and more of us are getting information and education from video, rather than just from words ñ whether in print or online.

We have already seen video gaining in popularity and importance in recruiting. All top-tier career sites incorporate both pictures and video. Usually the videos are of employees talking about their jobs, but some include campus tours or chats with the CEO or a hiring manager.

Here are two ways The Corporate Playbook is using video to help with your search:
1. Branding and position promotion. Many of our organizations are including videos that showcase their organization or promote a specific job or group of jobs to you as a prospective candidate. For example: ADP, Guardian, Enterprise, Velocity Sports Peformance and many others all incorporate at least one video on their careersí homepage. Many other organizations include clips of chats with employees or even take you on a guided tour of the company. Just as the internet allowed sites such as Amazon to provide more product information and user ratings, you are now starting to expect the same from career sites. The practice of incorporating videos about the organization and about available positions will expand over the next few years as we expect a much higher level of information and awareness than we did even two years ago.

2. Resumes. The practice of you submitting your resumes as video clips is just beginning. From as far back as the first CD/ROMS, candidates have been intrigued by the idea of submitting their resume in a video format. Video has advantages ñ it allows you to show your communication skills and it is often easier for you to be expressive about past achievements when telling a story to a camera. Although these are not a substitute for an interview, they are a way to pre-screen candidates and develop a more complete picture than one gets from a written resume. Take advantage of this new tool on The Corporate Playbook profile page under "Video Studio", the video resume may be a good way to differentiate yourself and provide you an advantage when you apply. If you are a current athlete or recent grad who lacks in-depth experience but feel you have other great qualities, you might rather put together a short video than write a resume.

Over the next few years, all recruiters will come to embrace and more effectively use video to brand, inform candidates, receive resumes, provide information to candidates and hiring managers and provide on boarding for new employees.

Are you ready to join in the revolution, start by adding your video today!

Sources:
**Kevin Wheeler, President of Global Learning Resources, Inc is a globally-known speaker, author and consultant in human capital acquisition and development. His extensive career, global client base and research affiliations make GLR a leading provider of both strategy and process. GLR focuses on assisting firms architect human capital strategies, guiding them through comprehensive talent acquisition processes and procedures. GLRís clients include organizations of all sizes including Sun Microsystems, Eli Lilly, PricewaterhouseCoopers and many others.

Your Feedback Needed!

I need your help! I would like your feedback on custom career search tools. Given the current job market & slowing economic growth custom tools, guidance & preparation are necessary to navigate the job market.

Below are a few ideas I would like your input on. Let me know which ones you feel are worthwhile & which ones you feel like would really give you the edge in your career search. Thanks in advance for your help!


1) Industry Snapshots- detailed industry forecast growth predictions, occupational outlook & leading companies within the industry. Providing the information to act & make informed career path decisions.

2) Custom Resume Development & Review Consultant- design build a professional resume from scratch or tweak & tailor an existing resume. (Include Cover Letters too)

3) Access & Contact Information to Professional Recruiters- both submitting your name/resume to leading industry specific recruiters & providing a playbook of all industry & regional specific recruiters to get your foot in the door.

4) Personal Career Coach- a certified professional career coach to help you navigate through all phases of the job search (industry selection, resume, interview, follow up, offer negotiation, transition counseling etc.)

5) Ability to have your resume appear first when employers are searching for candidates in your area of interest- (example- have your resume appear first when an employer searches the term "Marketing Director" on a job database.

I look forward to reading your feedback & please make any additions you would like to see.

Best,

Chad

Explaining Your Layoff to a Job Recruiter

Yesterday I received a call from my college roommate. He informed me that he had just been laid off from GE. He had spent the last 5 years there (which evidently is an eternity for a Gen Y employee) & worked his way into middle management running material operations for their consumer & industrial refrigeration business. In a sobering talk over a few Murphy's Stouts he explained to me how difficult the layoff was for him. He was a true company man a throwback to generations past. He was the guy in the office on Christmas Day & every Sunday for the last 5 years. For him the layoff was more than a job loss it was a loss of identity. He understands that there are no promises in this world & that nobody is entitled to a career, it is up to each individual to ensure their own success through performance. However he feels tied to this job & is struggling to explain the layoff. I found this article in today's CareerJournal addressing this situation which unfortunately is all to common today.

By SARAH E. NEEDLEMAN

If you're among the more than one million workers who've been laid off this year, finding a new job will require a strategy that differs from a typical search.

The competition may be stiffer than anything you've faced before, and you'll likely be asked difficult questions about your dismissal. Knowing where to look, how to set yourself apart and what to say about your situation could mean the difference between getting a job and sinking deeper into unemployment.

A critical first step is to come to terms with your job loss, says Cynthia Shapiro, a career strategist in Woodland Hills, Calif., and author of "What Does Somebody Have to Do to Get a Job Around Here." Some people become angry, others insecure. While these reactions are normal, they can derail a job search should recruiters pick up on them. "You have to take some time to mentally regroup," says Ms. Shapiro.

Cast a Wide Net

Once you're ready to hit the pavement, consider that the wider you can look geographically, the greater your chances. To identify employers that are still hiring, start perusing local newspapers, trade magazines and business publications, advises Howard Seidel, a partner at Boston-based Essex Partners, a provider of career services. "Some [layoff victims] stop reading newspapers because it can get depressing," he says. But if you keep at it, "you'll get a feel for what companies seem to be doing OK."

Don't rule out small businesses or those in struggling industries. "There are some companies that are countercyclical," says Mr. Seidel. Industries like health care and education are still adding jobs. Public accounting and financial advising are also continuing to do well, although their growth is more muted.

Another job-hunting method is to network. Recruiters in particular can offer valuable insight, regardless of whether they have any search assignments that match your skill set. "They're very close to the market and tend to have an idea of what's happening," he explains.

If you don't already have relationships with recruiters, now is the time to start developing some. Many search firms accept résumé submissions through their Web sites, which can lead to a recruiter contacting you. But you can boost your odds of success by reaching out to recruiters directly. Since they typically prefer to meet job hunters through referrals, ask former colleagues, business associates, alumni and other members of your network for an introduction to a recruiter they have a relationship with already.

Studies show that referrals lead to the highest number of job placements, so devote the majority of your search time to networking, says Annie Stevens, managing partner at ClearRock Inc., an executive coaching and outplacement firm in Boston. Responding to ads on job boards also ranks high, while attending career fairs delivers modest returns -- especially for experienced professionals.

When applying, avoid expressing bitterness or self-pity. Many layoff victims send cover letters that blame the economy for their job loss, says Ms. Shapiro. There's no need to even point out the fact that you've been laid off. "If your last work day was in October, your résumé will say that," she explains. Plus, since so many workers have been handed pink slips in the past year, this information is unlikely to kill your candidacy upfront. While it can be helpful to explain why you were let go over others whose jobs were not eliminated, save those details for the interview and use the cover letter to describe your strengths.

Signal Confidence

Another faux pas many unemployed job hunters make: Sending introductory notes that overextend gratitude, says Ms. Shapiro. These include lines like, "Thank you so much for giving me consideration," which signal a lack of confidence. She suggests taking the opposite approach by conveying that employers should take advantage of this opportunity to recruit you. Just be careful not to come across as arrogant. Say something like: "I look forward to hearing from you."

Meanwhile, show employers you're flexible and not fussy. A candidate for a senior consulting job at International Business Machines Corp. recently indicated to hiring manager Mayank Shah that she was willing to travel locally and abroad, as well as undergo training. "There were many candidates with the same skills and experience, but what differentiated her was her can-do attitude," he says. Many of her competitors made specific demands or agreed to adhere to certain requirements only in exchange for higher pay. Keep your requests for concessions -- like working only out of a particular office or during certain hours -- to a minimum. You can work up to those perks after you've proven yourself in the position.

Still, don't go overboard. Offering to do things you really don't want to do -- such as relocate anywhere or travel up to 100% of the time -- can turn off recruiters, warns Russ Riendeau, a senior partner at East Wing Search Group, an executive-recruiting firm in Barrington, Ill. "When I hear that, I know it's not true," he says. "I know I'm dealing with a desperate candidate." What's more, you could damage the relationship you have with a recruiter if he or she believes you and you later renege on your promises.

Salary Issues

Some unemployed job hunters also hurt their chances by volunteering to take a significantly lower salary than what they earned in their last job. An offer to take a pay cut of more than 20% can suggest to employers that you're biding your time and would re-enter the job market in search of higher-paying positions once the economy improves, says Jeff Joerres, chief executive officer of outplacement firm Manpower Inc. Or, you might unwittingly imply that you're going to ask for a raise soon after coming on board.

A better strategy is to wait for the hiring manager to raise the subject of salary. If the job pays less than what you previously made, respond with a plausible reason for accepting it. For example, you might say that you recognize what's going on in the economy and cite reasons why you're attracted to the position and the company. "You want to project that you are facing reality and are comfortable with the situation," says Mr. Joerres.

Finally, prepare an explanation about what led to your layoff. For example, you might tell the interviewer that your skill set wasn't critical to your last employer's survival, but that you believe it is for the organization you're now targeting -- and then explain why, suggests Mr. Joerres.

If you've been unemployed for a long period of time and a recruiter asks why, consider pointing out that you're being selective about your next move, says Mr. Joerres. Then describe how the position is a strong fit. Or you might explain that you opted to delay your search spend time with family or take a class, suggests Ms. Shapiro. "You have to make those last months sound like a conscious choice," she says.

More Tips for Laid Off Professionals

Use caution when being creative. In highly competitive job markets, some professionals go to unusual lengths to try and win the attention of hiring managers and search-firm recruiters. For example, job hunters have been known to send recruiters gifts – such as golf balls and cookies -- with their resumes attached. While such tactics can sometimes prove effective, they can also backfire. See "In Quest to Stand Out, Take Care With Gimmicks."

Keep mum about personal problems. When meeting with search-firm recruiters, laid-off workers have a tendency to open up too much about the personal impact of their dismissal, these professionals say. While recruiters can generally be trusted to keep this kind of information confidential, giving it out can suggest you lack discretion or are too distracted to perform well in a job. See "Job Seekers Bend Ears of Advisers, Recruiters."

Consider paying for professional support. If your job search isn't proving effective, a career coach may be able to help by providing objective, expert advice. To find one in your area, visit the Professional Association of Resume Writers and Career Coaches' Web site at www.parw.com, or the International Coach Federation online at www.coachfederation.org. See "Career Q&A: Finding The Right Career Coach."

Write to Sarah E. Needleman at sarah.needleman@wsj.com

How Many U.S. Jobs Are \'Offshorable\'? — HBS Working Knowledge

How Many U.S. Jobs Are 'Offshorable'? — HBS Working Knowledge

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How to give THANKS to your job search

Be Thankful-

Being thankful may be difficult this year. If you have watched the news or read a headline lately you may feel like someone just stole grandma’s pumpkin pie right off the thanksgiving table. Well I’m here to tell you, yes we are in rough times but we're not doomed. Let’s just take a quick look back at the historical context of this great holiday (I was shocked to find it did not revolve around falling asleep at your relatives house while watching football).

Thanksgiving has been a time of celebrating the bountiful fall harvest (that’s why we eat till were sick now). However in early America, there just wasn’t that much bounty to be thankful for (sound familiar). The pilgrims struggled to adapt to the new environment while suffering brutal winters. Their crops failed their hunting skills lacked & they flat out needed help.

That’s where Squanto enters the picture. Squanto taught the Pilgrims how to grow corn & catch eel (I know that’s not on my thanksgiving table either). Essentially Squanto showed the Pilgrims that the opportunities were there they just had to adapt to the current environment. This brings us to today, yes the job market is tough but the opportunities are there you just need to adapt. So think of TheCorporatePlaybook.com as Squanto as we layout a plan to help you find a job in today’s market.

Reality Check- Let’s assess just how harsh this climate is:

Let’s get some numbers for perspective here:

October 2009- What a difference a year makes! Unemployment breaks into double digits 10.2% (unemployment for college graduates over 25 years old 4.7%)

October 2008- Unemployment Rate- 6.5% (unemployment for individuals who hold a college degree is under 4%)

2000- Unemployment reaches lowest level in 30 years 3.9%

1992- Unemployment 7.7%

1982- Unemployment 10.8%

1932- Unemployment 23.6%

Looking at the numbers it appears that we Pilgrims have had harsher winters & yes our situation may get worse before it gets better but I’m confident we are not headed to historical highs. However just a percentage point shift in unemployment does change the level of resourcefulness you will need to apply to your job search.

So I’ve come with a holiday themed acronym to help you find a career & put a positive spin on this Thanksgiving:


We’ll call it how to say THANKS for your career search

T- Timeline- Simply put there are fewer jobs & more candidates. Be prepared for a long protracted search. Know what you have in reserves & how long you can go without pay if you have to. Also understand it may be tempting to simply take a job to gain security, if you know your timeline you can have more flexibility to avoid that temptation & focus on a career move. Putting a timeline in place also provides focused motivation that will keep you on track & not wallowing in self-pity or aimlessly wondering through the job hunt.

H- Homework- Just like a turkey didn’t stuff itself & jump into a Pilgrims lap a career isn’t just going to jump into yours. You must do your homework. Regardless of economic climate you must put the work into your career search. Research the industries, companies & their top management. You need to uncover the following- what am I interested in, what industries align with that interest, is this industry poised for growth, who are the leading companies in this industry & what opportunities do they have. Also determine plans B & C too (what alternative industries & companies should I be looking at that could still develop relevant experience to reach my A plan after the downturn). This homework should include:

Internet data mining- Keep those company websites bookmarked & visit frequently for employment updates. If the company is publicly traded keep tabs on their stock performance.

Industry trade journals & websites- this is where insider information is developed & will help you to understand how those inside think.

Subscribe to industry & company blogs

Focus on niche career websites- the big job sites are useless. You need to thin the heard (no sense in being one in 10 million). Find industry related & skill/background related job boards & aggressively search there.

Get connected to recruiters who specialize in your industry of interest
Revamp your resume & don’t hesitate to seek out advice from professionals

A- Aggressive- There is no room for the timid in this market. You must be direct & persistent in your career pursuit. Passive forms of searching are just not going to cut it. You simply can’t expect to just submit a resume online. Being aggressive means owning your search, hunting & prospecting for opportunities at all times. Don’t just simply apply online do your homework find out who’s involved in the hiring process & send them a letter directly followed by a phone call. Being aggressive means going to every career fair introducing yourself to every recruiter getting their business cards & following up. Also if you visit multiple career fairs you will quickly discover that the same companies & recruiters are there too. So this is more incentive to be aggressive, introduce yourself follow up & see them again at the next career fair (trust me if you do this right they will remember you).

I also want to insert another “A” here Attitude- so much of this is predicated on your ability to stay positive during the search process. I’m a firm believer of what you think & feel will manifest before you. Stay positive it will be tough, so you might as well enjoy it.

N- Network – (There is a difference between social networking & networking socially). Career opportunities are out there unfortunately they don’t always make it to the job boards before they’re filled. So how do you get privy to that opportunity before it’s off the market? Through networking, networking has proven time & time again to be the most effective resource for generating everything from job opportunities, sales opportunities to even friendship opportunities. Being known & knowing people will help you navigate through your professional career. So how do you start?

First you must have completed the TH of Thanks. In order to effectively network you need to have a firm handle on what you want & what you are looking for. This helps to clearly articulate to those you meet how they can help you achieve your goals. Where to network? The short answer is everywhere: Alumni events, sporting events, Chamber of Commerce meetings, trade associations & groups, targeted networking groups (I even know a guy who did his homework to figure where the senior associates/partners at the firm he was trying to get an interview with went for drinks after work & he just happened to be there to buy them a round). The point is networking is closely associated with doing your homework & being aggressive. If you can be direct in knowing what you are looking for (I mean specific industries & companies) tell those you network with exactly that & you’ll be surprised how they can help & who they can introduce you to.

K- Keep Tabs- All the homework, preparation & networking in the world won’t do you any good if you don’t keep tabs. Keeping accurate records will create efficiency in your search. I recommend creating an excel doc that will allow you to track all career opportunities & contacts to a help you manage the process from start to finish, setting timelines for follow-up & responses.

S- Social Networking- As previously mentioned there is a stark contrast between social networking (websites) & networking socially (face to face). Networking socially can really help at a local or regional level, while social networking can build your personal global brand. But unlike face-to-face meetings social networking is somewhat permanent. There are literally dozens of landmines out there that can ruin your career prospects (the monitoring of social networking profiles is becoming common practice in recruiting not to mention the shear number of companies who are directly recruiting off Facebook & twitter). So first order of business is be smart with what your post. Don’t write spur of the moment blog post blasting your company, boss, professor or coach. Don’t write gratuitous profanity or slanderous comments. Just use common sense here, determine whether or not you would care if your potential employer saw (insert: picture, post, comment etc.)

With that disclaimer out of the way, social networking is a powerful tool to build your personal brand, research employers & land career opportunities.

So when active in the hunt step one is to clean up & edit your profiles. Secondly let your status indicate that you are currently looking (unless you are currently employed & looking to make a transition, then more discretion is needed). Third utilize your profile to show your knowledge of the industry, post relevant topics & get involved in discussion groups surrounding those topics.
From a research standpoint the true democratization of information available is absolutely staggering. I recommend everything, specific searches on www.LinkedIn.com to following companies & employees on www.twitter.com to gain inside access. I also recommend joining LinkedIn, Facebook & Ning groups centered on your areas of interest.
Finally be aggressive on these networks, be active in the groups ask questions & invite industry pros into your network leverage these tools & you can quicken the search process. If that doesn’t work you can always use Facebook ads to make employers hunt you down.

Happy Thanksgiving! Remember to say THANKS to your career search.

Best,

Chad Pinkston
The Corporate Playbook