Jobs Directory Site

Actually there are three main types of Web sites that offer useful career information :

1. Career Development Sites focus on careers across a range of industries and a good place to begin your career research.

2. Spesific Company Sites, provided by the specific company to find their own needs of spesific job seeker. You’re likely to find job listings, news, the company’s mission statement, and the names of contact people.

3. Industry/professional Association Sites provide overviews of careers in specific fields, as well as information about education and scholarships, even offer free publications for students. You can find The Internet Public Library offers a list of professional associations at www.ipl.org/div/aon - http://www.ipl.org/div/aon

Here are a few sites of Career Development Sites for teens that you could try :

CoolWorks.com offers postings for seasonal jobs nationwide at amusement parks, ski resorts, national parks, and campgrounds.

SnagAJob.com connects teens with part-time or summer job listings across the country.

For some general career information website list :

Mapping-Your-Future.org for guides of middle and high school students through career and education planning.

Iseek.org offers enough general career information and surfing career researcher, based in Minnesota.

CareerSmarts.com to help students develop an action plan for building a career.

Check out these great well known job search sites that target primarily adults or college students from employer profiles to job search advice to career trends :
JobWeb.com , HotJobs.yahoo.com, Monster.com, Vault.com, WetFeet.com

Little fact, 61 percent of adults ages 18 to 29 and 16.9 percent of students in grades 7 through 12.

In addition, the following sites are good destinations for job listings of teens :
Teens4Hire.org, GrooveJob.com, CareerSmarts.com, ACINet.org

Source : http://career-education.womendiary.net/2006/02/02/useful-career-information-website-list/

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One new study report that a full-time stay-at-home mother would earn $134,121 a year if paid for all her work, an amount similar to a top U.S. ad executive, a marketing director or a judge, according to a study released Wednesday.
A mother who works outside the home would earn an extra $85,876 annually on top of her actual wages for the work she does at home, according to the study by Waltham, Massachusetts-based compensation experts Salary.com.

To reach the projected pay figures, the survey calculated the earning power of the 10 jobs respondents said most closely comprise a mother’s role — housekeeper, day-care teacher, cook, computer operator, laundry machine operator, janitor, facilities manager, van driver, chief executive and psychologist.
“You can’t put a dollar value on it. It’s worth a lot more,” said Kristen Krauss, 35, as she hurriedly packed her four children, all aged under 8, into a minivan in New York while searching frantically for her keys. “Just look at me.”

Employed mothers reported spending on average 44 hours a week at their outside job and 49.8 hours at their home job, while the stay-at-home mother worked 91.6 hours a week, it showed.
An estimated 5.6 million women in the United States are stay-at-home mothers with children under age 15, according to the most recent U.S.
Census Bureau data.

NOT ‘JUST A MOM’
“It’s good to acknowledge the job that’s being done, and that it’s not that these women are settling for ‘just a mom,”‘ said Bill Coleman, senior vice president of compensation at Salary.com. “They are actually doing an awful lot.”

According to the U.S. Bureau of Labor Statistics, some 26 million women with children under age 18 work in the nation’s paid labor force.
Both employed and stay-at-home mothers said the lowest-paying job of housekeeper was their most common role, with employed mothers working 7.2 hours a week as housekeeper and stay-at-home mothers working 22.1 hours in that role.

“Every husband I’ve ever spoken to said, ‘I’m keeping my job. You keep yours.’ It’s a tough one,” said Gillian Forrest, 39, a stay-at-home mother of 22-month-old Alex in New York. “I don’t know if you could put a dollar amount on it but it would be nice to get something.”

To compile its study, Salary.com surveyed about 400 mothers online over the last two months. Salary.com offers a Web site where mothers can calculate what they could be paid, based on how many children they have, where they live and other factors. The site will produce a printable document that looks like a paycheck, Coleman said.

“It’s obviously not negotiable,” he said.

On average, the mother who works outside the house earns a base pay of $62,798 for a 40-hour at-home work week and $23,078 in overtime; a stay-at-home mother earned a base pay of $45,697 and $88,424 in overtime, it said.
In a Salary.com study conducted last year, stay-at-home mothers earned $131,471. The potential earnings of mothers who work outside the home was not calculated in the previous study.

By Ellen Wulfhorst Via Reuters

Source : http://career-education.womendiary.net/2006/05/03/us-mothers-salary/

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When interviewing others the goal is to hire the right people for the job and to reduce turnover. Here are some pointers:

1) Establish and maintain control.

Your first objective should be to establish control of your interview. The following introduction has proven to be very effective:

“My purpose here today is to find out about you. If I determine there is potentially a good fit and you’re the type of person I feel I could work with I’ll invite you back for a second interview. We certainly don’t make hiring decisions based on just one interview. What I’m going to do is ask you a series of qualifying questions.”

This sets the tone for the interview and it lets the candidate know you are a serious company who takes personnel decisions very seriously. If at any point during the interview the candidate tries to take back your control by asking their own questions, simply use the following statement:

“I can understand you want to know more about the position, however my purpose here today is…”

Repeat the control statement ending with this addition:

“Let’s first try to get through these qualifying questions.”

2) Allow the candidate to sell themselves to you.

Anyone applying for any position should have enough common sense to have rehearsed their personal sales pitch. They are probably eager to speak about themself. Ideally you would want to hear a brief introduction, some key accomplishments, strengths as an employee and how they would relate to the position is question.

Occasionally you’ll get a candidate who’s just not very good at selling themself and you may have to draw information out by asking questions:

“What makes you special or different from other candidates?”
“What can you bring to this company that no one else can?”
“What are your strengths as an employee?”

3) Question the resume.

All too often people use catch phrases or words such as, self motivated, goal oriented, hard working, dedicated, and reliable. Some people actually think that using these words will get them a position. You should question each and every adjective a candidate places on their resume in the following manner:

“You state on your resume that you’re self motivated. Can you give me an example of how you do this?”

“You claim to be goal oriented, in your opinion, what’s the best way to set and achieve goals?”

The candidate should have no trouble answering these questions. If not, perhaps they’re just proficient in resume writing.

Another key area to ask about is their top strength or weakness. This is a great opportunity to learn about this person and their suitability for the career in question. Be very concerned with a candidate who feels they have no weaknesses.

Asking tough questions builds credibility in the mind of the candidate and fully backs up your control statement.

4) Handling unusual or awkward situations.

This happens from time to time. You ask a question such as,

“Can you tell me about yourself?”

Ten minutes later the candidate still hasn’t finished telling you about their grade school experiences.

In this situation ask more specific questions:

“Could you give me 5 specific adjectives that best describe you?”

“In 200 words or less could you tell me why I should consider you for this position?”

If you say, “In 200 words or less,…” often the candidate will get the message, if not it’s very possible this person would also take up too much of your time during the training process, or perhaps this person will take up other employees time as well, reducing company productivity.

5) Little or no eye contact.

This could mean a few different things. The candidate is nervous. You could try putting them at ease by beginning the interview with some idle conversation to break the proverbial ice. If the lack of eye contact continues throughout the interview you may begin to wonder if maybe they’re hiding something.

Possibly this person just has no self confidence at all. Someone like this is probably not a good candidate for a sales position.

6) The initial handshake.

This should be firm and full of confidence without crushing the bones in your hand. There’s nothing worse than a limp handshake, or dropping to your knees in agony. The candidate should temper their handshake somewhere in the middle to let you know they’re confident without proving they could strangle the blood from your hand.

7) Lack of enthusiasm.

If this person is not excited to be interviewing for your company do you really think they will suddenly become excited every day when coming to work?

In conclusion if you know this person is not the type of person you’re looking for, end the interview as quickly as possible. There’s no time limit and your time is valuable, so give it to the right people.

Source : http://career-education.womendiary.net/2006/05/17/successful-techniques-on-interview/

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