Unemployment - Unemployment Compensation

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

Unemployment insurance benefits are available for workers who are unemployed through no fault of their own. Eligibility requirements for collecting unemployment compensation vary from state to state. So, it always makes sense to check eligibility with your State Unemployment Office if you are not sure whether you qualify for unemployment benefits.

Unemployment Benefits

The unemployment compensation you will receive will depend upon the amount you earned while working. In addition, there are eligibilty requirements to qualify for unemployment benefits including working a certain number of weeks. If, for some reason, you are determined not to be eligible for unemployment benefits there is an appeals process available where you can challenge the determination.

Unemployment Compensation

Unemployment
Unemployment insurance, benefits and compensation information.
State Unemployment Offices
Directory of state unemployment offices with information on filing. You may be able to file online or by phone.

Extended Unemployment Benefits

Unemployment Extension
Unemployment extension news and updates, extended unemployment benefit guidelines, and how to calculate what benefits you qualify for.

How to File for Unemployment Benefits

In many cases you can open an unemployment claim online or over the phone, as well as file for weekly benefits and check the status of your unemployment claim. There are a few states where you still have to apply in person.
Unemployment Benefits
Eligibility requirements, disqualifications, where to file, how to file, benefits, rates, and answers to questions on unemployment compensation.
Unemployment Eligibility
Eligibility requirements, when to file, how to file, benefits, rates, and answers to questions on unemployment compensation.
Filing for Unemployment Online
In many states, unemployed workers can file for unemployment benefits online. Here is the information you need to know to apply and the questions you will need to answer to open a claim.
Qualifying for Unemployment
Do you qualify for unemployment benefits? Here's information on qualifying for unemployment, plus what can disqualify you from collecting unemployment benefits.
How to File an Unemployment Appeal
If you have a filed an unemployment benefits claim and your claim is turned down or contested by your employer, you have the right to appeal the denial of your unemployment claim. Here's how to file an unemployment appeal.

Unemployment Questions/Answers

Unemployment Claims Question/Answers
Here are frequently asked questions and answers on unemployment claim issues from career and employment experts that will help you collect unemployment benefits and handle glitches in the process.
More Unemployment Resources
Employment Services
Job fairs, jobs databases, jobs, career resources, unemployment information, training, and more career-related assistance from the Department of Labor.

What To Do When Unemployment Runs Out
I have heard from many people who are getting to the point of desperation - unemployment is running out, money is running out, there aren't even many jobs to apply to. Here's advice on what to do when you run out of unemployment benefits.
Pink Slip? What Next?
Laid off? Use this unexpected windfall of time as an opportunity to reassess your career goals and to get on track to find a new position.

Unemployment Benefits

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

The purpose of unemployment insurance is to provide workers, who are unemployed through no fault of their own, with monetary payments for a specific period of time or until the worker finds a new job.
Unemployment benefits are provided by state unemployment insurance programs within guidelines established by Federal law. Eligibility for unemployment insurance, benefit amounts and the length of time benefits are available are determined by state law.
Unemployment Eligibility
In order to receive unemployment compensation, workers must meet the unemployment eligibility requirements for wages earned or time worked during an established (one year) period of time. In addition, workers must be determined to be unemployed through no fault of their own.
Disqualification from Unemployment
The following circumstances may disqualify you from collecting unemployment benefits, depending on state law:

• Quit without good cause
• Fired for misconduct
• Resigned because of illness (check on disability benefits)
• Left to get married
• Self-employed
• Involved in a labor dispute
• Attending School

Unemployment Benefits

• Regular benefits are paid for a maximum of 26 weeks in most states.
• Additional weeks of benefits are be available during times of high unemployment.
• In many states, the compensation will be half your earnings, up to a maximum amount. For example, in New York State, NYS unemployment provide up to a maximum of $405, which is half the state's average weekly wage. While in Arizona, the highest benefit rate is $205.
• Benefits are subject to Federal income taxes and must be reported on your Federal income tax return.

Extended Unemployment Benefits

• Up to 13 weeks of extended unemployment benefits, starting after the 26 weeks of standard benefits may be available to eligible unemployed workers during periods of high unemployment.
• Check with your State Unemployment Office for information on what benefits you are entitled to.

When to File
Filing for unemployment should be the first item on your agenda when you've been laid-off. It might take two or three weeks to collect a check, so the sooner you file, the faster you'll get paid. A delay in filing will mean a delay in collecting.
How to File for Unemployment
You may be able to file for unemployment online or over the phone. Review the information you will need to open a claim. Then, visit your state unemployment office to determine the best way to open a claim and to get started collecting unemployment.
In general, to file a claim you will need:

• Social Security Number
• Alien Registration Card if you're not a US citizen
• Mailing address including zip code
• Phone number
• Names, addresses and dates of employment of all your past employers for the last two years

Getting Paid

• It generally takes a few weeks after your claim to receive your first benefit check. Some States, like New York, require a one-week waiting period; therefore, the second week claimed is the first week of payment.
• Once your claim is approved you should be able to file weekly by phone or mail.

When You Quit
Can you collect unemployment if you quit your job? It depends. In most cases, if you voluntarily left employment you are not eligible. However, if you left for "good cause" you may be able to collect. "Good cause" would be determined by the state unemployment office and you will be able to make a case for why you are eligible for benefits. If your claim is denied, you should be entitled to a hearing where you can plead your case.
How to File an Unemployment Appeal
If you have a filed an unemployment benefits claim and your claim is turned down or contested by your employer, you have the right to appeal the denial of your unemployment claim. Here's how to file an unemployment appeal.
State Requirements
Registering with the state job service and actively seeking work is a requirement while collecting unemployment. You must be ready, willing, available, and able to work. The Job Service may require job seekers to apply for jobs, submit resumes, and not turn down a position if it meets certain standards.
The state Job Service Offices are excellent resources to assist with a job search. Many free services are offered including job listings, career counseling, resume and cover letter writing help, and training. Our job listings by state directory has links to state employment services. Take advantage of the help they can give you - it will make your job search easier.
Out of Unemployment Benefits?
If you have run out of unemployment or are about to lose your unemployment benefits, here's what to do when unemployment runs out.
DISCLAIMER: The private web sites, and the information linked to both on and from this site, is opinion and information. While I have made every effort to link accurate and complete information, I cannot guarantee it is correct. Please seek legal assistance, or assistance from State, Federal, or International governmental resources to make certain your legal interpretation and decisions are correct. This information is not legal advice and is for guidance only.

Unemployment Benefits Information

Unemployment - Unemployment Compensation

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

 

Unemployment insurance benefits are available for workers who are unemployed through no fault of their own. Eligibility requirements for collecting unemployment compensation vary from state to state. So, it always makes sense to check eligibility with your State Unemployment Office if you are not sure whether you qualify for unemployment benefits.

Unemployment Benefits

The unemployment compensation you will receive will depend upon the amount you earned while working. In addition, there are eligibilty requirements to qualify for unemployment benefits including working a certain number of weeks. If, for some reason, you are determined not to be eligible for unemployment benefits there is an appeals process available where you can challenge the determination.

Unemployment Compensation

Unemployment
Unemployment insurance, benefits and compensation information.
State Unemployment Offices
Directory of state unemployment offices with information on filing. You may be able to file online or by phone.

How to File for Unemployment Benefits

In many cases you can open an unemployment claim online or over the phone, as well as file for weekly benefits and check the status of your unemployment claim.
Unemployment Benefits
Eligibility requirements, disqualifications, where to file, how to file, benefits, rates, and answers to questions on unemployment compensation.
Unemployment Eligiblity
Eligibility requirements, when to file, how to file, benefits, rates, and answers to questions on unemployment compensation.
Filing for Unemployment Online
In many states, unemployed workers can file for unemployment benefits online. Here is the information you need to know to apply and the questions you will need to answer to open a claim.
Qualifying for Unemployment
Do you qualify for unemployment benefits? Here's information on qualifying for unemployment, plus what can disqualify you from collecting unemployment benefits.

Extended Unemployment Benefits

Unemployment Extension
Unemployment extension news and updates, extended unemployment benefit guidelines, and how to calculate what benefits you qualify for.

Unemployment Questions/Answers

Unemployment Claims Question/Answers
Here are frequently asked questions and answers on unemployment claim issues from career and employment experts that will help you collect unemployment benefits and handle glitches in the process.
Additional Resources

• Employment Services
  Job fairs, jobs databases, jobs, career resources, unemployment information, training, and more career-related assistance from the Department of Labor.
• Pink Slip? What Next?
  Laid off? Use this unexpected windfall of time as an opportunity to reassess your career goals and to get on track to find a new position.
• The Next Step
  I have heard from many people who are getting to the point of desperation - unemployment is running out, money is running out, there aren't even many jobs to apply to. What to do next, is the question of the season.

Winning Interview Skills

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

So, you have landed an interview for a seemingly wonderful job! Now what? Successful interviewing will be essential in order for you to lock in an offer. Here are some tips and strategies for effective interviewing from preparation through delivery. Let's start with an overview of the keys to positive interviewing. Learn and Practice
Knowing as much as possible about the company can make your interview more interactive and could be just what you need to get ahead in a competitive job market. Next, practice answering typical interview questions so you'll be prepared and comfortable during the actual interview. Plan on what you are going to wear ahead of time. Also, make sure you know where you're going and give yourself plenty of time so you can arrive ahead of schedule.
Interviewing Help
Need more help? Review our interviewing section. Many of today's recruiters have adopted behavioral interviewing as their preferred method of screening candidates. Learn how to prepare for this common interviewing approach by reviewing Behavioral Based Interviewing.
Employer Research
Gathering background information on employers is crucial element for successful interview preparation. Review prospective employers web sites, especially the About This Company section and don't be afraid to request details on the position you are interviewing.
Mistakes! Want to avoid some of the typical interviewing blunders? Review these Top Interview Blunders.
Money! Money! Money! Visit our Salary Center for salary survey information in a broad array of fields. This data will provide you with the information you need to discuss salary offers. You'll also find tips for successful handling those salary negotiations.
Practice Makes Perfect (or at least leads to improvement). See if you can schedule a mock interview. Your local State Employment Services offices may be able to help with a practice interview. Or practice with a friend and tape your responses so you can replay the interview and see how well you did. Prepare answers to commonly asked interview questions. Doing so will help you analyze your background and qualifications for the position. Finally, try and relax!

Dressing for Success

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

 

An article in U.S.A. Today spoke about candidates for jobs wearing jeans, purple sweat suits, and spike heels or sneakers. Other applicants weren't afraid to show pierced body parts and spiked hair. Still others chewed gum or showed up in rumpled clothes or with their pants falling down. One recruiter even told a candidate with his trousers down below his hips, to "Pull your pants up." According to the article, the outlandish dress costs some candidates the job.

Dress Your Best When Interviewing

Does it really make a difference how you dress for an interview? In many cases, it does. I'll never forget the gentleman I interviewed for an accounting position. He had been out of work for a few months and wanted to show me why. He took off his jacket, unbuttoned his shirt and started to pull down his pants (this is a true story) to show me the scar from a boat propeller that had injured him. He didn't get the job. Neither did the young lady in a bright red skirt so short and tight that she could hardly sit down!

In the conservative business climate I worked in at the time, appearances did matter. In other environments it isn't as important. However, it does make sense to dress your best for the interview, regardless of the dress code at the organization. If you're in doubt about how to dress for an interview, it is best to err on the side of conservatism. It is much better to be overdressed than underdressed (or undressed). If you're not sure, check with the person who scheduled the interview and ask.

According to Kim Zoller at Image Dynamics, 55% of another person's perception of you is based on how you look. Her Dressing for Success information gives some tips on how to look your best, without necessarily spending a lot of money. Here's a quick look at the basics:

Women's Interview Attire

• Solid color, conservative suit
• Coordinated blouse
• Moderate shoes
• Limited jewelry
• Neat, professional hairstyle
• Tan or light hosiery
• Sparse make-up & perfume
• Manicured nails
• Portfolio or briefcase

Men's Interview Attire

• Solid color, conservative suit
• White long sleeve shirt
• Conservative tie
• Dark socks, professional shoes
• Very limited jewelry
• Neat, professional hairstyle
• Go easy on the aftershave
• Neatly trimmed nails
• Portfolio or briefcase

 

Top 10 Interview Blunders

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

What shouldn't you do when interviewing? Here are a selection of blunders, mistakes and errors a candidate for employment can make. Spend time preparing to interview so these don't happen to you!

Top 10 Interview Blunders

1. Don't Prepare
Not being able to answer the question "What do you know about this company?" might just end your quest for employment, at least with this employer. Background information including company history, locations, divisions, and a mission statement are available in an "About Us" section on most company web sites. Review it ahead of time, then print it out and read it over just before your interview to refresh your memory.

2. Dress Inappropriately
Dressing inappropriately can work both ways. You will certainly want to wear a suit if you are interviewing for professional position. When interviewing for a summer job at your local theme park or as a lifeguard, for example, dress accordingly in neat and casual attire. If you aren't sure what to wear, visit the organization and watch employees coming in and out of the office to see what they are wearing.

3. Poor Communication Skills
It's important to communicate well with everyone you meet in your search for employment. It is, however, most important to positively connect with the person who might hire you. Shake hands, make eye contact, exude confidence, engage the person you are speaking with, and you will let the interviewer know that you are an excellent candidate for this position - before you even answer an interview question.

4. Too Much Communication
Believe it or not, a recent candidate for employment, who, by the way, didn't get the job, didn't hesitate to answer his cell phone when it rang during an interview. Leave the phone behind or at least turn it off before you enter the building. Same goes for coffee, food and anything else other than you, your resume, your job application, and your list of references. They don't belong at an interview.

5. Talk Too Much
There is nothing much worse than interviewing someone who goes on and on and on... The interviewer really doesn't need to know your whole life story. Keep your answers succinct, to-the-point and focused and don't ramble - simply answer the question.

6. Don't Talk Enough
It's really hard to communicate with someone who answers a question with a word or two. I remember a couple of interviews where I felt like I was pulling teeth to get any answers from the candidate. It wasn't pleasant. So, even though you shouldn't talk too much, you do want to be responsive and fully answer the question as best you can.

7. Fuzzy Facts
Even if you have submitted a resume when you applied for the job, you may also be asked to fill out a job application. Make sure you know the information you will need to complete an application including dates of prior employment, graduation dates, and employer contact information.

8. Give the Wrong Answer
Make sure you listen to the question and take a moment to gather your thoughts before you respond. Like the following candidate, you'll knock yourself out of contention if you give the wrong answer.

The interviewer had completely described a sales and marketing position to the candidate. She emphasized that cold calling and prospecting were the most important skills and experiences needed for the position. The candidate responded to the question about what she did or didn't like to do in sales, with these words: "I hate to do cold calling and prospecting, and I'm not good at it." That response ensured that she wouldn't get the job!

9. Badmouthing Past Employers
Your last boss was an idiot? Everyone in the company was a jerk? You hated your job and couldn't wait to leave? Even if it's true don't say so. I cringed when I heard someone ranting and raving about the last company she worked for. That company happened to be our largest customer and, of course, I wasn't going to hire someone who felt that way about the company and everyone who worked there.

It's sometimes a smaller world than you think and you don't know who your interviewer might know, including that boss who is an idiot... You also don't want the interviewer to think that you might speak that way about his or her company if you leave on terms that aren't the best.

10. Forget to Follow Up
Afraid you didn't make the best impression? Are you sure that you aced the interviewed? Either way, be sure to follow up with a thank you note reiterating your interest in the position and the company.

Finally, even if you do flub the interview, don't take it to heart. I don't think there is anyone hasn't blown an interview or two. If it happens, look at it like it just wasn't meant to be, learn from your mistakes and move on to the next opportunity.

Job Interview Answer: Why Should We Hire You?

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

A typical interview question, asked to get your opinion, or to validate the interviewer's opinion, on why you would be the best candidate for the position, is "Why should we hire you?"

The best way to respond is to give concrete examples of why your skills and accomplishments make you the best candidate for the job. Take a few moments to compare the job description with your abilities, as well as mentioning what you have accomplished in your other positions. Be positive and reiterate your interest in the company and the position.

More Answers / Share Your Interview Answer

How would you answer this question? Read more answers and share your best answer to Why should we hire you??

Job Interview Questions and Answers

Interview Questions and Answers
Typical job interview questions and sample answers.

Interview Questions to Ask
Questions for candidates for employment to ask the interviewer.

Job Interview Answer: What are you looking for in your next job?

From Kay Stout

Job Vacancy Indonesia, Employee, Vacancy

 

Best Answers

You can begin your answer with this question: Tell me, Mr./Ms. Interviewer, what is a typical career path at OPL for someone with my skills and experience?

(Based on the answer you can then respond to the original question using the phrases from the answer to frame your response).

What is important to you? Two things are very important to me. One is my professionalism at work; the second is my family life.

 

Job Interview Answer: What Have You Been Doing Since Your Last Job?

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

 

If you have an employment gap on your resume, the interviewer will probably ask you what you have been doing while you were out of work.
The best way to answer this question is to be honest, but do have an answer prepared. You will want to let the interviewer know that you were busy and active, regardless of whether you were out of work by choice, or otherwise. Here are some suggestions on how to explain what you did while you were out of the workforce.

• I worked on several freelance projects, while actively job seeking.
• I volunteered for a literacy program that assists disadvantaged children.
• My aging parents needed a temporary caregiver and I spent time looking after them.
• I spent time being a stay-at-home mom and volunteering at my daughter's school.
• I took some continuing education classes and seminars.

As I said, it doesn't really matter what you did, as long as you have an explanation. Hiring managers understand that people lose their job - it can happen to anyone - and it's not always easy to find a new job fast. Also, there are legitimate non-employment reasons for being out of the workforce.
 

Illegal Interview Questions

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

Federal and state laws prohibit prospective employers from asking certain questions that are not related to the job they are hiring for. Questions should be job-related and not used to find out personal information.

In a nutshell, employers should not be asking about your race, gender, religion, marital status, age, disabilities, ethnic background, country of origin, sexual preferences or age.

Illegal Interview Questions

Employers should not ask about any of the following, because to not hire a candidate because of any one of them is discriminatory:

• Race
• Color
• Sex
• Religion
• National origin
• Birthplace
• Age
• Disability
• Marital/family status

Your Options

Answer the question.

Answer the "intent" of the question. For example, if you are asked whether you are a United States citizen (not legal to ask), reply that you are authorized to work in the U.S., which is a question the employer can ask you and which is appropriate to answer.

Try to change the topic of conversation and avoid the question.

Refuse to answer the question which might cost you the job if you are very uncomfortable with the question. However, consider whether you really want to work somewhere where you are asked questions that are not appropriate.

Before You File a Claim

Before you file a claim for discrimination, you might want to consider that most discrimination is not deliberate. In many cases, the interviewer may simply be ignorant of the law. Even though the interviewer may have ask an illegal question it doesn't necessarily mean that the intent was to discriminate or that a crime has been committed.

Filing a Claim

If you believe you have been discriminated against by an employer, labor union or employment agency when applying for a job or while on the job because of your race, color, sex, religion, national origin, age, or disability, or believe that you have been discriminated against because of opposing a prohibited practice or participating in an equal employment opportunity matter, you may file a charge of discrimination with the U.S. Equal Employment Opportunity Commission (EEOC).

Job Interview Answer: Are You Overqualified for This Job?

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

Are you overqualified for this job? Are you prepared to respond when an interviewer asks if you're overqualified? Career expert and author, Joyce Lain Kennedy, shares her best job interview answers to the question "Are you overqualified for this job?"

Joyce Lain Kennedy is the nation's first syndicated careers columnist. Her work is distributed by Tribune Media Services and appears in more than 100 newspapers and web sites. In addition, Joyce is author of eight career-related books including Job Interviews for Dummies, where you can read additional excellent interview advice, Cover Letters for Dummies and Resumes for Dummies.

Keep in mind that you can customize these answers to fit your particular circumstances and the job you are applying for.

Joyce Lain Kennedy's sample answers to the interview question "Are you overqualified for this job?"

• Overqualified? Some would say that I'm not overqualified but fully qualified. With due respect, could you explain the problem with someone doing the job better than expected?
• Fortunately, I've lived enough years to have developed the judgment that allows me to focus on the future. Before we speak of past years, past titles and past salaries, can we look at my strengths and abilities and how I've stayed on the cutting edge of my career field, including its technology?
• I hope you're not concerned that hiring someone with my solid experience and competencies would look like age bias if once on the job you decided you'd made a mistake and I had to go. Can I present a creative idea? Why don't I work on a trial basis for a month -- no strings -- which would give you a chance to view me up close? This immediately solves your staffing problem at no risk to you. I can hit the floor running and require less supervision than a less experienced worker. When can I start?
• I was proud to be a charge nurse but I really like getting back to working with patients.
• I'm flattered that you think I'm headhunter bait and will leap to another job when an offer appears. Not really. This job is so attractive to me that I'm willing to sign a contract committing to stay for a minimum of 12 months. There's no obligation on your part. How else can I convince you that I'm the best person for this position?
• I'm here because this is a company on the move and I want to move up with you. With more than the minimal experience to just skim by, I offer immediate returns on your investment. Don't you want a winner with the skill sets and attitudes to do just that?
• My family's grown. And I am no longer concerned with title and salary -- I like to keep busy. A reference check will show I do my work on time, and do it well as a team member. I'm sure we can agree on a salary that fits your budget. When can we make my time your time?
• Downsizings have left generational memory gaps in the workforce and knowledge doesn't always get passed on to the people coming up. I could be an anchor or mentor -- calm, stable, reliable and providing day-to-day continuity to the younger team. For my last employer, I provided the history of a failed product launch to a new marketing manager, who then avoided making the same mistakes.
• As you note, I've worked at a higher level but this position is exactly what I'm looking for. You offer opportunity to achieve the magic word: balance. I'm scouting for something challenging but a little less intense so I can spend more time with my family.
• Salary is not my top priority. Not that I have a trust fund but I will work for less money, will take direction from managers of any age, will continue to stay current on technology and will not leave you in the lurch if Hollywood calls to make me a star. And I don't insist that it's my way or the highway.

Job Interview Answer: Why Were You Fired?

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

 

Fired from your job? Don't know what to say in an interview? Career expert and author, Joyce Lain Kennedy, shares her twelve best job interview answers to the question "Why were you fired?"

Joyce Lain Kennedy is the nation's first syndicated careers columnist. Her work is distributed by Tribune Media Services and appears in more than 100 newspapers and Web sites. In addition, Joyce is author of eight career-related books including Job Interviews for Dummies, where you can read additional excellent interview advice, Cover Letters for Dummies and Resumes for Dummies.

Joyce Lain Kennedy's sample answers to the interview question "Why were you fired?"

• Being cut loose was a blessing in disguise. Now I have an opportunity to explore jobs that better suit my qualifications and interests. My research suggests that such an opportunity may be the one on your table. Would you like to hear more about my skills in working with new technology?
• My competencies were not the right match for my previous employer's needs but it looks like they'd be a good fit in your organization. In addition to marketing and advertising, would skills in promotion be valued here?
• Although circumstances caused me to leave my first job, I was very successful in school and got along well with both students and faculty. Perhaps I didn't fully understand my boss's expectations or why he released me so quickly before I had a chance to prove myself.
• The job wasn't working out so my boss and I agreed that it was time for me to move on to a position that would show a better return for both of us. So here I am, ready to work.
• After thinking about why I left, I realize I should have done some things differently. That job was a learning experience and I think I'm wiser now. I'd like the chance to prove that to you.
• A new manager came in and cleaned house in order to bring in members of his old team. That was his right but it cleared my head to envision better opportunities elsewhere.
• Certain personal problems, which I now have solved, unfortunately upset my work life. These problems no longer exist and I'm up and running strong to exceed expectations in my new job.
• I wanted my career to move in a different direction, and I guess my mental separation set up the conditions that led to my departure. But by contrast, the opportunity we're discussing seems to be made for me and I hope to eventually grow into a position of responsibility.
• I usually hit it off very well with my bosses, but this case was the exception that proved my rule of good relationships. We just didn't get on well. I'm not sure why.
• My job was offshored to India. That's too bad because people familiar with my work say it is superior and fairly priced.
• I outlasted several downsizings but the last one included me. Sign of the times, I guess.
• I was desperate for work and took the wrong job without looking around the corner. I won't make that mistake again. I'd prefer an environment that is congenial, structured and team-oriented, where my best talents can shine and make a substantial contribution.

Kennedy also says, "Practice in advance what you'll say. Then keep it brief, keep it honest and keep it moving." That way, you'll get past the sticky issue of getting fired and can move on to your skills and why you're qualified for the job.

More Answers /Share an Answer
Read more responses and share your suggestions on how to answer interview questions about why you were fired.

You're Fired

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

Getting fired, unfortunately, can happen to the best of us. It can happen even when it's not your fault. There could be a personality conflict between yourself and your supervisor. Your idea of what the job was going to be like might differ from what management was thinking. You could have simply screwed up. It happens. You're not alone.
Wrongful Termination
Experts estimate that at least 250,000 workers are illegally or unjustly fired (wrongful termination) each year and that's not counting those that were justifiably terminated. Regardless of the circumstances, what to do if you've been fired? Where do you go from here?
Getting Fired
First of all, don't beat yourself up. As I said, getting fired can happen to the best of us. Don't dwell on it. Instead, focus on what you are going to do next and how you are going to find another job. Keeping in mind that another hurdle - the stigma of being fired - has just been added to your job search. That said, there are ways you can address this issue and put it in at least a neutral, if not a positive, light.
Legal Issues
Before you begin a job search consider where you stand from a legal perspective. Was your firing legitimate or could it be considered wrongful termination? Are you eligible for unemployment benefits? If you were fired for misconduct you may not be eligible, but, don't presume that is the case.
Check with your state unemployment office, especially if you have a different opinion than your employer does about how you parted ways. In many cases, if it isn't clearcut, the unemployment office will lean towards the unemployed job seeker, rather than the employer, when making a decision on unemployment compensation benefits.
Resumes and Cover Letters
All your job search correspondence must be positive. There is no need to mention that you were fired in your resume or in your cover letters. In your cover letters, focus on the basics. Make sure your cover letters address the position you are applying for and why, and how, you are qualified for it. That's all you need to do. There is no point in bringing up the circumstances of your leaving until you have to.
Applications
When filling out job applications, don't be negative, but, do be honest and don't lie, because it will come back to haunt you. You can use language like "job ended" or "terminated" if you need to state why you are no longer working at the job. If you are specifically asked if you were fired, you need to answer yes. Lying on a job application is grounds for dismissal at any time in the future and could cost you future unemployment benefits.
Interviewing
Here's where getting fired is going to matter most. You can be sure you are going to be asked the question "Why did you leave your last job?" Dick Bolles, author of What Color is Your Parachute recommends volunteering that you were fired even before the question is asked, then moving on. Joyce Lain Kennedy, in Job Interviews for Dummies gives similar advice "... keep it brief, keep it honest, and keep it moving." She suggests explaining why (downsizing, merger) if it wasn't your fault. If it was, Kennedy suggests telling the interviewer you learned a lesson and explain how you benefited from the experience. Take the negative and turn it into a positive. In addition, Kennedy provide sample interview answers you can use when asked if you were fired.
Practice. Take some time to prepare answers to questions about being fired so you know exactly how you are going to answer. Practice again, so you can respond confidently and without hesitation. The more you say it, the less painful it will be.
Again, don't lie. Most companies check references and check background information, so if you lie you are probably going to get caught.
Do not contradict yourself. Tell the truth and have one story and stick to it regardless of how many people are interviewing you. They will compare notes afterwards and you don't want to have told one person one thing and someone else another story.
Do not insult your former boss or your former employer. No employer likes to wonder if you will talking about them that way in the future. Also, don't be angry. Feeling angry after being fired is normal. However, you need to leave that anger at home and not bring it to the interview with you.
Moving On
As hard as it may be, and it is hard, you need to get over getting fired and move on. You need to be able to convince employers that, regardless of what happened in the past, you are a strong candidate for the position and can do the job. Focusing on the skills and experience you have, rather than the firing, will help sell you to the employer and will help you get the job.

Terminated for Cause

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

Definition: When an employee is terminated for cause they are fired from their job for a specific reason. Reasons an employee could be terminated for cause include, but are not limited to, stealing, lying, failing a drug or alcohol test, falsifying records, embezzlement, insubordination, deliberating violating company policy or rules, and other serious misconduct related to your employment. Conviction of a crime or breach of a contract you have with your employer may also be grounds for termination for cause.
When you are terminated for cause the employer does not have to give you notice.
Wrongful Termination
If you feel that you were unfairly terminated or have not been treated according to the law or company policy, you can get assistance. The US Department of Labor, for example, has information on each law that regulates employment and advice on where and how to file a claim.
Your state labor department may also be able to assist, depending on state law and the circumstances.
In addition, local bar associations often have a referral service and may even have a hot line you can call to find an employment lawyer. Keep in mind that you will need to pay for an attorney's services.
Termination for Cause and Unemployment
When you are terminated for cause you may not be eligible for unemployment compensation. If you are not sure whether you're eligible for unemployment, check with your state unemployment office to determine your eligibility for unemployment compensation.

Also Known As: terminated with cause, termination for cause

Examples:

George was terminated for cause for stealing from his employer.

Termination - Terminated from Employment

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

Definition: Termination is when an employee's job ends. Termination can be a voluntary termination of employment by the employee. Voluntary termination includes resignation or retirement.

Involuntary Termination

Employment can also be involuntary - when an employee is terminated by the employer. Employees can be terminated for cause. In that case, an employee is fired or dismissed from their job. Employees can also be laid-off when there is no work available for them. Employees who are laid-off may be eligible for unemployment benefits.

Employment at Will

In some cases, employers don't need a reason to terminate employment. Employment at will means that an employee can be terminated at any time without any reason. It also means that an employee can quit without reason. Employers are not required to provide notice when terminating an at-will employee.

Also Known As: termination from employment, terminated

Wrongful Termination

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

Definition: Wrongful termination happens when an employee is discharged from employment for illegal reasons or if company policy is violated when the employee is fired. In many cases, unless there is a contract or bargaining agreement, employees are considered covered under employment at will, which means your employer doesn't need a reason to fire you. However an employee can be wrongfully terminated if discrimination is involved in the termination, if public policy is violated, or if company policy states guidelines for termination.
Other reasons that could be construed as wrongful termination include retaliation i.e. being fired for being a whistle blower or complaining, or for not being willing to commit an illegal act when asked to by an employer.
Discrimatory reasons that can be considered wrongful termination include firing an employee because of race, nationality, religion, gender, or age.
Wrongful Termination
If you believe your termination was wrongful or you have not been treated according to the law or company policy, you can get help. The US Department of Labor, for example, has information on each law that regulates employment and advice on where and how to file a claim.
Your state labor department may also be able to assist, depending on state law and the circumstances.
In addition, local bar associations often have a referral service and may even have a hot line you can call to find an employment lawyer. Keep in mind that you will need to pay for an attorney's services.
Termination and Unemployment
When you are terminated you may not be eligible for unemployment compensation. If you are not sure whether you're eligible for unemployment, check with your state unemployment office to determine your eligibility for unemployment compensation. If your claim is denied you will be able to appeal and explain the circumstances of your termination.
Also Known As: unjust termination, unfair termination, wrongful dismissal
Examples:
Anthony believed his dismissal from his job was wrongful termination.

Employee Rights

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

When the economy slows, companies run into difficulties, businesses scale back their workforce, and layoffs increase. Rumors may start flying that lay-offs are imminent and jobs are at risk. In fact, if you look at what has happened with major corporations recently, downsizing is often not predictable.

That's why it's important to be be prepared to change jobs, because a lay-off could happen to any of us, often without warning. It's also important to know what your rights as an employee are when you lose your job.

Jay Warren, counsel in the New York office of Bryan Cave LLP, shares his expertise on employee rights and options for seeking assistance if you have questions about those rights, and/or if you believe you have been discriminated against or have been subjected to wrongful termination.

Source of Employee Rights:

Contract Rights
Employees who have an individual contract with their employer or employees covered by a union/collective bargaining agreement would be covered under the stipulations in the contract if their employment is terminated.

Company Policy
When a company plans lay-offs it may have a severance plan in effect. If so, severance payments may be provided if your employment is terminated.

Statutory Rights
Statutory rights are those provided by federal or state law. They include unemployment insurance, advance notification of the closing of or a substantial lay-off at a facility (depending on the size of the company), anti-discrimination laws, and anti-retaliation laws.

Getting Information on Your Rights

When you're not sure about your rights, the best place to start is with the company Human Resources department. Even if they are in the process of terminating your employment, they can answer questions; let you know what company benefits you are eligible for, and can guide you through the process of leaving employment.

When You Need Help

If you feel that you have been discriminated against or haven't been treated according to the law or company policy, you can get assistance. The US Department of Labor, for example, has information on each law that regulates employment and advice on where and how to file a claim. Your state labor department may also be able to assist, depending on state law and the circumstances.

In addition, local bar associations often have a referral service and may even have a hot line you can call to find an employment lawyer. Keep in mind that you will need to pay for an attorney's services.

DISCLAIMER:
The private web sites, and the information linked to both on and from this site, is opinion and information. While I have made every effort to link accurate and complete information, I cannot guarantee it is correct. Please seek legal assistance, or assistance from State, Federal, or International governmental resources to make certain your legal interpretation and decisions are correct. This information is not legal advice and is for guidance only.

 

How to Say Goodbye

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

You have found a new job and you're ready to give two weeks notice to your current employer. Or, you've lost your job. What's the best way to say goodbye?

First things, first. Regardless of the circumstances of your leaving, if you are about to resign, your first responsibility is to let your employer know that you are resigning. You need to part on good terms and you don't want your boss hearing rumors of your departure through the grapevine.

The next step is to send a farewell message to co-workers and to let them know that you are moving on to a new position, starting a job search, retiring or doing something else with your life. It's appropriate to send an email farewell letter. You can include contact information so you can stay in touch.

How to Say Goodbye

Handle your departure as carefully as you would handle any other business endeavor. It's always wise to not burn bridges, because you don't know when you will need your past employers for a reference.

Review what to say and how to leave so your departure is polished and professional. If you're not sure what to write in your goodbye letter, review our sample resignation letters, resignation email message, and goodbye letters, then tailor one to meet to your circumstances.

Saying Farewell to Co-Workers

Once your boss knows you are leaving, it's fine to let your co-workers and colleagues know that you're moving on. Here are some tips for saying good-bye.

• Connect on LinkedIn - if you're not already connected with your colleagues on LinkedIn, now is a good time to make that connection.
• Say goodbye via email - send an email announcement or a LinkedIn message to co-workers you know well, not necessarily to the entire company. Especially if there are thousands of employees.
• Keep your message brief and to the point. Do not include a long dissertation on how you hated your job and couldn't stand working for the company. Don't include the fact that you're making oodles of money at the new job, even if it's true. There is no need to criticize or brag. You want to move forward and say farewell in a positive manner.
• Do mention projects you have worked on together or special times you've enjoyed together. This farewell letter is casual and personal, rather than official.
• Include personal contact information, including email address and phone, so your co-workers can stay in touch.
• Review these sample farewell letters to get an idea of how to say goodbye when you're not sure what to write.

When You Have Been Fired or Laid Off

If you've been fired or laid off and want to let you co-workers know you're leaving, and you still have email access, you can send an even briefer email letter. Let them know you'll be moving on. Ask for job search assistance, if it's appropriate, and provide your personal contact information, so, they can get in touch.

Be Brief

In summary, when leaving a position, keep your good-byes short and sweet. Don't go overboard, in any direction. Do make sure you notify those co-workers that need to know that you're leaving and make sure they know how to get in touch with you after you're gone.

How to Say Farewell to Co-Workers

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy   

You have lost your job or you've found a new one and you're moving on. As you depart, it's important to take the time to say farewell to your co-workers. Both to let them know you're leaving or have left and because you want to be able to stay in touch and provide them with your personal contact information.

The Best Way to Say Farewell

What's the best way to say farewell to your co-workers? Don't send a mass email. Instead, send personalized individual emails or messages via LinkedIn, rather than group messages, so your farewell message is personal. You can use one of these sample farewell letters to let colleagues, clients, and your connections know that you are moving on.

Tips for Saying Farewell to Co-Workers

• Connect on LinkedIn - Be sure your LinkedIn account includes your personal email address, not your work address. Then, if you're not already connected with your colleagues on LinkedIn, connect now.
• Friend on Facebook - When you are friends with your co-workers, make sure you're connected on Facebook, too. Especially now that you're not working together, the boundaries between work and your personal life are gone.
• Say goodbye via LinkedIn or email - send an email message or a LinkedIn message to the co-workers you know well, not necessarily to the entire company.
• Keep your message brief and to the point. Don't go into details (positive or negative) about why you're leaving. Just let your co-workers know you're leaving, and if you're so inclined, offer to help during the transition.
• Do mention projects you have worked on together or events you have enjoyed together. This farewell letter is personal rather than formal.
• Include your contact information - include your LinkedIn URL, your email address, and your phone number in your message, so your co-workers can stay in touch.
• Take a look at our sample farewell letters to get advice on how to say goodbye.

Fired or Laid Off?

Even though it may feel awkward, if you have been fired or laid off it's still a good idea let you co-workers know you're leaving or gone. If still have email access, you can send an even briefer email letter. Let them know you'll be moving on. Ask for job search assistance, if it's appropriate, and provide your personal contact information, so, they can get in touch.

Barbara's Retail Industry Blog

By Barbara Farfan

Job Vacancy Indonesia, Employee, Vacancy  

The big news for those working in the retail industry this week was the survey results released by Manpower Inc. which revealed that retail hiring in the 2008 holiday season will be lower than it was last year. This might be widely reported news, but it's not unexpected news to anyone who works or spends money in retail stores.

A small comfort for Washington DC area retail job seekers is that fewer displaced Fannie Mae and Freddie Mac employees will be flooding the mall with resumes. That's because a retention plan will be offered so that the lenders don't lose key people to a mass employee exodus. About 25 % of their employees will be offered "pay to stay" bonuses. The other 75%, I guess, are on their own and may need some of those seasonal retail jobs.

With so many gloomy predictions about the job market, it's difficult to know where to go with a retail career or even if there is anywhere to go with it at all. A majority of the e-mails I receive from About.com readers are either asking for advice about where to start in the retail industry, or, once in, "how to get there from here." These days many retail employees are asking for strategies to switch careers altogether.

It's been my experience that career paths are not always as safe and linear as most people would like them to be. Making a dramatic move, like leaving your chosen industry, might seem like an undesirable u-turn. In fact, though, it might be just that type of dramatic change that puts you on a career superhighway that you didn't know existed. Most of today's most famous CEOs did not have a linear rise through the ranks in the retail industry. Rather, the career paths of retail CEOs had many job-hopping, industry-jumping, and zigzagging moves.

You can gain experience and knowledge from any industry that will make you more valuable when you decide to reenter retailing. But if your decision to abandon your retail career is based solely on the economic news that's sensational enough to grab the headlines, then you're missing the whole retail story.

It wasn't widespread news when Bloomingdales's announced today that it plans to build three new stores. That's probably because the new stores are not scheduled to open until 2010 and 2011. Even so, Nordstrom and Saks Fifth Avenue have both announced plans for expansion in 2009. Also, Dollar Tree, Gymboree, Urban Outfitters, Petsmart, Walgreens, and Home Depot have all announced new stores openings for 2009, with leases signed and buildings under construction.

On the food side of the retail industry, long-time ice cream favorite Baskin-Robbins is in an aggressive expansion mode, projecting that it will have opened 400 stores globally in 2008. Toledo-based Marco's Pizza will have opened 40 new stores in the extremely crowded niche of pizza providers this year, and it expects to have 500 stores by 2010. Sprouts Farmers Market has plans to open 100 stores over the next five years, and Fresh & Easy is in the midst of a 30-store expansion in Q4. Even Starbucks, after closing 600 stores this year, plans to open about 200 new ones next year.

If you look in one direction, the job forecast is bleak for the retail industry. If you look in another direction the future seems bright. Every employee at every level gets to choose which direction to look. Any advice I give about careers always includes the escape clause that no matter what you choose, you'll always get the opportunity to choose again.

The Best Retail Industry Jobs and Careers

By Barbara Farfan

Job Vacancy Indonesia, Employee, Vacancy 

Approximately 15 million people are employed in the U.S. retail industry. Currently that number is steadily shrinking. Those with an eye on a retail career and those who are already cultivating one will need an outlook that is out of the ordinary and a professional contribution that is extraordinary in order to compete in an industry that is under extreme economic pressure.

Finding the Best Retail Jobs

The best retail job is not necessarily the one with the best pay and the best benefits. The best retail job might not even be found anywhere on the Fortune 500 “Best Companies to Work For” list. Instead the best job is the one that matches the talents, skills, values, and personal goals of the individual.

A 2007 study conducted at the University of Chicago concluded that those who are happiest in their jobs in the U.S. are those who work as clergy. If you are not a particularly spiritual person, however, it would be easy to see how this would not be a dream job, but rather a 24/7 nightmare. The best job for anyone in any profession is the one which is the best fit.

Finding the best “right fit” job is about knowing yourself first, and then matching your own identity and goals with the identity and goals of an employer. In the short term it might seem more important to get a job that gives the best compensation, but in the long-term, most employees are chronically dissatisfied until they get a job that provides the best personal fulfillment. 

Keeping the Best Retail Jobs

Just because you get a job somewhere in the retail industry doesn’t mean that you’re going to keep it forever. In times of slowdowns, cutbacks, and layoffs, the difference between the employees with paychecks and the employees with pink slips is determined more by contribution than seniority.

The indispensable employees in any organization are the ones whose contributions are obvious. Those who do more than their job description requires, and generally exceed expectations, will be the ones that the organization will never want to let go. The best way to make a positive impression on the managers in charge of hiring and firing is to first be impressive.

The Career Path to Becoming a Retail Rock Star CEO

By Barbara Farfan

Job Vacancy Indonesia, Employee, Vacancy

It’s hard to pinpoint when or why it began, but these days the CEOs of America’s best known companies have attained a fame that rivals that of professional athletes and rock stars. High profile corporate leaders are being idolized, scrutinized, and televised. With salaries, bonuses, and exit packages that rival those of America’s best known celebrities, the position of corporate CEO has gained more than a little sex appeal.

While many employees in the retail industry today have their eye on the seemingly glamorous chief executive job, the goal seems distant and somewhat unattainable. There are plenty of great musicians who never make a platinum record. There are also plenty of brilliant employees who will never attain rock star CEO status. As the lines between business and celebrity start to blur, retail employees are left wondering if progressive career paths still exist or if, like rock stars, they’re going to have to hope for a “big break” to make it to the top of the retail industry.

Famous CEOs Leave Clues for Career Advancement

Today’s ascent up the retail corporate ladder is less like a singular climb up a sturdy structure and more like a blind and crowded crawl around an unmarked labyrinth with shifting walls. Well-established and fixed hierarchies have given way to constant shuffles of the org chart boxes. Just when you think you have your next move mapped out, some overpaid OD consultant swoops in and changes the topography. It’s like a bad road trip in the family SUV. You can see where you want to go, but you can’t find a way to get there from here.

There are very few companies that will take employees by the hand and lead them through their career journey any more. Employees today are left to use their own navigational skills to make their way to the penthouse office suite. It may be a mysterious journey, but it’s not an impossible one. By reconstructing the professional route that some well-known CEOs took to get to the top, certain similarities and patterns emerge. A single executive’s work history may not mapquest the most relevant career path for contemporary corporate America, but each path can provide clues to those retail employees who are looking for career advancement direction.

Traditional Rise Through the Retail Ranks

Progressive promotion is the old school strategy for success in the retail field. Work hard, be loyal, and grow with the company. This career path is slow, it’s steady, and it’s definitely not glamorous, but it is a practical path to take. While rising through the ranks might have been considered the only way to advance for baby boomers, it’s a relatively uncommon phenomenon for today’s retail chief executives. Nevertheless, the career paths of Target’s Robert Ulrich, Best Buy’s Brad Anderson, and Walgreens’ Jeffrey Rein stand out as classic examples of a good, old-fashioned ladder-climbing ascent.

Best Holiday Season Job SearchTips For Temporary Retail Jobs in the 2009

By Barbara Farfan

Job Vacancy Indonesia, Employee, Vacancy

Temporary retail holiday jobs are usually filled by students and teachers on break, people who want to earn extra money for gifts, and those who just want to buy stuff with their employee discount. In 2009, though, the usual holiday retail temp will be competing with 15 million people who aren't looking for holiday money, they're looking for rent and food money. A larger pool of candidates will be competing for a smaller number of temporary retail holiday positions in 2009, and the competition will be fierce.

The retail job seekers in the 2009 holiday season will need creativity, salesmanship, and a competitive advantage to land one of the coveted retail temp positions. These tips will help job seekers find the temporary holiday openings, and once located, land the job.

Holiday Retail Job Search Tip #1
Go Where the Jobs Are

Luxury stores are struggling, discount stores are thriving. Electronics sales are expected to be up this holiday season, retail specialty apparel sales are expected to be flat. Some retailers are opening new stores before the end of the year. Some retailers are struggling to keep their chains open. Do your homework, and save yourself some time by going where the jobs are.

Holiday Retail Job Search Tip #2
Get Out of the Mall

Not all retail holiday spending is done in a mall. While people will probably not be spending as much on gifts in the upcoming holiday, they will still be making extra food purchases for traditional holiday meals, treats, and parties. Grocery stores often hire temporary seasonal employees to handle their business increases. Temporary seasonal job openings might be less competitive at grocery stores because job hunters often forget about them.

Holiday Retail Job Search Tip #3
Apply Early, Follow Up Often

Retailers already had a stack of resumes before they had any open positions. You need to get your resume into the stack as soon as possible and keep it near the top of the stack by following up with your potential employers regularly. Persistence is a positive quality to demonstrate. Pestering is not.

Holiday Retail Job Search Tip #4
Retool Your Resume

If your resume was created to help you get a job in the financial services sector, the travel industry, the tech industry or anything other than retail, then it needs to be retooled to focus on skills and experience that match the needs of your potential retail employer. Customer service, sales, and cash handling skills are what retailers need during a busy holiday season. If you have any training or experience in any of those areas, then they need to be emphasized on your resume. Everything else should be deemphasized or removed altogether.

Holiday Retail Job Search Tip #5
Ask for the Job That Nobody Else Wants

In the holiday season, the need for late night and early morning stocking employees increases. If you specifically request those shifts, you will position yourself as the right fit for a hard-to-fill position. Of course you'll need to actually be able and willing to work those hours or else you will quickly find yourself job hunting again.

Holiday Retail Job Search Tip #6
Show Respect For the Retail Profession

Working in a retail store may be your last resort, but hiring you is not a retailer's last resort. The retail sector has lost 868,000 jobs since the beginning of the recession, and many of those displaced workers actually want a retailing career. Retailing is a profession, not a pastime, and now more than ever retailers want employees who will respect and appreciate their jobs. Nobody likes to feel like the consolation prize.

Target Values Traditional Long-term Careers and Community Responsibility

By Barbara Farfan

Job Vacancy Indonesia, Employee, Vacancy

 

Most senior leaders in the retail industry these days seem to be primarily driven by shareholder returns, short-term profits, and their own annual compensation packages. The management team at Target, however, seems to have maintained a connection to traditional values that are as refreshing as they are old-fashioned.

Retail employees everywhere can get inspired by the story of Target’s Gregg Steinhafel, who has had an unusually old-fashioned career path for a contemporary retail CEO. Steinhafel graduated from college, got an entry-level merchandising job, slowly rose through the ranks, and 29 years later assumed the top position at the company where he’s spent his entire career.

Steinhafel’s career is a classic tale of hard work that is rewarded, loyalty that is valued, and persistence that pays off. His story, brought to you by Target, represents the essence of American opportunity.

In his 29 years at Target, Steinhafel has held just about every position that has ever existed in a retail organization. He spent 15 years in merchandising roles, and it was 20 years before he was named president. Steinhafel’s predecessor, Bob Ulrich, also worked in the company for 20 years before taking the leadership reins. This is a definite demonstration of what Target values in its leadership team - stability, loyalty, and a depth of understanding that comes only with experience.

It seems that their slow and steady executive grooming strategy has paid off well for both the corporation and its shareholders. Target’s sales and store presence tripled under Ulrich’s leadership, and its net earnings increased nearly nine-fold in that same time period.

Even more valuable than monetary earninMost senior leaders in the retail industry these days seem to be primarily driven by shareholder returns, short-term profits, and their own annual compensation packages. The management team at Target, however, seems to have maintained a connection to traditional values that are as refreshing as they are old-fashioned.

Retail employees everywhere can get inspired by the story of Target’s Gregg Steinhafel, who has had an unusually old-fashioned career path for a contemporary retail CEO. Steinhafel graduated from college, got an entry-level merchandising job, slowly rose through the ranks, and 29 years later assumed the top position at the company where he’s spent his entire career.

Steinhafel’s career is a classic tale of hard work that is rewarded, loyalty that is valued, and persistence that pays off. His story, brought to you by Target, represents the essence of American opportunity.

In his 29 years at Target, Steinhafel has held just about every position that has ever existed in a retail organization. He spent 15 years in merchandising roles, and it was 20 years before he was named president. Steinhafel’s predecessor, Bob Ulrich, also worked in the company for 20 years before taking the leadership reins. This is a definite demonstration of what Target values in its leadership team - stability, loyalty, and a depth of understanding that comes only with experience.

It seems that their slow and steady executive grooming strategy has paid off well for both the corporation and its shareholders. Target’s sales and store presence tripled under Ulrich’s leadership, and its net earnings increased nearly nine-fold in that same time period.

Even more valuable than monetary earnings, Target’s leaders have consistently led the company onto Fortune magazine’s “Most Admired” list of American corporations. Rather than spending millions of dollars to fabricate an image for itself, Target instead allocates millions to community programs, which in turn, has earned it the kind of reputation that can’t be bought.

Many retail organizations claim to have corporate values that seem to be mostly fashioned to boost their image in the eyes of analysts, investors, and consumers. Target has a carefully crafted mission statement as well, but it backs up its words with actions that are both meaningful and measurable.

Target has what it calls a “Community Responsibility” policy, which is deeply rooted in the company’s history. Its original parent company, Dayton Hudson, began contributing 5% of its pretax profits to charitable and community organizations in 1946. Target has also participated in this 5% tradition since it was founded in 1962. In economic times that give any company a good excuse to cut back on charitable activities, Target has stayed true to its values by staying true to its social responsibility budget. This has amounted to about $3 million of charitable giving each week, even during the worst parts of the retail recession.

Target, in a word, is grounded. It is rooted in its promise “to provide consistent growth plus a long-term plan to sustain success.” Instead of being hyper-focused on temporary metrics like monthly same store sales results, the company’s leaders are being careful to give focus to long-term practices that build for the future. Target is one of the few remaining examples of what corporate America has been in the past. It also serves as a shining example of what the U.S. retail industry can resurrect in the future.

It’s comforting to know that, at least in one way, the American dream is still on Target.gs, Target’s leaders have consistently led the company onto Fortune magazine’s “Most Admired” list of American corporations. Rather than spending millions of dollars to fabricate an image for itself, Target instead allocates millions to community programs, which in turn, has earned it the kind of reputation that can’t be bought.

Many retail organizations claim to have corporate values that seem to be mostly fashioned to boost their image in the eyes of analysts, investors, and consumers. Target has a carefully crafted mission statement as well, but it backs up its words with actions that are both meaningful and measurable.

Target has what it calls a “Community Responsibility” policy, which is deeply rooted in the company’s history. Its original parent company, Dayton Hudson, began contributing 5% of its pretax profits to charitable and community organizations in 1946. Target has also participated in this 5% tradition since it was founded in 1962. In economic times that give any company a good excuse to cut back on charitable activities, Target has stayed true to its values by staying true to its social responsibility budget. This has amounted to about $3 million of charitable giving each week, even during the worst parts of the retail recession.

Target, in a word, is grounded. It is rooted in its promise “to provide consistent growth plus a long-term plan to sustain success.” Instead of being hyper-focused on temporary metrics like monthly same store sales results, the company’s leaders are being careful to give focus to long-term practices that build for the future. Target is one of the few remaining examples of what corporate America has been in the past. It also serves as a shining example of what the U.S. retail industry can resurrect in the future.

It’s comforting to know that, at least in one way, the American dream is still on Target.

A Decade of Women CEOs at FORTUNE 500 Companies

By Lahle Wolfe

Job Vacancy Indonesia, Employee, Vacancy

The number of women running FORTUNE 500 companies in 2000 was three. In 2009, 15 women CEOs ended the year at the helm of FORTUNE 500 companies including two women of color, Indra Nooyi (PepsiCo) and Andrea Jung (Avon Products.)

2000: There were only 3 women CEOs running FORTUNE 500 companies. Also in 2000, 50 FORTUNE 500 companies had women holding a quarter or more of corporate officer titles, but 90 FORTUNE 500 companies had no women corporate officers at all.

2001: As of August 2001, there were 5 women CEOs running FORTUNE 500 companies.

2002: 10 women ran FORTUNE 500 companies and a total of 11 ran FORTUNE 1000 companies.

2003: There were only 8 women CEOs at the helm of FORTUNE 500 companies. However, according to USA Today, "The smart money was on the women in 2003. Eight Fortune 500 companies have female CEOs, and as a group they outperformed the broader market by a substantial margin."

2004: In 2004 there was 6 women FORTUNE 500 CEOs. Women-run FORTUNE 500 companies out performed male-run FORTUNE 500s.

2005: During 2005 9 women CEOs ran FORTUNE 500 companies but by the end of the year the number fell to 7.

2006: 11 women started out on the list, and 10 women CEOs ran FORTUNE 500 companies at the end of the year.

2007: 12 Women CEOs ran FORTUNE 500 companies and a total of 25 FORTUNE 1000 companies have women in the top job (up from 20).

2008: The number of women CEOs remained at 12.

2009: By year-end, there were 15 women CEOs running FORTUNE 500 companies including Ursula Burns, CEO of Xerox, the first African American female CEO in the United States.

How Data Was Compiled: During some years, statistics on the number of female CEOs were published more than once. The numbers above reflect the highest number of female CEOs during any given year unless otherwise specified. Because CEOs leave, and the FORTUNE 500 company list is dynamic, changes in numbers can occur depending upon when female CEOs were counted during the year.

Catalyst Inc. - A Pro-Women's Catalyst Organization for Change

By Lahle Wolfe

 

Job Vacancy Indonesia, Employee, Vacancy

 

Origins and Date Founded:

In 1962, Felice N. Schwartz founded Catalyst to help women enter the workforce. The first board of directors consisted of five college presidents from Lawrence, Mills, Sarah Lawrence, Smith, and Wellesley. Together they began an organization whose work would go on to expand options for women in business and in the work force.

Size of Organization:

Catalyst has offices throughout the world in the U.S., Canada, and Europe. Their membership bases consists of "more than 400 companies, firms, business schools, and associations from around the world, employing millions of women."

Purpose of Organization:

"Founded in 1962, Catalyst is the leading nonprofit membership organization working globally with businesses and the professions to build inclusive workplaces and expand opportunities for women and business. With offices in the United States, Canada, and Europe, and more than 400 preeminent corporations as members, Catalyst is the trusted resource for research, information, and advice about women at work. Catalyst annually honors exemplary organizational initiatives that promote women's advancement with the Catalyst Award."

Services:

Catalyst works on a global basis to provide members, the media, and the public with information relative to diversification and provide counsel for creating workplaces that enable women and their employers to succeed. Their reports are considered a reliable source of information and are often cited in international media about the challenges and opportunities for organizations and women at work.

Some of their services include:

• Advisory Services: This group assesses the global and regional challenges to provide insights and strategies that support members’ goals.
• Information Center: The Information Center provides information about diversity in the workplace, leadership, retention and turnover, and gender discrimination. You can also search Catalyst’s Research and Knowledge section on their website. This feature contains a goldmine of useful information and statistics relating to women in business and in the work place.
• Speakers Bureau: Catalyst offers dynamic and knowledgeable speakers to serve at events, seminars, and other business environments.
• Corporate Board Services: A unique service that assists women in determining whether serving on a corporate board of directors is right move for them.

Annual Catalyst Awards

The Catalyst Award annually honors innovative approaches with proven results taken by organizations to address the recruitment, development, and advancement of all managerial women, including women of color.

By celebrating successful initiatives, Catalyst provides organizations with replicable models to help them create initiatives that are good for women and good for business.

Human Resources: The Importance of Having Written Job Descriptions

By Lahle Wolfe

Job Vacancy Indonesia, Employee, Vacancy

Before you begin interviewing, it is critical to have a written job description in place for each unique position. Having a written description accomplishes many important things that protect your business and your employees.

A good job description:

• Serves as a reference guide for determining comparable industry salaries.
• Helps maximizes dollars spent on employee compensation for the position by ensuring experience, and skills needed for the job, are detailed and matched to prospective applicants.
• Functions as a foundation for developing interview questions.
• Details information about the position that can be incorporated into “help wanted” ads.
• Discourages employees from refusing to do something because “it is not my job.”
• Provides a basis for employee reviews, salary increases, setting goals, and growth paths.
• Serves as legal documentation that can be useful in the event an employee files a termination or discrimination lawsuit against the company.

What to Include in a Job Description

An effective job description details the primary functions of the job, how the tasks will be carried out, and the necessary skills needed to perform the job. It should anticipate employee growth and potential problems with misunderstanding. That is, a job description is not just an analysis of the position; it should also address potential questions about the position in the future.

A job description should include the following:

• Job Title: Clarifies the position, job title, and rank or level (if applicable).
• Salary Range: List starting salary, mid-range, and high (maximum) salary for the position. You should also include information about how employees may be eligible for additional compensation (i.e., sales commissions, performance bonuses, annual raises, etc.)
• Statement of Purpose and Objectives: A general statement, summarizing in three or four sentences, the purpose or objective of the position.
• Job Description: A detailed list of specific duties and tasks in their order of significance (the most important duties should appear at the top of the list). This list should cover every activity that will take 5% or more of the employee’s time and include any accountability the employee may have for meeting certain objectives.
• Description of Reporting Structure: This section provides a detailed description of any and all roles the employee will hold. This should include their own supervisory roles (if any) as well as who they are subordinate to directly and indirectly. If the employee is to work with other employees or departments include that information as well.
  It is helpful to include a corporate organizational flow chart that depicts all positions in the company and their hierarchy.
• Experience and Skills: Be as specific as possible when detailing the experience and skills required to perform the job. For example, if the position requires the use of a computer, list the type of software or hardware used to perform the job.
• Description of Ideal Candidate: Detail other strengths needed to perform the job such as “ability to work with tight deadlines and multiple bosses.”
• Work Location and Schedule: List the physical location of the job, the days and hours of the position, and include any potential overtime that may be required to perform the job..

An Important Feature to Put in Every Job Description: “And Other Duties as Assigned”

The ideal situation for an employer involves hiring highly motivated and skilled employees who are eager to do more than just their assigned tasks. Employees who ask for more work when they find free time on their hands, or that are interested in learning new skills, can be invaluable to small businesses. But not all workers are dedicated to their jobs or the companies that write their paychecks. Employees who refuse to do more than their job description specifically states can create avoidable headaches for their employers.

By including “and other duties as assigned” to a job description, the employer can add new tasks to the position as are needed. In some cases, it may be beneficial to clarify beyond the generic “other duties” and be more descriptive. For example, “other clerical duties,” or “other duties as assigned by (a particular department of position).”

Paying higher salaries does not always equate with better job performance. Employers and their workers always get along better when what is expected in an employee’s job performance is detailed in writing.